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Файл:Corporate Social Responsibility. Monograph
.pdf
“Preparation of reporting in the sphere of sustainable development
helps organizations to set oneself goals, to evaluate the results and to
manage by transformations, aimed at trying to make their activities more
sustainable. The report in the sphere of sustainable growth discloses
information on the impact of the organization (both positive and negative)
on the environment, society and economy. The preparation of such report
does abstract themes by palpable and existential, thereby facilitating the
analysis and monitoring of the impact of changes in the sphere of
sustainable development on activity and the strategy of an organization”.[7]
GRI4 identifies the numerous rank of reporting indicators of
sustainable development of an organization, broken down into categories
• economical
• ecological
• social.
Characteristics of the economic components of sustainable
development requires an analysis of the organization’s impact on the
economic status of interested parties and on economic systems at local,
regional and global levels. These categories “Economic” illustrate the
movement of capital between the different interested parties, as well as the
main economic impacts of an organization on all society.
Facts about the environmental dimension of sustainable development
are characterized by the impact of an organization on animate and
inanimate nature of a system, including land, air, water and ecosystems.
The environmental category comprises the impacts associated with resource
consumption and produced waste. It also covers the impact related to
biodiversity, transport, products and services, as well as the environmental
compliance and ecological costs.
Facts about social categories of sustainable development characterize
the impact of an organization on social problems in the frame of which it
operates. Social category includes the following sub-categories:
• practice of labour relations and decent work;
• human rights;
• society;
• responsibility for products.
Data reporting in sub-categories “practice of labour relations and
decent work” is presented in aspects:
employment
relations between employees and senior managers
workplace health and safety
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training and education
diversity and equal opportunities
equal payment for women and men
assessment of the practice of labor relations suppliers
the mechanisms for bringing complaints against the practice of labor
relations.
Aspects are presented through the system of indexes. So the aspect
“employment” is required to discover and a percent of new hired
employees and staff turnover on a disaggregated basis by an age group,
gender identity and a region (index G4-LA1) through total number .
The index G4-LA2 shows information about employee benefits of an
organization, working on terms of full employment:
- life insurance;
- health care;
- compensation for disability / invalidity;
- maternity leave / paternity;
- provision of pensions;
- empowering by the company's shares.
The aspect “Health and safety in the workplace” is revealed through
such indicators as data about the types of injuries, the coefficient of injuries
(CT), the coefficient of occupational diseases (COD), the coefficient of lost
days (CLD), the coefficient of absence from work (CAW), as well as the
number of work-related accidents with a fatal outcome for all staff (i.e. all
employees, including freelancers) on a disaggregated basis by regions and
gender identity, and others.
Now information about the activity of an enterprise is accumulated
and processed in corporate informational systems of an organization.
Corporate informational systems are the collection of various hardware and
software platforms, universal and specialized applications of different
developers integrated in Unified Information System.
The main task of CIS consists in support of functioning and business
development, increase in profits of a company at the expense of the most
effective usage of all company recourses and improvement of quality of
taken managerial decisions.
Integrated applications contained in the CIS, comprehensively
supports the main aspects of the management of the companies:
- Planning of resources for the production of goods and services;
- Operational management of the implementation of plans;
- Analysis of economic performance;
- Various types of accounting.
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GRI facts of the sub-category “practice of labour relations” concern
to the organization activity in the sphere of labour protection, personal
records, pay assessment and personal management. Data of this type are
kept and processed in the corporate informational system of organization
with the aid of software related to HRM classes (Human Resource
Management) and EHSMS (Environmental Health and Safety Management
System).
Informational systems of the EHSMS class are used for the
information collection and processing about ecological indexes of an
enterprise activity (contaminants, green house gas emission, flows and etc.),
about measures and factors in labour protection and industrial security.
Software programs of the HRM class are means of information
support of personnel management and payroll preparation and formation of
regulatory reporting for labour and human resources.
In recent years a separate class of information systems is formed and
used in such sphere of personal management as talent management.
Concept (talent management) consists of continuous searching of the staff
talents and using them in the best way. The idea of talent management
includes in the purposeful development of an employee, in the search and
disclosure of his potential.
Talent Management System (TMS) is an integrated software product
that provides automated tools for solving problems in four key areas:
recruitment, performance management, training and development, as well
as the formation of competences.
