中国企业对员工履行社会责任的缺失及对策

一、引言“企业社会责任”最早由英国学者Oliver Sheldon提出。

2000年，联合国为推动企业社会责任的发展，启动“全球契约”计划；同时，国际劳工组织等也就如何进一步推动企业社会责任达成共识。

20世纪90年代，“企业社会责任”引入到中国。

20余年来，各地方政府出台相关政策，不断完善我国企业社会责任体系，推进我国企业社会责任的实现。

然而，我国企业社会责任承担现状不容乐观，多数企业意识淡薄，未能构建有效的社会责任管理体系，没有明确应该承担的社会责任。

员工作为企业的利益相关方，对企业的可持续性发展起到关键作用。

作为全球首个道德规范国际标准，社会责任标准SA8000的出发点便是保护员工合法权益[1]。

在其推动下，近年来社会对劳动者的合法权益的保护意识越来越强，对企业的要求也越来越高。

二、中国企业对员工社会责任存在的问题（一）对妇女和农村劳动者保护意识淡薄尽管我国《就业促进法》明确指出保证妇女享有与男子平等的劳动权利，保证农村劳动者进城就业享有与城镇劳动者平等的权利。

但近年来，中国企业在就业性别歧视、农民工权益保护等方面出现的问题仍然突出。

首先，我国劳动力市场性别歧视严重。

求职过程中，女性就业机会不平等，受到的歧视或明或暗；在不同行业中，存在男女同工不同酬，晋职、晋级等男女不平等的问题。

在2014年发布的《全球性别差距报告》中，中国在142个国家中，综合排名87，经济参与度排名76，我国在缩小性别差距方面任重道远。

其次，农民工作为我国特有的城乡二元体制的产物，是我国在特殊的历史时期出现的特殊的社会群体[2]。

随着我国农民工人数不断增加，在其权益保障方面存在的问题日益凸显，用人单位克扣拖欠农民工工资、社保门槛高，农民工医保参保率低所反映的问题亟需解决。

另外，农民工就业存在歧视，就业环境差，获得报酬权、休息休假权得不到保障。

（二）对员工福利保障的责任缺失《中国企业员工福利保障指数调研报告》[3]显示：2012 年中国企业员工福利保障指数为65.37，处于基础水平，保障体系初步构建。

此次调查涵盖了全国64 座城市，4356家企业。

本次调查中，“福利保障”被定义为基本社会保险、公积金、商业补充保障和非保险类福利。

其中，基本社会保险覆盖率最高（91.8%），但内部存在严重不平衡的问题（图1）。

此外，员工福利保障状况存在区域差异和行业差异，员工福利指数西南地区最高（67.23），西北地区最低（62.12）；在十大行业分类中，金融业、银行业员工福利最好，广告媒体业员工福利排名最差。

调查还显示，与同行业其他企业相比，一些企业已经满足现有福利体系，在员工福利投入上缺少动力，使员工福利体系不能与时俱进；一些企业由于自身财务状况，不能在员工福利保障方面投入更大的财力，员工享受的福利范围十分有限；一些企业反映员工福利保障体系没有达到吸引人才、提高员工积极性等预期，对建设多元化福利体系缺少信心；一些企业员工在福利方面没有明显的诉求，企业福利体系缺乏人性化管理。

（三）对员工个人发展关心不足一些企业以追求经济利益为唯一目的，忽略了员工个人发展，没有将企业发展战略与员工个人发展计划相结合。

个人发展计划指结合员工岗位需要及个人发展意向，双方经沟通达成的促使员工自身素质、技能提高的发展计划。

不注重具有针对性的员工发展计划，无法帮助员工正确评估自身实力，对员工个人发展关心不足，将导致人才流失，企业整体人力资本优势无法得到提升，不能为企业的可持续发展提供强劲动力。

