An investigation into efficient utilisation of human resources of the Methodist Church Ghana: A focus on the Clergy
The Methodist Church Ghana envisions building for itself, a vibrant, Spirit-filled and Spirit-led church at the fore front of a holistic evangelism and discipleship drive for the transformation of society and a mission to equip the church for ministry and demonstration of faith. One of the key provisions of the church’s ten year strategic plan developed in 2007 is to develop the human resource base for quality service provision in all departments of the church. For this to materialize the church should be seen to be efficiently utilizing its trained ministers. This study therefore contributes in this direction by investigating into the efficient utilization of human resources of the Methodist Church Ghana. Data was obtained through the use of questionnaire and interview session involving 500 respondents which included Bishops, ministers and other administrative staff. Data presentation and discussion were supported with line graphs and tables.The study found that the church’s HR policies had not been effectively communicated to the ministers. Again, systems for routine planning and projecting of the church’s HR needs were lacking. It was evident that the church lacked a functional system for ministerial transfers. Currently, ministers are posted arbitrarily and in most cases with no regard to specialties. Ministers who have been trained in specialized areas are often not given the opportunity to utilize their knowhow to the benefit of the church. The study recommended the need to utilize the technical knowhow of ministers trained in specialized areas and provide functional system for determining transfers. Again, there is the need to encourage ministers in deprived areas by ensuring objectivity and transparency in incentive schemesto avert potential resentments. To prevent the current phenomenon of the youth drifting to other denominations, young members of the church who exhibit extra-ordinary gifts and graces must be recognized and fully utilized.
A thesis submitted to the Department of Managerial Science, Kwame Nkrumah University of Science and Technology in partial fulfillment of the requirements for the degree of MASTER OF BUSINESS ADMINISTRATION (HRM OPTION). 2012