社会组织人力资源管理的困境与消解

Predicament and Dispelling of NPOs' Human Resource Management

人力资源管理作为社会组织内部管理的有效手段,不仅可促进其持续、稳定发展,而且可为其参与社会治理、生产优质公共产品提供支持。现阶段我国社会组织人力资源管理取得了一定的成效,人力资源管理制度较为普及,一些社会组织设立了专门的人力资源管理岗位,人力资源管理的专业性有所提升。但也应看到,我国社会组织人力资源管理仍存在资金、人才以及规范化三大困境。消解社会组织人力资源管理的三大困境,需拓宽资金来源,打造品牌项目,提高员工的综合福利;重视人力资源管理,培养人力资源管理人才;重构员工晋升机制,提升制度的执行力。如此,社会组织就有可能生产更多的优质公共产品,更好地满足民众日益增长的公共需求。

As an effective means of internal management of social organization, human resource management can not only promote its sustained and stable development, but also provide support for its participation in social governance and the production of high quality public goods. At present, Chinese social organization human resource management has achieved some success： human resource management system is more popular, some social organizations set up a specialized human resources management positions, and human resources management has improved the professionalism. But it should also be noted that Chinese social organization human resources management still exists three major dilemmas including lack of capital, talent and standardization. To digest these major dilemmas, it is necessary to broaden the source of funds,create brand projects, improve the comprehensive welfare of employees, pay attention to human resources management, train the human resources management personnel, restructure the staff promotion mechanism and enhance the implementation of the system. In this way, it is possible for social organizations to produce more high quality public goods and better meet people’s growing public demand of the population.