United Catholic Church Case Study

The United Methodist Church: An outline of global HRM policies and practices

The global HRM strategy of the United Methodist Church, which applies to more than 34,892 churches in the Unites States alone, is anchored around the following priorities :
1. Developing Leaders for the Church
This includes all systems involved with the identification, recruitment, training, support and evaluation of clergy and staff, with special attention towards diversity in form of youth and racial minorities.
2. Developing and Redeveloping the Church
These are policies and practices directed towards providing direction and resources for new churches and for existing congregations.
3. Reconnecting the Connection
The UMC places great emphasis on maintaining and strengthening their connection with the communities they work with. This includes continuous dialogue and engagement through various channels including social media and publications.
4. Claiming Christ on the Margins
These include all the Church’s activities in marginalized communities.

The UMC has well established procedures and HR practices concerning service terms, recruitment and resignation, compensation and benefits, health care, vacations, leaves

Performance appraisals are made in consultation with immediate supervisors and subject to random review by the concerned Director of Administrative Services. The main priorities and values of the United Methodist Church are deeply ingrained in the way individual employee performance is measured and evaluated. The expectations are clearly set and completely aligned with the organizational vision. The church provides regular feedback and guidance to the staff on how each expectation and dimension fits with the universal values of the organization and with the message of the Christ, as can be seen from the 360 degree review form handed out by them