Business Studies

Reply must be a paragraph long of at least 275 words or more not including references which should supported by citing at least 2 peer-reviewed journal articles between 2017-2021 and 1 citation from the below 2 citations and a biblical reference. Your reply must be in current APA format and must include a reference list. Make sure that you are adding new and relevant information with each reply. Reference sample make sure to include DOI-Drollinger, T., Comer, L. B., & Warrington, P. T. (2006). *MUST HAVE BIBILICAL Reference
• 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.
Discussion to reply to:
Exploring Job Design, Staffing, and Christian Worldview

Vocation and Divine Economy

Two conceptualizations of vocation and the “divine economy” that Hardy specifically connects with the main job design and employee engagement/retention concepts described by Valentine are vocation choice and service to the community with our chosen vocation. According to Hardy (1990), reliable vocation selection consists of finding my talents and abilities and where my abilities will be better applied. He added that a responsible career choice is necessary so we may be wholly committed to the idea that we can perform our talents and abilities. Human Resources support this choice by implementing job analysis. Valentine et al. (2021) wrote that the competency approach to job analysis identifies the main individual characteristics that make individuals successful in their responsibilities. They added that competencies are unique capabilities liked to enhance performance.

Once we find our vocation, we have to apply it to benefit the community. Hardy (1990a) wrote that work as a social service is almost never brought up as cooperation to the welfare of the human community. He added that this contribution is as significant as the original concept of vacation as the use of talents and abilities. Our chosen vocation is to be applied in a workplace where we are happy. Even if we find the vocation that makes us happy, we will leave if the environment is not ideal. Valentine et al. (2021a) wrote that the relationship between employees and employers is affected by Human Resources practices, supervisors, and the firm’s expectations. They added that they could influence the relationship with the phycological contract, job satisfaction commitment, engagement, and loyalty. These are important factors that supervisors and HR must concentrate on to avoid negative results from low performance or absenteeism.

Implications of Recruiting and Selecting Employees

The textbook mentions internal and external sources to strategically recruit and select employees. Valentine et al. (2021b) wrote that some HR-practice positive repercussions of strategically internally recruiting and selecting employees are, improve morale of employees, it provides more accurate performance history, lowers recruiting costs, offers hope and motivation to employees, facilitates succession planning for future promotions and career development, improves organization fit for current employees understand company’s culture, hierarchy, and policies. Bertheau (2021) found a positive relationship between on-the-job instruction and the occurrence of a search for internal aspirants. He also found that these findings indicate that increasing specific human capital is essential for internal hiring. As for external positive effects of recruiting and selecting employees externally, Valentine et al. (2021c) wrote that new employees bring new perspectives, training new hires could be less expensive, new hires may have less internal political issues, new hires might bring new industry insights and expertise, and lastly potentially be able to choose from a large pool of applicants.

Conclusion

HR has an active involvement between individuals and their spiritual fulfillment found in work. Whether in choosing a vocation or applying our gifts, Human Resources supports both. Hiring internally or externally have benefits; however, support from management and HR is needed. Hong (2020) wrote that hiring externally is not all that is necessary to affect the outcome—in addition; companies must also enable outside hires with sufficient authority to convert their expertise into performance. Individuals need support in all cycles of their careers, from hiring until retirement. This support makes HR more related to our spiritual fulfillment.