“互联网+社会公益组织”人力资源管理创新——以深圳市义工联合会为例

“Internet + Social Public Welfare Organization” for Human Resources Management Innovation——A Case Study of Shenzhen Volunteer Association

在当今互联网对社会与经济的爆炸式影响下,国家与社会对社会公益组织的需求越来越大,社会公益组织一方面迎来新的发展机遇与空间,但同时另一方面也面临着如何提供更加优质社会公益服务的发展瓶颈,急需解决人岗匹配与人力价值提升问题。基于此背景,本文以"互联网+"和"分享经济"理论为依据,以深圳市义工联合会组织为研究对象,研究分析判断在互联网思维下社会公益组织人力资源管理创新趋势:一是理性社会人为理论研究假设前提,以时间银行为命题;二是个体时间银行资源库的构建与发展;三是未来以个体对组织(C2B)和组织对组织(B2B)为发展主流趋势;四是绩效考核与激励体系将成为管理重点。

Nowadays, under the explosive impact on the social and economic from Internet, China has an increasing demand for social public welfare organizations. On one hand, social organizations usher in a new era for development opportunities; on the other hand, they are also facing a bottleneck in providing higher quality social service. Problems related to human value enhancement need to be solved and human resources need to be matched with the right position. Based on this background, according to “Internet ＋” and ＂sharing economic theory “, this paper made a case study of Shenzhen volunteer association, and analyzed the innovation trend of social organization of human resource management under the Internet thinking. The findings are as follows： No. 1, a rational social theory research assumptions will be proposed by a time bank; No. 2, individual time bank repository will be constructed and developed; No. 3, the future development trend is based on individuals to organization （C2B） and organization to organization （B2B）; No. 4, performance appraisal and Incentive system will become a management focus in the future.