This document discusses the importance of human resources (HR) in corporate social responsibility (CSR). It argues that HR is well-positioned to help companies implement CSR strategies and make CSR part of their culture. This is because HR already works on communicating policies and driving cultural and behavioral change. The document also suggests that CSR can help companies attract top talent, improve reputation and valuation, and connect to most HR domains like recruitment, training, and performance management. Therefore, HR should take a leading role in helping companies achieve their CSR goals.

1. Why HR = key to CSR!
21st century HR
Human Responsible
Human Relations
Human Results
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2. The 21st century:
a fundamentally changing context
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4. Just 40 years from now, some 30% more
people will be living on this planet
9.0
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5. Is this what they will get?
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7. we are entering a new Era
a “different” world!
The future business environment:
global, DIVERSE CULTURES, complex, uncertain, interconnected, TRANSPARENT & SUSTAINABLE
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8. Corporate Social Responsibility
a mind shift that challenges
a lot of traditional Industrial Age business thinking
about HOW to do & HOW to run a business
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9. a shift
from now
to HOW
a shift
from profit now
to how to ensure prosperity
for future generations as well
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10. CSR, a shift & evolving insights
It’s is a (learning) journey about
HOW rather than a destination, an endpoint
expectations of company behavior is constantly changing & will ever be more demanding with time
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11. CSR = SHOW HOW
SHOWING Stakeholders
CSR is part of your companies DNA
“External” “Internal”
stakeholders workforce
CSR experience CSR performance
CSR =
balance
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12. HR was & is about HOW
HOW to build a CSR embracing culture?
HOW to make CSR a part of the companies DNA?
HOW do we get management & employees doing it?
HOW to develop, CSR knowledge, skills & behavior?
HOW to compensate CSR performance?
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13. CSR & HR
……HR already works at communicating &
implementing ideas, policies, cultural &
behavioral change across organizations
HR’s role in influencing attitudes and links
with (top) line managers mean it is ideally placed
to do the same with CSR!........
The Chartered Institute of Personnel and Development UK
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14. CSR & HR
To make CSR happen HR should take its
initiating, facilitating & coordinating role
Ensuring management & employees:
- understand & engage in the CSR journey
- are enabled & able how
- to create sustainable value in a social
responsible manner!
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15. HR:
Time to
Wake up!
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16. It’s also in
our hands
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17. People, Planet & Profit
a new kind of economy is emerging
WE NEED
HOW to do it?
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19. CSR: creating company’s value
Positive link between corporate sustainability & strong share price performance
The Economist Intelligence Unit.
Tangible
Value
Intangible Value
60-85% of company value*
Reputation
Brand image
Stakeholder relations
credibility, reliability, trustworthiness, responsibility
*Research 2000 Based on capital market valuations
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20. IDEAS: fuel for innovative &
sustainable business successes
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21. CSR makes you an Employer of Choice
in the War for Talent
People (in our company) are thrilled when
they feel like they can be part of
solutions …. like making their world a
better place…….
alike Chris Page
director of climate and energy strategy, Yahoo
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22. Top Talent look for CSR employers
…..Especially younger generations of
talented people are looking for employment
in organizations that show good citizenship,
that supports their own (online) reputation
as being a good citizen……
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23. Most HR domains connect to CSR
- Recruitment
- Talent retention- & career management
- Training & development
- Performance management
- Compensation & benefits
- Industrial relations & diversity management
- Organization development, process management
- Change management
- Health & safety
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24. Remember
CSR – HR = PR
CSR + HR = 3P
People, Planet & Profit
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25. time to
re-position
HR?
From Human Resources to
Human Responsible Management
Human Relations & Human Results
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26. Alexander Crépin
inspiration, innovation & results
Value adding business partner, interim manager & career coach
I contribute by challenging status quo & cultivating fresh thinking
I do what needs to be done, by straightforward execution
I help you to succeed I enjoy turning problems into solutions
The aim: performing smarter, more engaged and getting the best
possible result in a People, Planet & Profit perspective
bridging today & tomorrow in HR, talent & career management
S t rate g y, Tra i n i n g & I nte r i m M a n a ge m e nt

27. Crépin Consult
inspiration, innovation & results
bridging today & tomorrow in HR, talent & career management
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