...am still in the beginning of learning how to write a good research from her, and I would say thank you very much. Abstract GHRM is a concept of how the company going green and to change the culture of the company to a green business through implementing its practices and policies which are integrating to CSR to reach the social needs of the employees by keep them feeling afe and work in safety and health work place to increase their retention, but these policies are not suitable for all kind of businesses as they have disadvantages on some businesses and a lot of consequences and that what the paper will discuss from what are the types of businesses cant implement these practices and what are these disadvantages. Keywords: GHRM, HRM, CSR, social needs, green business, greenwashing Table of Contents II. List of Abbreviations 5 III. Chapter 1: Research Outline and Introduction:- 6 A. Introduction 6 B. Research Objectives 7 C. Study structure 8 IV. Chapter2: Literature Review:- 9 A. An overview about GHRM 9 B. The advantages of GHRM 10 C. How to implement GHRM practices and policies 11 D. An overview about CSR 12 E. Is GHRM suitable for all kinds of businesses? 13 V. Chapter 3:...
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...EPG SHRM Foundation’s Effective Practice Guidelines Series HRM’s Role in Corporate Social and Environmental Sustainability Produced in partnership with the World Federation of People Management Associations (WFPMA) and the North American Human Resource Management Association (NAHRMA) HRM’s Role in Corporate Social and Environmental Sustainability This publication is designed to provide accurate and authoritative information regarding the subject matter covered. Neither the publisher nor the author is engaged in rendering legal or other professional service. If legal advice or other expert assistance is required, the services of a competent, licensed professional should be sought. Any federal and state laws discussed in this book are subject to frequent revision and interpretation by amendments or judicial revisions that may significantly affect employer or employee rights and obligations. Readers are encouraged to seek legal counsel regarding specific policies and practices in their organizations. This book is published by the SHRM Foundation, an affiliate of the Society for Human Resource Management (SHRM®). The interpretations, conclusions and recommendations in this book are those of the author and do not necessarily represent those of the SHRM Foundation. ©2012 SHRM Foundation. All rights reserved. Printed in the United States of America. This publication may not be reproduced, stored in a retrieval system or transmitted in whole or in part...
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...About CSR Practices: A Literature Review Kavitha W * and Anita P ** Corporate Social Responsibility (CSR) is now prominent and evident more than ever due to the emphasis laid on businesses regarding environmental, social and ethical issues. The level of CSR activities of the firms is made known to public only through the disclosures. This paper reviews the literature on CSR disclosures and the effect of these disclosures. There are various factors which determine the extent of disclosures like the size of the firm, industry, high visibility, etc. Introduction Corporate Social Responsibility (CSR) is now prominent and evident more than ever due to the emphasis laid on businesses regarding environmental, social and ethical issues. This is because over the recent years, there have been social, political and economic pressures on corporate management to pay attention on social and environmental consequences of corporate activities. These pressures motivated the corporate management to actively participate in a wide range of social welfare activities. CSR now-a-days covers almost all issues like the use of child labor; inequality of employment; environmental impact; involvement in local community; products’ safety; company cultures; brand image and reputation. Apart from this, companies are now disclosing these activities in their annual reports, and one of the parameters to judge the performance of a company is CSR reporting. Corporate Social Responsibility CSR is defined...
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...2009 Suparn Sharma, Jyoty Sharma, Arti Devi 205 CORPORATE SOCIAL RESPONSIBILITY: THE KEY ROLE OF HUMAN RESOURCE MANAGEMENT Suparn Sharma (PhD),Joity Sharma (PhD), Arti Devi Abstract Business organizations have waked up to the need for being committed towards Corporate Social Responsibility. But still majority have just been taking up some form of philanthropic activities for its stakeholders. Nurturing a strong corporate culture which emphasizes Corporate Social Responsibility (CSR) values and competencies is required to achieve the synergistic benefits. The employees of an organization occupy a central place in developing such a culture which underlines CSR values and competencies. The present study, therefore, is an attempt to explore the engagement of human resource management professionals in undertaking Corporate Social Responsibility. It also suggests Human Resource Management to take a leading role in encouraging CSR activities at all levels. The combined impact of CSR and human resource activities, which reinforce desirable behavior, can make a major contribution in creating long term success in organizations. Sharma S., Sharma J. and Devi A. - Corporate Social Responsibility: The Key Role of Human Resource Management 206 Business Intelligence Journal January Introducción Business houses, right from the inception of human race, have been regarded as constructive partners in the communities in which they operate. Though they have been instrumental...
