STRATEGIC HR AND EMPLOYMENT LAW 2
Christian Worldview in Strategic HR and Employment Law Assignment
From a Christian perspective, work holds profound significance as a means for God to
renew His work and care for society. From a global and cultural perspective, the religious factor
in work plays a vital role in work and art (Parada López de Corselas & Vela-Rodrigo, 2021).
Understanding that work does not define a person’s identity or self-worth is crucial. It is not
merely a tool to amass wealth for personal happiness but a profound way to serve God by
serving others. There is a connection between professional work practices and the Christian faith,
especially within human resources (HR).
The effect of Christian principles when integrated with HR concepts is discussed. The
first section delves into Keller and Alsdorf’s concept of work as having two distinct purposes:
"cultivation" and "service." It explores how these purposes, aligned with Christian values, can
revolutionize business practices, especially in HR. Lee Hardy’s opening Apocrypha quote
reveals how a theological context can infuse Christian perspectives and values into an
organization's use of human resources. It emphasizes human stewardship and value on both sides
and scrutinizes HR's role.
The paper's third section underscores the potential of Christian ethics to enhance fairness,
justice, and equity in the workplace. It compares traditional and contemporary approaches in
human resources, highlighting how Christian perspectives can positively influence these
approaches. It also discusses how ethical business practices can be enhanced by Christian
principles, demonstrating how they can lead to a better understanding of HR roles in achieving
organizational goals and improving the welfare of employees. The significance of Christian
principles in developing and implementing HR-related statutes, especially those about Equal
Employment Opportunity (EEO) and labor-management law, are also discussed.
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Cultivation and Service
Keller and Alsdorf (2012) suggest that work is a significant part of what God has called
man to do in the world. The concept of work can be divided into cultivation and service.
Cultivation is how man is called to work as stewards of God’s creations. The Bible describes
how God set man to work and keep the garden (NIV Bible, 1978/2024, Genesis 1). Cultivation is
a kind of work that uses the resources man is given to improve the culture, organization, and
nature of the world (Keller & Alsdorf, 2012). They define service as a vocation or man’s calling
to bring God’s will to society. Keller and Alsdorf (2012) also refer to the fact that the concept of
a vocation once meant work that one was called to do by someone else, usually in service to
others. Through labor and work, God’s children are called to meet the needs of others and
contribute to the benefit of society and mankind. Work should be viewed as a way to serve God
and others; Christians should consciously choose both intentionally.
For Christian business practitioners, cultivation and service are theoretical ideas and practical
principles that can shape a company's culture. Leaders can align strategies with God’s calling to
work when formulating the organization's mission and goals. This alignment is a powerful
testament to the Christian faith through business, demonstrating how faith can be integrated into
the workplace.
Christian human resource practitioners should develop strategies to support employees'
personal and professional growth and focus on ethical responsibilities. Keller and Alsdorf’s
(2012) perspective of "cultivation" and "service," which is aligned with the teachings of the
gospel, indicates that work is not only a heavenly calling but also a way for man to engage and
experience God's love and purpose for His children. A strategy that emphasizes work as an
essential component of service and stewardship, Keller and Alsdorf’s interpretation of work
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offers a different perspective on how organizations can incorporate change within daily routines
and improve communities. By incorporating Christian principles, organizational leaders may be
able to attract and retain employees who are more engaged and dedicated to the organization.
Integrating Christian tenets into HR practices can benefit the organization and lead to personal
growth and fulfillment for the practitioners.
Hardy’s Opening Quote
Ecclesiasticus 38:34 emphasizes the value of man’s work and that man’s prayer offerings
serve as a unified force (Hardy, 1990). Lee Hardy uses this scripture as the introduction to his
book. The scripture emphasizes the significance of man's calling and using his skills and abilities
to serve others. The book of Genesis states that God created man in his image, and he blessed
and directed man to use his abilities in a way that will be fruitful and suitable for the land (NIV
Bible 2024/1978, Genesis 1:27-28). These scriptures provide insight that can give leaders ideas
to incorporate Christian principles within a business organization.
HR practitioners must treat employees fairly and respectfully to benefit the community and
the organization. These principles underscore valuing everyone’s contribution and worth,
fostering a workplace culture of respect and dignity. As God’s creation, man was entrusted with
the responsibility of stewarding the land; this is the basis for man’s inherent value.
Applying and integrating Christian principles with HR policies helps develop a workplace
culture that supports employee development and well-being. This means that organizations need
leadership, ethical strategies, and practices that are intentional in serving and supporting
employees. Hardy (1990) states that man should use his gifts for good. Work should not be a
means to an end; instead, man should use his talents and skills to serve his neighbors and
STRATEGIC HR AND EMPLOYMENT LAW 5
contribute to the land. Leaders and HR practitioners should use their talents and skills to
empower employees to grow and further contribute to the organization's success.
