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• A szociális életpályamodellel kapcsolatos dilemmák

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  334

  The social sector has been in crisis in many respects because of adverse changes in recent decades. There is a shortage of qualified social workers, high staff turnover, precarious working conditions and a steady decrease in the resources available to the sector. The development of human resources has therefore become an urgent necessity. The social careers model, like career models in other sectors, could contribute to the development of human resources in the social sector and the efficient functioning of social institutions and services. However, dilemmas about the career model have emerged in recent years, dividing the profession significantly. In our study, we set out to explore these dilemmas and, using the focus group interview method, we sought to find out what social professionals think about the career model, which has been taking shape for almost a decade. Would they support the introduction of a career model, and if so, under what conditions, and what tools would they include in the model to improve the efficiency of the sector and the quality of life of social workers. Our research shows that employees in the social sector have highlighted a stable and predictable salary and incentive system guaranteeing existential security as a key element of a modern career model. The guarantee of working conditions has emerged as a new, usually unusual and indicative of fundamental shortcomings element in the career models. However, the majority of respondents expressed reservations about the introduction of a performance appraisal system and the use of performance management in the sector. Only a minority of the focus group argued in favour of career management, an appraisal system that recognises quality work and professional innovation, and a service system that supports human resource development.

• A szociális szolgáltatások hatásosságát és hatékonyságát érintő néhány kérdés

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  127

  The paper investigates the effectiveness and efficiency of social services, as well as terms and questions related to them, regarding their role in service organization. At first it makes an attempt to clear up some words with similar meaning, including ones based on quality and outcome. Then it reviews the historical roots concerning efficiency and effectiveness, followed by researches took place in social work particularly, covering the related terms, the trend called managerialism, then the quality management, witch originates from it, and the evidence based practice. Next, the topic related fundamental indicators are presented, according to the measurability of social work, naming some indicators it could measured with while evaluating. Toward the end the relation between service planning/organizing and efficiency/effectiveness, and the relevant terms considering this relation are discussed.