 Responsabilité sociale de l'entreprise et pratique de gestion des ressources humainesPost-Print from HAL Abstract: As far as human resource management practices (HRM) are concerned, how do French companies respondto corporate social responsibility (CSR)? Are they eager to develop practices beyond the existing legal rules?To answer these questions, we present the results of an inquiry involving 106 HR managers who mainlybelong to large manufacturing companies. Their statements, collected by questionnaire, are focused on a few"responsible" HRM practices:– Recruiting practices in favour of disabled or non skilled persons;– Training practices promoting the access or the return to work;– Communication practices encouraging the dialog between the managers and the employees.According to our results, the HR management practices are still very slightly affected by CSR, they mainlyrespond to legal rules. Thus, this inquiry tends to show that, at the moment and for French companies, CSR ismore than a business affair: it is an affair of society. Human Resource Management practices are not mainlydefined by the will of stakeholders, but by employment laws. Keywords: Human Resource Management (HRM); Corporate Social Responsibility (CSR).; Responsabilité Sociale des Entreprises (RSE); Gestion des Ressources Humaines (GRH).; Gestion des Ressources Humaines (GRH) (search for similar items in EconPapers) Published in Revue de l'Organisation Responsable, 2006, 1 (1), pp.48-64 There are no downloads for this item, see the EconPapers FAQ for hints about obtaining it. Related works: Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text Persistent link: https://EconPapers.repec.org/RePEc:hal:journl:halshs-00078100 Access Statistics for this paper More papers in Post-Print from HAL |
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