Strategic HRD Research proposal
Write a 4,000-word paper that includes the following sections:
1)Substantive and compelling articulation of the current HRD
theory/practice problem, related need for further research, and
related Christian worldview implications/drivers.
2)Literature Review: Synthesize a review of the most salient
literature related to the proposed research need/topic.
3)Proposed Research Methodology: Delineate a methodologically
and theoretically sound approach for investigating the proposed
research need/topic.
4)Envisioned HRD Theory/Practice Contribution: Provide a
compelling, yet appropriately realistic, articulation of the envisioned
impact that the proposed research project output will have on the
evolving state of HRD theory/practice.
5)Envisioned Impact on God’s World: Provide a compelling, yet
appropriately realistic, articulation of the envisioned redemptive
impact that the proposed research project output will have on the
unfolding nature of God’s world.
Required Sources
Include the following sources in your reference page, and use in-
text citations as follows:
At least 3 citations from Mello (2019).
At least 3 citations from Hardy (1990) and/or Keller (2012).
At least 10 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).
At least 3 citations from related trade/practitioner publications (e.g.
Harvard Business Review, HR Magazine, T&D Magazine,
Business Week, Wall Street Journal).
BUSI 750
Page 1 of 3
STRATEGIC HRD RESEARCH PROPOSAL GRADING RUBRIC
Student:
A to A-
B+ to B-
Failing
Synthesis of
Knowledge
(Focus/Thesis)
30%
110–117
Student exhibits a defined and clear
understanding of the assignment. Thesis is
clearly defined and well constructed to help
guide the reader throughout the
assignment. Student builds upon the thesis of
the assignment with well-documented and
exceptional supporting facts, figures, and/or
statements.
102–109
Establishes a good comprehension
of topic and in the building of the
thesis. Student demonstrates an
effective presentation of thesis, with
most support statements helping to
support the key focus of assignment.
0–101
Student exhibits a basic understanding
of the intended assignment, but the
thesis is not fully supported throughout
the assignment. While thesis helps to
guide the development of the
assignment, the reader may have some
difficulty in seeing linkages between
thoughts. While student has included a
few supporting facts and statements, this
has limited the quality of the
assignment.
Foundation of
Knowledge
20%
74–78
Student demonstrates proficient command of
the subject matter in the
assignment. Assignment shows an impressive
level of depth of student’s ability to relate
course content to practical examples and
applications. Student provides comprehensive
analysis of details, facts, and concepts in a
logical sequence.
69–73
Student exhibits above-average
usage of subject matter in
assignment. Student provides above-
average ability in relating course
content in examples given. Details
and facts presented provide an
adequate presentation of student’s
current level of subject matter
knowledge.
0–68
The assignment reveals that the student
has a general, fundamental
understanding of the course
material. Whereas, there are areas of
some concerning in the linkages
provided between facts and supporting
statements. Student generally explains
concepts but only meets the minimum
requirements in this area.
BUSI 750
Page 2 of 3
A to A-
B+ to B-
Failing
Application of
Knowledge
(Critical
Thinking
Skills)
20%
74–78
Student demonstrates a higher level of critical
thinking necessary for graduate-level
work. Learner provides a strategic approach
in presenting examples of problem solving or
critical thinking, while drawing logical
conclusions that are not immediately obvious.
Student provides well-supported ideas and
reflection with a variety of current and/or
worldviews in the assignment. Student
presents a genuine intellectual development of
ideas throughout assignment.
69–73
Student exhibits a good command of
critical thinking skills in the
presentation of material and
supporting statements. Assignment
demonstrates the student’s above-
average use of relating concepts by
using a variety of factors. Overall,
student provides adequate
conclusions, with 2 or fewer errors.
0–68
Student takes a common, conventional
approach in guiding the reader through
various linkages and connections
presented in assignment. However,
student presents a limited perspective on
key concepts throughout assignment.
Student appears to have problems
applying information in a problem-
solving manner.
Organization
of
Ideas/Format
10%
37–39
Student thoroughly understands and excels in
explaining all major points. An original,
unique, and/or imaginative approach to
overall ideas, concepts, and findings is
presented. Overall format of assignment
includes an appropriate introduction (or
abstract), well-developed paragraphs, and
conclusion. Finished assignment demonstrates
student’s ability to plan and organize research
in a logical sequence.
