...ROLE OF HUMAN RESOURCE (HR) FOR CORPORATE SOCIAL RESPONSIBILITY (CSR). Ms. Suhas Diwate Suhas_diwate7@rediffmail.com Name of Author/Co-Author: Suhas B. Diwate Institutional Affiliations: Asst. Professor (HRM- Department of Management Studies), Bapurao Deshmukh College of Engineering, Sewagram Correspondence Address: Suhas B. Diwate C/o B.M. Diwate, Gajanan Nagar. Near Z.P. Colony. Wardha-442001 ( Maharashtra) Contact Details: • E-mail ID- suhas_diwate7@rediffmail.com • Mob: +91 8087293033 • Fax No: NA Title of paper: “ Role of HR for CSR” ABSTRACT: Concept of CSR A Business Unit is in society, within which it operates. This speaks of a number of stakeholders to which the organization has a responsibility. The social responsibility of business encompasses the economic, legal, ethical and discretionary expectations of that society have of organizations at a given point in time. The Concept of CSR originated in the 1950s in USA. CSR became a matter of utmost importance of diverse groups demanding change in business. It is a voluntary assumption of responsibilities that go beyond the economic and legal responsibilities of corporations. Corporate Social Responsibility (CSR) covers all aspects of an organization’s operation, inter-alia the relations with stakeholders including the employees as one of them. Business cannot exist in isolation. They need the infrastructure...
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...Application of Integrated Ethical Decision-Making Model into “Giles and Regas” Case 1. Identification of Ethical and Professional Issues (a) Identification of the Relevant Facts • Regas, a senior accountant in a CPA firm, was assigned to an audit engagement project working with the firm’s CPA partner Giles who has a higher rank in the same team, and had been in a dating relationship with Giles for several months, which was an uncommon story among the partners, but became clear to most of junior staff as the audit work progressed; • Both explicitly knew the policy but tried to be discreet and hide the facts; • The firm HR has the policy that two members with different ranks within the firm should not date. After feeling distracted by Giles’ personal behaviours during the work and cautioned by her friend Revilo about the severe consequences, Regas decided to put the date aside while Giles was reluctant to give it up; • The firm was facing the possibility of jeopardizing the productivity and efficiency of the audit work, and violating the compliance with the firm’s policy and norms; • The audit’s controller Sax accidentally knew this issue and reported to the managing partner Morris who decided to talk to Giles and make ethical decisions. b) Ethical and Professional Issues • Violation of CPA’s professional and moral obligations; Noncompliance with firm’s HR policy and professional code of conduct, as well as the firm’s universally respected...
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... INTRODUCTION It is often stated that the most important resource of any organization is the Human Resource. This essay addresses the relevance of ethics in Human Resource (HR) Management and discusses various ethical and motivational aspects, including ethical values and ethical decision-making. Ethics is an integral and vital aspect of Human Resource Management since most of our actions and decisions have ethical manifestations with consequential ramifications in the HR domain. There is a general belief that ethics is concerned only with financial propriety. Whilst this aspect certainly involves ethics, ethical management is all encompassing concerning each and every facet of your professional and personal life. There is a story, probably apocryphal, which illustrates this. There was a cyclonic storm and millions of fish were washed ashore and were struggling for life on the beach. A man came to the beach and patiently began to pick up the fish, one by one, and throw them back into the sea. An amused passerby asked him what difference it would make, to which the man pointed to the fish in his hand and said, “Ask this fish?” Thus, we see that seemingly routine decisions, which at the organizational level do not appear to have major ethical magnitude, have large ethical significance at the individual level. The purpose of this paper is to give you a basic understanding of the fundamental concept of ethics, to have you...