一些企业虽制订了相关的员工发展计划，但没有得到有效实施，同样不能提高人才素质和企业的竞争力。

三、我国企业对员工履行社会责任的有效途径（一）关注特殊人群，给予呵护与关怀目前，中国70%的女性拥有工作，企业如何给予女性呵护和关怀，越来越成为企业人力资源战略中的重要环节。

首先，根据工作性质，尽可能保证公司员工男女比例得当，避免比例严重失衡现象发生。

企业在招聘过程中，减少对女性应聘者的排斥心理，做到公平、公正。

其次，积极发挥企业内部工会，尤其是女职工委员会的作用。

协助并监督企业中有关女性员工保护的政策的实施，如“五期”保护。

另外，企业应定期进行内部交流，鼓励女性员工合理表达诉求；加强对女性员工职业规划、技能发展和生活等各方面指导，帮助女性员工平衡工作与家庭重心，做好角色转换。

作为我国最主要的流动人口，农民工在为我国经济发展做出提出贡献同时，其社会保障权益也应得到充分的维护。

由于城乡隔离的户籍制度，使得农民工无法获得同等的权益保障。

作为“社会公民”，企业要秉承以人为本的管理理念，依法签订劳动合同，按照国家规定为农民工缴纳社会保险，避免出现“同工不同酬，同酬不同劳”现象。

除基本工资外，农民工同样需要享受企业提供各项福利待遇，保障合法权益。

（二）完善福利体系，创新福利机制福利待遇指企业为留住人才，激励员工采用的非现金手段。

企业在严格实施法定福利外，应根据企业自身特点完善福利体系，并为员工提供具有针对性的、多样化的福利项目，激发其工作积极性。

图2为联想（中国）的员工福利体系。

优化创新现有员工福利机制，满足员工多样需求。

现在有越来越多的企业内部实行弹性福利机制，实行人性化激励制度。

弹性福利，是指企业提供员工一份福利菜单，员工可通过根据业绩转化的积分进行福利换购。

[4]弹性福利是对原有福利机制进行创新，有效控制企业薪酬福利成本，同时满足员工多元化福利要求，加强企业与员工之间的福利沟通。

（三）关注个人发展，为个人发展保驾护航将企业自身发展与员工发展相结合，使员工个人发展成为企业发展的一部分。

企业应为员工提供广阔的发展空间，向员工提供有个性化帮助。

企业应根据员工自身职业发展规划，结合企业发展方向，对员工进行有针对性的培养。

一方面加强员工职业管理，包括员工职业生涯设计等；另一方面，对工作进行再设计，实行岗位轮换、自治工作等。

对员工进行专业化培训，是企业维持竞争力的有效途径，也是提升员工自身实力的必要手段。

企业可设立专项培训经费，与专业培训机构合作，为员工提供高品质的服务；鼓励企业自办大学，将课程与员工业务目标、职业发展相结合。

四、结语企业对员工社会责任是企业所承担的社会责任中最重要的一环。

当前，中国企业在对员工社会责任承担存在一定的问题，这要求企业秉承以人为本的管理理念，全方位多角度为企业员工着想，才能实现“企业―员工―社会”的共赢。

I. Introduction"Corporate social responsibility" is first proposed by British scholar Sheldon Oliver. In 2000, the United Nations to promote the development of corporate social responsibility, to start the global contract program, while the international labor organization and so on how to further promote the corporate social responsibility to reach a consensus.In 1990s, "corporate social responsibility" was introduced into China. More than 20 years, the local government introduced the relevant policies, and constantly improve our corporate social responsibility system, and promote the realization of corporate social responsibility. However, the status quo of China's corporate social responsibility is not optimistic, the majority of corporate consciousness is weak, failed to build an effective social responsibility management system, there is no clear should bear the social responsibility.Employees as the stakeholders of the enterprise, the sustainable development of enterprises play a key role. As the world's first ethical norms of international standards, the starting point of the social responsibility standard SA8000 is to protect the legitimate rights and interests of employees [1]. In its promotion, in recent years, the social protection of the legitimate rights and interests of workers more and more strong, the requirements of the enterprise is also getting higher and higher.Two, China's corporate social responsibility for employees(a) the protection of women and rural workers is weakAlthough China's "Employment Promotion Law" clearly pointed out that women enjoy equal rights with men, to ensure that rural workers into urban employment and urban workers enjoy equal rights. But in recent years, China's enterprises in the employment of sex discrimination, the rights and interests of migrant workers and other aspects of the problem is still outstanding.First, the gender discrimination in the labor market in our country is serious. The job search process, female employment opportunity inequality, discrimination or bright or dark; in different industries, there are problems of inequality between men and women and unequal pay for equal work, promotion, promotion and so on. In 2014 released the global gender gap report, China in142 countries, ranking 87, participation in the economy ranked 76, closing the gender gap has heavy responsibilities in our country.Secondly, migrant workers, as the product of our country's urban and rural two yuan system, is a special social group in the special historical period of China [2]. With the increasing number of migrant workers in China, has become increasingly prominent problems existing in the protection of the rights and interests, employer deductions owed wages of migrant workers, social security high threshold, migrant workers health insurance rate low reflect problems that need urgent. In addition, there is discrimination in employment of migrant workers, the employment environment is poor, get the right to compensation, the right to rest and vacation is not guaranteed.