With the development of society, philanthropy, as an integral part of the social security system, has been attached importance by the party and the state, and has been recognized and concerned by the people. The following is a paper on charity that I compiled. Thank you for reading.

Human resources of charitable organizations

Abstract: In recent years, the philanthropy in China has developed rapidly, and the number of charitable employees has been increasing. Studying and discussing the human resource management of charitable organizations has become an important topic in the development of charity in China. First of all, we should start with changing ideas and give full play to the propaganda and education role of the media; Secondly, actively carry out professional education in colleges and universities and strengthen the systematic training of industry organizations; Finally, charitable organizations should improve their human resource management ability by formulating salary and welfare policies, establishing performance appraisal system and attaching importance to employee career management.

Keywords: charitable organizations; Human resources; operate

China Library Classification Number: D630 Document Identification Number: A Document Number:1673-291x (2013) 20-0089-02.

With the development of society, philanthropy, as an integral part of the social security system, has been attached importance by the party and the state, and has been recognized and concerned by the people. With the promotion of the government and the support of the people, various charitable organizations have been established, and the number of charitable employees has increased rapidly, and the bottleneck of charity development has also appeared. For the rational allocation of charitable resources, the steady growth of charitable organizations and the orderly development of charitable work, it is an important topic to study and discuss the human resource management of charitable organizations in China.

First, the status quo of human resource management of charitable organizations

(A) the number of full-time employees is small, and one person has multiple jobs.

Charitable organizations, like other social organizations, need a complete organization and matching staff. At present, most charitable organizations in China have fewer full-time employees, and one person has more than one job. Take Beijing and Heilongjiang Province as examples. There are nearly 200 foundations in Beijing with less than 1 000 full-time staff. There are 16 provincial and municipal charitable associations in Heilongjiang province, but there are less than 50 full-time employees.

(b) The work challenges are great and the labor intensity is high.

Less full-time staff means greater labor intensity. Everyone should not only undertake the workload of two or three people, but also fulfill each task dutifully and excellently. More importantly, this way of working requires employees to be versatile. If employees can't learn to charge in time, it will be difficult to meet the challenges brought by work.

Low salary and little room for promotion.

20 10 "Investigation Report on the Development Status and Needs of Public Welfare Talents in China" shows that only 10% of employees earn more than 60,000 yuan, while the average annual income of employees in china charity federation in 20 10 is only 40,800 yuan, and the salaries of some grassroots charity employees are even lower, even lower than the average level of their cities. At the same time, due to the system and institutional reasons, many employees can't see the hope of promotion, and their work motivation is seriously insufficient.

(D) Lack of professional talents and high brain drain rate.

At present, charitable organizations lack professional talents and professional teams. According to the survey, when

Former public welfare talents of various foundations in China? Lack of professional experience? Nearly 70% of foundation employees have worked for less than three years, and only 3.7% have worked for more than 10 years [1]. The low salary and welfare benefits directly lead to the loss of professional talents, which makes many charitable organizations face the challenge of survival.

Second, the analysis of the current situation of human resources management in charitable organizations

(A lack of knowledge and understanding of modern charity

Helping the needy is the traditional virtue of the Chinese nation. For a long time, we have respected the selfless dedication of Lei Feng spirit and carried forward the moral fashion of obscurity and selfless dedication. In such a macro-ideological environment, the traditional concept of charity holds that charity is a kind of belief and the motivation of charity should be pure and free. It has become the common sense of many people that kindness can not be rewarded, charity can not be rewarded or can only be rewarded very little.

However, charity work is not doing good deeds. With the development of the times, charity work has become a normal social occupation. Like other professions, it can get reasonable remuneration through its own labor. Only reasonable remuneration can attract and retain talents, manage the daily work of charitable organizations with talents, and promote the healthy development of charitable organizations.

(2) subject to the industrial environment and legal system.

At present, most public offering foundations in China have the official background and institutional advantages of public offering; Non-public offering foundations are mostly non-governmental organizations, and donations mainly come from enterprises and specialized agencies. At the same time, the Regulations on the Management of Foundations issued by the State Council stipulates that the salary, welfare and administrative expenses of foundation staff shall not exceed 10% of the total expenditure of the year, which means that the smaller the foundation without the qualification of public offering, the less the daily management funds, and the more likely the human resources will have problems.

In addition, due to the particularity of the charity industry, charitable organizations are often bound by external public pressure. Managers of charitable organizations dare not try to reform, but only flinch from improving employees' salaries, attracting high-end talents to join the job, and establishing employee incentive mechanisms.

(C) the lack of ways and mechanisms for personnel training

The rapid development of charity needs a team of professionals to match it. However, China's colleges and universities have not yet set up the discipline education of charity, and the training of charity professionals is still in a blank state. The lack of education system directly leads to charity professional research? a href="/" target="_blank">。 Cough baking, ψ type, я-type, α-coneson γ? Is it difficult to file a case? Are you fighting for the last tree? Silently training for hardship? m？ Promise? I'm so lucky. I'm so tired. Damn (3) (3) (3) (3)? ⒆ㄒ flute punishment is only for dental caries? Why don't you swim on the sofa? Noke？ /p & gt；

Third, the countermeasures of human resources management of charitable organizations

(A) change the concept, give full play to the propaganda and education role of the media.

