HRM and CSR Case Study

Oct 19, 2020 Research Paper Topics

Abstract

This case study is a primary data analysis of the HRM and CSR activities of the organizations of UAE and its effect on the working environment and satisfaction of the employees of the organization.The researcher has used simple random sampling technique to select these ten organizations from a large group of organizations in UAE. From these 10 organizations, the researcher has selected 50 employees, by selected 5 employees from each organization using random sampling method.The results of the study conclude that HRM and CSR play an important role in the satisfaction of the employees. Human resource management in the organization has its significant role in understanding CSR activities and plan for the development of these activities in the organization. CSR and HRM both are important concepts to understand the relationship between employers and employees of the organization.

Introduction

Increasing attention of the organizations towards HRM practices and CSR activities in the organizations has increased the increased the focus of the organizations towards research on this topic. Human resource management in the organization has its significant role in understanding CSR activities and plan for the development of these activities in the organization. CSR and HRM both are important concepts to understand the relationship between employers and employees of the organization. Thus it becomes essential to explore the relationship between these two concepts. This case study is a primary data analysis of the HRM and CSR activities of the organizations of UAE and its effect on the working environment and satisfaction of the employees of the organization. The first section of the study explains n detail about the previous studies which have studied the role of HRM and CSR activities in the organization and the study related to relationship between these factors. The second section of the study throws light on the methodology used to conduct the primary research for the organizations of UAE. The third section of this case study is detailed description of the data collection techniques and tools used to collect the data. The fourth section of the study is related to results and discussions related to the research study.

Literature Review

Institutional changes in the organizations reflect shift in the organizational forms and power relations among the employees of the organization. These changes in the organizational forms generate insecurity for the employment relationships in the organization. These insecure relationships among the employees of the organizations lead to downward shift in the productivity of the employees of the organization.  (Arzensek, 2010)studied that recent changes in the organizational forms and organizational structure has led demand of studying the relationship between HRM and CSR practices. HRM plays an important role in understanding the key CSR activities.

 The organizations can plan for the CSR activities but the implementation of these activities is only possible with the support of human resource management. Human resource department and corporate social responsibilities together decides about the relationship between employees and their senior authorities. Various researchers in their studies have thrown light on this aspect of the relationship between human resource management and corporate social responsibility. But the research studies have not studied the nexus between HRM and CSR. (Dadush & Niebuhr, 2016)In their study has mentioned that HRM and CSR activities in the organization both are directly related to each other.

Most of the studies have claimed that HRM plays an important role in providing competitive advantage to the organizations. Adoption of efficient human resource practices increases eh productivity of the employees and overall efficiency of the organization. The organizations have started understanding the importance of CSR activities to promote healthy relationship among the employees. They believe that these CSR initiatives are the main reasons to improve the productivity of the employees. But the researchers in their studies have found that there is strong relationship between HR and CSR activities. CSR initiatives cannot be continued in the organizations’ without the efforts of HR in the organization.

With the increasing competition of firms in the global market, the concept of CSR is becoming more important for the firms to gain competitive advantage. Without CSR initiatives, the firms will not be able to achieve their objectives in the specified period of time. Thus it has become essential for the organizations to understand which CSR activities are more important for the growth of the organization.

Based on the previous studies, this research study focus on measuring the effect of components of CSR focused HRM on the employee satisfaction in the organization.   Various research studies claimed that job satisfaction of the employees is an essential factor that can increase the overall satisfaction of the employees from their organizations. But various researchers have also related job satisfaction with the CSR activities in the organizations. (Hay & Blenkinsopp, 2019) Studied that corporate social responsibility increase the productivity of the employees and maintain a long term relationship between employees and employers.

Methodology

Objectives of the study

The research study aims to achieve the following objectives through this case analysis. The main objectives of the study are as follows.

  • To measure the effect of CSR activities on the employee satisfaction in the organizations of UAE

Design of the study

This research study is based on the primary data analyses. The research has selected 10 organizations from UAE to measure the effect of CSR activities on the employee satisfaction in the organizations of UAE. The researcher has used simple random sampling technique to select these ten organizations from a large group of organizations in UAE. From these 10 organizations, the researcher has selected 50 employees, by selected 5 employees from each organization using random sampling method.

Data collection

The researcher has collected primary data from these 50 employees with the help of Likert Scale questionnaire. This questionnaire consists of 2sections.Section A of the questionnaire consists of 6 questions and Section B of the questionnaire consist of 8 questions based on CSR activities in the organizations and its impact on the employees of the organization.

