Mapping The Link Between Corporate Social Responsibility (CSR) And Human Resource Management (HRM)

Introduction

The article focuses a research paper and summarize it for evaluating knowledge about linkage between CSR and HRM and also focusing on measuring that relationship.

It was a challenge to measure CSR from HRM perspective. There were several articles related to the topic but still they thought that there is a need to analyze and improve the understanding more effectively. For that purpose Mónica Santana , Rafael Morales-Sánchez and Susana Pasamar (Department of Management and Marketing, Universidad Pablo de Olavide; Carretera de Utrera, km. 1,41013 Seville, Spain) have conducted a research to measure the link between CSR and HRM.

It is the motive of the paper and they also have analyzed structurally about the link between CSR and HRM in literature.

The study also proposed certain emerging related topics for further future research in the field. Moreover they also proposed questions about the topics in literature that links CSR and HRM and about the metrics used to capture those links, for future research.

CSR has been defined in many ways and has different concepts. It's different for different people. The initiatives understood in CSR has been changed with the passage of time. As we also discussed in the previous summary that CSR varies with culture, region and country.

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They have mentioned the relationship of CSR with HR management in such a way that the strategic and operational development of a company impacts the environment, specially its employees. So, the company must take responsibility for this impact and try to find out by analyzing what extent its corporate behavior affects its employees or workers.

Furthermore a company is responsible for wealth maximization of its stakeholders and this is again dependable on the performance of employees of that company. It becomes the responsibility of the company to raise the performance of their workers and that can be easily done through HR practices and by following CSR initiatives. As the responsibility of any company can be made strong by focusing the areas like economical, environmental and social, and these areas are usually refered by CSR. Here comes the HR management for effectively deploying CSR to keep an eye on these strategies and areas.

Effects of CSR practices on employees

It's all about the perception of the workers or employees towards CSR and this perception of CSR has been linked to behavior and attitude of the employees. Moreover most common among them is the satisfaction of employees.

The way a company treats its community says a lot about how a company treats its employees. If a company is giving valuable values to its community then definitely we can say that it provides a comfortable environment to its employees.

Because of the respected and supported environment the employees will perform effectively in their jobs. Furthermore employees will automatically be motivated by analyzing the contributions of company to the community. In Contrast to this they have mentioned in their study that in some studies perception of CSR is directly or indirectly linked with the performance of employees, by giving an example of 'Story and Castanheira' referenced at n=21.

Responsibility of organization towards employees

No doubt it's the main responsibility of an organization to manage its employees by attracting, retaining and motivation them. Furthermore it's the responsibility of organization to satisfy its workers by providing friendly environment to them. For strongly attracting the employees organization may implement social responsible HR management and that's called social responsible human resource management (SH-HRM).

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They have reviewed the articles systematically through co-word and co-citation analysis. Moreover they have used science mapping in their study which provides a visual representation and a longitudinal evolution of the interrelations between scientific areas, documents or authors. They have used SciMAT (a powerful science mapping tool) in their research for detecting subdomains in the link between CSR and HRM.

They have applied on WoS articles and analyzed almost 194 articles for measuring the link between CSR and HRM upto 2019. They have segmented the articles on the basis of time period (2006–2013; 2014–2016 and 2017–2019) for the purpose to detect duplicate, misspelled items or any other errors.

They have also written in their paper that there should be further research on this field more deliberately for avoiding uncertainty. As the uncertainty in this study is that they have picked up the article from only WoS and it restricts the research. So, the research excluded the papers outside of WoS articles, which means that they may have missed certain data or information regarding the link between CSR and HRM.