Workplace

TRAINING TOOLKIT

How to use it	Training programme	Exercises	Case studies	Ethical dilemmas	Other resources	Contacts
	Introduction to CSR	Business Ethics	Workplace	Environment	Marketplace	Community

Specific Target Groups

SMEs key players in human resources, business development and health and safety at work

Public decision makers

Specific Trainer's Profile

Specific skills and experience recommended for this training module are:

Experience as HR manager
Knowledge of local labour law
Knowledge of health and safety basics

General Objective

After the training module, participants will be able to better understand the importance of HR management and development, working atmosphere and workplace conditions in company performance.

Specific Objectives

After the training module participants will be able to:

Identify the main workplace issues related with CSR
Better understand how different aspects of workplace policy and practises affect staff motivation and performance
Identify the major benefits of having good workplace policy and practises
Identify the main areas for improvement in their organization’s workplace
Commit to action, in order to fill the identified gaps

Theoretical Contents / Learning Contents

Theoretical Contents in the module “Workplace” should be introduced and discussed in relation to Corporate Social Responsibility (CSR) in general, using, as methodological approach the “CSR Knowledge Map”. In this module, we briefly present the main topics that worth a glance for any organization willing simultaneously to achieve high levels of performance and be socially responsible with its workforce. Consistent workplace policies usually play a significant role in the success of any organisation. In order to achieve high levels of performance, management must pay attention to a whole lot of details related to its workforce. The issue is quite complex, because the relevant topics cover a wide range of areas, from human resources management to health and safety at work and adaptation to change. SMEs are usually more flexible than big companies, and their degree of internal competition is usually lower. On the other hand, career development and working conditions are usually less attractive, training is scarcer and working accidents happen more often. Management is an art, and its secret consists in finding the correct balance between variables that sometimes appear to be conflictive. But are they really as conflictive as it seems? This area of CSR is commonly the most important one, particularly among SMEs. The trainer should explain to the participants the importance of taking care of the main aspects of their organization’s internal environment before moving along to other areas of CSR. It’s also important that the participants identify the major benefits that a good workplace policy can bring to their own organization.

Module Structure

Opening, getting acquainted
Presentation of the objectives/goals and contents of the training module
General information about CSR and positioning the training module into the broad CSR problematic (“CSR Knowledge Map”)
Learning content topics:
	Human resources management (HRM)
		Company values, business principles and codes of conduct
		Labour legislation (contracts, wages, social security, etc)
		Basic human rights
		Child labour
		Diversity and equal opportunities
		Hiring people with disabilities
		Harassment (physical, sexual and emotional)
		Working hours and flexibility
		Work-life balance
		Professional and personal development
		Education and training (initial and lifelong)
		Staff empowerment
		Performance appraisal
		Remuneration, recognition and rewards
		Career management
		Freedom of association
		Promotion of children education
	Health and safety at work (HSW)
		HSW policy
		Risk assessment
		HSW training and awareness programs
		Prevention of working accidents and professional diseases
		Exposure to hazardous substances / situations
		Ergonomics, working conditions and personal protection equipment
		Voluntary health coverage schemes
		Promotion of a healthy lifestyle
	Adaptation to change
		Retraining
		Retiring
		Staff dismissal
		Outplacement
		Downsizing
		Company delocalisation
	Major benefits of a good workplace policy
		Easier employee attraction and retention
		Better overall quality of hired and retained staff
		Lower turnover ratio and consequent savings in staff hiring and training
		Higher loyalty of staff towards the organization
		Lower absenteeism rates
		Lower insurance rates
		Lower legal fees and indemnities caused by labour confrontation
		Avoidance of fines derived from labour inspector action
		Alignment between personal and organizational goals
		More valuable information originating from the staff
		Customer satisfaction increase
		Better image near the local community
Transfer into practice: after responding to a CSR self-awareness questionnaire on workplace, participants should commit themselves to action in this area of CSR at their company or organization. (Using the DG Enterprise CSR awareness-raising questionnaire or any other available - See Exercise 3.3.)
Evaluation of the training module and offering support for implementation

Methods and Practical Training Activities

Definition of the kind of pedagogical methods to be used

The trainer will use the following main pedagogical methods:

Theoretical exposition
Development and discussion of case studies (working groups)
Development and discussion of exercises (individually and in working groups)
In the case of the extended programme, one of the choices given to the trainer is the possibility of using a “discovery and finding out method”: a visit to a local SME with good workplace practices or to use didactical videos/films or DVD to illustrate the training contents and bring into discussion relevant topics.

Definition of the practical training activities to be developed

For the Standard Programme (4h) it is recommended to develop the following practical training activities:

Presentation, development and discussion of Exercise 3.1
Presentation, development and discussion of Case Study nº 5 and nº 2
Presentation, development and discussion of Exercise 3.2
Presentation, development and discussion of Exercise 3.3
Presentation and debate of didactical videos/film or DVD (depending on availability). Suggested topics: equal opportunities, health and safety at work, etc.*

* Alternative activity

For the Extended Programme (4h-8h) it is recommended the Standard Programme + one or more of the following activities:

Presentation, development and discussion of Case Studies nº 3 and 4
Presentation and debate of additional didactical video(s)/film(s) or DVD (depending on availability)
Study visit to a local SME with good workplace practices

Didactical/Pedagogical Resources/Material

Flipcharts

Beamer (video projector)

Computer

TV / Video or DVD

Exercises 3.1., 3.2. and 3.3.