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...of approaches to ethical analysis; Critically appraise the relevance and usefulness of philosophical analysis to HR practice. Introduction Human Resource Management is a business function that is concerned with managing relations between groups of people in their capacity as employees, employers and managers. Inevitably, this process may raise questions about what the respective responsibilities and rights of each party are in this relationship, and about what constitutes fair treatment. These questions are ethical in nature, and this chapter will focus on debates about the ethical basis of human resource management. EHR_C02.qxd 6/6/07 3:55 PM Page 28 28 CHAPTER 2 ETHICS AND HUMAN RESOURCE MANAGEMENT The ethical nature of HRM ‘All HR practices have an ethical foundation. HR deals with the practical consequences of human behaviour’. (Johnson, 2003) ‘The entire...
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...direction and expected behaviour (norms) • shaping employees’ attitudes about themselves, the organization, and their roles • creating a sense of identity, orderliness, and consistency • fostering employee loyalty and commitment. Below characteristics captures the essence of organizational culture: * Innovation and risk taking * Attention to detail * Outcome orientation * Team orientation * Aggressiveness * Stability * Organizational Structure * Organizational structure determines how the roles, power and responsibilities are assigned, controlled, and coordinated, and how information flows between the different levels of management. * A structure depends on the organization's objectives and strategy. 2) External * Economic- The economic environment has a major impact on business in general and the management of human resources in particular. Economic conditions affect supply and demand for products and services, which, in turn, have a dramatic impact on the labour force by affecting the number and types of employees required, as well as an employer’s ability to pay wages and provide benefit * Globalization- This globalization of markets and manufacturing has vastly increased international competition and increased diverse work force. From boosting the productivity of a global labour force to formulating selection, training, and compensation policies for expatriate employees, managing globalization and its effects on...
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...Sustainable Human Resource Management: Is it the future or just an interesting theory? Abstract: The purpose of this work was to understand whether sustainable human research management is a solution for the future of HRM. For this reason a research was made regarding the concept of sustainability, its relationship with HRM, and some early versions of how this concept might work. The research showed that while the general knowledge of this perspective idea has been around for a few decades, researchers have only covered some of the basics about this topic. The research also demonstrated some of the positive implications this idea could inflict if it could actually be successful implemented. From the results it can be concluded that while this is still a raw idea, the recent economic struggles will force organizations to plan ahead and figure out how to achieve sustainability. Introduction: A green and healthy lifestyle is becoming more and more popular all around the world: people are sorting and recycling almost everything after it has been used for the first time, companies are looking for ways to look out for the environment, and governments are spending huge amounts of funds on developing alternatives for oil and other natural resources. People are starting to realize that they cannot continue living like they have for the last couple of centuries; they are starting to think about the future. All of this is being done in order to preserve the most valuable thing that...
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... 1. Identification & nature of the News Corporation…….…………………...……..……..6 2. Company Overview………………………………………………………………….....7 Internal Audit Review 3. Financial Analysis….…….………..………….…………………………...8 . Segmented Financial Analysis…….…………………………..…………………….….8 . Financial Performance, Profitability & Investment Analysis…………………….…….8 . Financial Evaluation & Conclusion…………………………………………………….8 4. Marketing Analysis…….…………..…….…………………………....…..9 . News Corporation’s Marketing Strategy.……………………..………………….….…9 . Marketing Evaluation & Conclusion……………..……………………………………10 5. HRM Analysis...….…………..……..………………………………....….11 . News Corporation’s HRM Strategy.………………………..…...……………….…….11 . HRM Evaluation & Conclusion…...……………..…………………………………….11 6. Operations Analysis...….…………..……..…………………………....… 12 . News Corporation’s Operations Strategy.………………………..…...………………. 12 . Operations Evaluation & Conclusion…...……………..……………………………….13 7. Strengths & Weaknesses…………………………………………………..14 . Prioritised Strengths & Weaknesses…….……..………………………...…………..…14 . Internal Resources & Capabilities Evaluation …………….………...…………………14 External Audit Review 8. PESTEL Analysis.….….….………..………….…………………………..15 . News Corporation’s PESTEL...
