Introducing HR and Christian Worldview

Discussion must be at least 550 words or more not including references which should supported by citing at least 3 peer-reviewed journal articles between 2017-2022 for each reply and a biblical reference plus the 5 references below. Discussion must be in current APA format and must include a reference list. Reference sample make sure to include DOI-Drollinger, T., Comer, L. B., & Warrington, P. T. (2006). Development and validation of the active empathetic listening scale. Psychology & Marketing, 23(2), 161-180. https://doi.org/10.1002/mar.20105
What is your response to Keller’s big-picture thinking?
Keller presents concepts of work in different perspectives: design, dignity,
cultivation, and service.
Use these as reference plus another scholarly reference:
We are told in Gensis 1-28, to “fill the Earth and subdue it.” Keller points out that “we need work itself to survive and live fully human lives” (Keller & Alsdorf, 2012, p.24).

Keller tells us that our job is to “bring order out of chaos” (Keller & Alsdorf, 2012, p.48).

How does this resonate with Hardy’s introductory thoughts?
Hardy, and Keller have similar approaches to work. Keller interprets work in four different perspectives which are design, dignity, cultivation, and service. In Hardy’s introduction it tells us that there is individualism which comes in the forms people who work for personal gain as in financial gains and others who decide to just bow out. (rewrite this paragraph in your own words)

Use these as reference plus another scholarly reference:
Hardy says, “that our self-knowledge depends on our knowledge of God.” (Hardy, 1990, p.xvii).

What are 3 related implications for the role of human resources (HR) as a strategic function in any business?

Use these as reference plus another scholarly reference:

Human capital is the collective value of the capabilities, knowledge, skills, life
experiences, and motivation of an organization’s workforce. (Valentine, Meglich, Mathis, Jackson, 2020, pg. 29).

Strategic human resource management refers to the use of practices to gain or keep a competitive advantage by aligning individual employee performance with the organization’s strategic objectives (Valentine, et al, 2020, pg. 65).

References:
Keller, T., & Alsdorf, K. (2012). Every good endeavor: Connecting your work to God’s work. New York, NY: Penguin Books.
Hardy, Lee (1990). The fabric of this world. Inquires into calling, career choice, and the design of human work. WM.B. Eerdmans Publishing Co, Grand Rapids, MI

ANSWER

Introducing HR and Christian Worldview

Keller’s big picture is a great idea as it ensures that employees are placed at the core of the problem–solving process. The big-picture theory is a representation of how organizations and individuals should view work. They should view as something that God designed for human beings to do. This is also evident as God told human beings to cultivate the earth in Genesis after they were kicked out of the Garden of Eden. God designed work for human beings to give them dignity. After man and woman were kicked out of the garden, they were given work to fend for themselves and to provide them with dignity so that they did not starve. When we work, we serve God through the work that we do. For example, when people choose different professions, such as being a doctor, they serve people and God by providing scientific help and helping other human beings deal with their disease symptoms.

According to Keller (2014), order is brought out of chaos through work. It is true different professions in the world today create something beautiful out of a chaotic world. From the beginning of life, I designed the work done by different professions to bring order. According to Hardy, there is a form of individualism that comes out of the different reasons why people work. For example, there are people who work in certain fields because they love what they do, and others choose to work because of the money they make out of it. According to Hardy (1990), we understand ourselves depending on how we understand God. If we do not understand God, we do not understand ourselves. If we understand God, then we understand ourselves, and we use the work that we do as a service to others and to glorify God.

The implications to the HR function include utilizing the human capital. That means the human resource department ensures that the different departments have the right people for the job and that employees are engaged. HR also ensures that people are satisfied with their jobs and an impressive bottom line (Boon et al., 2018). Human capital involves the organization’s values, capabilities, knowledge, and skills. The role of the HR department is to ensure the people employed in the company are utilizing their capabilities and that they are using their talents to benefit the company. The HRD is also responsible for getting employees whose values align with those of the company.

When recruiting employees, the human resource department ensures that the people being recruited understand the culture of the company. This is to ensure that the culture of the company aligns with the values of the new employee. Human capital cannot be utilized if the values of an employee and the company clash (Tesema et al., 2020). If the culture of the company is not satisfactory to an employee, they are likely going to be unsatisfied with the job, which leads to poor performance. The role of HR is to ensure that this does not happen and the right people are employed (Marler & Boudreau, 2017). The human resource department is responsible for ensuring that the people in the company are passionate about their jobs, and that is their calling. They do this by vetting different candidates until they find the right fit for the company. God uses the HR department to place different people in their different callings.

References

Boon, C., Eckardt, R., Lepak, D. P., & Boselie, P. (2018). Integrating strategic human capital and strategic human resource management. The International Journal of Human Resource Management, 29(1), 34-67. https://doi.org/10.1080/09585192.2017.1380063

Hardy, L. (1990). The fabric of this world: Inquiries into calling, career choice, and the design of human work. Wm. B. Eerdmans Publishing.

Keller, T. (2014). Every good endeavor: Connecting your work to God’s work. Penguin.

Marler, J. H., & Boudreau, J. W. (2017). An evidence-based review of HR Analytics. The International Journal of Human Resource Management, 28(1), 3-26.

https://doi.org/10.1080/09585192.2016.1244699

Tessema, M. T., Abraham, K., Han, J., Bowe, M., & Bug, T. (2020). Technology-Based Recruitment and Selection Approaches of an American Multinational Company (AMNC): Practical Implications. International Journal of Human Resource Studies ISSN 2162-3058 2020, 10(3), 10. https://doi.org/10.5296/ijhrs.v10i3.17082

The Bible. The authorized King James Version