Method of Prognostication of Forming of Social Responsibility of Personnel of machine-building enterprises
Maintenance of scenario method of prognostication of forming of social responsibility of personnel of machine-building enterprises is found out. External and internal factors which influence on the level of professionally-qualifying accordance are certain. The method of determination of vector of so...
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irk-123456789-1234062017-09-04T03:03:05Z Method of Prognostication of Forming of Social Responsibility of Personnel of machine-building enterprises Klyaus, D.P. Management of Labour and Safety Maintenance of scenario method of prognostication of forming of social responsibility of personnel of machine-building enterprises is found out. External and internal factors which influence on the level of professionally-qualifying accordance are certain. The method of determination of vector of social responsibility of personnel development is presented. У статті з’ясовано зміст сценарного методу прогнозування формування соціальної відповідальності персоналу машинобудівних підприємств. Визначено зовнішні та внутрішні чинники, що впливають на рівень професійно-кваліфікаційної відповідності. Наведено методику визначення вектору розвитку соціальної відповідальності персоналу. В статье выяснено содержание сценарного метода прогнозирования формирования социальной ответственности персонала машиностроительных предприятий. Определены внешние и внутренние факторы, которые влияют на уровень профессионально-квалификационного соответствия. Представлена методика определения вектора развития социальной ответственности персонала. 2013 Article Method of Prognostication of Forming of Social Responsibility of Personnel of machine-building enterprises / D.P. Klyaus // Економічний вісник Донбасу. — 2013. — № 4 (34). — С. 204–208. — Бібліогр.: 17 назв. — англ. 1817-3772 http://dspace.nbuv.gov.ua/handle/123456789/123406 331:005.35 en Економічний вісник Донбасу Інститут економіки промисловості НАН України |
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Management of Labour and Safety Management of Labour and Safety |
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Management of Labour and Safety Management of Labour and Safety Klyaus, D.P. Method of Prognostication of Forming of Social Responsibility of Personnel of machine-building enterprises Економічний вісник Донбасу |
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Maintenance of scenario method of prognostication of forming of social responsibility of personnel of machine-building enterprises is found out. External and internal factors which influence on the level of professionally-qualifying accordance are certain. The method of determination of vector of social responsibility of personnel development is presented. |
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Klyaus, D.P. |
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Klyaus, D.P. |
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Klyaus, D.P. |
| title |
Method of Prognostication of Forming of Social Responsibility of Personnel of machine-building enterprises |
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Method of Prognostication of Forming of Social Responsibility of Personnel of machine-building enterprises |
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Method of Prognostication of Forming of Social Responsibility of Personnel of machine-building enterprises |
| title_fullStr |
Method of Prognostication of Forming of Social Responsibility of Personnel of machine-building enterprises |
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Method of Prognostication of Forming of Social Responsibility of Personnel of machine-building enterprises |
| title_sort |
method of prognostication of forming of social responsibility of personnel of machine-building enterprises |
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Інститут економіки промисловості НАН України |
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2013 |
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Management of Labour and Safety |
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http://dspace.nbuv.gov.ua/handle/123456789/123406 |
| citation_txt |
Method of Prognostication of Forming of Social Responsibility of Personnel of machine-building enterprises / D.P. Klyaus // Економічний вісник Донбасу. — 2013. — № 4 (34). — С. 204–208. — Бібліогр.: 17 назв. — англ. |
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Економічний вісник Донбасу |
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| fulltext |
204
Економічний вісник Донбасу № 4 (34), 2013
D. P. Klyaus
UDC 331:005.35
D. P. Klyaus,
Donetsk National Technical University
METHOD OF FORECASTING THE FORMATION OF CORPORATE SOCIAL
RESPONSIBILITY AT ENGINEERING ENTERPRISES
Definition of the problem. The significance of
staff for a successful business enterprise is difficult to
overestimate. The sphere of engineering, which is one
of the labor-intensive and knowledge-intensive activities,
depends greatly on the professionalism of the workforce.
