Among all social stakeholders, employees are at the top of CSR agenda in most organizations. In many cases, CSR perception of society is built around the contributions of companies to their current and prospective workforces and it is empirically supported that being a socially responsible employer positively affects the relevant employee outcomes. Therefore, CSR and human resources management (HRM) become closely interrelated and interwoven in our current organizational landscape. The purpose of this chapter is to reveal this integration of CSR and HRM practices based on the main responsibilities of companies towards their current and future employees. Therefore, the chapter firstly discusses the ongoing policy framework that is shaped by national as well as international and non-governmental organizations. Deriving from the Carroll’s CSR pyramid (1979, 1991), the chapter provides an understanding on the socially responsible human resources management at the philanthropic, ethical, legal and economic domains.
- Work-life balanceWork-life Balance
- Collective bargainingCollective Bargaining
- World Business Council For Sustainable Development (WBCSD)
- Institutional theoryInstitutional Theory
- Human rightsHuman Rights
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Turker, D. (2018). Social Responsibility and Human Resource Management. In: Managing Social Responsibility. CSR, Sustainability, Ethics & Governance. Springer, Cham. https://doi.org/10.1007/978-3-319-91710-8_8
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