Research On Staff Incentive Of Non-profit Organization Based On Human Capital Theory

Nowadays non-Profit Organization is the fastest developing social organization, a group not for profit, which involves a wide range of areas, such as Academic Research Association, Entrepreneurs Association, The Red Cross, all kinds of Charities Foundations, rural cooperation and so on. Non-Profit Organization plays a significant role in social development, which solves social problems with greater risk, and effectively help people in need of social concern solve some problems, to a certain extent, compensate for the lack of government and market failures. Thus, it wins social cognitive and respect. The success is inseparable from the hard work of the non-profit organization staffs. It is necessary to retain and attract talent so as to provide better social services; therefore, the design of employee incentives is particularly important.Based on Human Capital Theory, this paper is going to discuss the definition of the human capital concept, the characteristics of human capital and the distinction between human capital and human resources. Human capital is through education investment for the person and social precipitation to realize and improve. Property Rights of Human Capital can only belong to the owner himself and be inseparability of personal existence. Different personal human capitals are resulting from the different personal preferences, which are embodied in the age, education background, professional skills and work experience, etc. So the designation of incentive mechanism is to go by different human capital characteristics of each employee.The paper chooses Dalian charity federation as the representative case, although to a certain extent, Dalian charity federation has its limitations, however, it gets the best achievements in the mainland following Hong Kong and charity federation of the Red Cross. The organizational structure of Dalian charity federation is consistent to that of most of the nonprofit organization. Its aim is to provide the public with free service, help communities in need, and to maintain environmental health of Dalian. The internal composition of charity federation includes President and vice President, council members and foreign consultants, all team members and volunteers. The majority of Council members and the foreign consultants are part-time staff, and most volunteers are the masses who provide voluntary labor, only team members and President are of full-time staff. The object of this study is also that part of the group.The full-time staff of the charity federation is like nonprofit organization with the same fixed salary, also enjoying the employee welfare benefits. The design of Charity staff incentives comes from understanding the needs of employees and making incentives classification in the beginning, and then from the principle of incentive, incentive opportunities, incentive frequency and the specific design of incentive mechanisms, namely, material motivation, emotional motivation, team motivation, training and promotion motivation and negative motivation. Finally, in order to ensure the implementation of incentives, three security measures has been put forward, namely, relaxed working environment, information communication and oversight mechanisms, strive to make an effective implementation of incentive and produce the motivational effect.The paper adopts Case Analysis Method, literature collection, questionnaire and other methods to study the employee's incentive mechanism of the charity federation. The literature review draws lessons from some foreign research results, combining domestic actual situation of non-profit organizations to conduct the research of incentives. The research also has innovative deficiency and the innovation of the paper can be concluded in two points:first, the object of the study is nonprofit organizations, which study employee's incentive mechanism from the point of social services and social equity; second, this paper is based on the theory of human capital to explore the charity federation employee's incentives. Although the human capital theory has been widely studied, it is rare to study the application of incentive mechanism to nonprofit organizations.The paper has many discussing deficiencies, firstly, due to the insufficiency full-time staff of the charity federation and therefore, the number of questionnaires is also insufficient, which would produce a deviation in the aspect of summary. Secondly, more theoretical studies have been conducted in the course of the study because of the limitations of the corresponding actual operation mode. To non-profit organization staff incentive mechanism of a follow-up study can strengthen the empirical studies, make the Value of Human Capital of the Human Value on quantitative, prominent in the organization is attracting, Human Capital development, utilization and the importance of incentives.The follow-up study can strengthen the empirical research of the employee incentives for non-profit organizations, quantifying the value of Human Capital, highlighting the significance of the attraction and motivation, exploitation and utilization of human capital in the organization.