34–36
Student explains the majority of
points and concepts in the
assignment. Learner demonstrates a
good skill level in formatting and
organizing material in
assignment. Student presents an
above-average level of preparedness,
with few formatting errors.
0–33
Learner applies some points and
concepts incorrectly. Student uses a
variety of formatting styles, with some
inconsistencies throughout the
paper. Assignment does not have a
continuous pattern of logical
sequencing.
BUSI 750
Page 3 of 3
A to A-
B+ to B-
Failing
Writing Skill
10%
37–39
Student demonstrates an excellent command of grammar as
well as presents research in a clear and concise writing
style. Presents a thorough, extensive understanding of word
usage. Student excels in the selection and development of a
well-planned research assignment. Assignment is error-free
and reflects student’s ability to prepare graduate-level
writing for possible publication in a peer-reviewed
(refereed) journal.
34–36
Student provides an effective
display of good writing and
grammar. Assignment reflects
student’s ability to select
appropriate word usage and
presents an above-average
presentation of a given topic or
issue. Assignment appears to be
well-written with no more than 3
errors. Student provides a good
final product that covers the
above-minimal requirements.
0–33
Assignment reflects basic
writing and grammar, but
with more than 6 errors. Key
terms and concepts are
somewhat vague and not
completely explained by
student. Student uses a basic
vocabulary in assignment.
Student’s writing ability is
average but demonstrates a
basic understanding of the
subject matter.
Research Skill
10%
37–39
Student provides sophisticated synthesis of complex body
of information in the preparation of assignment. Research
provided by student contributes significantly to the
development of the overall thesis. Student cites at least 19
total sources, including at least 10 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), at least 3 citations from related
trade/practitioner publications (e.g. Harvard Business
Review, HR Magazine, T&D Magazine, Business Week,
Wall Street Journal), at least 3 citations from the course-
specific Hardy text, and at least 3 citations from the Keller
supplemental text.
34–36
Student achieves an above-average
synthesis of research, but
interpretation is narrow in scope
and description within
assignment. Student cites at least
19 total sources but does not meet
all prescribed source category
requirements.
0–33
Assignment provides a basic,
but borderline, perspective of
student’s research abilities.
Student cites fewer than 19
total sources and does not
meet all prescribed source
category requirements.
BUSI 750
STRATEGIC HRD RESEARCH PROPOSAL
Write a 4,000-word paper that includes the following sections:
1) Substantive and compelling articulation of the current HRD theory/practice problem,
related need for further research, and related Christian worldview implications/drivers.
2) Literature Review: Synthesize a review of the most salient literature related to the
proposed research need/topic.
3) Proposed Research Methodology: Delineate a methodologically and theoretically sound
approach for investigating the proposed research need/topic.
4) Envisioned HRD Theory/Practice Contribution: Provide a compelling, yet appropriately
realistic, articulation of the envisioned impact that the proposed research project output
will have on the evolving state of HRD theory/practice.
5) Envisioned Impact on God’s World: Provide a compelling, yet appropriately realistic,
articulation of the envisioned redemptive impact that the proposed research project output
will have on the unfolding nature of God’s world.
Required Sources
Include the following sources in your reference page, and use in-text citations as follows:
At least 3 citations from Mello (2019).
At least 3 citations from Hardy (1990) and/or Keller (2012).
At least 10 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).
At least 3 citations from related trade/practitioner publications (e.g. Harvard Business
Review, HR Magazine, T&D Magazine, Business Week, Wall Street Journal).
Submit this assignment by 11:59 p.m. (ET) on Friday of Module/Week 8.
Hardy, L. (1990). The fabric of this world: Inquiries into calling, career choice, and the design of
human work. Grand Rapids, MI: William B. Eerdmans. ISBN: 9780802802989.
Keller, T. (2012). Every Good Endeavor: Connecting Your Work to God’s Work. New York, NY:
Dutton/Penguin Group. ISBN: 9780525952701.
Mello, J. A. (2019). Strategic human resource management (5th ed.). Mason, OH: South-
Western. ISBN: 9781337887243.
Running head: STRATEGIC HRD RESEARCH PROPOSAL 1
Strategic HRD research proposal
Kenneth R. Sisneros, Ed.D.
