The aim of the paper is to define the important factors of Corporate Social Responsibility (CSR), Business Ethics (BE), and Human Resource Management (HRM), and to quantify their impact on the formation of positive attitudes of SMEs towards the concept of Environmental, Social, Governance (ESG)...

Innovation is an increasingly relevant concept for the success of any organization, but it also represents a set of internal and external considerations, barriers and challenges to overcome. Along the concept of innovation, new paradigms emerge such as open innovation and co-creation that are...

This essay has as purpose to make polemics on Human Resource Management, face to arguments on the category 'Social Responsibility' within XXIth Century firm organizations. There is also an intention to theorize grosso modo upon their application worthiness, in global market environment, related...

Strategic Planning (SP) in today’s dynamic and complex global environment needs to adopt new approaches about the design and implementation phases including major factors like new information technology as it related to Virtual Environment and directing the different stakeholders and people...

This paper has two objectives. Our first aim is to critically analyze the ethical implications of current accounting principles relating to human resources. Our second purpose is to propose three alternatives to the current accounting treatment of human resource costs as an expense of doing...

This study defines SHRM as employee/business performance relationship. Employee performance has an impact on performance of business departments in this model; and, performance of business departments have an impact on firm performance. In addition, American model of SHRM defines SHRM with HR...

Seven “Corporate Venturing” Strategies to Foster Innovation tackles the question: What should companies do to accelerate innovation and remain relevant? Or, stated differently: What should companies do to avoid being disrupted by more agile and innovative startups? One answer is corporate...

Staff behaviour is a strategic factor in the profit and loss, so why is HR not the driver of organizational results?The OPD-Theory™ of organizational design was born from the question ‘why?' beginning with the background science, developing improved social science tools and then applying...