This determines the necessity of correspondence of
profession and qualification requirements of staff to job
descriptions. This allows an employee to realize their
professional qualifications and meet the needs of the
employer. This also complies with the process of achieving
the social partnership in labour relations. Therefore, the
problems of improving the structure of personnel, its
modernizing, formation, and preservation of human
resources are of a particular importance. The formation
of personnel depends on the decisions taken by the
employee and the employer. This presupposes some
particular responsibility in the actions of both sides of
labor relations, which is beyond the formal agreements,
arrangements, and legislative sphere and comes from
ethical and labour behavior. Such is the corporate social
responsibility (CSR) which is presented by the managerial
staff and the employees and assumes social and labour
partnerships in the labour market of the company. At the
same time, the actions of the sides in labour relations
affect the state of the socio-economic environment.
Dynamics and character of its changes are partially
predictable, and it is impossible to take into account the
changes and measure the impact of the activities that
form the environment. Under these conditions, the model
of socially responsible behavior of enterprises should
be considered from the standpoint of possible directions
of the external environment and their current trends.
Therefore, the method of determining the state of CSR
at engineering firms which can justify the directions for
its regulations is required.
Analysis of recent research and publications.
The works on issues of forecasting, assessment and
formation of CSR describe three approaches to studying
them. Thus, Y. Hong, M. Anderson, S. Valentine,
G. Fleyshmen, T. Shevchenko [1; 2; 3] provide the
methodology for evaluating the level of CSR. The
supporters of the second approach (M. Kelehsayeva,
L. Hrytsyna, V. Malghin [4; 5; 6]) offer general advice
on the formation of the CSR. A. Polyanska, A. Monits,
D. Aaker [7; 8; 9] support the third approach; they
study the tools of forecasting the aspects of business
operations and labour relationships of employees and
employers.
The analysis of publications shows that authors do
not consider the problem of professional qualification
compliance according to the context of CSR. Besides,
the issue of forecasting the CSR formation has not been
studied.
The purpose of the article is to reveal the essence
of the scenario forecast method of CSR forming at
engineering enterprises through the allocation of internal
and external factors affecting the level of professional
qualification compliance of the employee's qualities to
the employer’s requirements.
Findings. The tool which allows taking into account
the impact of external factors is the scenario method or
scenario forecast, which is part of the strategic planning
process. This method is based on the establishment of
coherent external events to determine the hypothetical
state of professional qualification structure of the enterprise
job market in the long term [7, p. 165; 8, p. 211 – 212;
9, p. 92]. Scenario forecast presupposes three states of
events: optimistic, pessimistic and the most probable
scenario (basic, realistic) [8, p. 213; 7, p. 166].
The basis for the scenario forecast is the problem
of the employee’s qualities correspondence to their
position in the company and the question of forming the
employer behavior model. The major external factors of
compliance are selected on the basis of their direct or
indirect relationship with the company activities in the
industry. Experts’ availability at the labor market and the
popularity of economic activity are among them. They
are determined by the results of the economic activity of
the industry, by the conditions and the level of payment,
and by the structure of specialists’ remuneration in higher
education.
The economic results reflect the dynamics and
trends of the industry. The increase of products sales is
accompanied by a growing demand for labor force. Along
with the productivity increase the number of employees
will decrease, but increasing knowledge intensity and
technology of labor determines the growth of employers'
requirements to the professional qualities and skills of
employees. Thus, quantitative or qualitative specialists
are required. Under these conditions, professional HR
institutions become very important, and, consequently,
the attractiveness of jobs for future specialists is determined
by the image of the activity, which is reflected in the
level of payment and working conditions. On the other
hand, the process of stagnation or recession is accompanied
by fall in demand for labour and reduction in the number
of employees with a concomitant decrease in the level of
payment and the popularity of professions in the industry.
205
Економічний вісник Донбасу № 4 (34), 2013
Thus, the trend of activity development directly affects
the HR demand and supply structure and indirectly - the
structure of professional qualification compliance (PQC).
The working conditions are directly dependent on
the structure and level of technological development of
the industry. Enterprises with outdated technology and
high depreciation do not provide decent working conditions,
which adversely affects the productivity [10, p. 126, 11,
p. 246] and leads to the increase in staff turnover. If the
industry doesn’t develop, possibilities for equipment
upgrading and innovation are extremely low. Since the
depreciation of fixed assets is associated with the time
factor, the working conditions deteriorate, thereby,
reducing the level of social responsibility of the employer.
