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Redemptive Human Resource Development (RHRD)

Redemptive Human Resource Development (RHRD). Applying Human Resource Development To the Church. What is Human Resource Development?.

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Redemptive Human Resource Development (RHRD)

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  1. RedemptiveHuman Resource Development (RHRD) Applying Human Resource Development To the Church

  2. What isHuman Resource Development? • The process of facilitating organizational learning, performance, and change through organized [formal and informal] interventions, initiatives and management actions for the purpose of enhancing an organization’s performance capacity, competitive readiness, and renewal. • Gilley and Maycunich, 2000

  3. Major Concerns • Process • Requires time, resources, and expertise • Interventions – Planned times of training/testing • Initiatives – New procedures/directions • Management Actions - Leadership • Organizational • Learning – What are we doing right? Wrong? • Performance - Improvements • Change - Flexibility

  4. Key Concerns (con’t) • Outcomes • Increased Capacity • Increased Capability • Competitive Readiness • Renewal

  5. Four HRD Components • Individual Development • Career Development • Performance Management • Organizational Development

  6. HRD GRID Short- Term Individual Development Performance Management HRD Roles and Practices RESULTS Organizational Development Career Development Long- Term Individual Organizational FOCUS Gilley, Eggland, & Gilley, 2002

  7. What is Redemptive HRD? The process of facilitating organizational learning, performance, and change through organized [formal and informal] interventions, initiatives and management actions for the purpose of enhancing an organization’s performance capacity, capability, competitive readiness and renewal on the basis of a Christian worldview and the principles of the Bible. Ricketson, 2005

  8. 1. Biblical Worldview • Formulating an outlook on the events of life based upon the truths found in the Bible.

  9. 2. Biblical Principles • Precepts and teachings found in the Bible that instruct and direct activities conducive to a life lived to the glory of God.

  10. Key Concerns Defined • Process • Requires time, resources, and expertise • Volunteer participation with vision and commitment • Budgeting to priorities, stewardship • Outside consultations, trained leadership • Interventions – Planned times of training/testing • Needs assessment, church survey, community survey • Initiatives – New procedures/directions • Overcome the 7 last words of the church: • “We’ve never done it that way before” • Management Actions • Pastoral leadership • Deacon support and participation • Member participation and leadership

  11. Major Concerns Organizational • Learning – What are we doing right? Wrong? • Open communication • Active and empowered committees/teams • Performance – Improvements • Streamline decision making processes • Accountability • Change – • The “four letter word” of the church • The basis for being a relic or relevant • The essence of being “born again”

  12. Major Concerns (con’t) • Outcomes • Increased capacity • To receive and accept people into the church • Efficient use of facilities • Increased capability • To communicate the Gospel • Influence more people • Train more people • Competitive Readiness • To meet the challenges of the world system and philosophy • Renewal • LIFE-CHANGE • Legacy

  13. HRD Humanistic Basis Commercial Profit Objective Human Resources RHRD Biblical Basis Ministry Impact Objective Human Resources Key Differences

  14. Group Exercise • Match the various aspects of the definition of Redemptive Human Resource Development to your particular church setting. • What concepts (if any) don’t seem to fit? • What other constructs can be redefined to fit in the RHRD definition?

  15. RHRD – Session Two Short- Term Individual Development Performance Management HRD Roles and Practices RESULTS Organization Development Career Development Long- Term Individual Organization FOCUS Gilley, Eggland, & Gilley, 2002

  16. Individual Development • And the things you have learned, these entrust to faithful men who will be able to teach others also. (2 Timothy 2:2) • Love your neighbor as your yourself (Matthew 22:39) • Be diligent to present yourself approved unto God as a workman who does not need to be ashamed, handling accurately the word of truth. (2 Timothy 2:15)

  17. Areas of Development • Knowledge • Of God, Self, Others • Competencies • Spiritual Disciplines, Leadership • Skills • Specific to Spiritual and Personal gifts • Behaviors for specific assignments • Expectations and Reasons Why

  18. Steps to Personal Development • Personal Mastery – results from the acquisition of individual expertise and proficiency through education, formal learning activities, and work experience. • Mental Models – encompass values, beliefs, attitudes, and assumptions that form one’s fundamental worldview. Structures, experiences, cultures, and belief systems support mental models, which guide individuals and act as filters during decision making.

  19. Steps to Personal Development • Shared Vision – represents the collective perspectives of participants and evolves from their understanding of the organization’s missions and goals. • Team Learning – encourages communication and cooperation, leading to synergy and respect among members. • System Thinking – involves examination of and reflection upon all aspects of organizational life, such as mission and strategy, structure, culture, and managerial practices. Gilley, Eggland, & Gilley, 2002

  20. Personal Learning • Application – People learn by doing. • Reinforcement and Feedback – Positively addressing performance • Reflection – Assessing accomplishments and failures for future learning • Expectation, Application, & Inspection – sharing expectations and accountability • Recognition and Reward- Celebrate

  21. Knowledge • God , Self, and Others • Application: • Reinforcement and Feedback: • Reflection: • Expectation, Application, & Inspection: • Recognition and Reward:

  22. Competencies • Spiritual Disciplines and Leadership • Application: • Reinforcement and Feedback: • Reflection: • Expectation, Application, & Inspection: • Recognition and Reward:

  23. Skills • Spiritual and Personal Gifts • Application: • Reinforcement and Feedback: • Reflection: • Expectation, Application, & Inspection: • Recognition and Reward:

  24. Behaviors • Expectations and the Reasons Why • Application • Reinforcement and Feedback: • Reflection: • Expectation, Application, & Inspection: • Recognition and Reward:

  25. Knowledge Competencies Skills Behaviors Personal Mastery Mental Models Shared Vision Team Learning System Thinking (Gilley, Eggland, & Gilley, 2002)

  26. Personal Mastery • Confidence in God • Adequate knowledge to perform the task • On the job training • Evidence of personal impact on others • Willingness to make personal changes

  27. Mental Models • Biblical worldview • Understanding of key Bible teachings • Ability to think “Biblically” • Awareness of thought processes • Sensitivity to others and context

  28. Shared Vision • Biblical understanding of organizational vision and mission • Unity of purpose with others • Enthusiastic support of processes • Confidence in making a difference

  29. Team Learning • Understanding of organizational processes • Communication throughout organization • Commitment to accountability • Empowerment of committees and teams • Trust of leadership and participants • Synergy of effort

  30. System Thinking • Regular evaluations and assessments • Willingness to change • Willingness to discontinue ineffective processes and programs • Flexibility and forward thinking

  31. Knowledge Competencies Skills Behaviors Personal Mastery Mental Models Shared Vision Team Learning System Thinking (Gilley, Eggland, & Gilley, 2002)

  32. Redemptive HRD Developing the one resource through whom God has chosen to impact the world … HUMAN BEINGS

  33. RHRD – Session Three Short- Term Individual Development Performance Management HRD Roles and Practices RESULTS Organization Development Career Development Long- Term Individual Organization FOCUS Gilley, Eggland, & Gilley, 2002

  34. Career Development • Career Development in RHRD takes on a different meaning than in the business world. • People are expected to serve in the church for a life-time. • Through gift assessments, a person finds his or her special place of service and specializes training toward that area. The word “career” is replaced with the word …

  35. Ministry Development

  36. Personal Mastery Mental Models Shared Vision Team Learning System Thinking Personal Ministry

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