Analysis document on corporate social responsibility

Analysis document on corporate social responsibility

The term common topic in classical literature refers to conversation or exchange of ideas. Nowadays, papers are often used to refer to articles that conduct research in various academic fields and describe academic research results, which are referred to as papers for short. The following is an analysis paper on corporate social responsibility, please refer to it!

Corporate social responsibility is moving forward. Countermeasures of resource management in small and medium-sized enterprises

abstract:

At present, enterprises' sense of responsibility to society has been paid more and more attention. For small and micro enterprises, they should take the initiative to assume the responsibility of current social and economic development and the requirements of the new era in management. As the core of enterprise development, human resources require enterprises to work under the constraint of social responsibility. This paper summarizes the problems existing in human resources of small and micro enterprises at present, analyzes the importance of social responsibility of small and micro enterprises, and puts forward some countermeasures in view of this phenomenon, so as to promote the development of small and micro enterprises in China.

Key words:

Corporate social responsibility is advancing; Human resource management of small and micro enterprises; Countermeasures

1. Problems in human resource management of small and micro enterprises

1. 1 internal self-construction of enterprises

Some small and micro enterprises have poor development and the internal environment of enterprises is also difficult. Therefore, in the process of enterprise development, the improvement of its own conditions is put in the first place. Therefore, there is no corresponding attention to human resource management, which leads enterprises to ignore those employees who are engaged in dangerous work, so that their life safety can not be guaranteed. In the event of a major accident, some enterprises also evade responsibility.

1.2 problems in human recruitment

When an enterprise recruits human resources, the manager in charge of the interview has the subjective will to evaluate the applicant, such as the applicant's appearance, figure, age and so on. This is also a rigid requirement for academic qualifications, and it does not pay attention to the job ability of candidates, which makes the recruitment of enterprises lose fairness.

1.3 Salary

Due to the unsatisfactory economic development of some small and micro enterprises and the meager income of enterprises, there are problems such as deducting wages or not paying wages on time. For employees who make mistakes in their work, the punishment is quite unreasonable, and there is no corresponding incentive for employees who perform well.

1.4 has no corresponding contract system.

Some small and micro enterprises are afraid of legal provisions restricting their own development, so they have not signed corresponding employment contracts for their employees. Because there are many provisions in the contract to protect employees' own interests, some small and micro enterprises can't guarantee employees' fundamental interests, or subjectively hate an employee and dismiss him.

2. Analysis of human resource management countermeasures for small and micro enterprises.

2. 1 Improve the internal self-construction of enterprises

Small and micro enterprises require managers to pay attention to their sense of responsibility in enterprises, which requires enterprises to consider their own development and positioning when recruiting talents, so as to recruit suitable management talents [1]. At the same time, it is also necessary for small and micro enterprises to clarify their sense of responsibility in the current society, which requires small and micro enterprises to regularly participate in relevant ideological education and training in the process of development and construction, and to clarify their development direction and responsibilities for the present.

2.2 to solve the problems in human recruitment

In terms of personnel recruitment, small and micro enterprises can implement human resource recruitment according to their own development and combining with excellent management theories at home and abroad, and should be people-oriented in management. Of course, to do this, enterprises need to take excellent management team as the premise, so it is necessary to conduct regular training for human resource managers within enterprises to strengthen their ideological consciousness and social responsibility. Moreover, in the process of recruiting managers, we should abandon the external factors such as the applicant's appearance, figure and education, and pay attention to the applicant's working ability.

2.3 Improve employees' wages and treatment

Small and micro enterprises should improve the salary of employees, establish and improve the salary system, so as to pay wages based on the salary system, and not default on employees' wages. At the same time, they should pay corresponding bonuses and subsidies to employees when they work overtime on holidays and peacetime. Not only that, small and micro enterprises should also formulate corresponding reward and punishment systems. Employees with outstanding performance should be rewarded with remuneration to encourage the enthusiasm of other employees in the enterprise, while employees who make mistakes in their work should be punished, but the punishment measures should be appropriate, not only to dispel the enthusiasm of employees, but also to play a warning role in the enterprise [2].

2.4 Sign a valid contract

Small and micro enterprises should also sign effective labor contracts for employees, protect the fundamental interests of employees within the enterprise, and dismiss employees who are not active and have poor performance according to law.

Concluding remarks

Small and micro enterprises should formulate human resources management according to their own development and economic needs, enhance their sense of social responsibility and continuously improve their human resources work. Because some large and medium-sized enterprises are also developing, and the development of small and micro enterprises is relatively backward, this requires small and micro enterprises to strengthen their sense of social responsibility and conscientiously implement the working system in human resource management, so as to enhance the vitality and competitiveness of enterprises and promote the prosperity and development of China's economic market.

References:

Ma Yuchun. Countermeasures for human resources management of small and micro enterprises from the perspective of corporate social responsibility [J]. Modern Economic Information, 20 14, (18):82-82.

[2] Yang Lei. Human Resource Management of Small and Micro Enterprises from the Perspective of Corporate Social Responsibility [J]. Zhifu Times, 20 16, (4): 134- 135.

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