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STEPS to structure a MC Program - Coggle Diagram
STEPS to structure a MC Program
Human Resource System (O’Donnell, p 248-250)
Human Resource Development (O'Donnel, p 248)
Organizational Development (O'Donnel, p 248)
Strategic Planning (O'Donnel, p 250)
Pastoral Care Structures (O'Donnel, p 250)
Needs assessment (O'Donnel, p 250)
Organizational Change (O'Donnel, p 250)
human resources forecasting (O'Donnel, p 250)
Career Development (O'Donnel, p 248)
selection & placement (O'Donnel, p 250)
Needs assessment (O'Donnel, p 250)
Educational options (O'Donnel, p 250)
Counseling networks (O'Donnel, p 250)
career resource center (O'Donnel, p 250)
Training and Development (O'Donnel, p 248)
Skills training (O'Donnel, p 250)
staff enrichment (O'Donnel, p 250)
new staff orientation (O'Donnel, p 250)
needs assessment (O'Donnel, p 250)
current issues (O'Donnel, p 250)
Human Resource Management (O'Donnel, p 248)
Concerned with Policies and Procedures necessary to use HR (O'Donnel, p 248)
health and safety (O'Donnel, p 250)
recruitment (O'Donnel, p 250)
labor relations (O'Donnel, p 250)
succession planning (O'Donnel, p 250)
legal & tax issues (O'Donnel, p 250)
Selection and placement (O'Donnel, p 250)
Compensation and Benefits (O'Donnel, p 250)
Policies & Procures (Gardner - Healthy, Resilient, & Effective, p 73 -)
Procedures (Gardner - Healthy, Resilient, & Effective, p 73)
are guidelines (Gardner - Healthy, Resilient, & Effective, p 73)
state how organization responds to situations (Gardner - Healthy, Resilient, & Effective, p 73)
instructive for administrators tasked with implementing policies (Gardner - Healthy, Resilient, & Effective, p 73)
tell candidates and members what to expect in serving within organization (Gardner - Healthy, Resilient, & Effective, p 73)
Policies (Gardner - Healthy, Resilient, & Effective, p 73 -)
outline
desired behaviors (Gardner - Healthy, Resilient, & Effective, p 73)
rationale for the standards (Gardner - Healthy, Resilient, & Effective, p 73)
consequences for failure to comply to standards (Gardner - Healthy, Resilient, & Effective, p 73)
Expected standards (Gardner - Healthy, Resilient, & Effective, p 73)
Are essential for workers to be aware and know (Gardner - Healthy, Resilient, & Effective, p 73)
Need to be crafted and designed to serve workers from an organization (Gardner - Healthy, Resilient, & Effective, p 74)
enable mission and goals of the organization to be met (Gardner - Healthy, Resilient, & Effective, p 74)
need to be clear, reasonable, and communicated often (Gardner - Healthy, Resilient, & Effective, p 74)
need to be helpful and facilitative, preventative and flexible (Gardner - Healthy, Resilient, & Effective, p 74)
Examples:
Selection Standards (Gardner - Healthy, Resilient, & Effective, p 74)
Screening Mechanisms (Gardner - Healthy, Resilient, & Effective, p 74)
Orientation
Income (Gardner - Healthy, Resilient, & Effective, p 74)
Church Involvement (Gardner - Healthy, Resilient, & Effective, p 74)
Expectations for field service (Gardner - Healthy, Resilient, & Effective, p 74)
Expectations for home assignment (Gardner - Healthy, Resilient, & Effective, p 74)
Unexpected Situations (Gardner - Healthy, Resilient, & Effective, p 74)
Protection and Crisis Assistance ((Gardner - Healthy, Resilient, & Effective, p 74)
Children's Education (Gardner - Healthy, Resilient, & Effective, p 74)
Commitments (Gardner - Healthy, Resilient, & Effective, p 74)