Dipson Yehisembi
Human Resource Manager
Email: dyehisembi@adventist.org.pg

Human Resource Department.

A. STRATEGIC PRIORITIES

To invest time and resources in the development of effective leaders
To utilise the talents of everyone in the functions of the church, encouraging innovation, creativity and commitment
To foster leadership cohesiveness across all entities within the church in PNG
To model servant leadership
To promote and develop a stronger culture of ownership, responsibility and accountability within the church in PNG
To develop and put in place a stronger and workable employment process
To develop and maintain a stable and manageable worker and member data base
To update and maintain a workable and sustainable appraisal system
To ensure that a manageable and workable OHS is in place and applied throughout PNG
To ensure training templates and facilities for staff are in place and running throughout PNG
To ensure that a centralised employment process in place for PNG church
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).
Ensure that HR Personnel is engaged in all missions and conference.

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