Personnel Management Pattern Transformation In China Non-pro Organization

Public human resource management as a new personnel administration mode not only adapts to government organization, and its spirit and method adapt to non-profit organization likewise. Human resource management replaces the traditional personnel administration to be international tendency.Government organization, profit organization and non-profit organization have constructed respectively 3 constituent parts for modern political field, economical field and social field. The non-profit organization of our country belongs to childish development stage, and exists in backward position compared with other countries over the world. Since under the long-term planned economy, the government monopolized all resources, non-profit organization has yet no ability and necessity to open up the space for its own existence and development. Chinese non-profit organizations in a transfer-type period need to seek for the existence and development and draw and introduce the successful experiences of human resource management from overseas non-profit organization especially the measures of human resource development giving priority to the volunteer. To set up the cooperation partner relationship between the government and non-profit organizations to form the encouraging mechanism and improve service achievement, and at same time to combine with education, practice and skill, resulting in promoting of double-winning for men's own quality and organization efficacy. Through competitive mechanism, guarantee mechanism, encouraging mechanism, renewal mechanism and control mechanism, apply the means of human resource development, realize the transfer of mode from traditional personnel administration to public human resource management, enabling to fully develop non-profit organization's regularity, public welfare, autonomy, non-profitability, people-to-people and volunteer. This paper divided into following 6 parts:(1) Firstly, bring forward the definition of public sections, analyze characteristics of public HR and public HRM, and compared public HRM and traditional personnel management.(2) Secondly, analyze the basic concept of non-profit organization and theoretical background of non-profit organizations and post out the necessities of its appearance and development.(3) Thirdly, based on the analysis of theoretical foundation of basic concept of non-profit organization HRM and characteristics, author analyzes the detailed representation and practical usage in non-profit organization HRM.(4) Fourthly, introduce developing motivate factors and status of non-pro organizations, analyze problems and experience existing non-profit organization HRM. On the basis of this, this paper set Singapore as a good example for non-profit organization HRM.(5) Fifthly, explicit emergency of changing public HRM for non-pro organizations and put forward certain strategies.(6) The last part is not only the summarization of whole paper, but also the integrative narration; this part is not only learn from advanced experience but also explore the way to promote the development of non-pro organizations based on the characteristics of china's status. Besides, this paper prospects the research in non-pro organization management mechanism.