Corporate Social Responsibility in HR Management: A Social Balance Sheet Analysis Guide
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Corporate Social Responsibility, CSR, HR management, social balance sheet, employee remuneration, working conditions, training, professional relations, Labour Code, social benefits, sustainability
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Abstract
Unlock the Power of Corporate Social Responsibility in HR Management. Discover how integrating CSR into your company's HR policy can improve employee working conditions, social benefits, and overall job satisfaction. Our comprehensive guide covers 7 key chapters: employment, remuneration, health and safety, working conditions, training, professional relations, and other social charges. Learn how to create a management and social balance sheet that showcases your company's commitment to social responsibility, employee well-being, and environmental sustainability. Improve employee retention, offer better wages and benefits, and provide opportunities for advancement with our expert insights. Optimize your HR strategy today.
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[...] For example, the American company Amazon, which is established all over the world, has often been criticized for its difficult working hours, low wages, and lack of security. To address these criticisms, the company has committed to a CSR strategy3 in which: - she hires people living locally near the companies established; - she offers better wages to employees and improves their social benefits; - she offers training to employees; - she offers opportunities for advancement for employee positions allowing for advancement within the company. [...]
[...] A global amount of expenses is presented; - The sections on leave for training and learning are well detailed. 6. In the chapter professional relations: - In this chapter, the main indicators are present. On the other hand, although the indicator 'dates and objects of company agreements concluded' are listed, none are detailed. - In this continuity, in the section 'information and communication', the hours related to staff meetings are not known by the company as they are not recorded. It could be useful to set up a counting tool for these hours for the next year. [...]
[...] It would be useful to know the company's financial contribution to the Social and Economic Committee of the company; - In this chapter, one or more indicators detailing other social benefits given by the company to employees such as life insurance (illness, death and retirement) are also expected. This is not the case here. It would be useful to add this indicator. - Subject 2 Question Following the director's request, for the categories 'employment and remuneration' as well as 'accessory charges', I have chosen 5 HR indicators to present during the monthly meeting with the managers. [...]
[...] This decrease in the workforce can be explained by the company's voluntary actions as well as voluntary departures within the company. - Secondly, I would like to show the important share of salaried employees and the socio-professional category of worker. This share is almost stable between 2018 and in 2020, against 57.2% in 2018. It is essential to take into account this indicator because working-class people are the most prone to work accidents due to their working conditions. Furthermore, in the event of dissatisfaction with this socio-professional category, relations with trade unions may become strained over time. [...]
[...] It is essential to have this information for managers, as it allows them to understand that there is a majority of employees with expertise in the company and their trades. However, these people being in post for many years can sometimes be a hindrance to the company's innovation dynamics. At the same time, people with between 5 and 9 years of experience in the company are sufficiently experienced and can be people who can be promoted to new responsibilities. However, these promotions must be decided taking into account the career paths of the most senior people within the company, lest they generate discontent among the most senior employees. [...]