Data Analyses

The collected data is further analyzed with   the help of Micro soft Excel and the results of this data are shows in the next section with the help of pie charts. The descriptive analyses of the data helped in assessing the satisfaction and dissatisfaction of the employees of the organizations of UAE.

Results & Discussions

Gender

Gender

The above analyses show that there are 40% female employees in the total sample size and 60% male employees. The sample population consists of both male and female employees. Thus, it can be assumed that the results of the study will not present biased results.

Age

Age

The analyses of the above statistics show that there are 20% employees in the sample population of age group 18-25 years. 40% respondents of the total sample population are of the age group 25-40 years. 20% respondents of the total sample population are of the age group 40-55 years. 20% respondents of the total sample population are of the age group 555 and above.

Nationality

Nationality

The above bar graph presents that there are both national and foreign employees working in these organizations of UAE. The ratio of national employees is 40% and the ratio of foreigner employees is 60%. There are more non national employees in the sample.

Educational Status

Educational Status

The analyses of the data show that only 10% employees of the total sample of employees have high school qualification. 20% of them have diploma. 40% respondents from the sample have graduation as their highest qualification. 30% respondents have post graduation as their highest qualification. There is no other employee who has any other qualification.

Marital Status

Marital Status

According to the collected data, 60% population of the sample is married and 40% are unmarried. There are both married and married males and females in the sample population.

Section A

My company considers candidates’ general attitudes toward CSR in selection

Section A

According to the given dataset, 20% population out of total sample population of the research study is strongly agreed with the proclamation. 30% population out of total sample population of the research study is agreed with the proclamation. 10% population out of total sample population of the research study is neutral with the proclamation. 20% population out of total sample population of the research study is disagreed with the proclamation. 20% population out of total sample population of the research study is strongly disagreed with the proclamation.

My company uses training to promote CSR as an espoused organizational value.

According to the given dataset, 40% population out of total sample population of the research study is strongly agreed with the proclamation. 40% population out of total sample population of the research study is agreed with the proclamation. 0% population out of total sample population of the research study is neutral with the proclamation. 10% population out of total sample population of the research study is disagreed with the proclamation. 10% population out of total sample population of the research study is strongly disagreed with the proclamation.

My company provides CSR training to develop employees’ skills in stakeholder engagement and communication.

According to the given dataset, 20% population out of total sample population of the research study is strongly agreed with the proclamation. 40% population out of total sample population of the research study is agreed with the proclamation. 0% population out of total sample population of the research study is neutral with the proclamation. 10% population out of total sample population of the research study is disagreed with the proclamation. 10% population out of total sample population of the research study is strongly disagreed with the proclamation.

According to the given dataset, 40% population out of total sample population of the research study is strongly agreed with the proclamation. 40% population out of total sample population of the research study is agreed with the proclamation. 0% population out of total sample population of the research study is neutral with the proclamation. 0% population out of total sample population of the research study is disagreed with the proclamation. 10% population out of total sample population of the research study is strongly disagreed with the proclamation. 

According to the given dataset, 40% population out of total sample population of the research study is strongly agreed with the proclamation. 30% population out of total sample population of the research study is agreed with the proclamation. 0% population out of total sample population of the research study is neutral with the proclamation. 14% population out of total sample population of the research study is disagreed with the proclamation. 16% population out of total sample population of the research study is strongly disagreed with the proclamation. 

According to the given dataset, 40% population out of total sample population of the research study is strongly agreed with the proclamation. 40% population out of total sample population of the research study is agreed with the proclamation. 0% population out of total sample population of the research study is neutral with the proclamation. 0% population out of total sample population of the research study is disagreed with the proclamation. 20% population out of total sample population of the research study is strongly disagreed with the proclamation. 

According to the given dataset, 20% population out of total sample population of the research study is strongly agreed with the proclamation. 20% population out of total sample population of the research study is agreed with the proclamation. 20% population out of total sample population of the research study is neutral with the proclamation. 20% population out of total sample population of the research study is disagreed with the proclamation. 20% population out of total sample population of the research study is strongly disagreed with the proclamation. 

According to the given dataset, 40% population out of total sample population of the research study is strongly agreed with the proclamation. 20% population out of total sample population of the research study is agreed with the proclamation. 0% population out of total sample population of the research study is neutral with the proclamation. 0% population out of total sample population of the research study is disagreed with the proclamation. 40% population out of total sample population of the research study is strongly disagreed with the proclamation. 

According to the given dataset, 20% population out of total sample population of the research study is strongly agreed with the proclamation. 0% population out of total sample population of the research study is agreed with the proclamation. 0% population out of total sample population of the research study is neutral with the proclamation. 60% population out of total sample population of the research study is disagreed with the proclamation. 20% population out of total sample population of the research study is strongly disagreed with the proclamation. 