Traditional vs. Contemporary HR
Bonilla-Chaves and Palos-Sánchez (2023) stated that effective human resource
management (HRM) is crucial for corporate success in the competitive business world. HRM has
changed from dealing primarily with administrative and personnel services to a strategic function
crucial for success. The development cycle includes the organization's growth, development, and
sustainment (Best & Yalezo, 2023). The next level in HRM that organizations are transitioning
to is strategic human resource management (SHRM). SHRM emphasizes the deployment of
human resources and accountability in the workplace. During the transition to SHRM, managers
have identified HR functionality and workforce support as areas to be concerned about.
HR Functionality
Historically, the HR department functioned as a reactive support department in charge of
ensuring workers got paid, handling benefits, adhering to labor laws, handling problems, and
carrying out corporate policies. However, HR has evolved into a strategic and contemporary role
that goes above and beyond these duties and becomes a vital strategic business partner within the
company. HRM significantly enhances an organization's strategic and competitive edge by
efficiently managing employees through talent management, succession planning, leadership
development, and decision-making.
Workforce Support
The modern strategic business environment has transformed the transactional relationship
between employees and HR, where HR hired people solely so the organization could continue to
operate and workers fulfilled their duties, to a partnership where both parties are aligned to help
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support organizational goals. Good employee engagement indicates that employees are involved
in their organization and directly affects productivity, performance, and retention. These
examples emphasize the significance of HRM’s role in developing a positive and professional
workplace.
In the book of Isaiah, God calls upon man to practice fairness and justice and support
each other, a calling that HR practitioners should also follow (NIV Bible 1978/2024, Isaiah
61:8). From a Christian perspective, this concept originates in the book of Genesis, which
emphasizes that mankind was created in God’s image and that people are called to work in the
context of respecting and caring for one another and the world (NIV Bible 1978/2024, Genesis
1:27-28). The strategic view of HR aligns with this concept as it helps employees use their gifts
and skills and assists them in improving their skills through training and development that will
also help the organization achieve its mission and goals.
Labor Management
Christianity's core values of justice, equality, and hard work align with labor management
laws and the Equal Employment Opportunity (EEO) Act. These statutes require employers to
ensure that people are treated equally based on job requirements and qualifications, regardless of
race, age, sex, disability, or religion. The Civil Rights Act established the EEO to ensure equal
employment opportunities without considering a person’s age, race, religion, sex, or gender
(Valentine et al., 2019).
EEO laws guarantee that organizational policies are established to promote equitable and
fair talent acquisition and increase diversity in the workplace. EEO principles align with
Christian principles that teach not to judge people based on their background, appearance, and
beliefs but teach love, fairness, and justice (NIV Bible 1978/2024, Romans 2:1–3). EEO laws
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prohibit organizations from discriminating against people based on their characteristics, such as
race, sex, disabilities, and religion.
The implementation and support of diversity, equity, and inclusion (DEI) principles in
organizations is a critical component of labor management and EEX statutes, which aim to
promote and encourage workplace equity and fairness (Olusanya, 2023) and positively impact
company culture by reducing unconscious bias and discrimination. Labor management also
provides guidelines for HR management to facilitate fair negotiations and resolve disputes
between management and employees. This practice aligns with the Christian principles of
promoting harmony and peace. God commands man to pursue peace and justice, honor God, and
respect human dignity (NIV Bible 1978/2024, Psalms 82:3). Organizations must stay current on
the most recent rules, regulations, and laws. HR managers conduct regular training, audits, and
policy reviews to ensure compliance (Valentine et al., 2019).
Conclusion
Transitioning from legacy HR practices to contemporary strategic practices has ensured
that people and ethical issues are linked, developing organizational policies and practices that
align with Christian principles. Christian HR practitioners play an essential role within
organizations, combining effective HR practices with Christian principles. Leaders can promote
human dignity and create a better work environment by understanding that work is, in part,
cultivation and service. By developing a work environment where employees work within the
concepts of cultivation and service, they can serve God through serving their customers and
communities.
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References
Best, A., & Yalezo, B. (2023). The evolution of human resource management: From essential
services to strategic planning, sustainability, and technology.Gender & Behaviour,21(1),
21435-21448.
Bonilla-Chaves, E. F., & Palos-Sánchez, P. R. (2023). Exploring the evolution of human
resource analytics: A bibliometric study.Behavioral Sciences,13(3),
244.Mhttps://doi.org/10.3390/bs13030244
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)
Olusanya, E. O. E. (2023). Workplace diversity, equity, inclusion.Journal of Business
Diversity,23(4), 14-23.Mhttps://doi.org/10.33423/jbd.v23i4.6615
Parada López de Corselas, Manuel, & Vela-Rodrigo, A. A. (2021). Cultural hybridization in
Christian china: The art of cloisonné at the service of god.Religions (Basel,
Switzerland ),12(12), 1103.Mhttps://doi.org/10.3390/rel12121103
Valentine, S. R., Meglich, P. A., Mathis, R. L., & Jackson, J. H. (2019). Human resource
management (16th ed.). Cengage Learning.
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