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Discussion Thread: Introducing HR and Christian Worldview
Human Resources (HR) plays a critical role in many organizations. Its primary purpose is
to develop and manage the organization’s greatest asset, its people. HR professionals are crucial
in promoting a flourishing work environment, supporting the organization's strategic goals, and
ensuring compliance with employment laws. The Big Picture, as discussed in Every Good
Endeavor, discusses the significant connection between the concept of work and the glorification
of God (Keller & Alsdorf, 2012). The Christian worldview, rooted in the teachings of Jesus
Christ, provides a unique lens through which HR professionals can approach their work. A
Christian worldview can influence company policies and best practices regarding diversity,
equity, and inclusion. Furthermore, when it comes to leadership roles, researchers have found
that a leader’s virtuous behavior positively affects their subordinates' job satisfaction, work
engagement, and effectiveness (Hendricks et al., 2020).
Keller’s Big Picture Thinking
In Every Good Endeavor, Keller and Alsdorf (2012) emphasize the importance of big
picture thinking and argue that having a broader perspective is crucial for success and fulfillment
in work and professional pursuits. Big picture thinking involves looking beyond our immediate
work tasks and goals. It considers how work fits into the larger context of society and our lives
(Keller & Alsdorf, 2012). This type of thinking allows employees to see the purpose and
meaning behind their work and helps us make decisions that align with organizational values and
goals. One of the important benefits of big picture thinking is that it helps avoid being overly
focused on external validation and short-term goals (Keller & Alsdorf, 2012). Instead, one can
prioritize what truly matters and make choices that contribute to overall well-being and a sense
of purpose.
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Keller and Alsdorf (2012) argue that big-picture thinking enables employees to navigate
the complexities and challenges of the modern workplace more effectively. By understanding the
larger systems and dynamics, we can identify opportunities, anticipate obstacles, and make
strategic decisions that lead to long-term success. The authors also emphasize integrating our
work with our faith and values. They argue that big-picture thinking allows us to see our work as
part of a more extensive calling and enables us to use our talents and skills to impact the world
positively (Keller & Alsdorf, 2012). Proverbs 22:29 states, "Do you see someone skilled in their
Work? They will serve before kings; they will not serve before officials of low rank" (NIV Bible,
1978/2017). This scripture exemplifies how the authors integrate faith and values into their work.
By cultivating this mindset, we can gain clarity, purpose, and fulfillment in our work and make a
meaningful contribution to our organizations and society.
Resonation with Hardy’s Introductory Thoughts
Hardy takes a broader approach to the topic by examining the relationship between
calling, career choice, and the design of human work. Hardy explores the concept of vocation,
suggesting that individuals have a unique calling or purpose that aligns with their skills, passions,
and values (Hardy, 1990). He encourages readers to reflect on their motivations and aspirations
when making career choices, emphasizing the significance of finding work that aligns with one's
sense of calling. For example, in the Bible, God calls Moses to lead the Israelites out of Egypt
(NIV Bible, 1978/2017). Similarly, Hardy suggests that individuals should take the time to listen
to their inner voice and heed its callings to find fulfillment in their work (1990). Hardy traced the
history through the Renaissance period when work served as a means of justification and
expression of faith (1990). He argues that this perspective has been slowly lost in modern society
and reminds us that work can and should be more than a means of survival. Keller, Alsdorf, and
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Hardy provide preliminary thoughts on the intersection of work and spirituality (2012, 1990).
While Keller and Alsdorf focus on integrating faith into the workplace, Hardy explores the
broader concept of vocation and the importance of aligning one's career to one's calling. By
engaging these texts, one can gain valuable insights into how to find purpose, meaning, and
fulfillment in one's work and ultimately connect one's professional endeavors to a higher calling.
Strategic Human Resource Management
Businesses integrate HR into their strategic plans to ensure they can attract, retain, and
develop the best talent for their organizations (Meyer & Xin, 2017). Strategic Human Resource
Management (SHRM) is a proactive approach that aligns HR practices with organizational goals
and objectives (Valentine et al., 2019). This ensures that the organization can hire the most
qualified employees and provides them with the necessary training and development to
maximize company performance. Implementing effective HR strategies allows organizations to
gain a competitive edge and optimize their success.
Talent Acquisition and Recruitment
Effective talent acquisition and recruitment strategies are essential for organizations to
attract and hire the best candidates (Palshikar et al., 2018). Implementation involves identifying
organizational needs, identifying potential candidates, conducting assessments and interviews,
and making informed hiring decisions. By employing robust recruitment practices, Organizations
can minimize turnover, enhance employee engagement, and build a skilled and diverse
workforce (Valentine et al., 2019). Additionally, implementing innovative recruitment methods,
like artificial intelligence tools and social media platforms, can help streamline hiring.
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Employee Development and Training
Employee development and training are essential for enhancing workforce skills,
abilities, and knowledge. Organizations prioritizing employee development create a continuous
growth and learning culture, improving job satisfaction and performance (Valentine et al., 2019).
Implementation of training and development encompasses various training methods, such as
mentoring programs, on-the-job training, e-learning platforms, and workshops. Organizations
can promote a skilled and motivated workforce by allowing employees to acquire new skills and
develop their full potential (Meyer & Xin, 2017).
Conclusion and Biblical Integration
HR and Christian worldviews intersect in several ways. Christian HR professionals seek
to create an environment that reflects Biblical teachings, treating employees with dignity,
respect, and fairness (Bocarnea et al., 2018). They also encourage the spiritual well-being of
employees and promote diversity, equity, and inclusion. Matthew 7:12 states, “So in everything,
do to others what you would have them do to you, for this sums up the Law and the Prophets”
(NIV Bible, 1978/2024). Also known as The Golden Rule, the scripture emphasizes the
importance of treating others with kindness and respect and being just and fair in decision-
making. Christian HR professionals aim to create a workplace that promotes personal and
organizational growth by integrating their faith into their professional roles (Bocarnea et al.,
2018).
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References
Bocarnea, M. C., Henson, J. D., Huizing, R. L., Mahan, M. L., & Winston, B. E.
(2018).NEvaluating employee performance through christian virtuesN(1st ed.). Palgrave
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Hendriks, M., Burger, M., Rijsenbilt, A., Pleeging, E., & Commandeur, H. (2020). Virtuous
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Keller, T., & Alsdorf, K. L. (2012). Every good endeavor: Connecting your work to god's work.
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