Liberty University
May 23, 2019
STRATEGIC HRD RESEARCH PROPOSAL 2
Current HRD Theory/Practice Problem.
In the modern world, employees play a vital role in the success of any modern-day
business, and without them, organizational goals and objectives cannot be attained (Noe, et al.,
2017). According to Mello, (2019), employees cannot undertake their duties diligently, unless
they have the prerequisite skills and competencies needed to undertake the tasks. It is for this
reason; most organizations have adopted modern day technologies to facilitate employee
training, and to ensure that they are provided with a chance for personal and professional
development (Noe, et al., 2017). Despite the incorporation of various technologies in strategic
HRD, several issues persist in most organizations. These issues include high costs of training,
inconsistencies in performance assessments, as well as lack of enough data to facilitate learning,
and knowledge acquisition in these organizations (Li, 2016). In addressing this issue, this
proposal will explore the gaps, and current challenges hampering the smooth incorporation of
technology in strategic HRD. Once the obstacles are identified, organizations will be able to
incorporate technologies such as big data in HRD to aid in needs assessments and to facilitate
employee training and learning.
Literature Review
The incorporation of technology in strategic HRD is an issue that has been explored in
various studies. A study by Li (2016) examined how the emergence of technologies such as
cloud-based work systems, virtual teams, and telecommuting have reshaped learning within and
outside the organization. This study found out that while technology has reshaped the HRD, by
reducing the costs of training, and aiding the learning process, challenges persist in this area (Li,
2016). The study agrees with both Noe et al., (2017), and Keller, (2012), that the modern-day
workplace is sophisticated, and even employees are still trying to figure out how to be
STRATEGIC HRD RESEARCH PROPOSAL 3
productive, and remain within the confines of ethics. According to Noe, et al., (2017) that while
most organizations have incorporated technology into the strategic HRD, most of them are still
struggling to make the best out of it. According to Nasriyah et al. (2016), most organizations lack
adequate knowledge of how technologies can be incorporated in HRD. For instance, most of
them are still struggling to figure out how employee data from diverse sources can be combined
into a single file, and a meaning derived from it.
Proposed Research Methodology.
An open-ended questionnaire will be used to gather data from HR managers, especially
those in the ministry or churches. The churches will be used for the study since unlike most
organizations that are just concerned with profit-making, and the church members have a duty to
adhere to the rules of the land and to uphold values (Keller, 2012). In total, ten questionnaires
will be issues to ten managers, each comprising of ten questions.
Envisioned HRD Theory/Practice Contribution
Understanding the use of technology in HRD as well as its associated challenges will
help ensure that organizations use the techniques to their benefit. In some organizations,
employee resistance is a key issue facing the use of technology in recruiting, performance
evaluation, and training. Understanding the underlying beliefs and challenges will help solve this
puzzle and ensure that the organizations adopt modern day technologies as part of strategic
HRD.
Envisioned Impact on God’s World
The role of Christianity in the modern world cannot be ignored. When undertaking God's
work, Hardy (1990) suggests that we should do it to our level best. At all times, we should treat
STRATEGIC HRD RESEARCH PROPOSAL 4
work as a service to our neighbors, and ensure that we do it correctly (Hardy, 1990).
Understanding how we can incorporate technology in God's work can be of great help, as it
would allow us to undertake God's work with ease and efficiency. Whether it is in the ministry,
or in assisting the less affluent members of the society, technology can help us undertake our
duties with ease. As such, this proposal will have a positive impact on Christianity, as well as on
God’s world.
STRATEGIC HRD RESEARCH PROPOSAL 5
References
Hardy, L. (1990). The fabric of this world: Inquiries into calling, career choice, and the design
of human work. Grand Rapids, MI: William B. Eerdmans. ISBN: 9780802802989.
Keller, T. (2012). Every Good Endeavor: Connecting Your Work to God’s Work. New York,
NY: Dutton/Penguin Group. ISBN: 9780525952701.
Li, J. (2016). Technology advancement and the future of HRD research. Human Resource
Development International, 19(3), 189-191.
Mello, J. A. (2019). Strategic human resource management (5th ed.). Mason, OH: South-
Western. ISBN: 9781337887243.
