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The Human Recourses department of Coco-Mat is dealing with all the CSR initiatives of the company towards their employees. As Sharma (2009) noted “an organization can exhibit a better image in the minds of people by presenting itself as an excellent employer which cares for its people and involves them in the ambit of social responsibility”. The vision of Coco-Mat is “achieve a working culture of sustainability, embracing all types of human activity”. An important factor for a company is to persuade its employees to participate actively in the CSR policy and initiatives. For that voluntarism should be promoted into the culture of the company. Also these initiatives should be communicated to the employees in a way that they will feel that they contribute. Sharma (2009) argues that orientation programmes should run for the new employees (also for the old ones I will add) to inform them about the organizations philosophy and give them the chance to learn and participate.

Coco-Mat has developed a very interesting communication scheme. Management has multiple ways to communicate with the employees but not just one-way but with interaction. Many companies are focused on to how to communicate their message but they forget that they need also to listen. Coco-Mats communication plan includes “morning coffee” every day before the job starts, Sunday trips with the employees, monthly meetings and forms that employees can suggest or complain if they want anonymously. Very interesting is the initiative of the “diner” when each employee, once every year has the chance to dine with an executive and discus personal or work related issues. Also monthly meeting are taking place to each department. As Strandberg (2009) notes HR management through communication can find and profile success stories of CSR leadership and initiatives within the departments. When good communication is established between the employees and the management, it is easier to promote any project to the employee and receive instantly a feedback for improvement.

An important issue towards CSR, that is primarily a HRM issue, is the one of the respect of human rights, working environment and work – life balance. CIPD declares that the “good” employer has to promote policies of diversity and work-life balance. Also the “good” employer should promote a learning environment and build trust inside the organization. Coco-Mat states in it’s vision that one of the main goals is to give equal chances to everybody irrespective of their religion, nationality, color or physical disability. Truly Coco-Mat is one of the companies that employs people with “special skills” and in general people considered as minorities. Also they offer a variety of benefits including health insurance beyond the legal requirement and special working terms for their employees with needs. Training is also provided according to the needs of each department and each employee.

A final and very common practice is the creation of a Code of Conduct. In Coco-Mat that code is part of the core values and the vision of the company. CIPD proposes that codes of conduct should be developed by the legal department in collaboration with the HR and the promotion of the Public Relations department. Winstanley and Woodall (2000) argue that “code of conduct do n本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。