南京市N残疾人托养机构的志愿者资源配置问题研究

发布时间：2018-03-30 07:38

本文选题：残疾人托养机构　切入点：志愿者　出处：《南京大学》2017年硕士论文

【摘要】：我国残联为保障残疾人的社会生活于2007年首次提出集中托养服务的概念,残疾人托养机构就此应运而生,并凭借规范化与人性化的服务满足残疾人多元需求,也让残疾人享受更加完整、更有价值的人生。伴随着国家政策的支持,残疾人托养机构近年来也迅猛发展,残疾人托养服务事业也正持续地运行。与此同时,国家大力提倡社会服务组织发展的人才模式即"社工+志愿者"的联动模式,这在残疾人托养机构中有所运用,并推动着残疾人托养机构的专业化与科学化发展。显而易见,志愿者是残疾人托养机构发展过程中必不可少的资源,而志愿者资源配置又关系着机构需求与志愿者资源供给之间的匹配度,影响着残疾人托养机构志愿者队伍的稳定性,因而,重视残疾人托养机构的志愿者资源配置问题不仅能丰富残疾人托养服务和志愿者领域内的研究成果,也能够优化机构的志愿者资源配置状态,保证机构的服务质量,更能从探索中总结相关经验,为有关部门的决策提供参考价值。南京市N残疾人托养机构作为4A级的托养机构之一,自2013年5月投入运行以来,已经为近百名残障群体提供托养服务,并获得了中国残联、省残联以及社会各界的好评,现在也是全国"阳光家园"示范基地,是行业内学习的典范。借助于2016年6—8月的专业实习,笔者进一步了解了 N机构并参与到它的志愿者工作中。因而,本文选择南京市N残疾人托养机构并对其进行个案研究,探讨其志愿者资源配置问题,通过文献研究法、访谈法和参与式观察法收集到相关资料,并总结出N机构当前的志愿者资源现状,借助于现状分析探索出志愿者资源配置过程中的不合理问题,而后思考完善志愿者资源配置的对策建议。研究结果显示,围绕志愿者总量、志愿者结构、志愿者服务内容和机构对志愿者的管理能够总结出N机构的志愿者资源的现状特征。在志愿者总量方面,志愿者数量较庞大,但志愿者岗位不精细;在志愿者结构方面,有着高校团体参与为主、非专业型志愿者居多和高校志愿者服务时间扎堆的突出特征;在志愿者服务内容方面,不同层次的志愿者服务内容不一,高校志愿者聚焦于常规志愿服务、家长志愿者侧重开展户外体验活动、企业志愿者着重于经济型慰问活动、专业志愿者提供项目化的志愿服务;在志愿者管理方面,不仅管理团队规模微小,而且整体的管理制度不够完整,同时管理内容相对简单,比如招募而来的高校志愿者的筛选不到位、激励方式仅为证书表彰、培训内容以入门性为主等。而后,对志愿者人力资源配置过程的分析发现,N机构存在不合理的配置问题:一是供需分析欠缺,对志愿者需求的预估以及对志愿者自身需求的关注都不到位;二是人力结构不够合理,专业志愿者资源需求强烈但较为缺乏、高校志愿者资源充足但效果有限;三是关键管理内容存在脱节,缺少志愿者资源配置规划、志愿者资源的督导团队和志愿者资源的评估体系;四是外部保障不足,制度不够成熟、经费较为短缺和志愿者管理团队难以固定。对此,需要通过多种途径完善N机构的志愿者资源配置。首先,完善与志愿者资源配置配套的管理体系,包括注重志愿者资源配置的整体规划、改进志愿者队伍的招募和甄选、构建系统的志愿者培训体系、使用多元化与差异化的激励方式、实行有效的评估制度;其次,提升志愿者资源配置的专业实施水平,应该建立专业的志愿者管理团队,并从专业管理人才队伍的打造、项目化管理团队的搭建、志愿者督导人才的引进三方面加以着手,同时也需要合理开发志愿者岗位,比如细化志愿者岗位设置、明细志愿者岗位职责;最后,拓展志愿者资源配置的渠道范围,不仅需要积极链接社会资源,还要强化机构的宣传力度。最后,借助于对N机构的个案研究得出相关结论,同时从残疾人托养机构的特殊性、专业团队合作的重要性、机构内在能力强化的必要性三方面对类似残疾人托养机构的志愿者资源配置问题做进一步讨论。
[Abstract]:China Disabled CDPF for social life for the first time in 2007 proposed concept focused care support services, disabled care institutions came into being, and with standardized management and humanized services to meet the diverse needs of the disabled, also let people enjoy a more complete, more valuable life. With the support of national policies, care of persons with disabilities in recent years the rapid development of the disabled foster service industry is also continuously running. At the same time, linkage mode of the national advocate social service organization development model of talents "social workers and volunteers", which has been used in child care institutions in the disabled, and promote professional and scientific development of disabled care institutions the volunteer is disabled. Obviously, the development process of the essential care institutions and volunteer resources, resource allocation and relationship with institutional demand and volunteer resources The matching degree between the supply, affect the stability of the disabled, the bodies of volunteers so seriously disabled volunteers raise the problem of resource allocation mechanism can not only enrich the research achievements of the disabled foster service and volunteers in the field, also can optimize the mechanism of volunteer resource allocation, quality of service guarantee mechanism, can summarize the relevant experience from the exploration, to provide reference for decision-making departments. Nanjing city N disabled care agency 4A level of care as one, since May 2013 has been put into operation, has provided care service for nearly a hundred disabled, and won the China CDPF CDPF and praise from all walks of life. Now is the "Sunshine Home" demonstration base, is a model of industry. With the help of learning practice in 2016 6 to August major, I further understand the N mechanism and to participate in it The volunteer work. Therefore, this paper chooses Nanjing city N disabled care agency and the case study of the volunteer resource allocation problem, through literature research, interview and participant observation to collect relevant