中国非营利组织自改革开放以来获得了飞速发展，并取得了巨大的成就。但与世界发达国家的非营利组织相比先天不足，后天发展也十分不完善，尚处于一个艰难的创业时期。中国非营利组织的发展在外部环境和内部环境中都存在不少的问题，其主要体现在以下方面：资金缺乏、政府监管不利、组织自身人才条件匮乏、组织内部管理不善、组织独立性危机、服务质量不高等。人力资源问题在非营利组织面临的诸多问题中极为突出：人员总体数量、质量都难以满足现有需求，并且地区分布也十分不均衡。据民政部统计数据显示，截至2007年中国共有386916非营利组织从业人员，就业人数只有4568515人，占就业总人数0.59 ％，比例极低；差距同时存在于地区、城乡和不同区域之间：经济发达的东部沿海地区必然集中了大量的人力，而中西部地区由于经济落后从业人员较少；相对于法律、环境和宗教领域活动人员较少的情况，超过半数以上的非营利组织都活动在教育、卫生、社会服务等领域，并且农村活动的也较多。蓬勃发展着的中国非营利组织一方面面临的工作任务日益繁重，现有的员工人数远不能满足社会的需要，在一定程度上制约了非营利组织的发展。在另一方面，由于中国非营利组织工作的从业人员主要由离退休人员和机构的精简下来的人员构成，造成了行业队伍整体素质不高，高学历人才匮乏的现象，难以为社会提供高质量、系统化的服务，进一步影响了非营利组织的正常发展。 笔者深入北京市东城区农家女居家养老服务社进行调查访谈时，发现人力资源问题在该组织中也十分突出。笔者遂以该机构为切入点，结合社会学、管理学等学科的成果，以彼得•德鲁克的思想理论和马斯洛的需求层次理论为分析框架，采取文献研究、参与式观察和个案研究相结合的方法，为了能够揭示中国非营利性组织人力资源困境的原因。同时，基于现实笔者客观地看待和借鉴国外管理大师德鲁克的经验，从加强非营利组织整体健康发展的长远角度，提出了一系列针对“人”的建议措施。包括非营利组织领导者如何选人、用人、育人、留人，更强调规范的管理、领导者素质和能力以及人际关系的重要性。 在文中，笔者从一个社工人的价值观出发并整合人力资源的观念，阐述了北京市东城区农家女居家养老服务社在组织发展过程中可供借鉴的经验教训。不仅看到了彼得•德鲁克在技术层面上可供套用的方法，也看到了在艺术层面需要契合中国传统文化以及改造传统文化的地方。

Since reform and opening up, Chinese non-profit organizations has developed rapidly and made great achievements. Compared to the non-profit organization of the world's developed countries, our non-profit organizations are born insufficiently; develop imperfectly and in a difficult period of entrepreneurship. There are many problems in development of non-profit organizations in the external environment and internal environment, Which is mainly reflected in the following aspects: lack of funds, adverse government regulation, lack of talent in the organization, mismanagement within the organization, organizational independence of the crisis and low quality of service. Among the many problems faced by non-profit organizations, the most prominent problem is human resources, specifically exposed in inadequate and uneven distribution of the total employees, the low overall quality of the employee and high mobility. According to Ministry of Civil Affairs statistics, in 2007 there were 386,916 of non-profit organizations, and 4,568,515 practitioners. Employment comprises a significantly low proportion in total employment, which is 0.59%. Non-profit organization has about 12 people averagely. There is a big gap between regions, urban and rural areas: practitioners are mainly concentrated in economically developed coastal provinces and underdeveloped central and western regions are less. Nearly half of the non-profit organizations of activities are in education, health and social services sector, especially in the field of agriculture and rural development activities. But there are less activities in the legal, state and religion. China is in a period of vigorous development of public welfare, and tasks of nonprofits become increasingly onerous. Insufficient number of employees cannot meet the needs of the community, which, to some extent, restricts the development of non-profit organizations. On the other hand, Overall quality of employees is not high and lack of high-level expertise. Many of our local nonprofit organizations and major streamlining of the organs and institutions are comprised of retirees. Besides, Overall level of education of the staff is very low. Most of them have not received systematic training in professional skills. Poor working skills, deficiency of creative spirit and difficult to provide a systematic, high level of social services seriously affect the normal development of non-profit organizations. When the author makes an interview with the rural women home care service of Beijing Dongcheng District, the author finds that human resources issues in the organization is also very prominent. The author then takes this organization as a breakthrough point, combines the results of sociology, management and other disciplines, takes Peter • Drucker’s and Maslow’s hierarchy of needs theory’s ideological and theoretical framework and takes the combined method of literature, participant observation and case study, hoping to reveal the reasons for the plight of the human resources of nonprofit organizations. At the same time, based on the reality of the context of non-profit organizations, the author objectively looks at and learns from foreign experience in management of Drucker. From a long-term perspective of strengthening the overall health of nonprofit organizations, the author proposed a series recommended practices for the "people" including non-profit organization leaders how to choose people, employment, education, keep people, emphasizing the importance of standardized management, leadership qualities and abilities and interpersonal relationships. In this paper, the author proceeds from the values of a social worker and integrates the concept of human resources, not only describing the experience of rural women home care service of Beijing Dongcheng District ‘s success that we can learn from, but demonstrating the available lessons. The author not only finds the methods available at the technical level to apply, but also sees the need to fit in the artistic level of traditional Chinese culture and the transformation of the traditional culture of the place.