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...Ethical and Legal Issues Merger of Company A & Company B Human Resources Management & Talent Development 07-04-13 Abstract In any merger, there are always legal and ethical issues involved. These issues have to be resolved in order to ensure a successful merger. It is the role of Human Resource personnel to ensure the code of ethics is used in legal and moral implications. The role of the Human resource manager is to create an ethical environment in which all employees are able to enjoy there inalienable rights. These rights will include the accessibility of information about the job, company, and there career and the right not to be coerced into situations. Maintaining these rights will help in reducing stress, establishing trust, increasing productivity and efficiency. This report will document the legal and ethical issues associated with a merger. It will also consist of a detailed implementation plan in resolving these potential ethical and legal issues. A plan for establishing an ethical work environment and resolving ethical and legal issues will be discussed as well. Identify Specific Legal and Ethical Issues involved in Mergers Recently the mergers and acquisitions of firms has become a major trend in business. In the process of mergers and acquisitions, the role of ethics and compliance has become a major step in ensuring success. A breakout session was held just recently on ethics and compliance in mergers and acquisitions. The panel, which featured...
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... Business Ethics and Corporate Social Responsibility CHAPTER OBJECTIVES 1 Explain the purpose of paying for whistleblowers. 2 Define ethics and describe sources of ethical guidance. 3 Discuss attempts at legislating ethics. 4 Explain the importance of creating an ethical culture, describe a code of ethics, and support the importance of linking pay to ethical behavior. 5 Explain human resource ethics and describe ethics training. 6 Describe the concept of corporate social responsibility. 7 Explain why everyone is not on board with regard to corporate social responsibility. 8 Explain corporate sustainability. 9 Describe a social audit. 10 Describe possible difficulties for corporate social responsibility to succeed in the global environment. KEY TERMS Ethics: Discipline dealing with what is good and bad, or right and wrong, or with moral duty and obligation. Human resource ethics: Application of ethical principles to human resource relationships and activities. Profession: Vocation characterized by the existence of a common body of knowledge and a procedure for certifying members. Corporate social responsibility (CSR): Implied, enforced, or felt obligation of managers, acting in their official capacity, to serve or protect the interests of groups other than themselves. Social audit: Systematic assessment of a company’s activities in terms of its...
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...1. Select a HR service area. Provide a description of your chosen service area, including a list of services that can be delivered in that area and the aims or purpose of your chosen service area. 2. Develop a customer needs assessment form that could be distributed to line managers to identify their needs in your chosen HR service area? * Hr departments may carry out customer needs assessments to identify the HR products and services that are must important to the customer * These assessments should consider: * How well current HR services are meeting needs. * Current human resource allocations 3. Identify legislation that might apply to your chosen service area. List the relevant legislative requirement of the applicable legislation and explain what you need to do to ensure those requirements are met? * HR managers and staff must ensure that options for HR services comply with legislative requirements and organisation policies. * There are a variety of laws that apply to HR services, including: * Workplace Relations Act 1996 * Workplace Relations Amendment Act 2005 * It is the responsibility of HR personnel to know how the Act affects the work, terms and conditions of employee. 4. Develop an action plan / strategic plan that could be used to implement HR services in your chosen area? * An action plan is a list of things that need to be done to achieve a goal * They assist in deciding what needs to be done successfully...
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...“HORIZON” Role of HR in Fostering an Ethical Work Place by ANANDITA THAKUR SYMBIOSIS INSTITUTE OF MANAGEMENT STUDIES CONTACT DETAILS MOBILE: +91-9890074166 E Mail: anandita.thakur2012@sims.edu Role of HR in Fostering an Ethical Work Place “Corporate leaders have a duty to build and foster a values-based culture that thrives on high ethical standards. Only by instilling these values in our respective organizations will we be able to bestow a promising future to the next generation.” Sharon L. Allen Chairman of the Board Deloitte & Touche USA LLP The number and significance of challenges facing organizations are unprecedented. Growing financial pressures, rising public and payor expectations, consolidations and mergers, quality improvement issues, have placed organizations under great stress—thus potentially intensifying ethics questions and issues. Indian managers experience a clash between the values acquired from their education and professional training and those drawn from Indian culture and society. Values drawn by Indian managers from their training emphasize on western instrumental rationality and rule following, whereas the values drawn from family and community emphasize affiliation and social obligation. Western management assumes a preference for the ethical puzzle stance. Accountants, for example, have been trained to work in a rule governed manner. Within their job roles, Indian managers may express Indian social values. Inherent...
