The Relationships Between Corporate Social Responsibility and Talent Management: An Analysis Through Human Resources Management
Abstract
Nowadays, with the emergence of Industry 4.0, the talent management and the social responsibil- ities of the industrial companies have been taken into consideration in human resources manage- ment, which is an influential factor in the sustainable success of businesses. Talent management strategies are needed to attract and retain talented employees in organizations. Similarly, the employees also seek an organization that cares and makes investments in the employees to have better life and work conditions. In this respect, the main objective of this study is to reconcile the human resource policies that can be created for current employees and potential candidates within the framework of the social responsibilities of businesses and the ethical approach of busi- ness management with talent management. In this study, the relationship between the concept of social responsibility and talent management practices is examined. After the theoretical infor- mation, a field study was conducted with a sample of call center employees in Erzurum (158 peo- ple). Our results show that the role of human resource management practices that have social responsibility concerns is related to corporate social responsibility and is an effective instrument for talent management. Furthermore, the results show that corporate social responsibility activi- ties that the organization applies affect the organization’s human resources policies, which offer the holistic structure of the characteristics of human resources.
Keywords
talent management , Corporate social responsibility , human resources management
References
- Adeyeye, A. O. (2012). Corporate social responsibility of multinational cor- porations in developing countries. Cambridge University Press, s.7.
- Adu-Gyamfi, M., He, Z., Nyame, G., Boahen, S., & Frempong, M. F. (2021). Effects of internal CSR activities on social performance: The employee perspective. Sustainability, 13(11), 1–28. [CrossRef]
- Aktan, C. C., & Börü, D. (2007). Corporate social responsibility. Corporate social responsibility: Businesses and social responsibility (pp. 11–36). İGİAD Publications
- Albinger, H. S., & Freeman, S. J. (2000). Corporate social performance and attractiveness as an employer to different job seeking populations. Journal of Business Ethics, 28(3), 243–253. [CrossRef]
- Alkan, F. (2004). Social responsibility practices in human resources man- agement and its relationship with corporate social responsibility [Master’s Thesis] (p. 146668). Istanbul University, Department of Business Administration.
- Arnold, C., Kiel, D., & Voigt, K.-I. (2016). How the industrial Internet of Things changes business models in different manufacturing industries. Inter- national Journal of Innovation Management, 20(8), 1640015. [CrossRef]
- Atlı, D. (2010). İnsan kaynakları yönetiminin yeni vizyonu yetenek yönetimi ve basın işletmelerinde bir uygulama [Doctoral Dissertation]. Marmara Universitesi.
- Atlığ, N. S. (2006). Business ethics, social responsibility and practices from the pharmaceutical industry [Master’s Thesis] (p. 188557). Yıldız Technical University SBE Business Administration Business Management Program.
- Bies, R. J., & Moag, J. (1986). Interactional justice: Communication criteria of fairness. In R. J. Lewicki, B. H. Sheppard & M. H. Bazerman (Eds.). Research on negotiations in organizations, (pp. 43-55). JAI Press.
- Bingol, D. (2014). Human resources management (9th ed.). Istanbul Beta Publishing Inc.