Organisation Strategies

Albinger and Freeman, (2000) highlight the key important issues in CSR activities related to employees are participation and benefits of employees, special training and education facilities, family programs, no discrimination in hiring, job and strict equity policies, involving in long-term business planning, code of conduct implementation, performance evaluations, support of diversity can effects positively in terms of employee commitment and satisfy their needs (Maignan and Ferrell, 2001).

Castelo et al., (2006) describe the CSR activities for employees such as hygienic and safe environment at workplace, education and health facilities for family, flexibility in working hours, fair wages and sharing of job. Recent study in the United Kingdom among university students found that there are five most significant features of the organisation related to CSR practices are in human resource management (Terjesen et al., 2007). Consequently, attracting and retaining of the talented, highly skilled quality employees become the necessary element and has source of competitive advantage (Greening and Turban, 2000). Researchers argue that highly educated job applicants prefer and attracted by social responsible organisation than others with low-choice job applicants who may not influenced by organisation's CSR activities but feel fortunate to have an interview in such an organisation ( Greening et al., 2000). To conclude, CSR practices can lead to competitive advantages by building reputation and highlight the organisation as an attractive work place which can attract high quality staff and retain for long term (Albinger et al., 2000).

Based on study in United Kingdom high relevance, high attention of management and organisations main responsibility was given to health and safety issues, discrimination, compensation and freedom of association. While absenteeism, diversity, and work-time flexibility were low relevance issues and given low priority from the organisation, as they were considered self-evident concerns already. On the other hand child and forced labour issues are irrelevant due to their inappropriateness in the British business context of today. While in India, all the above discussed issues are reverse of United Kingdom (Panapanaan et al., 2003).

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