The progressive entry into force next January of the new European directive on corporate social responsibility, known as the Corporate Sustainability Reporting Directive (CSRD), is driving companies to standardize and reflect on their Corporate Social Responsibility (CSR) policies, which measure their extra-financial performance.

While most attention is focused on the European sustainability reporting standards (ESRS), which specify environmental reporting standards and indicators, there is also a social component. This is particularly true of ESRS S1, which addresses the issue of the company's workforce, notably through questions of remuneration and training.

It should be noted that these reporting obligations are in line with the current preoccupation of Human Resources (HR) Directors, 91% of whom say that they see this as an element of attractiveness to job applicants. So, beyond the obligation for companies to disclose CSR data, CSRD represents an opportunity for companies to explore the link between these policies and their performance, particularly financial performance.

In an academic article, published in 2019 in the Journal of Business Ethics, we explored this relationship by asking about the link between CSR-oriented human resources (HR) policies and corporate financial performance.

Many studies attempt to establish a relationship between key HR practices, such as recruitment, training, motivation or financial incentive systems, and the creation of value for a company.

Some research has sought to establish a closer link with economic performance. In this respect, many studies have established a positive relationship.

In other words, investment in HR policy in general, and in training, profit-sharing and job security in particular, translates into better financial performance. However, these results are challenged by other studies, particularly with regard to profit-sharing systems, financial incentives and training programs.