FAQ-HRM-and-CSR

HR and CSR / Sustainable development

 

1) How can HR contribute to CSR /sustainable development?

Most professionals working within HR have more affinity and knowledge with people processes than most managers. The transition from a 'regular' business to a sustainable and socially responsible business is a long and complicated process with quite an impact. Especially because old patterns of working and taking decisions become obsolete and insufficient to do a sustainable job. In essence we are talking about a personal development process that deserves good and professional facilitation. In short this is the core of the HR manager's contribution.

 

2) What are the key competencies for CSR / sustainable development?

Below we offer an overview of the key competencies for adequate and integrated sustainable value creation. Clearly these need to be translated into priorities per type of function and business line. Italics = generic priority

 

 

Consciousness	Skills	Attitude	Other characteristics
Oneness  Open- mindedness Mindfulness Personal Mastery Love vs fear	Systems thinking Dialogue/collaborative communication Connect conflicts of interests  Being fully present Doing the right things right Keep asking the right questions	Holographic vision Deep drive to learn Care  Respect Taking responsibility Search for connection Guts Letting go of own perspectives / mental models Perseverance	Integrity Diversity Reliability Reality Transparancy Common interest before personal interest Modest  Masculine and feminine Balance Sufficiency