Recommendations to CEO’s fostering Strategic and Theological HR best practices
Write 550 words not including the reference page regarding the following below:
Assume you have been asked to give the keynote address at a gathering of the CEOs from the companies that are part of the Business Roundtable. What will be your 3 of 4 major recommendations to the CEOs for fostering both strategically and theologically sound HR practices?
Required Sources You must use sources below as well as articles from scholarly journals. Be sure to use current APA format, and include in-text citations for the following sources: • At least 2 citations from Valentine (2020). • At least 1 citations from Hardy (1990). • At least 1 citations from Keller (2012). • At least 2 citations from related scholarly journals (e.g. Human Resource Development Quarterly, Human Resource Development Review, Human Resource Management Journal, Journal of Applied Psychology, Journal of Strategic Human Resource Management, Journal of Biblical Integration in Business, Christian Scholars Review), 1 biblical reference (King James Bible) References for above: Hardy, L. (1990). The fabric of this world. William B. Eerdmans Publishing Company. Keller T., & Alsdorf, K.L. (2012). Every good endeavor: Connecting your work to God’s work. Penguin Books. Valentine, S. R., Meglich, P. A., Mathis, R. L., Jackson, J. H. (2020). Human resource management. Cengage Learning, Inc. All sources except the three listed above and bible verse have to be 2017-2022. 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
ANSWER
Recommendations to CEOs fostering Strategic and Theological HR best practices
The workforce is the backbone of any company. It is thus, evident that human resources are the most important aspect, department, and practice within any organization. Human resource is a critical part of any organization or firm (Wright & Ulrich, 2017). Without the human resources department, no organization would function effectively as there would be a lack of a sense of decorum, and the workforce in the organization would not have a direct line to the management team. The human resource practices of a company determine its failure or success. The HR department has a responsibility to ensure the goals and objectives of the company align with the strategic HR practices (Boon et al., 2018). The strategic HR practices include recruitment and selection, training and development, and compensation and benefits. The HR department acts as both the ambassador for the company and an ambassador for the employees. It is the intermediary between employees and their employers. It is thus, important for the HR department to have sound strategic practices.
Strategic human resource management aims to advance innovation and competitive advantage. This means that the recruitment process should be free and fair. According to Keller (2012), it is important to honor God in one’s work. this means that the HR department can foster a theological approach by ensuring they have picked out the best candidates for the positions that are open without bias. Being free and fair in the recruitment process fosters an honest working environment that is filled with integrity(Delery & Roumpi, 2017). By doing so, the HR department will have selected the best candidates and those that align with the company objectives, and they will also have instilled a culture of integrity and honesty within the recruited members of the company. They will have also honored God in their work and, thus, they will have avoided the extreme negatives.
The HR department is also responsible for training and development. When recruits are added to the company they need to be trained to be at par with the requirements of the company. This is a strategic move by HR to ensure that the workforce is competitive and the company does not lag. According to Hardy (1990), work turns human beings into God’s representatives in this world. This means at as God’s representatives, it is important for them to be good at what they do. In this case, the HR department needs to foster a godly working environment by ensuring the recruits are well-trained to ensure that they are representing God in their work. According to Keller (2012), God was the first worker. In Genesis chapter 1, God looked at his work on the 7th day and, everything was beautiful.
Compensation and benefits are another important aspect of the HR department. Well-paid employees are more efficient and productive. According to Valentine et al. (2020), compensation is another crucial part of strategic planning for the HR department. If the employees are not compensated for their work, the company is going to lose them to their competitors. If they do not leave they will not be motivated to keep working. Poorly compensated employees produce poor work. it is, therefore, vital for the HR department to ensure that the workforce is fairly compensated for their work and they receive benefits to keep them motivated. One strategic method of keeping employees in the company is keeping them satisfied with the compensation. It is also Godly to ensure that employees are paid for their labor.
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
Delery, J. E., & Roumpi, D. (2017). Strategic human resource management, human capital, and competitive advantage: is the field going in circles?. Human Resource Management Journal, 27(1), 1-21. https://doi.org/10.1111/1748-8583.12137
Hardy, L. (1990). The fabric of this world. William B. Eerdmans Publishing Company.
Keller T., & Alsdorf, K.L. (2012). Every good endeavor: Connecting your work to God’s work. Penguin Books.
King James Bible
Valentine, S. R., Meglich, P. A., Mathis, R. L., Jackson, J. H. (2020). Human resource management. Cengage Learning, Inc.
Wright, P. M., & Ulrich, M. D. (2017). A road well traveled: The past, present, and future journey of strategic human resource management. Annual Review of Organizational Psychology and Organizational Behavior, 4, 45-65. https://doi.org/10.1146/annurev-orgpsych-032516-113052