An employee searching for jobs will be more inclined to
choosing the proper conditions for the realization of their
professional interests, respectively, the demand for jobs
will fall and the employer will be in shortage of professional
workforce which will lead to recruiting workers not fully
corresponding to the requirements of the positions. Under
these circumstances, a negative image of economic
activity is formed, which affects the career choices of
young professionals, and, therefore, the demand in
education sphere [11, p. 247]. In case of improving the
quality of working conditions the situation will be reversed.
This is connected, on the one hand, with the mandatory
development of the industry, on the other hand, with the
increase in the employer’s interest in attracting, retaining
and improving the professional staff. Thus, the conditions
forming the image of the industry affect the career choice
of labour force and the structure of the PQC personnel.
Likewise working conditions, payment increase is
associated with the results of economic activities of an
enterprise and its payment policy. The increase in
production, sales and output, is usually accompanied by
rising incomes of staff. In a situation of stagnation or
decrease in production it is difficult to provide decent
wages. Payroll is one of the key features that affect
employee’s motivation, productivity and quality of work
and stability [12; 13], and it has a dual character. Decent
remuneration for work motivates an employee in
maintaining office or place of employment. From this
position, the employer’s benefit is obvious: costs for staff
training or retraining caused by a decreasing staff turnover
is reduced, productivity growth has a direct impact on
the outcome of its economic activity, employees are
interested in manufactured products, etc. On the other
hand, payment is an indicator of the attractiveness of the
industry and particular companies for employees. It
affects the preferences of young people in the choice of
profession and place of employment for professionals.
So, decent payment provides the conditions to attract
skilled professionals by meeting the requirements of the
employer, it has an impact on the structure of the labor
market, i.e. indirectly affects the personnel professional
qualification structure.
Reproduction of professional workforce is one of
the most significant factors affecting the structure of
the labor market. It is not directly connected with the
activities of the company, but depends on the image of
the industry and an established system of cooperation
with employers. Since the results of economic activity,
working conditions and payment form the level of
attractiveness of economic activity, they affect the
demand and the type of training areas in educational
establishments. For example, the decline in industry
popularity among labor force leads to a higher demand
for knowledge and skills acquisition in another field.
The interaction between businesses and education
is important for providing the conditions for the practical
skills of future professionals. If factors characterizing
the industry indirectly affect the number of specialists,
the interaction involves improving the quality of labor
force training and acquiring skills that meet the requirements
of employers. Unique impact on the reproductive system of
personnel professional qualification structure in industry
comes from its close relationship with the activities. Labor
and economic characteristics of industries affect the
structure of production, and, therefore, the number of
future professionals who can be involved in work. On
the other hand, without interaction the gap between the
requirements of the employer and knowledge will
increase which, respectively, determines the number of
specialists to meet the needs of the employer, and has an
indirect effect on PQC.
The internal factors include personnel policy of a
company. It directly affects the social responsibilities of
staff, as it depends on management decisions, and, therefore,
this is a factor that is most controlled. Implementing
socially responsible human resources policy can improve
the job satisfaction [2, p. 161], leads to growth of the
company image in the community [1, p. 463 – 464], the
adequacy of the current conditions of HR [4, p. 71 – 72]
and interaction with society [6, p. 42 – 44].
Based on these factors, the possible direction of
professional qualification compliance development in a
company represents one of the three scenarios, the most
likely of which comes from the properties of the optimistic
and pessimistic scenarios. Table 1 shows the variants of
factors development common to the two scenarios.
According to the table, the optimistic scenario is
characterized by the positive development of all factors.
The growth of the economic performance inevitably leads
to improving the quality of working conditions and
payment on the basis of adequate HR policies pursued in
a company and will be accompanied by the growth of
the industry's image and increase in demand for
professions. This will lead to the improvement of PQC
in industries. On the other hand, the pessimistic scenario
reflects the deterioration of all the factors that may be
caused by unfavorable market environment, and socially
irresponsible personnel policies. Accordingly, the most
D. P. Klyaus
206
Економічний вісник Донбасу № 4 (34), 2013
likely scenario is derived from consideration of the current
state and trends inherent in the structure of enterprise
PQC and external factors.
Under such conditions when the real factors do
not allow establishing the type of scenario, the method
of specifying the influence of each factor on the PQC
should be defined. To indicate the PQC the two quality
characteristics of an employee are used, i.e. profession
and qualification. According to the job descriptions, a
job position (role) has requirements for the profession
and qualifications which they must meet. Qualitative
characteristics of an employee are marked by “E”. So,
Ep is the employee’s profession, Eq – their qualifications.
