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HR CONSULTING, HR OUTSOURCING, CSR CONSULTING
TRAINING, DEVELOPMENT, COACHING

CSR CONSULTING (Corporate Social Responsibility)

An economic organisation is responsible for the social environment it belongs to, and which basically ensures its existence. Besides pursuing profit, corporations are also socially sensitive, environmentally-conscious and are not an unfamiliar with the notion of social solidarity, either. They apply new approaches in their business activities and in the relationship with their partners on a voluntary basis.

How can the companies benefit from Corporate Responsibility?

- Because of pressure from the society and a growing demand, companies are forced to make steps towards Corporate Responsibility. (Media, NGOs, consumer protective and ethical investors)

- Devoted stakeholders have huge power resources at their disposal. (Stakeholder: every group or individual who can influence the realisation of an organisation’s objectives, e.g. owners, consumers, competition, suppliers, government, banks, local communities.)

- Communication - well-applicable to image, branding, PR objectives.

- Ethical HR - the employees' loyalty grows.

- Resorting to state subsidy.

Who is affected by CSR?

- Staff, personnel (potential employees)

- Consumers

- Suppliers

- Local communities

Areas affected by CSR may be:

- codes of conduct

- local community development

- donation, NGO support

- enterprise development

- education development

- environmental protection, sustainable development

- human and social rights

- various HR strategies.

It is beyond doubt that CSR can determine a company's long-term success, since surveys show that in 84% of the consumers, a more attractive image is formed of those companies that actually do something to create a better world. Even if the product or a service is more expensive, consumers choose it if they know that it serves the society's interests.

In cooperation with mtd Tanácsadói Közösség, our company offers CSR strategy planning and implementation for economic organisations, with the following segments:

- planning of CSR activity,

- an introduction of a strategic level within the economic organisation,

- continuous consulting, monitoring and efficiency assessment during the implementation of the CSR activity.

This process ensures the long-term sustainability and measurability of the CSR activity.

Besides all this, we especially support workplace diversity and equality of opportunity, due to which we offer equal opportunities situation reporting, equal opportunities strategy and planning for economic organisations.

In a European Commission survey involving more than 200 corporations, the respondents reported the following advantages of equal opportunities measures at the workplace:

- improved appreciation of the company (according to 69%),

- improved recruitment and motivation of highly skilled workforce which in return led to a decrease in recruitment costs and to the new employees integrating more easily (62%),

- employees' motivation and efficiency increased and conflict situations could be solved more easily (58%),

- innovation improved (57%),

- consumer satisfaction grew (57%),

- improvement in overcoming lack of workforce (57%),

- teamwork efficiency grew, due to which the amount of money spent on coordination and teambuilding decreased,,

- market share increased, enhanced access to niche markets,

- more efficient operation of quality management systems improved.

Source: www.humanstudio.egalnet.hu

Diversity - the diversity of different cultural, gender-based and age-based norms, experience, customs = corporate culture diversity

Equal opportunities policy - employing disadvantaged social groups

Discrimination-free, equal treatment - in recruitment, employment, waging, promotion practices

Equal Opportunities Plan

As a response to demands of the Hungarian society and the European Union, the Equal Opportunities Act was adopted in 2003. This law introduced the notion of the Equal Opportunities Plan at the workplace. The law created a legal framework for all employers to promote equal opportunities and diversity at the workplace with the company's human resources policy.

Besides all this, we especially support workplace diversity and equal opportunities, since we offer equal opportunities situation reporting, equal opportunities strategy and planning for economic organisations.

What does an Equal Opportunities Plan include?

- Waging

- Work conditions

- Professional improvement

- Recruitment procedure

- Training

- Benefits relating to child bearing and parental role

Who are bound by the Equal Opportunities Plan?

- public bodies and employers with a majority state ownership with more than 50 employees.

- it is an obligatory supplement for European tenders.

- it is recommended for all companies and indispensable for workforce loyalty.

Further information, contact details