HR and Christian Worldview
In Genesis, God gives Adam and Eve the mandate to “Be fruitful and multiply and fill the earth and subdue it” (English Standard Version, 2016, Genesis 1:28b). This directive is often interpreted as God’s divine purpose for creating humanity. The concept of work originates from God, as He established it with the first man and woman in the Garden of Eden. Humans are designed to work. Jonsen (2017) asserts that Imago Dei in Genesis 1 signifies that humanity is inherently creative, mirroring God's role as the Creator who spoke the universe into existence.
For many, the idea of work evokes thoughts of toil or merely a means to an end. However, Keller (2016) challenges this perception, emphasizing that work was part of paradise before the fall of man. This suggests that work is not a punishment but rather a fundamental aspect of God’s blessing to humanity, one that, if absent, would leave a significant void. Similarly, Hardy (1990) argues that work should be seen as a vocation, a calling through which humans reflect God's image as Creator by engaging in meaningful contributions aligned with His purpose. When individuals find purpose and passion in their work and express their creativity, they thrive and take pride in their accomplishments.
Keller (2016) further observes that in Genesis 2, God not only creates but also actively sustains and cares for His creation, providing for humanity and nurturing the earth. Throughout Scripture, God’s role as Provider is reaffirmed, emphasizing humanity’s responsibility to steward creation in partnership with Him. Stewardship in this context entails the accountable management of God-given opportunities, resources, and talents. This conscientious approach aligns with the biblical affirmation that “The earth is the Lord’s and the fullness thereof, the world and those who dwell in it” (English Standard Version, 2016, Psalm 24:1).
When individuals become part of an organization, they bring their work ethic, purpose, and creativity. Within this framework, employees serve as the organization's human resources, significantly contributing to its mission through their skills and expertise. However, their ability to contribute effectively depends on being motivated and provided with opportunities for meaningful engagement (Valentine, 2024). Organizational culture plays a crucial role in this dynamic, reinforcing Hardy’s (1990) assertion that work becomes a true vocation only within social structures that enable genuine service to others while utilizing talents and abilities responsibly. This highlights the necessity of effective human resource management.
Human Resource (HR) management ensures that organizations establish structured systems to oversee and develop human talent, ultimately supporting the achievement of business objectives (Valentine, 2024). HR fosters an environment that cultivates human creativity and purpose, playing a strategic role in organizational success. Valentine (2024) emphasizes HR’s role in enhancing participation, teamwork, and positive work attitudes, leading to increased employee engagement. Research by Tawk (2021) supports this, demonstrating that the implementation of high-performance work practices improves employee productivity and overall organizational outcomes. HR also plays a critical role in workforce planning, particularly in talent acquisition and strategic decision-making. Finally, HR contributes to long-term organizational sustainability by developing employee training programs, leadership initiatives, and stakeholder engagement strategies. These efforts ensure that organizations remain adaptable to challenges and changes in workforce dynamics.
HR is not merely an administrative function but a strategic partner in shaping an organization’s culture, employees, and long-term success. Based on Scriptural principles of stewardship and creativity, work holds inherent value, and HR professionals play a crucial role in cultivating environments where employees can thrive, innovate, and fulfill their vocational calling.
References
Jonsen, R.H (2017). Strategic person and organization development: Implications of Imago Dei for contemporary human resource management. Journal of Biblical Integration in Business. Vol 20. No.1. https://doi.org/10.69492/jbib.v20i1.
Lee, Hardy (1990). The fabric of this world. Inquiries into calling, career choice, and the design of human work. Eerdmans Publishing, Co. (US).
Tawk, C. (2021) Effects of high-performance work practices (HPWPs) on employee performance: A review article. Journal of Human Resource and Sustainability Studies, 9, 397-412. 10.4236/jhrss.2021.93025.
Valentine, S. (2024). Human resource management (17th ed.). Cengage Learning US. https://mbsdirect.vitalsource.com/books/9798214048703.