I was doing some research for a keynote speech I’ll be giving and I took another look at the SHRM Foundation’s Effective Practice Guideline on CSR. I wrote about it here, and was reading it again, thinking “Gee this is great stuff.” (Stuff, being a highly technical term that data geeks use a lot.)
I came across this graphic of the stakeholders HR professionals need to connect with when designing and promoting CSR approaches and programs within their organizations. As I reviewed it, I thought it was a good reminder of the breadth of the stakeholders that HR needs to factor into all of its work – whether it’s CSR, talent acquisition, talent management, benefits administration, strategic planning, learning and development – or yes, even the planning of the annual company picnic.
As I looked over the graphic, the only missing stakeholder group that I noted was the Board of Directors – but I’m pretty sure the authors include them the Owners-Shareholders group. With the growing regulation of business and the focus on board oversight, I’d call them out as a separate group. What do you think? Would you add any other distinct groups?