Abstract
The purpose of the article is to clarify the essence of social responsibility in the field of engagement, interviewing and recruiting. The object is defined by the internal social responsibility of the employer, which covers the processes of hiring and adaptation, motivation, development and evaluation of their own personnel, which is the main stakeholder of the organization. Modern methods of research, in particular: scientific abstraction (in the study of the essence of categories of corporate social responsibility, a system approach (to justify the principles that influence corporate social responsibility), etc., are used to achieve the stated goal and to solve the above tasks. The provisions and conclusions of the work are a system of measures aimed at ensuring productive employment, a fair compensation policy, creating conditions for the full development of human potential, taking into account the own interests of the main business goals and development strategies of the enterprise. Principles of employer's social responsibility in compensation policy are revealed. They are: decent wages, social support of employees; catering and payment for employees’ medical services; improvement of employees’ health; employees’ leisure time; employees’ health care; assistance in critical situations; financial support; additional medical and social security; positive psychological climate in the team. Components of organization social responsibility in the sphere of professional training are investigated. They are: training and development; forming of employees’ individual development plans; selection of employees forms and methods of training; definition of training efficiency indicators; employees’ professional mobility; planning and career management; formation of personnel reserve etc. It is established that personnel development includes: training programs, professional development, trainings, internship, corporate universities, grants, research and practical development, innovative employment through the “knowledge economy”, favorable conditions for growth of personnel creative potential.
Highlights
LITERATURE REVIEWThere are a lot of theoretical approaches to the definition and interpretation of “corporate social responsibility”, sometimes they contradict to each other and have ambiguous interpretation
Olha Dyakiv, Ph.D., Assistant Professor of the Department of Human Resource Management and Regional Economics, Ternopil National Economic University, Ukraine
The object is defined by the internal social responsibility of the employer, which covers the processes of hiring and adaptation, motivation, development and evaluation of their own personnel, which is the main stakeholder of the organization
Summary
There are a lot of theoretical approaches to the definition and interpretation of “corporate social responsibility”, sometimes they contradict to each other and have ambiguous interpretation. The representa-e tives of scientific school of Kyiv national economic university named after Vadym Hetman, including Kolot, Grinenko, Petyuh, Tsymbaliuk and others: Carroll, Grishnova, Belyayeva, Shastun, which actively work on problematics of corporate social responsibility, are engaged in search of ways to improve the efficiency of this social institution. 2. DETERMINATION OF THE ISSUES, WHICH ARE NOT RESOLVED IN CHOSEN PROBLEM TO STUDY. Social responsibility of the employer as a subject of social and labor relations is regarded by the public authorities, trade unions and civil society organizations primarily as the external environment that pays taxes, interacts with the interested parties and others. Social responsibility from the inside mostly is considered as a desire to profit employer. The study of the internal environment in social responsibility assumes to provide high staff performance
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