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Human Resource Management Role Implications for Corporate Reputation

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Abstract

Corporate reputation is an intangible yet important factor that influences stakeholder behavior, including employees, management, customers and investors. In order to add organizational value, the human resource (HR) function must focus on actions that build employee competencies and motivation that in turn positively influence corporate reputation. This article reviews HR roles and presents a conceptual framework that builds on research conducted by Fombrun and van Riel (2004). The framework suggests that HR can indirectly help improve corporate reputation. The author provides organizational examples and implications for HR managers.

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Notes

  1. An earlier version of this article was presented at The Association on Employment Practices and Principles Fifteenth Annual International Conference, Fort Lauderdale, Florida, 5 October, 2007.

  2. The author wishes to thank an anonymous reviewer for suggesting this model.

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  1. School of Business, The State University of New York at Oswego, Oswego, New York, USA

    Barry A Friedman

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Friedman, B. Human Resource Management Role Implications for Corporate Reputation. Corp Reputation Rev 12, 229–244 (2009). https://doi.org/10.1057/crr.2009.17

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