If HRM systems focus on transactional processes primarily and
personnel administration and include such opportunities as payroll
accounting, time management, and others, so TMS systems are designed for
achievement of long-term goals of a company through human capital. Thus
the TMS system can be used both authomously as well and in package with
other products.
The next factors are included in the number of functional modules of
TMS systems:
performance management of staff
management needs
management by compensation
talent acquisition / recruiting
management by training
management by career development
planning for success.
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The functionality survey of EHSMS/HRM/TMS informational systems
The growth tendency of companies presenting the accounts on CSR
and sustainable development has not gone unnoticed of the leading global
producers of software. Today, many companies - software developers offer
a wide range of solutions in the sphere of reporting for sustainable growth.
The market growth of specialized software products began about 2005,
most of the existing solutions (75%) were released after 2008. World
leaders such as SAP or Oracle America dominate on the market of
specialized software for the management of sustainable development.
The KPMG international consulting company identifies three stages
of automatization development of the reporting system in the sphere of
sustainable development:
- use of office software
- use of specialized software
- use of integrated solutions in the sphere of sustainability reporting
[8].
Software programs of the EHSMS class (Environmental Health and
Safety Management System; Environment protection, health and safety) are
pertained to the specialized solutions in sustainability management. These
programs are designed for input and data storage, forming in departments of
labour protection and, in services preparing environmental reporting. These
data are not directly used in the management of the company as well as in
the systems of the ERP class (Enterprise Resource Planning; Enterprise
Resource Planning) which are the main information systems of planning
and management. ERP systems are used for formation of management and
financial analytics and reporting. These sophisticated software systems,
consisting of a variety of subsystems (sales management, purchasing,
production, human resources and others.). The information from these
subsystems can be used for the formation of the indicators system of
sustainable development. EHMS and ERP integration gives the opportunity
to obtain the maximum number of indicators for including in the
sustainability report.
An example of such integration may be products of the SAP
company combining the SAP ERP flagship product of the company and
solutions of SAP Health and Safety Management (SAP S / 4HANA),
Incident Management (SAP S / 4HANA), SAP Environment Management
and others. KPMG gives the highest grade to SAP solutions in correlation
“functionality –integration” in the sphere of sustainable development.
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The German company SAP (Systems, Applications and Products in
Data Processing) is the global leader in the sphere of business software
solutions, production, as well as in the sphere of municipal and regional
management. More than 183 thousand companies use SAP solutions and
technologies around the world. The staff of the company is 55 thousand
people more than 50 countries of the world. At present, three-quarters of the
companies -participants of the Forbes 500 list use SAP solutions. SAP
software is used by 85% of the companies whose brands are included in the
number 100 of the most expensive companies in the world.
HRM- systems are assigned for workforce management but their
functionality is wider than in the automation systems of skilled operations.
Products of this class allow working both with quantitative as well as
qualitative indexes of the staff. Their main task is to attract and to keep
valuable specialists for a company.
The HRM system is the complex automated system of workforce
management. HRM systems possess the wide functionality in the
comparison with traditional systems of automation of personal records and
pay assessment. Besides accounting (personal records, staff schedule,
document flow, recording of working time and vacations, pensionary and
military recording and etc.) and calculating (salary, taxes, premiums and
subtractions and etc.) of cycles, processing quantitative indexes, similar
systems include the HR cycle which is destined for the work with
qualitative indexes of the staff.
It is acceptable today to denote three levels of automation of
company workforce management:
- automation of pay assessment
- automation of personal records
- automation of workforce management
The SAP HCM (Human Capital Management) solution can serve as
an example in the sphere of HRM systems for workforce management and
human capital assets. It is the most fully functional and reliable HRM
system for optimization of personal processes. It allows to unite all
business-processes of personal services within the one information space,
which are directed on attraction of staff recruitment, their keeping and
motivating, the dispatch of strategic aims to every employee and obtaining
the effective management accounts in all directions of HR.
The functionality of this solution includes:
- optimization of workforce management and pay assessment
- solutions for talent management
- recording of working time
- staff planning and analytics
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SAP HCM allows to keep an analytics about the staff and planning of
human recourses, including a quantitative and qualitative staff structure,
planning of future expenses on various scripts and budgeting.
To provide the development of workforce capacity starting from
recruitment of valuable specialists (incl. usage of web-interfaces), their
keeping and developing in a company and finishing by usage of various
motivation schemes and by career building with the aim of formation of
the candidates pool.
