Three Implications for the Role of Human Resources
Ryan Hart
I have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to Ryan Hart.
Human Resource Management Design / Overview
In order to fully understand and appreciate the critical role Human Resource Management can play within an organization, it is first important to highlight its underlying design and/or purpose. For example, according to Valentine et al. (2020), Human Resource Management, by definition, “is designing formal systems in an organization to manage human talent for accomplishing organizational goals” (p. 4). Furthermore, from a Christian worldview perspective, it is also noteworthy that work, in all reality, is inherently an integral part of God’s omnipotent and omniscient plan for mankind; that is, work—in many ways—is “foundational to our makeup” (Keller, 2012, p. 24). Hence, there are overarching themes and lessons from Keller’s (2012) perspective, which are applicable in modern-day business practices, especially as it concerns Human Resource Management. Moreover, as Hardy (1990) also references and stresses, “work is undeniably one of the chief integrators of persons in our society” (p. 6). For these reasons listed above, work is intrinsically linked to humanity and organizations today—both in a spiritual and physical sense.
Three Implications for the Role of Human Resources
First of all, one way in which human resources are strategically connected with achieving long-term business objectives or goals can be found in the manner in which they facilitate or produce value; thus, holding an organization together via cohesiveness (Valentine et al., 2020). Secondly, in providing a service or product, such a workforce of empowered employees—over the course of time—can ensure the organization is both productive and competitive within its respective market/sector (Valentine et al., 2020). Thirdly, given the fact that employees can offer up unique skills and knowledge, human resources can, in fact, generate or realize innovative strategies and frameworks to help improve existing methods of doing business; for example, “innovation is the process whereby new ideas are generated that create value for an organization” (Valentine et al., 2020, p. 10). All-in-all, the three implications emphasized above can only be carried out as a result of human resources, particularly as it relates to their knowledge, abilities, training, and innovative ideas (Valentine et al., 2020). In other words, a business/organization is comprised of the employees or workforce that carries out work; consequently, they are a direct reflection of what can ultimately be realized and accomplished.
The Value of Human Resources / Biblical Integration
It is also worth mentioning that human resources, along with the systems/tools that help management a workforce, can positively impact and influence areas such as performance and productivity for an organization/business (Ferraris et al., 2019). Therefore, other elements and factors such as training, development, talent, and empowerment can affect an organization and its strategic frameworks as well (Valentine et al., 2020). Similarly, in terms of relationships and how employees are treated, yet another significant finding or aspect that needs to be taken into consideration entails ensuring the well-being of employees; that is, according to Guest (2017), “organisations are likely to benefit from a focus on well-being in terms of both enhanced performance and reduced costs” (p. 34). Therefore, suitably managing, supervising, and leading employees is of the utmost importance, largely to ensure their needs and cares are adequately taken care of and addressed.
Even from a biblical perspective, the value and requirement to treat others fairly and respectfully is a reoccurring theme; that is, the New Testament provides the following guidance: “Be kindly affectioned one to another with brotherly love; in honour preferring one another” (King James Bible, 1769/2017, Romans 12:10). Thus, service and charity—within a larger context of work and commitment—are vital during day-to-day life, particularly under a Christian worldview. For example, “Christians should be aware of this revolutionary understanding of the purpose of their work in the world” (Keller, 2012, p. 56). Finally, such a Christian perspective today—as it relates to human resources—is extremely worthwhile and advantageous for businesses and organizations, mainly in that it helps foster environments of trust and mutual respect.
References
Ferraris, A., Erhardt, N., & Bresciani, S. (2019). Ambidextrous work in smart city project alliances: Unpacking the role of human resource management systems. International Journal of Human Resource Management, 30(4), 680-701. https://doi.org/10.1080/09585192.2017.1291530
Guest, D. E. (2017). Human resource management and employee well?being: Towards a new analytic framework. Human Resource Management Journal, 27(1), 22-38. https://doi.org/10.1111/1748-8583.12139
Hardy, L. (1990). The Fabric of this World: Inquiries into Calling, Career choice, and the Design of Human Work. William B. Eerdmans.King James Bible (2017). King James Bible Online. https://www.kingjamesbibleonline.org (Original work published 1769)
Keller, T. (2012). Every Good Endeavor: Connecting Your Work to God’s Work. Dutton/Penguin Group.Valentine, S. R., Meglich, P. A., Mathis, R. L., & Jackson, J. H. (2020). Human Resource Management (16th ed.). Cengage.
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