Professional qualifications requirements to the position
are marked by “P”, while Pp is the position requirements
to the employee’s profession; Pq is qualification requirements
to the position. Job descriptions have five variations:
unskilled workers, skilled workers, part-time higher
education, Basic Higher Education, University degree.
Compliance of the employee’s profession to the job
description is of three states: Ep = Pp – full compliance
of the employee’s profession to the job description; Ep ≈
Pp – partial compliance of the employee’s profession to
the job description; Ep ≠ Pp – complete noncompliance
of the employee’s profession to the job description.
Compliance of the employee’s qualification to the job
description has the following states: Eq = Pq – full
compliance of the employee’s qualification to the job
description; Eq > Pq – employee’s qualification is lower
than the job description; Eq < Pq – employee’s qualification
is higher than the job description. According to the
principle of combinatorial multiplication [14, p. 317] the
pairs of profession and qualification compliance form
nine combinations (hereinafter – the situations), which are
assigned with symbols “A” (Ep = Pp and Eq = Pq), “B”
(Ep = Pp and Eq > Pq), “C” (Ep = Pp and Eq < Pq), “D”
(Ep ≈ Pp and Eq < Pq), “E” (Ep ≈ Pp and Eq > Pq), “F”
(Ep ≈ Pp and Eq < Pq), “G” (Ep ≠ Pp and Eq = Pq), “H”
(Ep ≠ Pp and Eq > Pq) and “I” (Ep ≠ Pp and Eq < Pq).
The group of situations are marked with α i, where i –
index of the situation, α i∈{A, B, C, D, E, F, G, H, I}.
Factors influencing PQC, marked by Ft, where t –
index of factor, F1 – the economic results, F2 – working
conditions, F3 – salaries, F4 – stuff reproduction system,
F5 – personnel policies. To assess the relationship between
variables, which are the factors Ft and PQC situation, it
is advisable to use contingency tables where relationships
between variables are numerically estimated [15, p. 167 –
168]. However, the use of these tables is allowed for
variables whose relationship is difficult to quantify
[16, p. 38; 17, p. 65]. Since it is not possible to determine
the influence of factors in numerical terms, the vectors
of their influence on PQC development are used. Table 2
shows the method for determining the most likely scenario
of PQC in the enterprise.
Vectors are marked with fi, they have five states:
Table 1
Change scenarios of enterprise professional qualification structure in engineering industry
Scenario Factor
optimistic pessimistic
Internal
HR policy
Aimed at achieving social partnership
and ensuring a balance between
professional continuity and staff
renovation
Does not meet the conditions of
socially responsible behavior, staff
selection and placement conducted
according to the interests of the
employer
External
The results of
economic
activity
Production volumes are growing, fixed
assets are renewed, innovation is active,
productivity is increasing, demand for
unskilled labor force is reducing,
qualified specialists are in demand
Production is declining or is at a
standstill, productivity is stagnant or
declining, deterioration prevails,
innovative activity is minimized
Working
conditions Improving or consistently high Deteriorating or consistently low
Payment
The steady growth corresponds to the
complexity and working conditions, pay
levels is comparable to or greater than
this value in other industries
Payment is significantly lower than in
other industries, it has minimal
growth rate
Staff
reproduction
Demand for engineering jobs is growing,
interaction between higher educational
establishments and enterprises is
established
Demand for engineering professions
is falling, links between universities
and enterprises are collapsing or
missing
i
D. P. Klyaus
207
Економічний вісник Донбасу № 4 (34), 2013
“↑” – increase of values or increase of factor impact
that is directly dependent on the development of PQC;
“↓ ” – reduction of values, weakening of the influence;
“→ ” – increase in value or enhance in characteristics
factor, which indirectly affects the change; “← ” –
reduction of values, weakening of the influence; “← ” –
stable factor state. That is, fi∈{“↑”, “↓ ”, “→ ”, “← ”,
“→ ”}, where i – state index.