Nasriyah, R., Arham, Z., & Aini, Q. (2016). Profile matching and competency based human
resources management approaches for employee placement decision support system (case
study). Asian J. Appl. Sci, 9(2), 75-86.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Strategic HR Outline
Abstract
Introduction
Current Human Resource Department Theory/Practice Problem
Literature Review
Proposed Research Methodology
Envisioned Human Resource Department Theory/Practice Contribution
Envisioned Impact on God’s World
Conclusion
References
Running head: THE HUMAN RESOURCE MANAGEMENT AND STRATEGIC
DEVELOPMENT 1
The Human Resource Management and strategic Development
Name
Institutional Affiliation
Date
THE HUMAN RESOURCE MANAGEMENT AND STRATEGIC DEVELOPMENT 2
Abstract
In a dynamic and competitive environment, the human resources act as significant
sources of competitive advantage in a business organization. In contemporary society, there are
current trends in the human resource development theory. Within this aspect of an organization,
several challenges have been faced. Among the ways of curbing such challenges is the inclusion
of technology and virtual teams in straightening things into their right position. The use of big
data can also help in finding solutions to human resource development issues. In terms of
research methodology, this research study will use descriptive research design that is inclusive of
the questionnaires to the selected sample size of ten respondents. Strategic human resource
development impacts a lot on God`s world. According to this research study, more research
studies should be conducted to build the human resource department with well-defined benefits,
to help in solving the perceived tensions in this organization department. The data for this
research study will be gathered from a national franchise chain in the United States of America,
which is comprised of over 300 store locations.
THE HUMAN RESOURCE MANAGEMENT AND STRATEGIC DEVELOPMENT 3
Introduction
Human resource department is a vital component of the employees` well-being in any
business organization. This department is charged with various functions including, hiring,
firing, training, payroll, benefits, as well as keeping employee records. The concept of the
strategic human development or management began in 1990s, more so with an increased
emphasis on the proactive, integrative, as well as with some value-based approaches to this
organizational department (Bratton & Gold, 2017). This concept gained competitive advantage
as a result of the global influence that has made it achieve its prominence in whatever we see in
the contemporary world. The human resource management encompasses other practices that are
specifically geared towards development, implementation, and execution of the services based
on the deliberate connection to an organization`s strategic plan. The employees are the main
strategic resources of any given organization in contemporary society. It is quite evident that
human capital must be managed for the proper execution of an organization`s strategy. The
relationship between the human resource department and the employees or even staff members
in an organization may face several challenges in the modern days in terms of strategic planning
(Collings et al., 2018). This paper will discuss and analyze the Human Resource Management,
with regard to its strategic development theory.
Current Human Resource Department Theory/Practice Problem
In the modern society, the success of most business organizations has created a stiff
worldwide competition between various business organizations (Bratton & Gold, 2017).
Theoretically, the component of Human Resource Department has emerged through various
challenges in practice. Therefore, in this department, employees face several challenges as they
THE HUMAN RESOURCE MANAGEMENT AND STRATEGIC DEVELOPMENT 4
strive to meet the specific needs of the organization. Some the challenges that affect the Human
Resource Department, in relation to People and Technology in terms of Strategic Planning may
include, among others like, workforce shortage. Research studies have shown that several
organizations suffer from a shortage of skilled labor force (Mello, 2019). Therefore, human
resource managers suffer from difficulties in locating laborers with proficient knowledge of
technology. Workforce shortage may be brought about by the economic changes in the society.
For instance, high or increase in economic growth attracts massive recruitment of employees to
meet the demands of the economy.
Therefore, training a larger number of employees may be very difficult for human
resource managers. The human resource managers must, therefore, train their selected employees
on the relevant technological concepts that can enable them to serve the best interests of the
organization (Marler & Parry, 2016). This training depends on the necessary resources in a given
organization, since some training may entail educational seminars geared towards the betterment
of an employee`s input. This brings a challenge to the human resource managers since
identifying the necessary areas where an employee should be trained and where he/she has the
best interests becomes difficult. In a real sense, the employees are seen as very important assets
in any business organization.