information, and summed up the N current volunteer resources, with the help of the status quo analysis and exploration the unreasonable problem of volunteers in the allocation of resources, and then thinking about countermeasures to perfect volunteer resource allocation. The results showed that the total amount of volunteers around the volunteers, structure, content and mechanism of volunteer service in the management of volunteers can be summed up the current characteristics of N volunteers resources. Volunteers in total, the number of volunteers is huge however, volunteer positions not fine; in the volunteer structure, with the participation of the main university groups, non professional volunteers are volunteers service in Colleges and Universities Among the prominent features of simple; service content in different levels of volunteers, volunteer service content, focusing on the conventional university volunteer volunteer service, volunteer parents focused on outdoor experience activities, volunteers focuses on economic condolences activities, professional volunteers to provide the project of the voluntary service; volunteer management team, not only small scale management, and the overall management system is not complete, the management content is relatively simple, such as selection of university volunteers recruited the incentive is not in place, the only way for certificate of recognition, the training content in introductory mainly. Then, the analysis of process of volunteer human resources allocation, N configuration problem is not reasonable the analysis of supply and demand: one is the lack of estimates of the volunteers demand and pay attention to their own needs of volunteers is not in place; the two is the human structure Reasonable enough, professional volunteer resources strong demand but the lack of adequate resources, college volunteers, but the effect is limited; the three is the key content of management are disjointed, lack of volunteer resources allocation plan, the supervision team of volunteers and volunteer resources resources evaluation system; four is the lack of external security, the system is not mature enough, more funding shortage and volunteer management team to fixed. In this regard, through a variety of ways to improve the volunteer resource allocation N mechanism. Firstly, improve the allocation of resources and volunteer supporting management system, including the focus on the overall planning of volunteers in the distribution of resources, improve the volunteer recruitment and selection, construction of the system of volunteer training system, the use of diversified and differentiated incentives, the implementation of effective the evaluation system; secondly, enhance the volunteer resource allocation professional implementation level, should establish professional volunteers The management team, and create a professional management personnel from the project management team building, to start the introduction of volunteer supervision personnel three, also need to reasonable development of volunteer positions, such as refined volunteer positions set list of volunteer responsibilities; finally, expand the volunteer resource allocation channels, not only need to link social resources also, the strengthening mechanism of propaganda. Finally, with the help of a case of N institutions relevant conclusions, at the same time from the disabled special care institutions, the importance of professional team, strengthen the organization's internal ability necessary three aspects to make further discussion on similar disabled volunteer resource allocation problem raising mechanism.

【学位授予单位】：南京大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：D669.69;D632.9

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