Presentation on CSR for HR given to the Centre of CSR Development conference in Kyiv Ukraine on 28th April 2011

1. CSR for HR ranks number 8 in
the Top 40 Sustainability
Books of 2010
A wake-up call for HR
Management.
Fills a major gap in the practical
knowledge that HR Managers
need to effectively partner
sustainability strategy.
Helps CSR practitioners
understand and demand a value-
adding contribution from the HR
function.

4. Source: SHRM, “Advancing Sustainability: HR’s Role” 2011

5. BUSINESS Develop a new product line which will be
NEED
marketed mainly to women.
CAPABILITIES • Intimate understanding of female purchasing habits.
REQUIRED • Capabilities for marketing to women.
• Ability to dialog with female consumers.
HR NEEDS • An organizational culture which values women, encourages and
facilitates their advancement in the workplace.
• Understanding of organizational blockers to women’s
advancement.
HR • Values based training for male leadership on the business case for
SOLUTIONS gender diversity and women’s advancement.
• Recruitment , development and remuneration practices which
enable and encourage women’s advancement.
• Flexible work programs, childcare support, supportive maternity
leave policies which support women’s retention.
• Compensation policies and practices which are gender-equal.

6. BUSINESS Reduce carbon footprint to meet new environmental
NEED
regulations, reduce costs and attract investors
• Technology skills to modify manufacturing /logistics processes and
explore renewable energy options.
CAPABILITIES
• Employee engagement in workplace energy savings.
REQUIRED
• IT skills to record and report environmental data.
• Engagement with suppliers to identify new sourcing options for lower
carbon emission products.
HR NEEDS • Personnel skilled in environmental technologies.
• Proactive engagement of all employees to generate energy savings.
• Purchasing department awareness of renewable and green
technologies .
HR SOLUTIONS • Recruitment of personnel skilled in environmnetal technologies.
• Establish a policy and process for Green Teams at each location to
support local energy reduction practices.
• Linking variable pay to energy consumption reduction targets .
• A process for energy saving suggestions with employee participation.

7. Business
Partners
(CSR)
(CSR) Social
Ethics Marketing
Culture and
Recruitment
communications
Traditional
HR
(CSR) functions
Community (CSR)
involvement Environment
(CSR)
Human rights,
health and
safety Employee
Remuneration Training and
and benefits Development

9. HRM role HRM objective HRM metric Business value
% of employees trained in values and
ethics. Mitigation of risk due to unethical
Values and Employees understand and behave
% of employee responses in survey behaviour by employees. Improved
Ethics in line with corporate values.
showing employee support company corporate reputation and trust.
values.
Recruitment Recruitment is based on diversity % of employees recruited by gender and by Improved business results, innovation
principles. minority groups. and customer satisfaction.
Compensation is driven by equal Ratio of base salary men to women. Lower HR costs due to turnover,
opportunity for men and women. improved motivation and trust.
Compensation
Compensation is linked to Number of employees with sustainability Improved execution of sustainable
sustainability performance. targets in annual work-plans. business strategy.
% of employees who engage in a corporate
Employees are fit to contribute to wellbeing program. Reduced business health costs, lower
Well-being % improvements achieved in employee
their maximum capability. absenteeism, improved productivity.
wellbeing (health, stress, diet etc.)
Diverse employees are given % of women in management positions. Improved business results, innovation
Development
opportunities to advance. % of minorities in management positions. and customer satisfaction.
Employees understand and act in % of employees trained in sustainability. Improved execution of sustainable
line with sustainability strategy and business strategy.
principles.
Employees enhance corporate % of employee volunteers. Employee engagement, reputation
Engagement community relations. benefits, enhanced community
relationships.
Employees contribute to improving % of employees participating in "green" Energy and materials costs
environmental impacts. activities. reductions.

11. Elaine Cohen
Beyond Business Ltd
CSR consulting
and Sustainability Reporting
www.b-yond.biz/en
Tel: +972-523-495-688
email: elainec@b-yond.biz
Blogs:
www.csr-reporting.blogspot.com
www.csrforhr.com
www.csr-books.com