“Corporate Social Responsibility – Awareness-raising questionnaire”, European Commission – D.G. Enterprise, 2004

Case Studies nº 2 and 5

Didactical videos/films or DVD about Workplace (if available)

Case Studies nº 3 and 4 (extended programme)

“How to Organise a Study Visit to a Socially Responsible Company – Practical Guide”, developed within the framework of the Leonardo da Vinci Pilot Project “CSR/SME - Promoting Social Responsibility in Small and Medium Size Enterprises” (extended programme)

Participant’s Feedback Questionnaire

Further Study Material to be given to the participants

Corporate Social Responsibility: State of the Art, 2004 (developed within the framework of the Leonardo da Vinci Pilot Project “CSR/SME - Promoting Social Responsibility in Small and Medium Size Enterprises” and available in the six countries involved: AT, EE, HU, IT, NL, PT)
CSR Glossary, 2005 (developed within the framework of the Leonardo da Vinci Pilot Project “CSR/SME - Promoting Social Responsibility in Small and Medium Size Enterprises”). Subjects: Human rights, Human resources management, Health and safety at work and Lifelong learning / Employability
“Corporate Social Responsibility – Awareness-raising questionnaire”, European Commission – D.G. Enterprise, 2004 (developed within the framework of the “Pan-European awareness-raising campaign on CSR”)

http://europa.eu.int/comm/enterprise/csr/campaign/documentation/download/questionaire_en.pdf

Organizations / Initiatives / Guidelines	Links
Great Place to Work Institute	http://www.greatplacetowork.com/
International Labour Organization	http://www.ilo.org/
Investors in People (UK)
Social Accountability International	http://www.sa-intl.org/
United Nations	http://www.un.org/
UNICEF	http://www.unicef.org/index2.html

Duration

Standard timetable (4h)

Module Structure	Duration	Accumulated Time		Notes
Module Structure	Duration	Beginning	End	Notes
Opening, getting acquainted	15 m.	0:00	0:15	Adaptable according to the group circumstances, namely: participants profile, integrated or stand alone module, existence of newcomers, etc.
Presentation of the objectives/goals and contents of the training module	05 m.	0:15	0:20
Theoretical introduction to the module - General information about CSR and positioning the training module into the broad CSR problematic	10 m.	0:20	0:30	Using the “CSR Knowledge Map”.
Exercise 3.1. - Self-analysis questionnaire “Good and bad working experiences”	20 m.	0:30	0:50
Human resources management topics	20 m.	0:50	1:10
HRM debate	10 m.	1:10	1:20
Health and Safety at work topics	15 m.	1:20	1:35
HSW debate	10 m.	1:35	1:45
Adaptation to change topics	05 m.	1:45	1:50
Adaptation to change debate	10 m.	1:50	2:00

BREAK	15 m.	2:00	2:15

Case Study nº 5	20 m.	2:15	2:35
Case Study nº 2 OR Didactical video/film about one or more of the topics presented before	20 m.	2:35	2:55	Depending on availability, group profile and trainer will.
Major benefits of a good workplace policy: topics and debate	15 m.	2:55	3:05
Exercise 3.2. – Self-assessment questionnaire “Workplace policy and practices in my organization”	10 m.	3:05	3:15	Using the DG Enterprise CSR awareness-raising questionnaire or any other available questionnaire.
Conclusions	10 m.	3:15	3:25
Exercise 3.3. – “Gap identification and commitment to action”	20 m.	3:25	3.45	Offering of support for implementation
Evaluation	15 m.	3:45	4:00	Using the “Participant’s Feedback Questionnaire” or any other tool already in use in the VET organisation.
END

Extended timetable (4h – 8h)

If you are planning to have a “Workplace” training module longer than four hours, we suggest you to add to the standard timetable one or more of the following extra activities:

Extra Activities	Duration	Notes
Case Study nº 3 + debate	30 m.	Make sure this case study wasn’t already used in another training module.
Didactical video(s)/film(s) or DVD about one or more of the topics presented before + debate	Variable	Depending on availability, group profile and trainer will. If the videos/films or DVD are related to a specific topic, we suggest that they are presented along with the theoretical contents of that topic.
Case Study nº 4 + debate	30 m.	Make sure this case study wasn’t already used in another training module.
Study visit to a local SME with good practices, preferably workplace award winner or certified under SA 8000, OHSAS 18001 or equivalent	2h to 3h	Preferably used as a stand alone extra activity. The visit duration should be adjusted according to participants and company profile, distance and time available.

Copyright © 2004-2006
These documents are a product of the Pilot Project “CSR/SMEs – Promoting Social Responsibility in Small and Medium-Sized Enterprises”, supported by the European Commission through the Leonardo da Vinci Program. These documents reflect only the views of the authors and the Commission cannot be held responsible for any use which may be made of the information contained therein.