To perform administrative functions such as payroll accounting,
recording of working time, management of compensation packages and
formation of all required applications.
The hosted option of SAP Success Factors is available in 37
languages of the world and it allows to consolidate main processes of
workforce management and pay assessment. The solution also supports
strategies of staff planning which are oriented on talent development owing
to the embedded system of reports and analytics functions.
SAP is presented as the software product SAP (Talent Management
and Succession Planning) in the sphere of talent management which is the
SAP HCM sub-system. This is a complex solution for talent management:
career building, revealing high–potential specialists of a company and also
formation of a staff reserves and reduction of human resource risks of an
organization.
SAP Talent Management and Succession Planning present effective
instruments for:
- Definitions of key posts and needs in the staff reserve;
- Career management of staff and succession planning;
- Formation of the company talent pool;
- Formation of a map of the personnel potential;
- Selection, evaluation and approval of candidates to the staff
reserve;
- Training of reservists with the help of development plans.
The other leading producer in the EHSMS and HRM systems is the
American company Oracle America, Inc.
The Oracle Corporation is the biggest supplier of corporate software
in the world. Having turnover more than 10 billion US dollars, the company
suggests the complete package of technologies for building the ITinfrastructure and management of a modern enterprise. The corporation
presents its own products and services in the sphere of consulting, training
and technical support more than in 145 countries of the world.
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Oracle has the solution (Oracle Environment, Health & Safety
Management System) in the sphere of health, safety and security
management and industrial security. The product is assigned for providing
safety and ecologically pure work environment and for the control of
observation of real laws, rules and other requirements. Enterprise
applications, procedures and plans can be changed for including of concrete
local demands and circumstances on separate objects.
Oracle EHSMS uses the process of permanent perfecting, which
consists of Plan-Check-Act methodology, an address of environment,
workplace hygiene and safety. This includes:
- politics of an organization in the EHSMS sphere
- planning
- monitoring operations and remedial actions
The complex of these interconnecting arrangements is presented as
the system, which focuses on prophylaxis and permanent perfecting to take
software product, contains the base of normative requirements in the sphere
of environment and labour protection. With the help of the information
system specialists of ecological departments, departments of labour
protection and industrial security analyze information relating to ecological
problems and also risks for health and safety and their potential impact on
the work place, specialists, consumers and contractors. Besides Oracle
EHMS has got functionality directed to reduction, reusability and
processing of environmental resources taken by an organization.
Oracle workforce management supports all standard actions of
human resources: recruitment, hire, relocation, removal. All functions of
recording of working time and the pay assessment are realized in this
system. Besides the system allows really to rule by using of labour force
with the help of the conception “Talent management”, which includes such
functions as definition of job relevance, formation of the personal reserve,
planning of career building, complex planning and realization in various
forms, including the distant form of training and staff development,
carrying out different kinds of estimation and employee appraisal, taking
into account aims of a company, with the opportunity to cascade aims of a
company on the aims of employees, staff motivation, relation of achieved
results to payment and promotion, revealing of personal preferences and
etc.
All fullness of accumulated information in the transaction system can
be used then in an analytical decision. Obtaining of the analytic report in
every question of staff management for providing of the flexible and rapid
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analysis of indexes in different cut sets and by different periods is the
absolute advantage of suggested solution. The Oracle BI Apps solution
contains ready reports, nautical ways in the system, notifications, the
opportunity to fall into details of transaction system and besides it, the
instrument of creating some optional reports by the hands of an interactive
user. It is very important that technological opportunities of an analytical
decision open new perspectives of staff management. For example, in the
suggested solution it can absolutely combine parameters in one report. For
instance, ORACLE workforce management can be combined by a staff
number and staff turnover and vacancies. The main sources of recruitment
can be seen at once. For example, one of the new hired candidates has not
passed a probation period, or one who has showed poor results in the first
evaluation. Or one of recruiters who has the longest periods of closure of
vacancies and a large percentage of lost good candidates, why candidates
for the position reject the proposal made by a company.
EHSMS/HRM Russian information systems
Until recently software products of the EHSMS class offered by the
major players of the Russian software market did not exist. In June 2015 a
leading Russian developer of accounting software and enterprise
management, the company “1C” announced a line of software products
“1C: Enterprise 8. Operational safety” [6].
