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Presented by Daniëlle Dolmans, Joyce Foorthuis Annemieke Meijering Hilda Nieland Karin SchuurmanHRM students at the Hanze University Groningen

 Definition: Corporate Social Responsibility(CSR)  CSR: focus on people  CSR and the economic crisis  What can HR add to CSR?  Employees and CSR  Best Practices in the Netherlands: Randstad

 Corporate Social Responsibility (CSR): a company takes responsibility for the effects of its business activities, people and environment. The company makes conscious choices in order to achieve a balance between People, Planet and Profit.

The Peoples part relates to the people inside and outside the company:  Employees  Local community and the environment  Production work  Combat discrimination based on gender, colour or religion ‘do no harm’ perspective / ‘do good’ approach

 Clever use of scarce and expensive raw materials saves direct costs.  Consumers have an increasing need for transparency and communication from companies.  CSR contributes to motivated staff, higher productivity etc.  CSR contributes to loyalty and strong relationships with key stakeholders of the company.  Product and process innovations help organizations better respond to social developments.  A new way of working.  It is important to continue investing in employee retention.

 Creating support from employees.  Committed leadership.  Competence-based recruitment of new people.  Growth and development of employees.  Providing a pleasant, safe and healthy work culture.  Promoting diversity in the workplace.

 They are a source of pressure (Pull) and initiative (Push).  The result is a positive effect on morale, motivation, commitment and recruitment.

 Randstad: an employment agency.  Over 40 countries.  The Headquarters: near Amsterdam.  28,700 employees at Randstad.  To employ daily over 576,000 people.  A turnover of 16,224 billion in 2011 Randstad incorporated CSR, some of their good practices in the Peoples section are:

A campaign to encourage clients to take more experienced candidates aged over 50.  In crisis you need an experienced staff, that gives its knowledge to the younger generation.  Having a diverse employee population attracts new employees who know that they can learn by using the skills of senior colleagues.

A program to help find rewarded work for people with a physical handicap.  Dutch companies can get support for employing people with a physical handicap, this is profitable in times of crisis.  It enhances the brand image: having a divers employee population contributes to loyalty and strong relationships with all stakeholders.

 So our statement for the discussion is: there is no reason why a company is not able to incorporate CSR.