According to the given dataset, 10% population out of total sample population of the research study is strongly agreed with the proclamation. 10% population out of total sample population of the research study is agreed with the proclamation. 0% population out of total sample population of the research study is neutral with the proclamation. 60% population out of total sample population of the research study is disagreed with the proclamation. 20% population out of total sample population of the research study is strongly disagreed with the proclamation. 

According to the given dataset, 20% population out of total sample population of the research study is strongly agreed with the proclamation. 20% population out of total sample population of the research study is agreed with the proclamation. 20% population out of total sample population of the research study is neutral with the proclamation. 20% population out of total sample population of the research study is disagreed with the proclamation. 20% population out of total sample population of the research study is strongly disagreed with the proclamation. 

According to the given dataset, 10% population out of total sample population of the research study is strongly agreed with the proclamation. 10% population out of total sample population of the research study is agreed with the proclamation. 10% population out of total sample population of the research study is neutral with the proclamation. 30% population out of total sample population of the research study is disagreed with the proclamation. 40% population out of total sample population of the research study is strongly disagreed with the proclamation. 

According to the given dataset, 20% population out of total sample population of the research study is strongly agreed with the proclamation. 10% population out of total sample population of the research study is agreed with the proclamation. 10% population out of total sample population of the research study is neutral with the proclamation. 20% population out of total sample population of the research study is disagreed with the proclamation. 40% population out of total sample population of the research study is strongly disagreed with the proclamation. 

Conclusion, Limitations, & Implications of the Study

The study concludes that HRM and CSR play an important role in the satisfaction of the employees.Human resource management in the organization has its significant role in understanding CSR activities and plan for the development of these activities in the organization. CSR and HRM both are important concepts to understand the relationship between employers and employees of the organization. The organizations have started understanding the importance of CSR activities to promote healthy relationship among the employees. They believe that these CSR initiatives are the main reasons to improve the productivity of the employees. The main limitation of the study is that it is based on the small sample of 50 respondents. The future studies can be conducted using large sample size. The organizations can plan for the CSR activities but the implementation of these activities is only possible with the support of human resource management. Human resource department and corporate social responsibilities together decides about the relationship between employees and their senior authorities.

References

Arzensek, A. (2010). Interpretive schemata of human resource management during economic crisis: Case of producers for automotive industry. Psiholoska Objorja, 19(1), 43-60.

Dadush, U., & Niebuhr, M. (2016). The Economic Impact of Forced Migration. OCP policy centre, 25-30.

Eaton, J. (2017). Globalization and Human Resource Management in the Airline Industry. Routledge.

Forstenlechner, I. (2012). Workforce localisation in emerging Gulf economies: the need to fine-tune HRM. Personnel Review, 39(1), 135-152.

Gubbins, C., Harney, B., Werff, L. v., & Rousseau, D. M. (2018). Enhancing the trustworthiness and credibility of human resource development: Evidence‐based management to the rescue? Human Resource Development Quarterly, 29(3), 193-202.

Hay, A., & Blenkinsopp, J. (2019). Anxiety and human resource development: Possibilities for cultivating negative capability. Hman Resource Development Quarterly, 30(2), 133-153.

Huang, W. (2016). Responsible pay: managing compliance, organizational efficiency and fairness in the choice of pay systems in China’s automotive companies. The International Journal of Human Resource Management, 27(18), 21-61-2181.

Jiménez‐Jiménez, D., & Sanz‐Valle, R. (2012). Managing Human Resources in Order to Promote Knowledge Management and Technical Innovation. Journal of Business Research, 5(2), 83-100.

Lundgren, H., Poell, R. F., & Kroon, B. (2019). “This is not a test”: How do human resource development professionals use personality tests as tools of their professional practice? Human resource deelopment Quarterly, 33(2), 175-196.

Mccourt, & Awases. (2007). Addressing the human resources crisis: A case study of the Namibian health service. Human resources for health, 71-83.

Pastor, Santana, & Sierra. (2010). Managing knowledge through human resource practices: empirical examination on the Spanish automotive industry. The International Journal of Human Resource Management, 21(13), 2452-2467.

UAE. (2019). Ministry of Human Resources & Emiratisation. Retrieved from www.mohre.gov.ae: https://www.mohre.gov.ae/en/careers.aspx

Yasin, S. (2005). Human Resource Management in the Airline Industry – The Example of Star Alliance. GRIN Verlag.

Yoo, S., Jang, S., Byun, S. W., & Park, S. (2018). Exploring human resource development research themes: A keyword network analysis. Human Resource Development Quarterly, 30(2), 155-174.


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