Direct correlation between human resource management and the consensus of job satisfaction and organizational performance within a given organization.
For Discussion Replies: Exploring Employee Engagement, Globalization, and Christian Worldview and Discussion Replies: Exploring Job Design, Staffing, and Christian Worldview, include a references section, and be sure to have in-text citations for the following sources:?
At least 1 citation from Valentine: Human Resource Management.?
At least 1 citation from Hardy: The Fabric of this World: Inquiries into Calling, Career Choice, and the Design of Human Work.?
At least 1 citation from a related scholarly journal.
DQ Forum Week 5Hardy’s conceptualization
As previously mentioned, the concept of work through the lens of the Christian worldview takes on a very different meaning than the one most accepted by society today. If you are invested in this understanding then your work, or your vocation, will come to you as a calling or assignment from God. To that end, it would seem fit for that work to be in line with that person’s skill set and capability with a balance for what they have the desire to do for work. Hardy (1990) explains that we all need to identify our gifts and use them to identify an occupation that allows us the opportunity to employ those gifts in the service of our neighbor. For some, this may be easier than for others but at some point, throughout life, we will all hit this exact point. This is generally where we decide what we want to do when we grow up. If we are all committing work towards our specific skill sets and contributing to the overall good, then it would be up to God’s plan that every axis is covered, and all needs met. Employees generally want to not only feel that they belong to a larger organization, but that they are also contributing to a greater good through their own independent efforts. According to Valentine et al. (2020), employees will contribute much more effectively to the organization if they feel more connected to their workplace. This goes back to employee engagement and ensuring that employees feel comfortable, utilized, and appreciated. Tying this concept back to Hardy, part of employee engagement is understanding those employees’ needs and seeing that they are set up to succeed within the organization. Without proper employee engagement, this understanding will never come to fruition.
At the other end of the spectrum is employee retention, which is a crucial piece of human resource management. Organizations should always be looking for ways to ensure their workforce is happy, efficient, and willing to stay. Valentine et al. (2020) note that a major factor that can impact employee retention is having skills and abilities mismatch between job and qualification. This can arise in several ways. One aspect would be an employee taking a job that they were not suited for just for the sake of having a job, this is very common. On the inverse, an organization can hire an employee and place them in a position that does not appropriately utilize their skills and abilities. The second instance is executed from the organizational side, not the employee’s which can lead to job dissatisfaction and turnover.HR implications
A major challenge for any organization’s human resource department is ensuring that the organization is staffed with the right employees to help the organization reach its business goals effectively. Osman & Thunborg (2019) define recruitment of employees as finding individuals with the right skills for the right job. This is crucial if an organization wishes to succeed in its given industry. A restauranter is not going to hire several mechanics to work their kitchen, this will not bode well for organizational success or employee satisfaction. There is some onus on the induvial applying to request a position that suits them, but the ultimate hiring responsibility still resides on the shoulders of the human resource professional to effectively place that individual should they be hired on to the organization. Thus, employee-focused recruiting is a vitally important aspect of an organization.
Sareen (2018) explains that there is a direct correlation between human resource management and the consensus of job satisfaction and organizational performance within a given organization. This speaks volumes about the impact of human resources practices on the workplace environment in general. In terms of recruiting, HR should first be looking at business goals that need to be met and then lobbying that against the available pool of applicants to find those that will propagate those goals. It is also not uncommon for organizations to look internally to their employees for references for future hires. This makes activity makes sense. Current employees know the demands of their positions better than HR does and will know their employee candidates better than HR ever will through interviews. There is a strategic advantage applied when employees are brought in from current employees that are already vested in their organization.
References
Hardy, L. (1990). The fabric of this world: Inquiries into calling, career choice, and the design of human work. Wm. B. Eerdmans Publishing.
Osman, A., & Thunborg, C. (2019). The challenge of recruiting underrepresented groups–exploring organizational recruitment practices in Sweden. Nordic Journal of Working Life Studies, 9(1), 3-18.
Sareen, D. (2018). Relationship between strategic human resource management and job satisfaction. International Journal of Current Research in Life Sciences, 7(03), 1229-1233.
Valentine, S. R., Meglich, P. A., Mathis, R. L., & Jackson, J. H. (2020). Human resource management (16th ed.). Cengage Learning.
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