(two) the lack of responsibility for the welfare of employees"China enterprise employee welfare security index research report" [3] shows: in 2012 the Chinese enterprise employee welfare security index was 65.37, in the basic level, the protection system of initial construction. The survey covers 64 cities in the country, 4356 companies. In this survey, the "welfare security" is defined as the basic social insurance, provident fund, commercial supplementary insurance and non insurance benefits. Among them, the basic social insurance coverage is the highest (91.8%), but there is a serious imbalance in the problem (Figure 1).In addition, there are differences in regional and industry staff welfare, staff welfare index in southwest highest (67.23), northwest area minimum (62.12); in the top ten industry classification, financial industry, banking staff welfare best, advertising media industry employees welfare ranking the worst.Survey also showed that compared with other enterprises in the same industry, some enterprises have to meet the existing welfare system, employee benefits investment in lack of motivation, so that the employee welfare system, which cannot keep pace with the times; some enterprises due to their own financial situation, not in the employee benefits security investment greater financial, employees enjoy the benefits range is very limited; reflect some enterprises employee welfare system did not reach to attract talent, improve the enthusiasm of the staff, the expected, on the construction of welfare pluralism system lack of confidence; some employees in terms of welfare has no obvious appeal, enterprise welfare system lack of humanized management.(three) the lack of personal development concernsSome enterprises in pursuit of economic benefits for the sole purpose of ignoring the personal development of the staff, not the enterprise development strategy and employee personal development plan. Personal development plan refers to the combination of staff positions and personal development intentions, the two sides reached through communication to promote their own quality, skills to improve the development plan. Do not pay attention to with for staff development plan, to help employees correctly assess their own strength, on the personal development of the employees concerned about the lack and will result in the loss of talent, enterprise's whole human capital advantage is unable to obtain the promotion, not for the sustainable development of enterprises provide strong impetus. Some enterprises have formulated the relevant staff development plan, but did not get effective implementation, the same can not improve the quality of personnel and the competitiveness of enterprises.Three, China's enterprises to fulfill the social responsibility of employees an effective way(a) attention to special populations, to give care and careAt present, 70% of women in China have work, how to give women care and care, more and more become an important part of enterprise human resources strategy. First of all, according to the nature of the work, as far as possible, the proportion of male and female employees properly, to avoid the phenomenon of serious imbalance. Enterprises in the recruitment process, to reduce the rejection of female candidates, so that fair and just. Secondly, to actively play the role of internal trade unions, especially the female employees committee. Assist and supervise the women in the enterprise.。