For each situation the state of the factors that lead
to optimistic and pessimistic scenarios are defined. The
actual factors state (type fi for Ft) is compared with PQC
state development (type fi for α i. The result of
comparison is marked with β, which takes the values 0
and 1, where 1 is for the coincidence of states. The value
of β is multiplied by the factor value (marked by nFt) and
-1 for the pessimistic scenario. The factor value is
selected taking into account the degree of influence on
PCR and priorities for their regulation.
The situations in the table are divided into three
groups: best (“A”), conditionally valid (“B”, “C”), invalid
(“D”, “E”, “F”, “G”, “H”, “I”). Group factor (Ki) is
calculated by multiplying the proportion of situations in
group by 1/9 (the proportion of the total number of
situations). The final grade is obtained by multiplying the
total points by the group factor. The estimate of the
situations in which there are several options that lead to
optimistic and pessimistic scenarios is calculated by
averaging the total points according to these options. The
positive value of the total estimate reflects optimistic PQC
development, negative one, on the contrary, as far as the
pessimistic character of development is inherent in the
actual state of the factors. Thus, the total estimate of the
impact of factors of external and internal environment
quantitatively determines the extent of the current PQC
situation compliance to one of the PQC scenarios.
Conclusions. Thus, solving the task of choosing
a method of forecasting the CSR formation allows
achieving the following results. Firstly, the choice of
scenario forecast as the most effective method of
professional qualification evaluation in the enterprise labor
market enterprises under conditions of partial uncertainty
of external socio- economic environment is grounded.
Secondly, the external factors that influence the structure
of employee’s qualities compliance to the employer's
interests, which are the basis for the forecast scenario,
are selected. Thirdly, two forecast directions, optimistic
and pessimistic, are identified. According to them the
direction of PQC development is estimated. Fourthly,
based on factors and situations connection the method
of assessing PQC is suggested according to the contingency
table. This allows determining the vector of forming social
responsibility of employees in engineering enterprise, and,
thus, developing a set of measures to improve it.
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PQC scenario determination
Scenario
optimistic pessimistic
Factor
Situation
F1 F2 F3 F4 F 5 F1 F2 F3 F 4 F5
Total point Group
factor
Final
estimate
α1 β*1nF … … … β*5nF β*- 1nF … … … β*- 5nF ∑ ± )*( βinF
iK ii KnF *)*(∑ ± β
… … … … … … … … … … … … … …
α9 β*1nF … … … β*5nF β*- 1nF … … … β*- 5nF ∑ ± )*( βinF
iK
ii KnF *)*(∑ ± β
Total estimate ∑∑ ± ii KnF *)*( β
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Кляус Д. П. Метод прогнозування формуван-
ня соціальної відповідальності персоналу маши-
нобудівних підприємств
У статті з’ясовано зміст сценарного методу про-
гнозування формування соціальної відповідальності
персоналу машинобудівних підприємств. Визначено
зовнішні та внутрішні чинники, що впливають на рівень
професійно-кваліфікаційної відповідності. Наведено
методику визначення вектору розвитку соціальної від-
повідальності персоналу.
Ключові слова: соціальна відповідальність бізне-
су, професійно-кваліфікаційна відповідність, машино-
будування, сценарний прогноз, таблиці спряженості.
Кляус Д. П. Метод прогнозирования форми-
рования социальной ответственности персонала
машиностроительных предприятий
В статье выяснено содержание сценарного мето-
да прогнозирования формирования социальной ответ-
ственности персонала машиностроительных предпри-
ятий. Определены внешние и внутренние факторы,
которые влияют на уровень профессионально-квали-
фикационного соответствия. Представлена методика
определения вектора развития социальной ответствен-
ности персонала.
Ключевые слова: социальная ответственность
бизнеса, профессионально-квалификационное соот-
ветствие, машиностроение, сценарный прогноз, таб-
лицы сопряженности.
Klyaus D. P. Method of Prognostication of
Forming of Social Responsibility of Personnel of
machine-building enterprises
Maintenance of scenario method of prognostication
of forming of social responsibility of personnel of
machine-building enterprises is found out. External and
internal factors which influence on the level of
professionally-qualifying accordance are certain. The
method of determination of vector of social responsibility
of personnel development is presented.
Key words: social responsibility of business,
professionally-qualifying accordance, engineer, scenario
prognosis, tables of attended.
Received by the editors: 23.10.2013
and final form 04.12.2013
D. P. Klyaus
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