This is a very good article on relation between HR and CSR. Since I am working with CSR and would like to submit my project in my MBA program on similar issue. I would like to get some guidance from you on the same. It would be a great help if you provide me some inputs on this is area.
Thanks and regards,
Jindal Stainless Ltd, New Delhi
4th August 2008 From India, Gurgaon
With skilled talent becoming a global shortage, India is not far behind. Various studies undertaken in the recent past have revealed that Indian Inc is facing an acute shortage of skilled manpower. Further constant surge in FDI and FII investment has exacerbated this shortage of talent in the Indian market, necessitating some quick thinking and long term planning to retaining and recruiting the right talent.
While a majority of the industry is facing the talent crunch, there are some organisations especially from the high growth sunrise sectors like the IT, ITES, KPO, BPO, Hospitality, Retail, and Telecom that have started to look beyond the conventional sourcing approach. ‘Diversity’ as they say, is now opening new doors. With diversity increasingly being recognised as a business benefit, it will be unwise for the new economy in India to ignore the significance of this untapped human potential.
Our portal (www.employability.co.in) is a part of a unique social initiative which aims at bridging the gap between equal opportunity employers and qualified disabled job seekers. The portal offers most of the functionalities as any other commercial job portal and hence is an easy to use tool for sourcing diversity. We strongly believe that every organisation has the potential to employ persons with disabilities, and in most instances it is just a lack of awareness on where and how to start that prevents them from initiating.
A recently compiled guidebook - “Employing persons with disabilities”, which was compiled as a joint initiative of AccessAbility and ITC Welcomgroup, can be a useful resource for organisations considering employment of persons with disabilities. It is a step by step guide that helps demystify the perceived complexities around employment, retention and career development of persons with disabilities within an organisation. The handbook can be viewed and downloaded at http://www.accessability.co.in/files...sabilities.pdf
Our endeavour at AccessAbility is to support organisations in recruiting persons with disabilities at various levels to be a part of their productive workforce. The inclusion that we intend to bring will not only help organisations in empowering the disabled but can also help build their staff morale, productivity and increase retention amongst the entire workforce.
We are aiming at including many other value added services in the future and will certainly keep everyone posted of the same.
So join us in this mission, and be the change that you want to see.
To know more about us or to know how you could be the change maker, please send an email to . You can also visit our website at www.employability.co.in or www.accessability.co.in.
22nd June 2009 From India, Delhi
Although I am not an HR expert on CSR, I believe that as an HR professional, if you take an additional CSR responsibility and if it includes looking at diversity and inclusion then it will certainly benefit your career. Also since diversity and inclusion are becoming global trends in HR, such a role will prepare you for the future.
29th June 2009 From India, Delhi
CSR Act, Companies Bill 2012 and CRM technology | Adaptive IT they have solution called nfpCRM - A social CRM.
31st January 2014 From India, Delhi
31st January 2014 From India, Delhi
22nd August 2014 From India, Hooghly