At present, China charity is in the transition stage from traditional charity concept to modern charity concept. If the public wants to understand and accept the modern charity concept, charity practitioners should first emancipate their minds, not hesitate because of various external factors and difficulties, and have the spirit of the times to keep pace with the times and forge ahead; We should be good at making use of things to create momentum, use influential charity projects to promote charity propaganda, let the public know about charity work, understand the gap between China and western developed countries, and understand the direction of future efforts.

Secondly, the power of the media should not be underestimated. As the carrier of information dissemination, the media should bear certain social responsibilities in publicity and reporting. It is necessary to publicize charity ideas, charity culture and charity activities in depth and breadth. At the same time, when reporting charity news and events, we should also pay attention to the dimension and scale of the content, so as to guide the public to look at China's charity from different perspectives rationally and objectively.

(two) to carry out professional education in colleges and universities, and strengthen the systematic training within industry organizations.

The development of any industry is inseparable from the support of theoretical basis. 20 12 Beijing normal university Zhuhai branch set up an institution specializing in training charitable professionals. In the same year, Nanjing University set up a doctoral program in charity research and offered related courses for undergraduates. Both schools have initiated charity education. However, in order to solve the defects of China's charity theory and let more colleges and universities offer charity education, governments at all levels must play their due roles. First of all, the government should pay more attention to education and scientific research, and introduce policies to encourage and support colleges and universities to set up charity majors; Secondly, the government should pay more attention to charity research and establish charity education research institutions; Finally, the government should increase investment in charity education to ensure and promote the development of charity education. 20 13 may,? China Charity Talents Training Program? The first training was started in Beijing, and only 50 of more than 900 applicants were able to participate in this training, which fully shows that the supply and demand of charity business training have been seriously unbalanced. Therefore, charitable trade organizations should actively use various social resources and establish training mechanisms within the industry system. It is necessary to strengthen communication with universities, scientific research institutions and trade associations, seek support and help from enterprises, institutions and social organizations, organically combine project planning with business training, establish an exchange platform for charitable information and academic research, and realize dialogue among government departments, charitable organizations, experts and scholars through forums and seminars.

(3) Integrating theory with practice to improve the human resource management ability of charitable organizations.

1. Formulate salary and welfare policies and build an incentive mechanism.

Salary is one of the important symbols of a person's status and success, which directly affects a person's work attitude and behavior. Therefore, making a good decision on salary level and salary system is the primary task of human resource management of charitable organizations. In foreign countries, the salaries of charity workers are similar to or even higher than those of government departments. The salary level of charitable organizations in China should not only refer to the average salary level of the city where the organization is located, but also refer to the salary standards of government officials, enterprises and the same industry in the city. At the same time, charitable organizations should weigh various factors when determining the salary system, and make a comprehensive analysis and evaluation of the whole work. When designing the salary system, we should fully consider the incentive salary and welfare benefits of employees. In addition, charitable organizations should formulate incentive mechanisms based on organizational needs and expectations on the basis of understanding the incentive theories such as demand hierarchy theory, two-factor theory and expectation theory. On the basis of ensuring employees' five insurances and one gold, holidays, transportation and post-related services can be included in the incentive mechanism. In addition to material incentives, you can also use spiritual incentives, training incentives, promotion incentives and other incentives.

2. Establish a feasible performance evaluation system.

Performance evaluation can evaluate the work and behavior of employees. Charitable organizations, like other for-profit organizations, need a practical performance evaluation system. First of all, the evaluation indicators of charitable organizations should be oriented, match the strategic objectives of charitable organizations, and aim at salary management. Secondly, we should choose one or more evaluation methods according to the evaluation content to minimize the evaluation error and improve the accuracy of the evaluation. Finally, the evaluation should focus on work performance and pay attention to the evaluability and necessity of the assessment content.

3. Pay attention to employees' career management and planning.

Charitable organizations have their particularity. Practitioners of charitable organizations not only work to make a living, but also hope to get a sense of satisfaction and accomplishment from helping others. The management of employees' career by charitable organizations will be more conducive to tapping the greatest potential of individuals, promoting employees' career development and achieving career goals. The career management of employees in charitable organizations should pay attention to the coordination between organizational development and individual career development of employees. While establishing a career management support system, employees should be actively guided to make personal career planning. Employees' personal career planning should not only match the organizational vision, but also adapt to the charity in the country and region where the organization is located. Paying attention to employees' career management and planning will enable employees to realize their ideals and ambitions and further promote the sustainable development of charitable organizations.

Charity needs professional development, and charitable organizations need professionals. To achieve professionalism, we must strengthen the management of human resources in charitable organizations, because human resources are the basic premise for the operation of charitable organizations and the key factor for their development. Only by attaching importance to the human resource management of charitable organizations can we change the current situation of the lagging development of charity and embark on the journey of modern charity.

References:

[1] China philanthropist. Domestic foundations are short of public welfare talents [EB/OL]

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