<p>CSR is a well-researched topic that can be used as a strategy tool, communication tool and leadership tool. In addition, CSR can be used with the Stakeholder theory. In fact, all of these theories can implicitly describe how employees are affected by CSR. However, this description can be more explicit if CSR is linked with HR. Thus, the purpose of this research is to explore how CSR can be used as an HR-tool.</p><p>This research was a case study that investigated the situation in one company. In it, employees and managers were interviewed. The interviews had questions that would reveal the employees‘ opinions of CSR. In addition, the managers were given different questions in order to discover any differences between their and employees‘ views.</p><p>The findings suggest that the case company‘s employees defined CSR as the responsibility for employees, societies, environments and customers. In addition, the employees expected the company to work with CSR. Furthermore, the findings also suggest that employees‘ commitment-levels will increase if companies work with CSR. Lastly, this research includes the Fridlund & Olofsson Model (FOM) that shows the causal relations between CSR and HR.</p><p>This research was limited to one office of one company in one country. Therefore, future research may discover whether the findings can be applied to other companies.</p><p>This research contributes to the relative lack of research that links CSR with HR. Thus, this research may be of use to all people interested in the subject. In addition, the research includes practical implications; there, managers may learn how a successful CSR-wok can be implemented.</p>

CSR is a well-researched topic that can be used as a strategy tool, communication tool and leadership tool. In addition, CSR can be used with the Stakeholder theory. In fact, all of these theories can implicitly describe how employees are affected by CSR. However, this description can be more explicit if CSR is linked with HR. Thus, the purpose of this research is to explore how CSR can be used as an HR-tool. This research was a case study that investigated the situation in one company. In it, employees and managers were interviewed. The interviews had questions that would reveal the employees‘ opinions of CSR. In addition, the managers were given different questions in order to discover any differences between their and employees‘ views. The findings suggest that the case company‘s employees defined CSR as the responsibility for employees, societies, environments and customers. In addition, the employees expected the company to work with CSR. Furthermore, the findings also suggest that employees‘ commitment-levels will increase if companies work with CSR. Lastly, this research includes the Fridlund &amp; Olofsson Model (FOM) that shows the causal relations between CSR and HR. This research was limited to one office of one company in one country. Therefore, future research may discover whether the findings can be applied to other companies. This research contributes to the relative lack of research that links CSR with HR. Thus, this research may be of use to all people interested in the subject. In addition, the research includes practical implications; there, managers may learn how a successful CSR-wok can be implemented.