Strategic HRM Related to Change, Change Management, and CSR

Strategic HRM Related to Change, Change Management, and CSR

The concept of strategic HRM is broad and creates a comprehensive understanding of the role of HRM in the long-term growth of an organization. Initially, I thought that strategic HRM is only about ensuring that an organization hires people with the right skills and capabilities to meet organizational growth and explore new opportunities to improve the overall performance of an organization. However, my understanding of strategic HRM has evolved since I learned about the role of HRM in change, change management, and CSR. I have developed a new understanding that includes viewing HRM as one of the main drivers of organizational change and effective CSR. For instance, the HR department regulates people’s conduct throughout the change process and eliminates resistance to change. According to Goksoy (2015), the HR department is responsible for addressing any concerns that may be creating resistance and ensuring that employees understand the change and why it is necessary. In CSR, HRM is responsible for promoting CSR values and creating a culture of social responsibility in the organization (Moris, 2017). Therefore, strategic HRM links the organization and employees in change management and CSR management.

There is a potential for growing the long-term role and impact of strategic HRM in CSR by including employees in planning and implementing CSR practices. For instance, HRM may mobilize employees to engage with the community through volunteering to understand their needs, enabling the organization to structure its CSR programs to meet specific community needs. Strategic HRM will also evolve by incorporating specific values among employees through the organization’s culture for the effective implementation of CSR programs. CSR may also be aligned with an organization’s mission and vision, thus prompting the human resource management department to look for a workforce that can leverage its expertise and skills to enhance the efficiency of CSR programs.

References

Goksoy, A. (2015). Organizational change management strategies in modern business. IGI Global.

Moris, K. (2017). Corporate social responsibility and human resource management. Social Press.

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Implementing a major CSR initiative is filled with opportunity and fraught with challenges. HR can be a keen partner to the executive leadership when launching a system-wide initiative for the organization that impacts everyone.

**How has your understanding of strategic HRM-related to change, change management, and CSR evolved?
**Looking forward, evaluate the potential for growing the long-term role and impact of strategic HRM in CSR.