Notes for CSR-oriented plan to employees more hours sleep
Wednesday, July 14, 2010
Too Low Bmi What Does That Mean
The relationship with partners is crucial in the context of any CSR strategy. Implement a coherent program of targeted social responsibility to employees, necessarily involves a planning process that incorporates both the area within the company is responsible for interacting with colleagues, as they themselves. Listed below are four points that are part of a preliminary proposal that is under development, with the aim of providing ideas that enable businesses to consider their own social responsibility programs targeted to this priority group.
1. How is company, where it operates and how its employees?
The starting point is the elaboration of a diagnosis of the action context of the company and the challenges that he himself imposed. For that purpose should be to establish the particularities of the productive sector to which the company and its own challenges. Should also review the business plan against this context and characterize their collaborators.
2. How is the human resource departments and what is the capacity to meet the needs of workers?
A CSR action plan necessarily involves a review of the skills, resources and challenges of each company and in this case, the particularities of human resource departments.
3. What does it mean for CSR and how companies are projected on the subject?
an approach to social responsibility in business management is needed active and decisive participation of top management. This point in the process of drafting the action plan involves identifying, together with the people who make management decisions, the importance of CSR for the organization, its current status and prospects. The description of the position of the company from CSR involves considering questions of this style and search for answers: What does CSR for the company?, What CSR means for human resource departments?, "CSR done, or you can make a strategic contribution to the company?, how do?: what is the projection of the company in the topic?, what so importance is attributed to employees in the context of CSR?
4. How to articulate a plan for CSR to employees?
With inputs from contributing context of the challenges and organizational challenges, the notion of reality on the resources and capabilities in the area of \u200b\u200bhuman management and strategic direction on the priorities of the organization in relation to CSR, can be advanced in development a plan of action in CSR from human resource departments. Its development goes through the development of four steps: Consulting, Design, Communication and Implementation, Feedback and Adjustment.
Before constructing the plan requires that those responsible for human resource departments conduct a consultation process (area of \u200b\u200bfree expression of opinion, respect and not bullying) to senior management and employees. In this consultation process identified the expectations of the actors from the organization and priorities for the development of the plan.
Based on the organizational challenges, priorities for management and employees' expectations, those responsible for human resource departments set goals for each area of \u200b\u200bCSR; establish strategies and actions for each objective, without losing sight of corporate resources and capabilities of the area, create indicators, identify times, responsible, and resources for purposes . Once designed the plan, it is communicated to all stakeholders through institutional channels. It is important to establish at this stage, the mechanism through which will be held constant feedback plan. For implementation is essential not to lose sight of the criteria: comprehensiveness, gradual, proportionality and totality.
At each step of the process can be making changes to plan, so as to respond to the existing conditions of the company, and is the repository of organizational learning derived from its implementation. To achieve this learning is necessary for the human resource departments to establish effective mechanisms to take the pulse of the organization consistently, and plan to incorporate the recommendations of all employees, individually and collectively.
1 These reflections were proposed by the authors in the framework of the research project "Social Responsibility Practices from the functional areas of human management of three companies valle" in 2008 and 2009 conducted by the research and People Management Social Management, Social Responsibility and Social Capital Research Group Humanism and Management (recognized by Colciencias in Category A), Faculty of Management Sciences, University of Valle, Colombia.
1. How is company, where it operates and how its employees?
The starting point is the elaboration of a diagnosis of the action context of the company and the challenges that he himself imposed. For that purpose should be to establish the particularities of the productive sector to which the company and its own challenges. Should also review the business plan against this context and characterize their collaborators.
2. How is the human resource departments and what is the capacity to meet the needs of workers?
A CSR action plan necessarily involves a review of the skills, resources and challenges of each company and in this case, the particularities of human resource departments.
3. What does it mean for CSR and how companies are projected on the subject?
an approach to social responsibility in business management is needed active and decisive participation of top management. This point in the process of drafting the action plan involves identifying, together with the people who make management decisions, the importance of CSR for the organization, its current status and prospects. The description of the position of the company from CSR involves considering questions of this style and search for answers: What does CSR for the company?, What CSR means for human resource departments?, "CSR done, or you can make a strategic contribution to the company?, how do?: what is the projection of the company in the topic?, what so importance is attributed to employees in the context of CSR?
4. How to articulate a plan for CSR to employees?
With inputs from contributing context of the challenges and organizational challenges, the notion of reality on the resources and capabilities in the area of \u200b\u200bhuman management and strategic direction on the priorities of the organization in relation to CSR, can be advanced in development a plan of action in CSR from human resource departments. Its development goes through the development of four steps: Consulting, Design, Communication and Implementation, Feedback and Adjustment.
Before constructing the plan requires that those responsible for human resource departments conduct a consultation process (area of \u200b\u200bfree expression of opinion, respect and not bullying) to senior management and employees. In this consultation process identified the expectations of the actors from the organization and priorities for the development of the plan.
Based on the organizational challenges, priorities for management and employees' expectations, those responsible for human resource departments set goals for each area of \u200b\u200bCSR; establish strategies and actions for each objective, without losing sight of corporate resources and capabilities of the area, create indicators, identify times, responsible, and resources for purposes . Once designed the plan, it is communicated to all stakeholders through institutional channels. It is important to establish at this stage, the mechanism through which will be held constant feedback plan. For implementation is essential not to lose sight of the criteria: comprehensiveness, gradual, proportionality and totality.
At each step of the process can be making changes to plan, so as to respond to the existing conditions of the company, and is the repository of organizational learning derived from its implementation. To achieve this learning is necessary for the human resource departments to establish effective mechanisms to take the pulse of the organization consistently, and plan to incorporate the recommendations of all employees, individually and collectively.
1 These reflections were proposed by the authors in the framework of the research project "Social Responsibility Practices from the functional areas of human management of three companies valle" in 2008 and 2009 conducted by the research and People Management Social Management, Social Responsibility and Social Capital Research Group Humanism and Management (recognized by Colciencias in Category A), Faculty of Management Sciences, University of Valle, Colombia.
VIA / PROhumana
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