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This paper deals with the concept of the social area of corporate social responsibility (CSR). Directed interviews conducted in a few large chemical enterprises in the Czech Republic discovered an interesting fact concerning perception of social activities within corporate social responsibility. What is surprising is the fact how often statutory employee care is confused or identified with above-standard care in corporate practice. It is also obvious that employees take a number of above-standard employee benefits for granted. The authors of the paper are considering the ways how enterprises could set their employee care and social responsibility in the social area beyond the statutory scope and present them to the employees and the public. It is possible to expect that each enterprise claiming to be socially responsible is aware of the importance of satisfied and motivated employees for its current and future success, and it should be made visible not only to the employees themselves, but also to the other interest groups appropriately. However, it is also necessary to make sure that the employees (and often also the managers and owners themselves) are aware of all the benefits the enterprise provides them with beyond its obligations. From the psychological point of view it has fundamental impact on motivation and loyalty of employees. [ABSTRACT FROM AUTHOR]

Every company has to decide daily not only how many products should be produced and sold but it has to look at the circumstances of its activity. Companies should see a product life cycle in a complex way, as a certain cycle starting with a development of the product and finishing with its liquidation. During this cycle companies should take decisions in conformity with environmental, social and economical sphere. Social impacts can come into existence during all the product life cycle because of positive or negative effects on particular stakeholders. According to Social Life Cycle Assessment methodology social impacts are divided into categories on the basis of stakeholders and there is a certain number of indicators with help of which these impacts are determined defined for each category. The precise choice of individual indicators is very important in view of the number of potential social aspects that can be included in social assessment of a product life cycle. The article is focused on the selected stakeholders in value chain without final consumers in the Czech Republic. Attention paid to this area means an important contribution to social welfare in companies. This research was carried out in one production company and in two its big customers. The results of this research are summarized in our article. [ABSTRACT FROM AUTHOR]

Discussions about a sustainable development provoked the initiative to focus to methods based on evaluation of environmental, social and economical production impacts. The interest in taking into consideration also the social point of view appears recently more and more often in connection with the environmental evaluation of any product life cycle. This way a motion to formation of the SLCA (Social Life Cycle Assessment) has been made. This paper describes the results of a research in some selected companies in the Czech Republic the subject of which was questioning about the knowledge of SLCA, measurement of social impacts indicators of production to employees and their use and reporting. Within the research it was examined how business identify, monitor and evaluate the social impacts of their activities on employees in the areas mentioned above. It was analysed why, and what are the indicators compiled these impacts, how their value is reflected in the management of business operations and human resources. Attention of the research has been also paid to social reporting system (both external and internal) as complex aggregation of information that is presented to company stakeholders that could, based on these reports, consider the social impacts of planned decisions. The research was carried out with a form of controlled talk to personnel officers and to staff of health and safety department. The goal of the paper is to bring interpretation of empirical evidence and to find among generally recommended indicators these that are suitable for the Czech companies and to find out whether and which way they are treated there. [ABSTRACT FROM AUTHOR]