我国非营利组织专职人员的专业化问题研究
发布时间:2018-09-01 13:55
【摘要】:专职于非营利组织工作已然成为社会成员选择就业的新方向,这一队伍专业化水平高低,对非营利组织可持续性发展以及我国整个公益事业发展具有直接而又深刻的影响。非营利组织要想抓住政府公共服务方式创新和公共服务社会化这一契机,在非营利组织竞争格局中占有明显优势,就必须加强自身人才队伍建设,提升自己的专业能力,加快自身的专业化进程。本课题以非营利组织中专职人员专业化问题为研究宗旨展开研究。现阶段,我国非营利组织专职人员在组织成员中比例低,专业伦理道德水平不高,基础知能和实践知能专业化程度低等各方面原因导致了专职人员的专业化水平不高,影响组织健康发展。因此,本文以专业化理论与激励理论作为两大理论支撑点,对中国非营利组织专职人员专业化现象进行分析,找出问题原因,提出自己的相应对策建议。首先,政府及社会层面;完善相关政策法规,健全财税政策,完善高校专业人才培养机制。其次,组织自身建设层面:建立完善的自律机制,提高社会公信度,完善人才选拔制度、拓展人才招聘吸引渠道,完善薪酬机制提高福利待遇,明确专业分工规范岗位管理,完善培训学习制度。最后,个体人员提升层面:重视专业伦理道德,基于动态激励理论调动组织人员工作积极性、培养人员组织归属感。
[Abstract]:Full-time work in non-profit organizations has become a new direction for social members to choose employment. The level of specialization of this team has a direct and profound impact on the sustainable development of non-profit organizations and the development of the whole public welfare undertakings in China. If non-profit organizations want to seize the opportunity of the innovation of government public service and the socialization of public service, they must strengthen the construction of their own talents and enhance their own professional ability, if they want to have obvious advantages in the competition pattern of non-profit organizations. Speed up their own professional process. The purpose of this study is to study the specialization of professional staff in non-profit organizations. At present, the professional level of full-time staff of non-profit organizations in our country is low due to the low proportion of professional members, the low level of professional ethics and morality, the low degree of specialization of basic knowledge ability and practical knowledge ability, etc. Affect the healthy development of the organization. Therefore, this article takes the specialization theory and the incentive theory as the two theoretical support points, carries on the analysis to the Chinese non-profit organization full-time personnel specialization phenomenon, finds out the question reason, puts forward own corresponding countermeasure suggestion. First of all, the government and the social level; improve the relevant policies and regulations, improve fiscal and tax policies, improve the professional personnel training mechanism. Secondly, the organization of its own construction level: establish a sound self-discipline mechanism, improve social credibility, improve the talent selection system, expand the recruitment of talent to attract channels, improve the salary mechanism to improve the welfare treatment, a clear division of labor to regulate post management. Improve the training and learning system. Finally, the promotion of individual personnel level: pay attention to professional ethics, based on dynamic motivation theory to mobilize the enthusiasm of organizational staff, cultivate a sense of organizational belonging.
【学位授予单位】:宁波大学
【学位级别】:硕士
【学位授予年份】:2015
【分类号】:D632.9
本文编号:2217411
[Abstract]:Full-time work in non-profit organizations has become a new direction for social members to choose employment. The level of specialization of this team has a direct and profound impact on the sustainable development of non-profit organizations and the development of the whole public welfare undertakings in China. If non-profit organizations want to seize the opportunity of the innovation of government public service and the socialization of public service, they must strengthen the construction of their own talents and enhance their own professional ability, if they want to have obvious advantages in the competition pattern of non-profit organizations. Speed up their own professional process. The purpose of this study is to study the specialization of professional staff in non-profit organizations. At present, the professional level of full-time staff of non-profit organizations in our country is low due to the low proportion of professional members, the low level of professional ethics and morality, the low degree of specialization of basic knowledge ability and practical knowledge ability, etc. Affect the healthy development of the organization. Therefore, this article takes the specialization theory and the incentive theory as the two theoretical support points, carries on the analysis to the Chinese non-profit organization full-time personnel specialization phenomenon, finds out the question reason, puts forward own corresponding countermeasure suggestion. First of all, the government and the social level; improve the relevant policies and regulations, improve fiscal and tax policies, improve the professional personnel training mechanism. Secondly, the organization of its own construction level: establish a sound self-discipline mechanism, improve social credibility, improve the talent selection system, expand the recruitment of talent to attract channels, improve the salary mechanism to improve the welfare treatment, a clear division of labor to regulate post management. Improve the training and learning system. Finally, the promotion of individual personnel level: pay attention to professional ethics, based on dynamic motivation theory to mobilize the enthusiasm of organizational staff, cultivate a sense of organizational belonging.
【学位授予单位】:宁波大学
【学位级别】:硕士
【学位授予年份】:2015
【分类号】:D632.9
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