Learn when HR creates a CSR scorecard during the corporate social responsibility strategic process. Expert tips for acing the SHRM Senior Certified Professional exam.
Table of Contents
Question
During what stage of the corporate social responsibility (CSR) strategic process does HR create a scorecard of HR responsibilities, objectives, priorities, and metrics?
Answer
Plan implementation.
Explanation
During the plan implementation stage of the corporate social responsibility (CSR) strategic process, HR creates a scorecard to define their responsibilities, objectives, priorities, and metrics related to executing the CSR strategy.
The CSR strategic process typically includes these stages:
- Needs assessment
- Strategy development
- Plan implementation
- Evaluation and reporting
In the plan implementation phase, HR’s role is to translate the high-level CSR strategy into concrete action plans and tactics. Creating an HR scorecard is a key step to provide clarity and accountability around HR’s part in making the CSR vision a reality.
The HR CSR scorecard should include:
- HR’s specific responsibilities in implementing CSR initiatives
- Objectives and targets HR aims to achieve
- Priority focus areas and initiatives
- Metrics and KPIs to track HR’s progress and impact
This scorecard serves as HR’s roadmap for delivering on their piece of the overall CSR strategy. It ensures HR’s efforts are aligned with CSR goals and allows HR to measure their contributions to social and environmental responsibility.
So in summary, it’s during the critical plan implementation stage that HR develops their CSR scorecard – after the strategy has been set but before jumping into execution. The scorecard is an essential tool for HR to organize their approach to fulfilling their role in the company’s CSR agenda.
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