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...out of Edina, MN. Each division is run independently from one another and each has its own president and VP team. The entire company is overseen by two individuals, the President / CEO and the Chairman of the Board and were both based out of Boston. Faith worked directly for the President of the Redwood Group, Dave, and reported directly to the VP of HR, Bob. Of the two divisions, the Redwood Group’s yearly revenue far exceeded that of the Cambridge group and because of that fact, the corporate office and senior leadership never questioned how business was run in Minnesota. Faith had only been with the company for thirteen months when her Bob had been promoted from HR Manager to the VP of HR. Bob has only been with the company for twenty four months when he was promoted. Once Bob had been promoted, it left his position of HR Manager vacant and hired from the outside to fill the position. During the first thirteen months of Faith’s employment, she observed the mistreatment of employees by senior leadership and the office manager. Faith was one of those employees that experienced mistreatment, so once Bob was the VP of HR she was confident that things would change especially after bringing a few of the incidents to him herself. However, just a few weeks in Bob’s new role, Faith noticed Bob’s attitude changing drastically for the worst. He had an attitude of entitlement and started to project that...
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...Influence groups and individuals Submission details Candidate’s Name | | Candidate’s ID number | | Assessor’s Name | | | | Assessment Date/s | | Time/s | | Instructions to Students 1. You must accurately complete the Student Assessment Pack. 2. Your Assessor may want to discuss written answers with you to get further evidence of your understanding and to check that it is your original work 3. You need to submit Assessment Cover Sheet for each assessment. 4. You are permitted to use dictionaries and to seek support, as required. 5. Where your work has been deemed as unsatisfactory, you will be permitted to resubmit the assessment. Refer to RGIT reassessment policy and procedure. 6. Unless the assessment task specifically allows pair work or group activities such as brainstorming, you must submit their own original work and are not permitted to copy the work of other students. Plagiarism is never acceptable. 7. Assessments must be submitted on their due dates. 8. Extensions are permitted in consultation with the trainer. Performance objective Candidates will demonstrate knowledge and skills required to influence groups and individuals. Assessment description Using the workplace scenario information provided, you will plan the implementation and resourcing of an organisational change strategy, consult with various stakeholders, and implement a key part of the change strategy. At all stages, you will build support for the implementation...
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...Term Paper On ETHICAL AND LEGAL CONTEXT OF HRM Course No: 222 Prepared for Imrana Yasmin Assistant Professor Dept. of Marketing University of Dhaka Prepared by BRAINTRUST Section-B BBA 15th Batch Department of Marketing University of Dhaka Submission date: October 30, 2010 GROUP PROFILE |SL No |Name |Roll | |01 |Asif Mohammad Shakil | 28 | |02 |G. M. Riazuddin | 30 | |03 |Zinat Shahana |102 | |04 |Rifat Jahan |136 | |05 |Shayala Yesmin |160 | LETTER OF TRANSMITTAL October 30, 2010 IMRANA YASMIN Assistant Professor Dept. of Marketing University of Dhaka Subject: Letter regarding submission of Term Paper on HRM Dear Madam, It’s a great pleasure for us to have the opportunity to submit a report on ‘HUMAN RESOURE MANAGEMENT’ which had been a great experience for us to work with such a practical issue & to...
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...1964 Civil Rights Act as amended. HR consultants serving as strategic partners are giving access to sensitive information consequently, the client expects the consultant to act professionally and ethically concerning distribution of information that is the property of the client (Stewart, 2011). When an HR consultant departs one client and joins another client it is understood that the knowledge acquired at the previous company is not only sensitive, it is also valuable if shared with the new client. It is worth mentioning that all information is not sensitive. For instance if the overlap is an issue such as workplace violence and the HR consultant devised a training module that reduced the occurrence of violence by 20%, then this information can be rightly shared with the new client. Conversely, if the HR consultant was present during strategic planning session with the previous client and learned information that would give the new client a competitive edge, doing so would be an ethical violation and could led to criminal prosecution. Overlapping issues require the HR professional to use good judgment in addition to following the ethical guidelines outlined by the Society of Human Resource Management (SHRM code of Ethics). SHRM requires all of its members and highly recommends all nonmembers to follow the ethical guidelines posted on the SHRM website. These guidelines admonish HR professionals to adhere to the highest standards of ethical and professional behavior (SHRM code...
