人的資源管理に労働CSRを統合する方法の考察　―コーポレート・レピュテーションの醸成に着目して―

<p>This paper has revealed that why the company can earn a good reputation through addressing labor CSR (Corporate Social Responsibility) and examined the direction to integrate labor CSR into human resource management (HRM).</p><p>Today, labor CSR has been addressed by many companies. As a result of that, the information about how employees are working in the company is exposed to society widely. Stakeholders use all of this information to compare one company with another. Hence, this information may make strong or weak competitiveness between the companies.</p><p>Corporate reputation (CR) is the important concept which improves not only the competitiveness gains from the stakeholder's evaluation regarding the company but the corporate financial performance with labor CSR also. Thus, this paper revealed that how labor CSR contributes to improve the CR.</p><p>In addition, this paper provides the direction which integrates labor CSR into HRM from the viewpoint of CR because labor CSR can be seen as a concept which asks about their HRM whether socially responsible or not.</p><p>In order to deal with the above purpose, first of all, it has been discussed CR. CR is created by stakeholders' through evaluating about the company. CR affects one's behavior positively or negatively. Also, CR is a management resource which contributes sustained competitive advantage to the company which has a better reputation than other companies from the resource-based view.</p><p>In the second, this paper revealed that three elements in relation to why labor CSR improve CR. The first one is that problem addressed by the company as labor CSR is fitted in management. The second element is the stakeholders' better evaluation to labor CSR of the company. The third one is that addressing labor CSR on their own and in advance of the competitors but not imitating them.</p><p>Finally, the direction to integrate labor CSR into HRM from the viewpoint of CR is suggested. The direction consists of two aspects, which are defensive and offensive actions. The former is labor law compliance. It prevents the company from the declining of its CR. And the latter is that direction to integrate the challenges which have been addressed by the company as labor CSR into Human Resource (HR) policy to fit the action of labor CSR in management and ensure consistency of HR policy and HR practice, which is the same as the action of labor CSR.</p>