The Business of Ministry Bootcamp
For current and future congregational leaders
Ann Y. Verdine-Jones, MBA-HR, ABD
5-week session: Thursdays at 11:00 am – 1:00 pm Central
September 28, October 5, 12, 19, 26
Online
Cost: $295
Registration is closed
This series addresses all of the business/human resources aspects of congregational leadership including employee relations & legal implications, talent acquisition, and all other relative HR topics. Teaching a human resource (HR) course to leaders requires a tailored approach, focusing on equipping them with the necessary knowledge and skills to effectively manage their teams and handle HR-related tasks. The objectives for this series are:
- Understand HR Fundamentals: Provide a comprehensive overview of the key function and principles of human resources management including recruitment selection training, performance management, compensation, benefits and employee relations.
- Legal Compliance: Ensure leaders are aware of relevant employment laws, regulations, and best practices to minimize legal risks and create a fair and compliant work environment.
- Recruitment and Hiring: Teach effective recruitment strategies, interviewing techniques, and selection processes to attract and hire the right candidates for various roles within the organization.
- Performance Management: Equip leaders with skills to set clear performance expectations, conduct performance appraisals, provide feedback, and develop performance improvement plans when necessary.
- Employee Development: Show leaders how to identify training needs, create development plans, and support employee growth to enhance overall team performance and job satisfaction.
- Conflict Resolution and Employee Relations: Provide strategies for managing conflicts and resolving workplace issues while maintaining a positive and productive work environment.
- Diversity, Equity, Inclusion, Belonging & Accessibility: Promote awareness and sensitivity to diversity and inclusion issues, helping leaders foster an inclusive workplace that values individual differences.
- Employee Engagement: Introduce techniques for measuring and improving employee engagement, as engaged employees tend to be more productive and committed to their roles.
- HR Metrics and Analytics: Teach leaders how to use HR metrics and data analysis to make informed decisions, identify trends, and improve HR processes.
- Basic AI/HR Technology: Familiarize leaders with relevant HR technologies, such as HRIS (Human Resources Information Systems) and talent management software, to streamline HR operations and improve efficiency.
- Change Management: Provide insights into managing organizational change and helping teams adapt to new processes, policies, or strategies effectively.
- Ethical HR Practices: Emphasize the importance of ethical behavior and confidentiality in handling sensitive HR issues and data.
- Communication Skills: Enhance leaders’ communication skills, both in providing feedback and in resolving conflicts, to ensure effective interactions with employees.
- Role-Play, Practical Exercises and Project Partnership: Include scenarios and practices exercises, as well as team homework assignments, to apply HR concepts in real-world situations, allowing leaders to practice their HR skills in a brave, nonjudgmental environment.
Ann Verdine-Jones, MBA (ABD) is a Human Resource professional with more than 30 years of experience. While Ann has successfully managed all areas of HR, her recent ventures include consulting with organizations nationally on strategic initiatives, leadership development, cross-sectional team building and employee resource groups, and diversity, equity, inclusion, belonging, and accessibility. Ann has developed workshops that promote intersectional dialogue and she collaborated as a principal thought leader to chief professionals nationwide. Ann most recently served on the General Assembly Advisory Council (20023) and serves is a trustee on the board of her congregation, Eno River Unitarian Universalist Fellowship.