Additionally, there is a problem in Information Management. Information is one of the
key assets in any given business organization (Marler & Parry, 2016). Pertinent information may
include the policies and designs of a given organization. Such information should be kept as
secret as possible, since leakage of it to the competitors may pose stiff competition from other
business organizations. Human resource managers are charged with the mandate of securing any
pertinent information in an organization. Since technology is advancing, business organizations
THE HUMAN RESOURCE MANAGEMENT AND STRATEGIC DEVELOPMENT 5
also advance in their communication systems with regard to the current technology so as to meet
the strategic plans of an organization. Managing digital data may be very difficult for employees
(Armstrong & Taylor, 2014). Employees should, therefore, be trained by human resource
managers on matters pertaining to the security of information in an organization.
Additionally, the human resource department suffers from the Multigenerational
Workforce. This is whereby the age gap between the employees in society predicts diverse
values and expectations of their careers and jobs (Bratton & Gold, 2017). Therefore, it poses a
challenge for the human resource managers since the remuneration and compensation rates of
these two groups differ. This is simply because the young group of employees feels that they are
more energetic and that they are well versed with the current technological trends. Therefore,
they expect a higher salary that some organizations will not accommodate.
This department is an essential asset of a business organization, and therefore, the
progress of an organization greatly relies on the way in which it is put into practice. The
management of this department has to ensure that to ensure that an organization achieves its
success through people (Collings et al., 2018). There is an underlying assumption within this
department that an organization can only achieve improved performance through the people in
an organization, that is, the employees. Therefore, this assumption makes this department quite
different from others in an organization. Statistics have shown that rapidly increasing
competition in the global economy compels most of the organizations to go as far as exploring
their actual sources. Therefore, an organization can only achieve a competitive advantage when
its necessary resources are utilized effectively and efficiently, in line with a competitive
economic growth, which will rely on the organizational department`s strategic planning (Bratton
& Gold, 2017). Therefore, research studies have shown that proper utilization of this
THE HUMAN RESOURCE MANAGEMENT AND STRATEGIC DEVELOPMENT 6
organizational department`s resources experience growth and improvement in terms of quality of
products. They also expand their means of production to a great extent.
There has been new introduction of some management trends in this department, for
instance, talent management and employee retention. The management of talents in the
employees by the managers and team leaders. This has helped in the replacement of very
retrogressive ideologies, for instance, using the employees as a major source in an organization.
The objective of this department is to ensure that there is employee productivity and satisfaction.
It also ensures that the needs of the employees are met for the betterment of their welfare, which
then determines their performance. Therefore, it is quite evident that the culture in which the
organizational and human resources are based generally affects the structures, as well as the
practices of human resource management planning. This means that changing the structure of an
organization is quite essential. The human resources management function serves to analyze that
business, planning, recruitment, and personnel selection, performance assessment and appraisal,
training, as well as remunerating the employees (Collings et al., 2018).
Strategic Planning within this organizational department requires accuracy in business
analysis, which then ensures that employees in an organization have access to the right
information on matters pertaining to the job. Concerning the functions of the human resource
department, several issues always emerge, for instance, there has been a high cost of training the
employees in most organizations. Additionally, there have been inconsistencies in the
performance of the employees, which greatly affect this organizational department. With the
inclusion of technology in the human resource department, these issues can be remedied (Noe et
al., 2017). The incorporation of the big data can also help human resource managers to cope up
with these challenges. Social networks can be used to address some of these changes. For
THE HUMAN RESOURCE MANAGEMENT AND STRATEGIC DEVELOPMENT 7
instance, the union contracts guide the laying off of the employees under various circumstances,
for example, whenever the economy of the region or country where the organization operates go
down (Armstrong & Taylor, 2014).
Additionally, knowledge of ethics would also be necessary for addressing these
challenges. Research studies have found out that an ethical working environment Promotes
employee satisfaction. Therefore, this will help in boosting the employees` morale in grasping
the technical skills of an employee. Ethical codes of conduct should, therefore, be implemented
in al business organizations so that an organization can meet its goals in line with the strategic
plans set forth by such an organization (Armstrong & Taylor, 2014).
