Charity and innovation: the personnel aspect
Rubrics: SCIENTIFIC ARTICLES
Authors:
1.
National Academy of Sciences of Tajikistan
(Institut ekonomiki i demografii, veduschiy nauchnyy sotrudnik)
employee
employee
2.
A.N. Kosygin Russian State University (Technology. Design. Art)
(starshiy prepodavatel')
Type:
Article
Pages:
from 420
to 427
Status:
Published
Received:
17.02.2026
Accepted:
17.02.2026
Published:
17.02.2026
Subject area:
UDC 338
Language:
Russian
Keywords:
charity, corporate philanthropy, social innovation, human resources management, corporate volunteerism, human capital, digital philanthropy, corporate training
Abstract:
The article examines the relationship between charity, social innovation and human resources management in the corporate and non-profit sectors. It is shown that charity ceases to be exclusively a form of social responsibility and turns into a field of innovative activity requiring specific competencies, new personnel roles and transformation of corporate training systems. Based on the analysis of domestic and foreign studies, as well as industry statistics, the impact of corporate philanthropy and volunteerism on the development of human capital, employee engagement and the formation of an innovative organizational culture is revealed. It is proved that the HR aspect of charity goes beyond the traditional HR administration and becomes a strategic resource that ensures the sustainability and competitiveness of the organization. Special attention is paid to the digitalization of charitable activities, which have given rise to new formats of "digital philanthropy" and require the development of digital and analytical competencies of employees. The typology of key personnel roles in the field of charity and social innovation is proposed, as well as the directions of their professional development in the system of corporate and additional education. It is concluded that it is necessary to integrate charitable programs and corporate volunteerism into the HR strategy as a tool for developing talents and generating social innovations.
The article examines the relationship between charity, social innovation and human resources management in the corporate and non-profit sectors. It is shown that charity ceases to be exclusively a form of social responsibility and turns into a field of innovative activity requiring specific competencies, new personnel roles and transformation of corporate training systems. Based on the analysis of domestic and foreign studies, as well as industry statistics, the impact of corporate philanthropy and volunteerism on the development of human capital, employee engagement and the formation of an innovative organizational culture is revealed. It is proved that the HR aspect of charity goes beyond the traditional HR administration and becomes a strategic resource that ensures the sustainability and competitiveness of the organization. Special attention is paid to the digitalization of charitable activities, which have given rise to new formats of "digital philanthropy" and require the development of digital and analytical competencies of employees. The typology of key personnel roles in the field of charity and social innovation is proposed, as well as the directions of their professional development in the system of corporate and additional education. It is concluded that it is necessary to integrate charitable programs and corporate volunteerism into the HR strategy as a tool for developing talents and generating social innovations.
Keywords:
charity, corporate philanthropy, social innovation, human resources management, corporate volunteerism, human capital, digital philanthropy, corporate training
charity, corporate philanthropy, social innovation, human resources management, corporate volunteerism, human capital, digital philanthropy, corporate training
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