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Discussion Thread: The Future of HR
Founded in 1972, the Business Roundtable is a lobbying firm and non-profit association
comprising more than 200 American-based Chief Executive Officers (CEOs) representing one-
quarter of American workers and donating billions of dollars in charitable contributions. The
Business Roundtable and its members work to develop policies to support the health and
expansion of the United States economy. According to the Business Roundtable website (2024),
they work diligently on various topics of concern, including corporate governance, education and
workforce, energy and environment, health, retirement, immigration, infrastructure, smart
regulation, fiscal policies, technology, and international trade.
Improve Relationships
Three key elements influence an individual's performance: their capabilities, the effort
they exert, and the support they receive from the organization (Valentine et al., 2020).
Employees who perceive that their CEOs are genuinely concerned for their welfare through
establishing social bonds and catering to their mental needs are likely to be more engaged. It can
be argued that a CEO's role inherently involves forming relationships with others, which is
integral to their professional calling (Hardy, 1990). The initial advice is for CEOs to evaluate the
proportion of time they allocate to resolving operational or business issues versus the time spent
engaging and uplifting their workforce. The CEOs are responsible forging genuine connections
with their staff and sharing a compelling vision that illustrates their work's significance in
contributing to society's welfare. In today's advanced technological environment, individuals
seek to be part of something that has meaning. By assessing how CEOs enhance relationships,
they can significantly contribute to developing HR practices that are strategically sound, aligned
with theological principles, and productive (Forner et al., 2021; Hardy,1990).
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Accountability
Job satisfaction and morale are complex topics, yet nothing undermines an organization
more than a lack of high standards and accountability for meeting those standards, whether it
concerns performance, values, behavior, or value delivery. Valentine et al. (2020) highlight that a
workplace fostering fair policies, justice, ethical conduct, teamwork, and a positive culture is
well-positioned to boost employee morale. A structured accountability system, such as
performance evaluations, is crucial within organizations. When aligned with the organization's
performance objectives, these evaluations are vital for business success (Garengo et al., 2022)
and fall under the purview of CEO responsibilities. Defining and communicating the success
criteria is essential in shaping the organizational culture. However, this process can also lead to
the creation of false idols and a competitive environment for status and power, and the concept
of accountability can be intimidating (Keller & Alsdorf, 2012). CEOs must ensure that their
success measures encompass corporate goals and value-based behaviors. For instance, shifting
the focus from individual to team performance can foster team trust. Moving from a focus on
individual achievements to collective team performance places greater emphasis on building
trust among team members (Hafeez et al., 2022). This second piece of advice suggests that CEOs
should examine their accountability frameworks to ensure they align with their mission and the
principles of the Business Roundtable. Conducting a thorough and immediate review of these
systems is recommended.
Conclusion
The Bible states that a nation will fall if it lacks guidance. However, its advisors can lead
it to victory (NIV Bible 1978/2024. Proverbs 11:14). Although the Bible verse refers to a nation
or country, the concept can also be applied to an organization. The CEOs and executive teams
FUTURE OF HR 4
must see themselves as the leaders and advisors of the nations that are their organizations. Their
ability to bring an organization into a cohesive unit is critical for long-term success. This can be
accomplished partly by ensuring that systems are in place to hold people accountable for
performance and building trust (Hafeez et al., 2022). Also, Leaders must build relationships with
employees and ensure that the organization’s vision is well communicated and policies and
practices are aligned with theological principles (Forner et al., 2021; Hardy,1990).
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References
Business Roundtable (2024). Businesroundtable.com. Retrieved May 10, 2024 from,
https://www.businessroundtable.org/about-us
Forner, V. W., Jones, M., Berry, Y., & Eidenfalk, J. (2021). Motivating workers: How leaders
apply self-determination theory in organizations.Organization Management
Journal,18(2), 76-94.Jhttps://doi.org/10.1108/OMJ-03-2020-0891
Garengo, P., Sardi, A., & Nudurupati, S. S. (2022). Human resource management (HRM) in the
performance measurement and management (PMM) domain: A bibliometric
review.International Journal of Productivity and Performance Management,71(7),
3056-3077.Jhttps://doi.org/10.1108/IJPPM-04-2020-0177
Hafeez, S., Bhatti, S. H., & Zaman, U. (2022). Examining the effect of high‐performance human
resource practices on team performance in development sector projects: Mediating role of
trust.Journal of Public Affairs,22(1), n/a.Jhttps://doi.org/10.1002/pa.2375
Hardy, L. (1990). The fabric of this world: Inquiries into calling, career choice, and the design
of human work. Wm. B. Eerdmans Publishing Co.
Keller, T., & Alsdorf, K. L. (2012). Every good endeavor: Connecting your work to god's work.
New International Version Bible. (2024). Https://Biblegateway.com. (Original work published
1978)
Valentine, S. R., Meglich, P. A., Mathis, R. L., & Jackson, J. H. (2019). Human resource
management (16th ed.). Cengage Learning.
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