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...Business Law & Ethics Ethics Essay Case 2.1 – Ethical Application, “Who Comes First” (p94-95, Moral Issues in Business) Business Law & Ethics Individual Assignment – Who Comes First WHO COMES FIRST Fred Higgins was presented with a moral dilemma that is common to many leaders in today’s ever-changing market place. Restructuring like his firm was facing follows poor sales or strong competition, leading to a need to cut costs and fast. Reducing the staff from 23 down to 15 was a Head Office requirement, which brought with it some personal dilemmas. While the situation was nothing unusual, it meant that Fred was forced to make strategic decisions on who went and who stayed, so that his own job would survive a recent downturn. Some organisation changes are driven by large scale transformations, some by a need to meet new market challenges or to save human resources cost, as organisational leaders look to stretch the funding dollar further. Organisational Development is now a term in Human Resources, where strategic human resources for a business are analysed carefully as part of strategic planning. Fred Higgins dilemma is one that can keep some managers awake at night, as they try to decide who should stay and who should go. The weight of the restructuring decision rests heavy on their conscience, if they like the people they work with. It seems that Sol Manning, Fred’s general manager, was delegating the difficult task in a non-emotional way...
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...local paper. The rationale behind the decision for outsourcing was mainly cost saving. First and foremost the company wanted to lower their wages. Chinese factory workers made $75 per month compared to $1500 per month for U.S factory workers. On top of that, there were also low overhead costs for plants, maintenance, electricity and health benefits. All in all, they had to keep the cost of Etch-A-Sketch under $10 in order to compete with big retailers such as Walmart and Toy “R” Us. In December 2003, New York Times published a report stating that there were dismal pictures of working conditions in China. Workers were working from 7:30 am to 10:00 pm everyday whereby they worked for 84 hrs/wk compared to the 40 hrs/wk set by local authorities and also at a rate of 24 cents/hr versus 33 cents/hr minimum wage. They also stated that there were no pensions or medical...
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...challenges facing the health care industry today, it is easy to overlook the advantageous roles human resources management has on the health care industry. The personnel can take on divergent roles, depending on the needs of the organization. Human resources is not merely a matter of recruiting the most qualified employee, but it also involves strategic HR planning, handling major HR challenges, and resolving unfair labor practices. The process of formulating HR strategies and establishing programs or tactics to implement them is called strategic human resource (HR) planning (Gómez-Mejía, 2010, p. 22). It is a responsibility for HR managers to improve the organizations performance while providing various direct and indirect benefits for the company. When done well, strategic planning is a highly participatory process, engaging staff to the organization’s central purpose. In the health care industry ensuring that all employees have time for training is essential for improved performance. Human resources managers must develop a communication plan to guide supervisors on the importance of education and employee development. HR managers have the experience to face many challenges, which involve environmental, organizational, and individual factors. These three challenges are important for human resources managers to deal with effectively before they become major problems. Environmental challenges are external forces beyond management control that pose threats on the organization...
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... |Sept. 2011 | Purpose and aim of unit This unit is designed to enable the learner to develop a sound understanding of the knowledge, skills and behaviours required by human resources (HR) professionals, whether in a generalist or specialist role, and as described in the CIPD HR Profession Map (HRPM). The unit embraces the ‘thinking performer’ perspective and covers the competencies needed by the HR professional in a personal capacity, when collaborating and working with others, and when functioning efficiently and effectively in an organisational context. It will enable learners to assess their own strengths and identify a continuing professional development (CPD) plan, based on the capabilities required for ethical, business-focused and interpersonal professional conduct. This unit is suitable for persons who: • seek to develop a career in HR management and development • are working in the field of HR management and development and need to extend their knowledge and skills • have responsibility for implementing HR policies and strategies • need to understand the role of HR in the wider organisational and environmental context. Learning outcomes On completion of this unit,...
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