Seventh-Day Adventist Church

Papua New Guinea Union Mission of Seventh-day Adventist Church

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Heather Sam
Human Resource Manager
Email: HeatherSam@adventist.org.pg

 

Human Resource Department.

 Human Resource Management and Professional Development Process

A. STRATEGIC PRIORITIES

  1. To invest time and resources in the development of effective leaders
  2. To utilise the talents of everyone in the functions of the church, encouraging innovation, creativity and commitment
  3. To foster leadership cohesiveness across all entities within the church in PNG
  4. To model servant leadership
  5. To promote and develop a stronger culture of ownership, responsibility and accountability within the church in PNG
  6. To develop and put in place a stronger and workable employment process
  7. To develop and maintain a stable and manageable worker and member data base
  8. To update and maintain a workable and sustainable appraisal system
  9. To ensure that a manageable and workable OHS is in place and applied throughout PNG
  10. To ensure training templates and facilities for staff are in place and running throughout PNG
  11. To ensure that a centralised employment process in place for PNG church
  12. To ensuring that a complete HR operational functions and support staff is in place (HR Manager, Training Officer, OHS Officer, Payroll Officer, HR Administrative Secretary, HR Recruitment Officer, etc, etc).
  13. Ensure that HR Personnel is engaged in all missions and conference.

B. OUTCOMES:

Strategic Goal 1

 Develop and implement a union wide professional development program for leaders, managers and workers in PNGUM

  • Training
  • Scholarship Program
  • HR Policy and Governance

Strategic Goal 2

Leadership Cohesiveness across all entities within the church

  • Establish a clear and distinctive functional role for all line managers
  • Employee Relations
  • Diversity in Workplace
  • Workplace discrimination

 

Strategic Goal 3

Identify, develop and equip a pool of competent church employees and lay leaders to serve future needs of the church

  • Succession Plan
  • Data base for both pools
  • Improve PSR and employee information

 

Strategic Goal 4

Develop and identify resources for leadership and professional developments

  • Establishing a need analysis template
  • Action Learning
  • Employee Engagement
  • Performance Management
  • Quality Control Management

 

Strategic Goal 5

Establish a manageable employment and recruitment process

  • Job Description,
  • Offer of Employment
  • Employment Contract
  • Selection Methods
  • Reward and Pay
  • Employment Benefits
  • Induction
  • Appraisal
  • Employee turnover and retention
  • Termination (Retirement, redundancy, resignation etc)

 

Strategic Goal 6

OHS (Health and Well being)

  • Establishment of an OHS Policy for PNGChurch
  • Establish a legal frame of OHS in alignment with PNG government regulations
  • Risk assessment
  • Employees health and safety obligations
  • Managing work life balance