Human Resource Development : An Element Of Corporate Social Responsibility

Corporations are encouraged to conduct their activities in an ethically responsible manner, however neither the corporate world nor academia has produced a single – all encompassing definition of corporate social responsibility (CSR). The basic problem is that there are too many self-serving definitions that often lean toward the specific interests of the entities involved (Van Marrewijk, 2003). There has even been a quantitative study conducted on the many definitions of the term (Dahlsrud, 2006).

Human Resource Development (HRD) is essential, and applies an important factor to maximizing employee proficiency to accomplish the main goal of a company. HRD has provided employees with current proficiency. HRD supplies a way to kept track of increasing cultured information as well as production technologies. HRD will provide ways to enhance overall employee ability.

The purpose of this essay is to research the notion of CSR and uncover its true framework and outline what social responsibility truly means to corporate organisations, and whether it should be seriously considered to be a legitimate addition to the corporate framework of an organisation.

Human Resource is a governance of organizations employees. A company 's human resources department is responsible for implementing and overseeing policies governing employee behavior and the behavior of the company toward its employees. It is the people in the organization that carry out important work activities. Managers and HR professionals have the important job of organizing people

Human Resource Development (HRD) is the main structure for assisting employees in developing their personal and professional skills, knowledge, and abilities.

The main concept of human resource department is that all labor is equal and the quality of labor is produced by investing on them. Basically, HR department cultivate, acquire and retain human capital.

Jon M. Werner and Randy L. DeSimone in their book Human Resource Management defined Human Resource Development as a set of systematic and planned activities designed by an organization to provide its members with the opportunity to learn necessary skills to meet current and future job demands. The business dictionary defines it as training an

Human Resource Development (HRD) is the structures for aiding employees develop their individual and organizational skills, knowledge, and capabilities. Human Resource Development comprise such moment as employee training, employee occupation development, achievement management and development, coaching, training, progression planning, key employee recognition, protection reinforcement, and organization development.

Whether it is industry to industry, business to business or person to person, Corporate Social Responsibility (CSR) means many different things to different people (Campbell, J. L., 2007). The literature is full of a wide range of definitions and interpretations of what CSR actually is and how and why it is increasingly being seen as a key part of organisational strategy. This paper will critically analyse and discuss some of the key debates around CSR and will demonstrate the linkages that exist between CSR and organisational leadership and the implications for leadership when considering the social responsibilities of an organisation. This discussion will also look at the implications of CSR for the local government sector, a sector that can be said exits for the purpose of improving the life of its citizens.

Human resource development is a broadly used term that refers to the helping employees develop their personal and organizational skills, knowledge, and abilities (The Balance. N.p.). The term has different connotations as it may refer to development of human capacities with the aim raising profit in business but also, especially in developing countries, with the aim of achieving personal and societal advancement (Cengage Learning, 2016.). Human resource development can be used by both public organizations, such as governments, and private corporations (Cengage Learning, 2016.). The focus of all aspects of human resource development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers (The Balance. N.p.). Also, it is the framework for the expansion of human capital within an organization through the development of both the organization and the individual to achieve performance improvement (Boundless Business, 26 May 2016.).

Human Resource Development (HRD) is the driving force behind any prospering business. It is the compass that calculates the direction in which the business will need to take based on the available resources, people, and short and long term goals to achieve its mission. HRD gives the organisation guidance on how to create strategic advantage over competitors in the market through the use of training and development provided to its employees to increase their knowledge, skills, education, and abilities. Managers are the frontline directors of HRD in the day to day operation of the business hence the significance of developing tools that can effectively be relayed to management to then be communicated and actioned to the employees. Google is a multinational, publicly-traded organization built around the company 's hugely popular search engine. The firm applied HRD into their business mix to support their dominance in the technology market. Overview into how HRD can be used by managers to increase individual performance thus leading to organisational performance will be analysed using Google as a case study.

Human resource development is a concept that has existed even before the 1980s and has played an important role in the success, growth, and development of organizations. The emergence of this concept can be attributed to the establishment of apprenticeship programs in the 18th Century (Werner & DeSimone, 2011, p.5). The significance of human resource development in today’s business environment is attributed to its role in organizational profitability. Human resource planning involves the use of business activities to forecast how management strategy changes will impact human resource needs in the future. On the contrary, human resource development activities help an organization to ensure its

The work and tasks of human resources departments have a wide range of functions, and sometimes large organisations may have many HR professionals. More often than not HR functions are split into two main categories. One, usually called HR management, or just HR, is concerned with the day-to-day operation of a company. HR development, or HRD, has a more forward looking role within the company or organisation.

The function of human resource development (HRD) is fundamentally connected to individual and organisational development. As a result of this fundamental connection, it is ultimately human resource development (HRD) units in organisations that are well positioned to help develop an understanding and implementation of corporate social responsibility (CSR) initiatives.

I believe that there are mutual beneficial aspects of constructing a two-way HRM-CSR relation, however this study will maintain a realistic approach and HRM has a stronger grasp in corporate affairs compered to CSR management. This is due to mainly two reasons: first, HRM has been widely developed in research since early 1920s being therefore more utilized within corporations while CSR is a concept taking momentum now and still broadly debated. Second, there is more evidence about HRM acting as a corporate facilitator to reach positive a profitable outcomes compered to CSR strategies which are still discussed among business and political parties. Therefore, in order to produce a conceptual tool that can be substantially used the emphases will be given to the role of HRM in developing CSR policies.