Further research studies should be conducted in building the human resource department
with well-defined benefits, such as advancing professionalism and maturity, solving the
perceived tensions between theory and practice, as well as developing the necessary research
methods. The Christian world has got some implication on the strategic human resource
management, for instance, research studies hold that Christian Scripture and Human Resource
Management provides a much-needed Christian faith-based perspective on human resources
management, which is written for both line and human resource managers using the framework
of servant leadership, which is quite similar to the mandated leadership approach used by Jesus
(Hardy, 1990). According to Roberts, through the provision of a comprehensive conceptual
framework model that is supported by the Christian faith, there is an integration and balance in
the achievement of an organization`s mission, goals, as well as the objectives. Therefore, this
new work plan is more appealing to the people in positions of leadership, management, staff
members, volunteers, as well as the churches, faith-based organizations, and Christian business
organizations (Keller, 2012).
THE HUMAN RESOURCE MANAGEMENT AND STRATEGIC DEVELOPMENT 8
Literature Review
Research studies have found that the inclusion of virtual teams in an organization can
also help in boosting the growth of human resource management. Despite all these solutions, the
challenges within the human resource department persist (Noe et al., 2017). According to Noe
and Keller, the modern workplace has been so much sophisticated, and therefore, the employees
are finding ways of being productive in their performance. Keller posits that indeed, technology
has affected the human resource department`s practices. Thus, technology has enabled this
department to achieve most of its goals in terms of attracting, motivating, as well as retaining
(Keller, 2012). Other issues that come alongside the adoption of technology in this department
include the use of one-way communication system, lack of interpersonal interaction, as well as
the existence of artificial distance between the employees and the organization (Mello, 2019).
In a real sense, information technology has greatly affected most organizations. For
instance, technology has changed the way in which consumers purchase products, communicate,
and interact with one another, manage finances, as well as the way in which humans receive
health care services. Therefore, the human resource department is not an exemption when it
comes to the understanding of how technology impacts on human resource department in an
organization. Despite these impacts of technology on the human resource department, there has
been little research that examines the effectiveness of technology (Li, 2016). Therefore, theorists
believe that indeed, there is a need for some additional research in order to assess the degree at
which technology and electronic, human resource management can enable an organization to
achieve its goals. The electronic, human resource management system allows the employees to
get access to the human resources related information over the internet, or through the
organization`s intranet, as well as the organization`s web portal. In light of the rapid changes in
THE HUMAN RESOURCE MANAGEMENT AND STRATEGIC DEVELOPMENT 9
the human resource department with regard to technology in the previous decades, there is great
hope that indeed technology will influence the processes and nature of the human resource
process in the near future (Li, 2016).
It is quite important that this organizational department should consider proper
mechanisms in the selection and recruitment of the most suitable and qualified employee, who
can steer an organization up to some greater limits of success (Armstrong & Taylor, 2014). This
indicates that personnel selection and recruitment are the most important functions of the human
resource planning, due to the fact that failure to accomplish such, will lead to problems that may
cost an organization, a lot of resources in order to fix such problems. Thus this will lead a
number of significant losses to the organization, which are not part and parcel of the
organization`s establishment. This implies that the selection of the personnel affects an
organization either positively or negatively, depending on the performance of the employees
selected. Therefore, it is more important that the human resource management department should
pay close attention to the selection and recruitment of the right personnel, with regard to
qualifications and skills, in the right positions (Mello, 2019).
It is therefore advisable there should be a background, conducted on the employees
before allowing or engaging them in a contract in any given organization. This will help in
knowing the characters and capabilities of an individual, as well as their previous jobs and
accomplishments. Additionally, such new personnel can also be assessed on the basis of talent
and entrepreneurial spirit, as well as those who will be able to overcome problems within an
organization in case of such, by behaving positively. Human resource planning encompasses the
management of Money, Materials, Machines, and Men. According to Taylor, it is quite evident
that the management of human resources has undergone significant changes, from scientific
THE HUMAN RESOURCE MANAGEMENT AND STRATEGIC DEVELOPMENT 10
management to the human relations approach (Armstrong & Taylor, 2014). Presently, we are
headed towards the behavioral science approach, which encompasses the interdisciplinary,
scientific study of human behavior. This has, therefore, become the most important and
influencing factor within the planning of this organizational department. Research studies have
shown that in the context of the economic changes and business priorities, a significant change in
human resource management is ongoing in various organizations.
The changes within the human resource planning affect the employment relationships in
one way or another (Mello, 2019). Therefore, this reveals some diverse trends, for instance,
enhanced training and development of managers, as well as professionalization of management
education, enhanced need for training in the view of increased requirements of specialized skills,
decreased number of employers and self-employed, as well as the enlarged workforce, public
interventions and legal complications in employer-employee relationships, and increased
complexity of organization and employment communication, as well as a distinction between
owners, managers and workers (Li, 2016).
