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HR’s Strategic Role in Corporate Social Responsibility

Global ProTech limited is a private company specializing in manufacturing paints and Coating. The company’s mission is to be the preferred provider of integrative technology worldwide. For the company to achieve its vision, it has to implement Corporate Social responsibility programs. Furthermore, the company’s success depends on how best the Human resource department will utilize the strategies to implement CSR initiatives. Human Resource Management in an organization aims to link the human resource functions to the strategic objectives of the organization (Ghinea, V, M, & Moroianu, M, 2016).

In an organization, the HR department is structured to support the organization’s corporate strategy. The functions of HR are recruitment, compensation, training, and employee development. Subsequently, as a Human resource manager, I will play a more significant role in advancing Global ProTech’s Corporate social responsibility.

The Human resource can utilize several strategies to ensure the successful launch of the new CSR initiative. The human resource supports and implements employee volunteering programs. According to De Stefano F et al (2017) research, employees agreed that volunteer activities develop the organization’s reputation. The human resource managers call for employees to volunteer in activities that promote society.

The human resource reduces the working time and increases employee flexibility as an action to stimulate more employee volunteering. The employees should be given enough time to rest and do their personal chores. The human resource should also ensure that employees are flexible in their workstations and that they can do any activity of their choice. These strategies enable the employees to have free time, and they can readily volunteer in doing social responsibilities such as getting involved in charitable activities.

The human resource department provides training and development to its existing employees. The trained employees can develop their commitment to an organization’s success in corporate social responsibilities. The human resource managers equip the employees with skills needed for behavioral changes (Cohen E et al, 2012). An organization with trained employees has a high chance of developing its social responsibilities. The skilled employees can successfully participate in socially and environmentally conscious investments and also incorporate policies that will benefit the environment.

The human resource department implements several actions to promote the employee’s training and development as a measure to develop the Corporate social responsibility initiative. ProTech’s managers can send its employees to off-job training to learn about different CSR initiatives. The human resource should support the training activities with compensation systems and evaluation. The compensated employees will be determined to work hard to ensure that the organization achieves its corporate social responsibility.

The human resource department should incorporate environmental accountability into the CEO compensation. These can protect the environment, and the employees can play a more significant role in ensuring the organization meets this social responsibility initiative.

The human resource manager can promote management support and communication. These measures help drive the successful launch of the Corporate social responsibility initiative. The role of every human resource manager is to ensure that the employees are given the necessary support for social responsibility and sustainability. According to the research done by Cohen E et al, (2012), the employees who perceive strong signals of supervisory and organizational encouragement have more chances of engaging in positive behaviors for the natural environment. The employees help the organization in initiating CSR.

The way the human resource communicates the sustainability and corporate social responsibility goals using the terms that employees can relate to can influence the receptivity of employees. The human resource action in promoting communication is that it should implement good communication strategies. The human resource should increase its communication through emails, video calls, and sending bulk SMS. The communication will make the employees know what the organization requires them to do to promote corporate responsibility. The employees can then uniformly work in achieving the organizational goals. The employees can also have positive responses if the human resources couch the sustainability message in a way that relates to the lives of employees.

The human resource should create a sustainable organizational climate as a strategy to utilize the corporate social responsibility initiative. The organization should change its entrenched culture that is not compatible with Corporate social responsibility. The culture should be designed to support the organization’s CSR initiative. The employees are willing to take part in social responsibility in an organization whose culture supports the employee’s participation in developing society.

The organization can take several actions that will help it create a sustainable organizational climate. The organization must create roles and focus on incorporating sustainability responsibilities that fit job descriptions. These processes help in enhancing corporate social responsibility in the organization. The organizational programs should also be designed to shift its cultural climate towards corporate responsibility. The human resource must also address how different organizational subgroups interpret different social responsibilities within their norms and values. This action will enable the employees with varying cultures to support the organizational social responsibility initiative.


Cohen, E, Taylor, S & Muller-camen, M, (2012). HRM’s role in corporate social responsibility and environmental sustainability.

De Stefano, F, Bagdadli, S, Camuffo, S, (2017). The HR role in corporate social responsibility and sustainability: A boundary-shifting literature review.

Ghinea, V.M. and Moroianu, M. (2016), “HR strategy – necessity or fad for business sustainability?”, Management & Marketing. Challenges for the Knowledge Society, Vol. 11, No. 2, pp. 458-469. DOI: 10.1515/mmcks-2016-0009.


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