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...Role of HR in driving Corporate Sustainability measures Executive Summary After the Brundtland report in 1987, special emphasis has been given towards sustainable development and its interrelationship between firm productivity, societal equity and environment quality. Proactive organizations are accountable for facilitating, demonstrating and promoting corporate social responsibility. Companies have to rethink their strategy from being profit driven to corporate citizenship. There has been immense pressure from government, customer, employees and competitors to think towards environmental management. HR can play a critical role in this regard by acting as a medium to communicate and educate firms about the importance of CSR. At the same time HR can integrate business goals and CSR goals by implementing HR practices. Introduction Since rapid industrialisation, natural resources are getting depleted at a fast pace. There is a need to conserve and judiciously use natural resources so that there is no burden on our future generation. Corporate sustainability was once seen as a philanthropic activity but now it is getting its due importance in leading companies. Companies have gone to the extent of proactive environmental management which encourages corporations to prevent pollution at the source rather than at the end of pipeline (Annexure 01). Cutting edge firms are going beyond pollution prevention and exploring new opportunities for developing eco-friendly products, processes and...
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...the Kogan Page website: www.koganpage.com/strategichrm Password: SHRM53756 iii STRATEGIC HUMAN RESOURCE MANAGEMENT A GUIDE TO ACTION 4TH EDITION Michael Armstrong London and Philadelphia iv Publisher’s note Every possible effort has been made to ensure that the information contained in this book is accurate at the time of going to press, and the publishers and author cannot accept responsibility for any errors or omissions, however caused. No responsibility for loss or damage occasioned to any person acting, or refraining from action, as a result of the material in this publication can be accepted by the editor, the publisher or the author. First published in Great Britain and the United States in 1992 as Human Resource Management: Strategy and Action Second edition published as Strategic Human Resource Management: A Guide to Action 2000 Third edition 2006 Reprinted 2006 Fourth edition 2008 Apart from any fair dealing for the purposes of research or private study, or criticism or review, as permitted under the Copyright, Designs and Patents Act 1988, this publication may only be reproduced, stored or transmitted, in any form or by any means, with the prior permission in writing of the publishers, or in the case of reprographic reproduction in accordance with the terms and licences issued by the CLA. Enquiries concerning reproduction outside these terms should be sent to the publishers at the undermentioned addresses: Kogan Page Limited 120 Pentonville Road London N1 9JN United...
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...Resources & Behavioral Sciences Operations & Decision Science CODE 868 FIN 013 ECO SUBJECT Financial Accounting and Analysis Microeconomics: Firms, Markets & Behavior (Economics Analysis For Business Decisions) Individual Dynamics & Leadership Statistical Analysis for Business Decisions 870 HRM 871 OPS TRIMESTER – II (OCTOBER – DECEMBER) Finance Information Systems Marketing Human Resources & Behavioral Sciences 882 FIN 061 INS 105 MKT 881 HRM Management Accounting & Control Information Systems for Management Marketing Management Group & Organization Dynamics TRIMESTER – III (JANUARY – MARCH) Finance Economics Operations & Decision Science Human Resources & Behavioral Sciences 647 FIN 013 ECO 879 OPS 223 HRM Corporate Finance Macroeconomics Decision Analysis & Modeling Human Resources Management SECOND YEAR TRIMESTER – IV (July -September) AREA Business Policy Communication Marketing 210 SPL 122 MKT CODE SUBJECT Strategy Formulation Business Communication Marketing Management II Operation & Decision Science TRIMESTER – V (OctoberDecember) Business Policy Business Policy CSR Business Policy 889 OPS Managing Business Operations Legal Environment of Business Strategy Implementation Corporate Social Responsibility Research Methodology TRIMESTER – VI (January -March) Finance Business Policy Information systems Business Policy Business Policy Corporate Taxation Research Methodology Enterprise Planning Systems Environment Management (0.5) Emergency Response...
