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• A vezetői megbízással rendelkező szociális szolgáltatást nyújtó személyek vezetőképzésének koncepciója a Semmelweis Egyetemen

  Zsuzsanna Antal

  Csaba Bálity

  Zoltán Cserháti

  László Galambos

  Vilmos Ivády

  Máté Joób

  Katalin Nistor

  Imre Nyitrai

  Éva Révész

  Views:

  353

  In 2018 as a compulsory element an executive training program was introduced to the social education and training system. Semmelweis University was appointed by the Ministry of Human Capacities to realize and carry out the executive training program consisting of four units, called and later referred as modules.

  This paper aims to introduce the ideas and visions along which the content of the program has been developed to the wider professional audience. To cover all the information and crucial aspects the main stakeholders of the training were asked to present the concepts, content elements and experiences of the four modules, in separate sub-chapters.

• Az önkéntesmendzsment, a fundraising és a kommunikáció lehetséges előnyei a szociális ágazat helyzetét illetően

  Views:

  141

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• A szociális életpályamodellel kapcsolatos dilemmák

  Views:

  318

  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.