The paper presents results of the research conducted in the area of CSR in the Czech Republic in 2013/2014. We focussed on small and medium-sized enterprises (SMEs). Correlation between the size of the enterprise, awareness, commitment and the number of used CSR activities is evaluated. The paper follows the involvement of SMEs in specific activities within the social, economic and environmental pillars and suggests possibilities for further development of the National Action Plan (NAP) for SMEs. The results of the statistical analysis show that engagement of organizations in the CSR activities growths with the size of the organization. Only 30% of micro and small enterprises in the Czech Republic know and make use of the CSR concept comprehensively and are active in all three pillars of CSR. Approximately 30% are involved in only one pillar -mostly in the economic one. 30% do not apply the CSR concept within their business at all. SMEs are not sufficiently engaged in activities primarily in the environmental pillar and activities aiming towards outside the organization.
KUČEROVÁ RENATA, SKÝPALOVÁ RENATA, BLAŠKOVÁ VERONIKA. 2015. Factors Infl uencing the Implementation of the CSR Concept in the Czech Republic. Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis, 63(6): 1979Brunensis, 63(6): -1985 There is an increase of the companies' engagement in the concept of social responsibility in the Czech Republic. However, the engagement is still at a lower level when compared to other countries of Western Europe. The use and knowledge of the CSR concept in the companies in the Czech Republic was the subject of the research realized at the end of 2013 and in the fi rst half of 2014. This paper deals with the question which factors infl uence the engagement of enterprises in the CSR in the Czech Republic. The statistical testing proved that the company size and the form of ownership have a signifi cant infl uence on the company's engagement in the CSR activities. P-value is always < 0.001, Pearson coeffi cient is in the interval of 0.35 -0.37 and Cramer coeffi cient is in the interval of 0.37-0.39. The dependence between the category of economic activity and the region of the headquarters was not proved as signifi cant; p-value only < 0.05.
The radical technological changes in business models associated with the fourth industrial revolution (4IR) naturally change workforce requirements and approach to workforce management. To deal with the workforce management challenges of the 4IR, employers should know the requirements and expectations of the potential workforce to be able to apply effective and efficient strategies, policies, and practices on workforce management to ensure the organization has quality employees it needs. The aim of the article is to present the main findings of the authors' questionnaire survey on requirements and expectations of Czech employees associated with the fourth industrial revolution and discuss the current workforce management challenges in developing attractive career opportunities. The authors' questionnaire survey was carried out from September to December 2019. The respondents included Czech male and female employees of different professions and different generations. The answers were obtained from 168 respondents. The data analysis methods included the calculation of relative frequencies and the evaluation of the dependence of responses on gender and generation of respondents using contingency tables and chi-square tests of independence. The findings show that respondents are familiar with the 4IR and they are not concerned about losing their jobs due to the development of digitization, automation, or robotization, however, they are aware of the fact that their employability in the 4IR is determined by their knowledge, skills, and abilities. On the other hand, they have relatively high job expectations, which could reduce their employability. Therefore, employers should learn how to know the requirements and expectations of the potential workforce to be able to develop attractive career opportunities. Keywords: The Czech Republic, employee expectations, employment opportunities, human resource management, industry 4.0, working conditions
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