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...Tesco Tesco was established by Jack Cohen in 1919, as a market stall. The name first appeared in 1924, after Cohen bought the shipment from T.E.Stockwell, he combined the initials with his surname to form tes-co. The first store was opened in 1929 in, Burnt Oak, Middlesex. The business expanded at a very fast rate and by 1939 Tesco had over 100 stores. The diversification of Tesco was seen geographically and also in areas like clothing, electronics, furniture, petrol, software, financial services, DVD, rental, books etc. In 1990,Tesco moved from a down-market retailer to the retailer which appeals to the wide social group, this attempt was very successful, it witnessed the growth from 500 to 2500 stores in mid 1990’s (the telegraph,2008). Tesco’s mission statement is quoted as “to create value for customers to earn their lifetime loyalty”, which is their core purpose. Their success is said to come from people, both shoppers and employees. They like going the extra mile to help their customers. Tesco is totally committed to providing services in a quick and efficient manner and at the customers best interests in mind. TESCO team of competent professionals is totally committed to providing efficient services to its customers.(Tesco “our values and promises”). The direction of a business should always be clear. The vision of Tesco guides the decisions and directions of the organization. The organization (Tesco) focuses on customers and colleagues, prospects across the globe and...
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...Corporate Social Responsibility (CSR) is defined as “the implied, enforced, or felt obligation of the managers, acting in their interests of groups other than themselves”. CSR is looking at more than just company shareholders interest; rather it takes the good of the society as a whole into consideration (Mondy 33). CSR is evolving to include sustainability, which is defined as “meeting the needs of the present without compromising the ability of future generations to meet their own needs” (qtd. in Werbach 8). The two terms will be used interchangeably throughout this paper, to illustrate the overall concept of companies acting in a responsible way rather than only looking out for the best interest of their company and shareholders. CSR is going above and beyond current laws and industry standards, it’s about looking at what practices the organization can do to improve the lives of their employees and the community in addition to focusing on the bottom line. Often times when people talk about CSR or sustainability they are referring to protecting the environment or adopting green practices; although that is part of it, it goes far beyond just looking at ways to conserve the environment. In his book Talent, Transformation, and the Triple Bottom Line, Andrew Savitz explains that social and economic sustainability are just as important as environmental sustainability. More organizations are looking at the so-called Triple Bottom Line – “a set of yardsticks that measures a...
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...good. The ethical doctrine that the greatest happiness of the greatest number should be the criterion of the virtue of action The complexities of business and our human/social society makes corporate ethics a very interesting study. To a practicing manager in the working world today, this becomes critically important, especially if they don’t get it! And many obviously have not and still do not. The questions are really simple to ask - yet hard to answer: What does good business today really mean? What does ethics have to do, if anything, with good business? What impact can the human resource function have on either? Within business, what is my responsibility as a human resource professional? Corporate social responsibility (CSR) is known as one of the areas that has drawn many attentions in the business environment over the last twenty years. Carroll (1991) argued that corporation should be addressed not only from economic and legal perspectives but also from ethical and philanthropic perspectives; the idea of CSR’s pyramid is then derived. Furthermore, the efficiency theory and the social responsibility theory have influenced the debate on corporate ethical and social responsibility. The efficiency theory represented by Milton Friedman (1970) portrayed the idea that business’s social responsibility is to use its resources to increase profits as long as it stays within the law and in an ethical manner which has the utilitarian and narrow view of shareholder value...
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...day-to-day employee relations. Human resources professionals from this category would be involved in any dispute that an employee has with management. They would also be involved in hiring and firing. These types of tasks can be described as routine and administrative. By contrast, human resources development concerns itself with strategic thinking about the workforce. Therefore training needs, industrial psychology and driving productivity gains would all be the province of HRD. Professionals working in this area do sometimes concern themselves with the individuals’ needs in an organization, but they more often consider the workforce needs of the company as a whole. In a large organization, HRM and HRD functions will be carried out by different professionals. In the work life of an employee, HRM and HRD may seem to have parallel but separate functions. A new employee may be recruited by...
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