These trends are a predictor of the several factors that influence the operations and
strategic planning of this department. Research studies have pointed out that labor is significant,
that influences human resource management planning and function. The labor in an organization
comes from the selected personnel, and therefore, such personnel must be understood from the
behavioral science approach (Noe et al., 2017). The scope of the function of labor offices is
wider since the laborers have diverse issues that affect their day-to-day performance of tasks in
an organization.
THE HUMAN RESOURCE MANAGEMENT AND STRATEGIC DEVELOPMENT 11
In the Scientific approach, several critics have criticized this department, for instance,
that it lacks a coherent theoretical framework with regard to its functions (Mello, 2019). Among
the theories in this department is the institutional theory. This theory posits that the institution
under which a given organization operates has a more significant impact on such an
organization.
This department also incorporates several strategies for its effectiveness in serving the
needs of its employees across the globe. For instance, it incorporates talent management, a
process or a strategy that is used by business organizations or companies in identifying and
recruiting or hiring, training, and developing the employees who possess the outstanding talents
within the job market (Ardichvili et al., 2016). Various managers of most business organizations
have adopted this strategy in order to boost their production in terms of goods and services.
According to Edward Lower, for a company to achieve its goals and stability in the competitive
market, active performance implementation, and management system stress on employee
performance, talent management, as well as succession management. He further argues that
effective management and performance system is guided by the four pillars; defining and
agreeing on the organization`s strategies, supervision of and guiding the development of
employees in terms and knowledge to perform a given task effectively, motivating employees in
their performance of tasks, and the provision of necessary information that pertains the condition
of an organization`s human capital.
Proposed Research Methodology
Descriptive Survey Method will be used as one of the methods of collecting data for this
research study. This is due to the fact that it is the most effective mode of observation that is used
THE HUMAN RESOURCE MANAGEMENT AND STRATEGIC DEVELOPMENT 12
within the field of social sciences. They are a combination of open-ended and closed-ended
questions, whereby in open-ended questions, the Human Resource Managers as respondents, will
provide answers in their own words, while in the closed-ended questions, the employees;
respondents will choose answers to a set of questions. Under the Descriptive Survey Research,
there exist the self-report survey that will also be used to ensure that the Human Resource
managers will be asked to detail their recent views on the talent management strategy, and how it
has helped them in terms of capacity building in the personnel. In many instances but not always,
self-reports are given in groups, whereby the respondents are promised anonymity in order to
ensure validity and honesty in the responses.
This survey will be preferred for this research study due to its efficiency, cost-
effectiveness, versatility, and that it is also general. The questionnaires comprising of a total of
ten questions, with ten questions will also be issued to ten Human Resource Managers, as the
respondents, so as to aid in gathering more relevant data for this research. Therefore, the
researcher will have to focus on the human resource managers in the ministry or those in the
churches (Keller, 2012). The inclusion of the church members in this research study will be
preferred due to the fact that the church members have a strict adherence to the rules of the
values and the rules of the land.
Additionally, mixed methods will also be used in guiding this research with regard to the
research questions through the collection of data at various intervals of time. The sample will be
obtained from a national franchise chain that is comprised of over 300 store locations in the
United States.
THE HUMAN RESOURCE MANAGEMENT AND STRATEGIC DEVELOPMENT 13
Envisioned Human Resource Department Theory/Practice Contribution
In the academic discourse, human resource development is still a green discipline,
although it is an old and well-established field of practice. In real sense, scholars have argued
that the idea of development in human beings is natural. Therefore, human resource development
practice is strongly rooted in this notion and the advancing perspectives across the globe
(Garavan et al., 2015). In terms of evolution, the human resource development has several
significant beliefs, for instance, it believes that human expertise is developed and maximized
through the human resource development processes which should be done for the mutual long as
well as the short-term benefits of a sponsoring organization. It also believes that human resource
managers act as an advocate of individuals or even groups as well as organizational integrity.
Therefore, human resource professionals have access to various critical information.
Additionally, it also believes that organizations are human-made entities that depend
solely on human expertise in the establishment and achievement of their goals. Therefore, this
implies that most organizations are subject to change and vulnerability (Ghosh et al., 2019).