The Russian firm “1C” was founded in 1991 and it specializes on
developing, distribution, releasing and supporting computer programs of
business and domestic assignment. Programs “1C Enterprise” and also
products for home computers and education environment are the most
famous among own working out of the “1C” firm.
The system “1C Enterprise” is widespread in Russia, Ukraine,
Kazakhstan, Belorussia and is used successfully by organizations of many
countries of the world. Russian Federation Government Prize in the sphere
of science and technology was awarded to the development staff specialists of the “1C: Enterprise” programs by Government resolution of
Russia from 21 March, 2002 for creation and implementation of the
program system in an economic sector.
Four separated solutions are issued within the general line of
program products “1С: Process safety”:
- 1C: Process safety. Environmental protection;
- 1C: Process safety. Labour protection;
- 1C: Process safety. Industrial security;
- 1C: Process safety. Fire safety.
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For complex tasks automation of industrial security at enterprises,
when using several solutions of a ruler “1C: Industrial security”
simultaneously, the opportunity of interchange data between them is
foreseen.
The program product “1C: “Enterprise 8. Industrial security.
Environmental protection” is meant for tasks automation of environmental
protection and ecological safety at enterprises of various branches.
Storage and processing of much accountable information, formation
of final documents and analytical documentation, validity control of
approval documents, timeliness control of taking measures about supporting
of ecological safety at an enterprise is foreseen in “1C: Enterprise 8.
Process safety. Environment protection”. The above mentioned factors
reduce labour intensity in the comparison with manual information
processing.
The software product “1C: Process safety. Labour protection” is
assigned for tasks automation of labour protection. The solution provides
automation of the accounting processes, planning, control and formation of
the analytical reporting about labour protection in accordance with
legislative requirements of Russian Federation, branch and corporate
specific.
Main functional opportunities of the software product:
• work with data of accidents at production:
• planning, input and results storage of special evaluation of working
conditions;
• planning and control of passing the medical inspection by the staff;
•planning and control of time period for doing affairs: about
elimination of requirements breaches of norms and specifications,
about results of accidents investigation, traumatism and occupational
deceases, external and internal checks about the state of labour
protection, notification of participants of processes about status of
events implementation;
• accounting of given orders-accesses for conducting operations of
the increased risk;
• planning and control of learning activity of the staff in the sphere of
labour protection (training, instructions, practical study, assessments
of knowledge).
The software product “1C: Enterprise8. Process safety. Industrial
security” is assigned for tasks automation of industrial security at
enterprises of different branches.
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Industrial security of dangerous industrial facilities is the state of
protection of vital interests of personality and society from emergencies at
dangerous industrial facilities and circumstances of pointed accidents.
Hazardous production facilities are the subject to registration in the national
register in the order established by the Government of Russian Federation
(116- FL “About industrial security of hazardous production facilities”).
Main functional opportunities:
• accounting of dangerous industrial facilities, technical devices,
buildings and constructions;
• planning and control of carrying out the basic work;
• accounting of emergencies data and accidents at hazardous
production facilities;
• accounting of accidents at hazardous production facilities;
• formation of basic and analytical documentation;
• planning and control of learning activity of the staff in the sphere of
industrial security (instructions, practical study, assessments of knowledge).
The software product “1C: Enterprise 8. Process safety. Fire safety”
is meant for processes automation about organization of fire safety at an
enterprise taking into account the federal law, with the opportunity of
automated formation of basic financial reporting.
The solution provides reduction of labour intensity and reducing time
periods of data processing for accounting of protection facilities and fire
equipment; increasing the level of information reliability on fire safety in an
enterprise; processing and formation of information on fire safety in the
regime of real time; the formation of regulated documentation on fire safety
and accounting documentation.
Thus, the line of software products "1C: Process safety" is the
integrated EHS system covering most of the indicators of sustainable
development of an enterprise.
Now the ERP system “1С:ERP 2 Enterprise management “is a
flagship product of the firm “1C”. Possessing the analogous SAP ERP
functionality, ERP is incomparably cheaper and consequently more
accessible for middle size Russian companies.
The software products “1C: Process safety” and “1С:ERP 2
Enterprise management” were worked out on the technological platform
“1С:Enterprise 8” that provide their integration. Data export is realized
from these solutions: “1С:ERP Enterprise management 2.0” and “1C:
salary and workforce management” – actual information about the staff
(personal story, personal records), about the organization structure
(information about organizations and their structural subdivisions).
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