For Discussion Replies: Introducing HR and Christian Worldview and Discussion Replies

For Discussion Replies: Introducing HR and Christian Worldview and Discussion Replies

Human Resources and a Christian Worldview

For Discussion Replies: Introducing HR and Christian Worldview and Discussion Replies: Shaping the Future of HR, 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 Keller: Every Good Endeavor: Connecting Your Work to God’s Work.

At least 1 citation from a related scholarly journal

.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.

Human Resources and a Christian Worldview

As Keller and Alsdorf (2012) explained, work is essential for a person to connect with God. In Genisis God creates the world, taking His time over six days and resting on the seventh. God intended for mankind to work as He had done. Adam and Eve were to tend and foster the garden of Eden as caretakers. After the fall and eviction from the garden God made work less pleasant and less fruitful for its efforts, but it is still essential for human fulfilment. This concept aligns with Human Resources (HR) responsibilities of enhancing the employee\’s capabilities through training and development and compensational strategies.

Working involves rendering competencies and skills to produce a specific product or output. Working improves an individuals’ quality of life although some people must be motivated to work to realize God’s divine purpose, for them. Keller and Alsdorf (2012) further explore that work enhances human dignity and respect. The rationale integrates Abraham Maslow’s hierarchy of needs model that highlights the need for belonging, acceptance, and self-worth. Work provides a person with prestige and social status that enhances their sense of self-worth and confidence (Valentine et al., 2020). Without work a person’s self -worth and confidence level is reduced to the point they become less productive or even destructive.

Being proactive enhances a person’s creativity thereby bolstering innovation within the organization. Innovation is developing new products, services or processes aimed at enhancing quality of life for the consumer. Working can be an avenue through which people show their love of God and their neighbor. Work as explained by Keller and Alsdorf (2012) should be seen as an act of worship, something God ordained in the creation. The perfect will of God is reflected when people work together in harmony to realize a specific goal. Human beings are the stewards of God’s creation, and therefore we are required to work excellently looking after and taking care of this world.

Keller and Alsdorf’s (2012) big picture thinking compliments Hardy’s introductory thoughts that all careers are a divine calling to serve other people (Hardy, 1990). Working offers a person an opportunity to positively influence other peoples’ lives. People must accept a suitable career that edifies God and enhances their self-esteem and dignity. Work embodies God\’s grace to save humankind by offering people innovative ideas to solve specific challenges. As stewards of God’s creation, people are required to work diligently to improve their workplace performance and achieve set goals and objectives. People and organizations must have SMART goals and objectives that highlight personal development plans and career trajectories to enhance their intrinsic motivation and productivity (Valentine et al., 2020)

Human Resources

The human resource function or an organization is essential in determining corporate success. There are three strategic human resource functions in the organization HR planning, training and development, and performance appraisals. HR ensures that the organization can access competent human resources through HR planning practices. HR planning is a strategic function that involves forecasting future workforce supply and demand and identifying the ideal way of bridging the competency gap. HR professionals initiate mentorship programs to ease succession and to ensure the organization has a consistent supply of competent human resources professionals (Sharma & Shirsath, 2014). HR also engages in training employees to access relevant skills to conduct their responsibilities and comprehend strategic goals.

The current business environment is highly volatile, ambiguous, complex, and uncertain. Training and development allows employees to have the necessary skills to manage and respond to dynamic changes. These practices enhance productivity and intrinsic fulfilment amongst workers. HR also involves establishing performance appraisal programs to ensure employees are productive and contribute to realizing the corporate strategic goals. HR use tools such as 360-degree feedback, a Balanced Scorecard, and management by objectives to ensure employees’ objectivity and productivity (Mone & London, 2018). The continuous performance appraisal helps establish a quality workplace culture

ReferencesHardy, L. (1990). The fabric of this world: Inquiries into calling, career choice, and the design of human work. W.B. Eerdmans.Keller, T. & Alsdorf K. (2012). Every good endeavor: connecting your work to God’s work. Penguin Random House.Mone, E. M. & London, M. (2018). Employee engagement through effective performance management: A practical guide for managers. RoutledgeSharma, V., & Shirsath, M. (2014).\” Training –A motivational tool.\” Journal of Business and Management 16(3), 27-35.Valentine, S. R., Meglich, P. A., Mathis, R. L., & Jackson, J. H. (2020) Human resource management (16th ed.). Cengage.