With company reputation, viability and sometimes survival at stake, one of the critical roles of HR leadership today is to spearhead the development and strategic implementation of CSR throughout the organization and promote sound corporate citizenship.
Attracting and retaining competent people is one of the primary business reasons for CSR. While strategically including CSR in the organization can begin from different points (e.g., product safety, the board of directors, business development), it makes good business sense for HR to head the process and partner with strategic leaders in the organization because human capital is arguably the number one intangible value driver.
According to a study by the SHRM® on human capital forecast, key HR trends are:
1) demonstrating HR's return on investment; 2) HR's role in promoting corporate ethics; and 3) building people management and human capital components into key business transactions.
As per the same study, some HR leaders are taking action now:
63% are increasing spending on learning and training initiatives.
40% are changing company policy as a response to environmental issues.
36% are changing company policy as a response to grassroots pressure to change specific business practices.
32% are increasing involvement in social programs.
