Public Welfare Organizations On Human Resources Staff Training System

Twenty-first century's first two decades, China's development of strategic opportunities in the past decade, China's rapidly changing economic and social development, countries in the world competition in overall national strength constantly show the superiority of the socialist system . Period of strategic opportunities, to make the country stable and rapid development, people have become a vital part of the world has become the consensus. Meanwhile, dramatic changes in the situation at home and abroad, more and more government departments, enterprises are increasingly aware of the importance of human resources, aware of the training system to build a sound structure for improving the work efficiency, achieve organizational goals importance; more and more aware of units, in order to mobilize the enthusiasm of the members of the organization, creativity, and to maximize their wisdom, to achieve its explicit and tacit knowledge sharing, to achieve the organization's strategic goals , establish and improve the organization's training system is particularly important.With the continuous development and the accelerated process of internationalization, public services, the introduction of market mechanisms, the government is no longer the only public administration and public services, the main market, non-governmental organizations, citizens can participate in public management and public service system, the emergence of public sphere and the diversification phenomenon. As the administrative system of reason, public welfare institutions in the administrative management system in accordance with government agencies on the basic management model (including financial management, personnel management), internal management methods and management tools is relatively backward, the management mechanism is not flexible enough, the overall talent management mechanism and the quality is relatively low.In this paper, public institutions, Guangzhou Institute of C for the empirical analysis and other related departments, public institutions and training system with the operating environment, diagnostic and training system in the pre-training, training, mid-late problems in training, and from the organization and personal point of view of the causes, the use of the theory, combined with the organizational development strategy to develop training strategies, from training needs analysis, training, goal setting, training, planning, training, implementation of process control and management, training, evaluation of results, the improvement of relevant systems point of view of public welfare institutions and training system to optimize the design. Public welfare institutions to further optimize the structure of human resources, improve the efficiency of human resources, promotion of public welfare institutions to better serve the public and social services.