Long ago, entrepreneurs viewed human capital strictly from the functional perspective (Roberts, 2015). Employers believed that employees were not human beings but rather mechanical components to be used for the benefit of the business. The result was inhumane human resource practices. However, modern day economic and corporate environment demand a focus on the people because they possess God-given skills and talents, which enable the business to perform its products, services and stay profitable (Roberts, 2015). The rapid changes and upheavals in today’s world affect employees with a sense of instability and uncertainty. Therefore, it is the responsibility of a company to minister to the needs of its employees. The Bible offers some important scriptures and principles, which can help a company establish the best practices with respect to the staffing process.
Staffing refers to the human resource function of recruiting, selecting, hiring and managing employees in different positions within the company (Roberts, 2015). Employers Unlike the earlier times where organizations solely focused on rationalism and productivity, today’s organizations are integrating theology and scripture in their employee relations. In essence, the staffing process calls for companies to base this process on people’s competencies together with their conceptual Biblical thinking skills. Contrary to the traditional staffing process, today’s staffing demands that organizations focus on the human capital not only as income generating resources but also as participants in the company’s endeavor (Fremeaux& Michelson, 2017). Organizations train their employees to carry out their responsibilities in a systematical manner as per the biblical occurrences like creation where Gog systematically made everything in the world. The staffing process goes past the possession of skills to cover hearts, which yearn for the Lord.
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Training is an aspect of the staffing process, which involves engaging employees in a process of continuous learning and development. This training can be delivered either internally or externally. The aim is to improve employees’ skills and help them obtain new skills. In the traditional business environment, this training was designed to boost employee performance for the benefit of the organization. But, today, the primary focus of training is to make employees better participants in their pursuit for personal and organizational goals (Fremeaux& Michelson, 2017).
Motivation is the process of boosting people’s willingness to deliver (Fremeaux& Michelson, 2017). Intrinsic and extrinsic are the two main types of motivation. Motivated people are expected to deliver better results compared to unmotivated people. In the business world, employers motivate their employees by giving them material rewards like money and nonmaterial rewards like recognition. These rewards are then coupled with the principle that those who do not engage in the right behaviors are subject to God’s punishment. Employers motivate their staff by showing them love, humility and selflessness (Fremeaux& Michelson, 2017).
Faith is a critical determinant for employee recruitment, selection and orientation. Here, the concept of faith is used not only as a term of religious conviction but also rather as a matter of obedience and trust to what is considered the Truth. Employees are not expected to blindly follow authority but be careful when listening and responding during conversations. According to Fremeaux & Michelson (2017), the concept of faith is connected to the idea of leading a good life. it is believed that employees who practice the Biblical concept of the good life turn to be HR assets while those who do not turn to be HR liabilities. Roberts (2015) defines the biblical concept of a good life as a “life in its fullness.” This simply means a life that is not based on concrete enjoyments or material things of the current life. The Bible has documented numerous stories of HR assets and liabilities. Mother Teresa, John the Baptist, and Daniel are some of the examples of HR assets while people like King Saul, Judas, King Herod and Sodom were HR liabilities.
References
Fremeaux, S., & Michelson, G. (January 01, 2017). Human resource management, theology and meaningful work. International Journal of Employment Studies, 25, 1, 27-43.
Roberts, G. E. (January 01, 2015). Servant Leader Human Resource Management (SLHRM): The “City on the Hill” Foundational Principles of Organizational Integrity.
