2 Redemptive Human Resource Development (RHRD) ApplyingHuman Resource DevelopmentTo the Church
3 What is Human 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
4 Major Concerns Process Organizational Requires time, resources, and expertiseInterventions – Planned times of training/testingInitiatives – New procedures/directionsManagement Actions - LeadershipOrganizationalLearning – What are we doing right? Wrong?Performance - ImprovementsChange - Flexibility
6 Four HRD Components Individual Development Career Development Performance ManagementOrganizational Development
7 HRD GRID Individual Performance Development Management HRD Roles and Short-TermIndividualDevelopmentPerformanceManagementHRDRoles andPracticesRESULTSOrganizationalDevelopmentCareerDevelopmentLong-TermIndividualOrganizationalFOCUSGilley, Eggland, & Gilley, 2002
8 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
9 1. Biblical WorldviewFormulating an outlook on the events of life based upon the truths found in the Bible.
10 2. Biblical PrinciplesPrecepts and teachings found in the Bible that instruct and direct activities conducive to a life lived to the glory of God.
11 Key Concerns Defined Process Requires time, resources, and expertise Volunteer participation with vision and commitmentBudgeting to priorities, stewardshipOutside consultations, trained leadershipInterventions – Planned times of training/testingNeeds assessment, church survey, community surveyInitiatives – New procedures/directionsOvercome the 7 last words of the church:“We’ve never done it that way before”Management ActionsPastoral leadershipDeacon support and participationMember participation and leadership
12 Major Concerns Organizational Learning – What are we doing right? Wrong?Open communicationActive and empowered committees/teamsPerformance – ImprovementsStreamline decision making processesAccountabilityChange –The “four letter word” of the churchThe basis for being a relic or relevantThe essence of being “born again”
13 Major Concerns (con’t) OutcomesIncreased capacityTo receive and accept people into the churchEfficient use of facilitiesIncreased capabilityTo communicate the GospelInfluence more peopleTrain more peopleCompetitive ReadinessTo meet the challenges of the world system and philosophyRenewalLIFE-CHANGELegacy
15 Group ExerciseMatch 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?
16 RHRD – Session Two Individual Performance Development Management HRD Short-TermIndividualDevelopmentPerformanceManagementHRDRoles andPracticesRESULTSOrganizationDevelopmentCareerDevelopmentLong-TermIndividualOrganizationFOCUSGilley, Eggland, & Gilley, 2002
17 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)
18 Areas of Development Knowledge Competencies Skills Of God, Self, OthersCompetenciesSpiritual Disciplines, LeadershipSkillsSpecific to Spiritual and Personal giftsBehaviors for specific assignmentsExpectations and Reasons Why
19 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.
20 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
21 Personal Learning Application – People learn by doing. Reinforcement and Feedback – Positively addressing performanceReflection – Assessing accomplishments and failures for future learningExpectation, Application, & Inspection – sharing expectations and accountabilityRecognition and Reward - Celebrate
22 Knowledge God , Self, and Others Application: Reinforcement and Feedback:Reflection:Expectation, Application, & Inspection:Recognition and Reward:
23 Competencies Spiritual Disciplines and Leadership Application: Reinforcement and Feedback:Reflection:Expectation, Application, & Inspection:Recognition and Reward:
24 Skills Spiritual and Personal Gifts Application: Reinforcement and Feedback:Reflection:Expectation, Application, & Inspection:Recognition and Reward:
25 Behaviors Expectations and the Reasons Why Application Reinforcement and Feedback:Reflection:Expectation, Application, & Inspection:Recognition and Reward:
27 Personal Mastery Confidence in God Adequate knowledge to perform the taskOn the job trainingEvidence of personal impact on othersWillingness to make personal changes
28 Mental Models Biblical worldview Understanding of key Bible teachings Ability to think “Biblically”Awareness of thought processesSensitivity to others and context
29 Shared VisionBiblical understanding of organizational vision and missionUnity of purpose with othersEnthusiastic support of processesConfidence in making a difference
30 Team Learning Understanding of organizational processes Communication throughout organizationCommitment to accountabilityEmpowerment of committees and teamsTrust of leadership and participantsSynergy of effort
31 System Thinking Regular evaluations and assessments Willingness to changeWillingness to discontinue ineffective processes and programsFlexibility and forward thinking
35 RHRD – Session Three Individual Performance Development Management HRD Short-TermIndividualDevelopmentPerformanceManagementHRDRoles andPracticesRESULTSOrganizationDevelopmentCareerDevelopmentLong-TermIndividualOrganizationFOCUSGilley, Eggland, & Gilley, 2002
36 Career DevelopmentCareer 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 …