Corporate Social Responsibility in the Human Recources Management Practice

Stoyanova, Tsvetana; Stoyanov, Philip

doi:10.1109/crebus.2019.8840093

Cited by 5 publications

(3 citation statements)

References 7 publications

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“…The conclusions from the research conducted in this article are consistent with the results of the research presented in the literature, which show that the use of CSR in HRM brings many benefits: better matching of employees to the roles performed in the organization, higher company income, and lower employee turnover [16,[23][24][25][26][27][28][29]47]. Moreover, researchers indicate that organizations assuming stabilization and long timing in the employees' contract are going to achieve sustainable performance, assuring socially responsible practices and CSR [62].…”

Section: Discussionsupporting

confidence: 83%

“…CSR can help to attract the best talent, as job applicants increasingly value CSR-related aspects and CSR can inform HRM selection procedures on issues of diversity and equal opportunity [16]. In addition, the implementation of CSR practices affects the greater involvement and motivation of employees, their efficiency, morale and retention of employees in the organization [26][27][28][29].…”

Section: Corporate Social Responsibility and Its Relation To Hrmmentioning

confidence: 99%

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The Aspects of Corporate Social Responsibility in the Job Candidates’ Recruitment and Selection Processes in a Teal Organization

Pisarska¹,

Iwko

2021

Sustainability

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(1) Background: Corporate social responsibility (CSR) is a concept, which from its very beginning, has been dividing researchers and practicians into its supporters and opponents. The owners of some organizations can still see in it its great value and implement its premises, among other things, in the human resources management processes. (2) Methods: The aim of the research presented within this article was to define the aspects of CSR in the processes of recruitment and selection of candidates to work in the teal organization and the motifs of implementing the aspects of CSR into these processes. A qualitative research strategy was applied in order to achieve reliable research results, and a single embedded case study was used as a tool of this research. The research information was gathered with the use of the following research methods: interviews, analysis of the documents, and analysis of the audio–visual materials (video recordings). The research was carried out in one of the leading teal companies in Poland, Marco Company Ltd. (3) Results: In the organization being researched, the aspects of the teal organization were identified in ten elements of the job candidates’ recruitment and selection processes. They permeate the entire process of recruitment constituting its inherent feature. The inclusion of CSR aspects into the processes of the job candidates’ recruitment and selection allows the company to gain such candidates who will make up the unique organization culture in cooperation with other Marco Company employees and will also fulfil corporate fundamental vision and mission. (4) Conclusions: The processes realized within the analysed company, including those in the field of job candidates‘ recruitment and selection, are to create a socially responsible and timeless business as the foundation of the welfare of the customers, suppliers, employees, company partners and local society. In order to achieve this purpose, the company needs suitable people, and that is the reason why CSR aspects are already included in the process of job candidates’ recruitment and selection.

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Section: Discussionsupporting

confidence: 83%

Section: Corporate Social Responsibility and Its Relation To Hrmmentioning

confidence: 99%

The Aspects of Corporate Social Responsibility in the Job Candidates’ Recruitment and Selection Processes in a Teal Organization

Pisarska¹,

Iwko

2021

Sustainability

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“…"A key concern in Human Technology Integration is creating a compelling narrative for the future workforce, with space for both human strengths and weaknesses" [15]. In addition to these considerations, the concept for corporate social responsibility in its internal organizational domain and perspective could be also one of the working mechanisms to overcome this basic confrontation for the relative weight of human and technological force in the context of Industry 4.0 [16].…”

Section: Human Resource Management and Industry 40mentioning

confidence: 99%

ICT as the New Age of Development of HR Management

Anguelov¹

2023

Business, Management and Economics

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Information and communication technologies are becoming increasingly important for the development of corporate management. This fully corresponds to the human resources management. Integrating various HR information systems with other information systems in the company (ERP, CRM, PLM, etc.), we expect a serious increase in efficiency of company results, which could lead us for a new age in HR management. The more and more elements of artificial intelligence we include in these systems, the more real this conclusion becomes. In this chapter, after the general review of the main achievements in the field, we analyze various issues related to the direction of development of information systems for human resources in terms of their applicability in the enterprises of the future (ENTERPRISE 5.0); the limit of the effective application of artificial intelligence in HR management; the main difficulties faced by human resources departments in implementing and using such systems.

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Prioritizing and Ranking the Cognitive Computing Opportunities for Sustainable Human Resource Management Practices

Bharathi,

Bhosale

2024

Intelligent Systems for Smart Cities

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Corporate Social Responsibility in the Human Recources Management Practice

Cited by 5 publications

References 7 publications

The Aspects of Corporate Social Responsibility in the Job Candidates’ Recruitment and Selection Processes in a Teal Organization

The Aspects of Corporate Social Responsibility in the Job Candidates’ Recruitment and Selection Processes in a Teal Organization

ICT as the New Age of Development of HR Management

Prioritizing and Ranking the Cognitive Computing Opportunities for Sustainable Human Resource Management Practices

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