Therefore, theorists in the field of human resource development hold that the human resource
development practice integrates the eclectic theoretical discipline, which makes it be more result
oriented in practice. It is also designed to improve an organization`s effectiveness through the
utilization of strategic planning (Nolan & Garavan, 2016). This will help an organization to
integrate vision, mission, strategies as well as other practices. In terms of improvement in the
quality and performance of an employee, the human resource development uses evaluation as a
continuous improvement process.
THE HUMAN RESOURCE MANAGEMENT AND STRATEGIC DEVELOPMENT 14
Additionally, the human resource development is also based on the satisfaction of the
stakeholders` needs as well as their expectations since it relies on the analysis process in the
identification of priorities to ensure that such expectations are met. The human resource
development also promotes diversity inclusion as well as the equity in a given workplace (Ghosh
et al., 2019). Research studies have found out that human resource development has been
dominated by several positive intentions to see the improvement in terms of expertise and
performance of the individual employees. Therefore, an understanding the underlying beliefs
and challenges that come alongside technology in the human resource development will help
solve this puzzle and ensure that the organizations adopt a modern day technology as part and
parcel of the Human resource development (Ghosh et al., 2019). It is quite important to know
that the institutionalization of policies as well as the procedures with regard to human resource
development will help in facilitating efficient strategy execution. In this sense, managers can
create teams so as to leverage the cross-functional knowledge and capabilities, as well as
developing some learning environment that facilitates the adoption, use, ownership, as well as
executing change management in an organization (Ghosh et al., 2019). Therefore, when the
human resource management practices are made operational, there will be a strong alignment to
the traditional human resource management practices, for instance, recruitment, training, and
development, employee retention, as well as employee relations and rewards system in line with
a company`s strategy.
Envisioned Impact on God’s World
Christianity has been found to have been playing a significant role in the world. Its
effects have been felt both in traditional and contemporary society. According to Hardy 1990,
humans should always do their best when undertaking God`s work in society. Therefore, work is
THE HUMAN RESOURCE MANAGEMENT AND STRATEGIC DEVELOPMENT 15
regarded as a service to our neighbors, which should then be done a humane manner and with a
lot of perfection (Hardy, 1990). The incorporation of technology in God`s work presents a great
help to humans in contemporary society. For instance, it allows humans to understand God`s
work more easily and efficiently.
Additionally, technology can help us understand our duties, whether it is in the ministry`s
work or just social work, to assist the less fortunate members of society (Keller, 2012).
Therefore, with regard to the topic of this research study, this research proposal will significantly
have a positive impact on Christianity as it is coined to God`s world. According to Keller, work
is not a form of punishment to an individual, as most of the people may think the reason for work
is due to human failures in others aspects of life (Keller, 2012). Therefore, the difference
between work and punishment is that punishment is hard. In learning the contemporary views
about work, we get to know the reasons as to why we need to work, one of them being for self-
fulfillment. Therefore, the difficulties that are always associated with work can best be overcome
through accepting the notion that hard work is good, as the say goes, that the harder the work, the
more valuable such work is in the society.
Additionally, work is part of God`s story (Keller, 2012). This quite evident in the creation
accounts as recorded in the book of Genesis, which explains how God worked in the entire
creation process, and after that, he loved whatever He created. In the same way, we should
always spend a great deal of time working, and then we appreciate our work (Hardy, 1990). His
brings self-fulfillment in an individual.
In conclusion, the factors that affect the day-to-day business operations of this
organizational department can only be explained and understood through well defined and
THE HUMAN RESOURCE MANAGEMENT AND STRATEGIC DEVELOPMENT 16
justified theories. This is due to the fact this is an important department within an organization,
and therefore, it is responsible for the services rendered by an organization to its esteemed
consumers and customers in terms of quality product, with regard to goods and services.
Researchers should be more concerned about finding solutions to the perceived tensions that
exist between the human resource development theory and practice in the real sense. Therefore,
the way in which an organization manages its human resources has a significant relationship with
such an organization`s performance. This will help in promoting the self-image of such an
organization in the competitive business environment.
THE HUMAN RESOURCE MANAGEMENT AND STRATEGIC DEVELOPMENT 17
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