2. Redemptive Human Resource Development (RHRD)
Applying
Human Resource Development
To 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 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

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

6. Four HRD Components Individual Development Career Development
Performance Management
Organizational Development

7. HRD GRID Individual Performance Development Management HRD Roles and
Short-
Term
Individual
Development
Performance
Management
HRD
Roles and
Practices
RESULTS
Organizational
Development
Career
Development
Long-
Term
Individual
Organizational
FOCUS
Gilley, 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 Worldview
Formulating an outlook on the events of life based upon the truths found in the Bible.

10. 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.

11. 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

12. 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”

13. 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

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

15. 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?

16. RHRD – Session Two Individual Performance Development Management HRD
Short-
Term
Individual
Development
Performance
Management
HRD
Roles and
Practices
RESULTS
Organization
Development
Career
Development
Long-
Term
Individual
Organization
FOCUS
Gilley, 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, Others
Competencies
Spiritual Disciplines, Leadership
Skills
Specific to Spiritual and Personal gifts
Behaviors for specific assignments
Expectations 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 performance
Reflection – Assessing accomplishments and failures for future learning
Expectation, Application, & Inspection – sharing expectations and accountability
Recognition 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:

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

27. 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

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

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

30. 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

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

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

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

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

36. 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 …

37. Ministry Development

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