Study On The Reasons And Countermeasures For The Relocation Of Core Employees In Shenzhen's Social Work Organizations

With the advancement of social work service in Shenzhen,the management of social work service institutions has become the content of academic discussion.But the academic study of social work services management comprehensive still less,at the same time,the social work talent team incentive research often focused on a line of social workers,no combined with different stages of development demand of development and characteristics of the core staff,also didn't pay attention to the different developmental stages of the organization must face the different propositions.As the frontier city of social work,the turnover rate and vacant post of the core staff of the social work service institutions are increasing year by year,which affects the steady development of small and medium-sized social work institutions from the survival period to the mature stage of development.The development of social work talent training and social work organization has also resulted in double damage.In order to carry out the medium and long term planning of the construction of professional talents in social work(2011-2010),promote the development of Shenzhen social workers,respond to the development of social workers in Shenzhen,promote the management and optimization of social work institutions,and improve the service quality of social work institutions,and conduct research on the separation of core staff of small and medium-sized social work institutions.In view of that theory of the management theory and life cycle of Dekuk's no-profit organization,the research is conducted in combination with a qualitative(interview)and a quantitative(questionnaire)based on the theory of rooted theory and the career history,and the nine digits of the small organization of Shenzhen are interviewed in the same way.Research has found that at the organizational level,the organizational mission of core staff is unclear,and core staff are difficult to locate;Insufficient organization and service marketing plan;that core staff are difficult to coordinate in the business and market;Performance management is incomplete and contribution from core employees continues to decline;Invalid decision execution,the core employees value judgment conflict increases;Industry promoted the space is little,the core staff career plateau phenomenon is serious;Lack of core staff management role cognition,affect the core employee growth in six aspects.In view of the professional plateau experience,the survey further collected 56 middle-level managers' vocational plateau status questionnaire to further understand the working status of the working core staff.The research suggests that the organization of the core staff should clear the organization's mission and establish the core staff's mental growth benchmark.Strengthen the organization's marketing ability,and coordinate the talents of core employees;Improve the performance management and incentive core employee contributions continue to grow;To reduce decision release,to increase the value of the core staff and suggest that we use dynamic management of the core staff's service information,to improve the selection mechanism to increase the output of the core employees,to increase the interaction and to enhance the development of the core staff of the social worker agency.