Investigating employee complaints thoroughly and

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investigating employee complaints thoroughly and consistently, and creating an open-door EEO conflict resolution process (SHRM, 2018). Ensuring that the company is not violating legal regulations is important, but HR policies must be implemented to ensure that employees are not engaging in illegal and unethical practices. Providing harassment prevention training can assist in mitigating risk by providing employees with knowledge on what behaviors can be construed as harassment and what they can do to prevent harassment in the workplace. HR should also clearly communicate the sexual harassment, code of conduct, and EEO policies and clearly outline the disciplinary actions to employees that violate the policies. Another great strategy to mitigate risk is to implement a whistleblower hotline for employees to confidentially report harassment, unethical behaviors, unsafe working conditions, ect. This HR practice can significantly limit liability as it provides the company with the ability to address discrimination or harassment claims early (SHRM, 2017). The hotline should be available to the employees 24/7 and be operated by a third-party to ensure confidentiality.
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Strategic HR Plan P a g e | 14 Corporate Social Responsibility Corporate social responsibility is the concept that a corporate has an impact on the lives of its stakeholders and the environment. Corporate social responsibility encompasses areas such as sustainability, employee rights, social change, volunteerism and workplace safety (SHRM, 2018). Sustainability is defined as the ability “to meet the needs of the present without compromising the ability of future generations to meet their needs.” A sustainable organization is defined as an “enterprise that simultaneously contributes economic, social and environmental benefits – known as the “triple bottom line” – to society while also ensuring its own long-term sustainability as an organization.” (Cohen et al., n.d.) HR has a key role in creating a culture of social responsibility through sustainable human resource management practices. Sustainable human resource management is defined as “using the tools of HR to create a workforce that has the trust, values, skills and motivation to achieve a profitable triple bottom line.” (Cohen et al., n.d.) HR professionals should serve as a partner in developing a sustainability strategy and ensuring employees implement the strategy across the organization. Sustainable human resource management is critical to engaging and motivating employees to reduce use of environmentally damaging products and to identify new ways of recycling products. These practices can also result in the development of a sustainability mindset in the organization’s leadership which can help the company address social problems in the external community and the company’s financial bottom line (Cohen et al., n.d). Finally, the promotion of a pro-environmental image will yield a positive reputation of the organization in the eyes of the community.
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Strategic HR Plan
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