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ASSESSMENT REPORT

OF HRD PROGRAMS 1982-1987

BY HRD REPRESENTATIVES

As a group of former participants of the Human Resources Development Program, we met to assess hew HRD had affected us, our movements and our involvement in SCM. We considered what HRD is new, what it has achieved in the past and what we saw as areas that could profitably be changed. We also brought our experience as HRD participants to bear en the broader questions of what leadership and formation are in the context of SCM's life and activities and how the aim of leadership formation should be carried out. We represented the countries of:

Australia, Hong Kong, India, Korea, Pakistan, Malaysia, Singapore, Sri Lanka, Taiwan, Thailand.

We carried out our analysis by asking ourselves a series of questions and using than as the basis for our thinking. The report that follows is based on this pattern:

1. What actually is HRD?

a) It is a Leadership Formation Program, which helps people to:

* understand themselves in relation to their situation

* relate theory to practice

* devises strategies to carry than out

* relate to people effectively in a group

* exercise conflict resolution skills

* act with initiative and be able to respond to the initiatives of others.

In order to be able to do all this effectively, the participants in a leadership formation program and their national movements need a considerable level of self-awareness and self-consciousness. They also need the ability, resources and motivation to carry out effective and honest self-criticism.

b) Sharing of resources, experiences and commitment – individually and collectively. Resources include:

* contacts

* publications

* people

* ideas for future possibilities

* skills and knowledge gained from our particular situations; evaluation and lessons learned from past ventures

* insights of all kinds – theological, liturgical, political, logistical

c) It is a way for national movements to review, reassess and take an "outside" look at their orientation, programs, achievements, processes, goals, actions from a regional, global perspective.

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d) Personally it motivates participants to become actively committed to SCM and WSCF whether as staff or in other Leadership roles -especially for Movement Building.

2. What has HRD achieved in the past?

* helped struggling small movements to grow as well as to strengthen its leadership.

* creates community and a sense of internationality; breaks down isolation; facilitates regional networking and cooperation an issues and struggles.

* begins an ongoing process of developing self-awareness, self-conscientization and a sense to look at things both internationally and introspectively.

* provides a window to economic, political and social situation as well as a wider global perspective of Asia/Pacific.

* exchange of ideas and resources from different movements; relate local issues to a larger global context and vice versa.

* identify our human resources and develop them in ways appropriate to our situation.

* encourage church and community to work together.

3. What do we want HRD to achieve?

* encourage church & community (society, people's movements, other ecumenical movements) for greater cooperation.

* strengthen the process of becoming a "prophetic minority" by sharpening our critical, analytical and theological skills.

* introduce participants to A/P theologies by their originators.

* develop own theologies, visions, perspectives.

* provide an opportunity to meet and interact with A/P experts in the political, economical and social fields.

* have women intellectuals to talk about all areas (not only women's issues).

* build inter-movement links between participants.

* deeper grounding in practical social realities.

* provide biblical and theological grounding with creative methodology

* equip and empower people to work at local levels on the issues raised at HRD.

* build-up effective leaders (SCMs/workers) for a new society.

4. How can HRD be made more effective?

(a) Structure

The process of formation should have a clearer structure i.e. the program should be clearly articulated and the purpose of the HRD as a regional program should be better understood. Participants need to know what they are doing at the HRD and how it fits into the program structure of WSCF Asia/Pacific of the sub-region and their national movements.

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(b) Participants

– Participants who attend should have a thorough understanding/grounding of their national situation and familiarity with the working of their national movement.

– Participants should be encouraged on their return to have increased participation in their national movement.

– Carry out existing regional policy that national movements should send an equal balance of women and men participants to regional programs

– Ensure that meeting procedures encourages equal participation of women.

(c) Contents

– Exposure should be planned and organized with relevance to the importance of real life experiences to substantiate theory.

– More theological grounding and skills in hew to articulate the on-the-ground experiences to the theory we talk about.

– Resource persons should be: (i) acknowledged experts (activists or academics) from A/P. (ii) persons involved with people's struggle, (iii) victims of oppression (should give inputs on their situations).

– Incorporate more specific concerns on the Pacific.

– Consider relationships between more and less powerful i more and less affluent nations in A/P. (Japanese, Australians economic imperialism; New Zealand – foreign policy; Pacific forum etc.)

– Introduce a variety of methodology (besides mere discussion) e.g. creative skills for communication, community organizing, movement building etc.

– Teach participants tools of structural analysis.

– Include critical analysis of national report and use creative ways to make them less boring.

(d) Women & Men Caucuses

– provide outline for women caucuses, men caucuses and women and men dialogue session.

– men caucus should be encouraged and should be thought about and planned in advance (prior to any event).

(e) Technical Consideration

– Facilities for translation.

– Emphasize distribution of written or printed materials.

– Continue East/West exchange.

– More organized orientation of the program.

– Provide background reading materials.