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For Christian business practitioners and academics, embracing this dual purpose requires intentionality. In the hustle and bustle of business, it’s easy to lose sight of the bigger picture. Cultivating a Christian perspective on HR compels us to consider the human element within the workforce, recognizing each individual as a vessel for growth and a contributor to the greater good. HR policies and practices should not only strive for efficiency and productivity but also foster an environment that encourages personal development, ethical conduct, and service to others.

HR as a Focus: The Fabric of Human Work

Lee Hardy’s book, “The Fabric of This World: Inquiries into Calling, Career Choice, and the Design of Human Work,” draws a powerful connection between HR and Christian worldview. Using the quote from Ecclesiaticus 38:34, “But they will maintain the fabric of the world, and in the handiwork of their craft is their prayer,” Hardy highlights the importance of seeing work as a form of worship and contribution to God’s creation. This aligns with Genesis 1:27-28, where God entrusts humans with the responsibility to cultivate and steward the earth.

In light of these verses, HR assumes a critical role in designing and maintaining healthy work environments. By crafting ethical policies, promoting fair treatment, and cultivating a culture of human flourishing, HR practitioners become the weavers of the “fabric of this world,” ensuring that human work aligns with God’s intention for creation.

Traditional vs. Contemporary HR: A Shift in Focus

Historically, HR might have been viewed as a department solely responsible for administrative tasks like payroll and compliance. However, a contemporary, strategic view of HR recognizes its potential as a transformative force within an organization. This shift manifests in several key ways:

• People-centric vs. Compliance-driven: Traditional HR often prioritized adherence to regulations and bureaucratic processes, viewing compliance as an end in itself. In contrast, contemporary HR places people at the core, focusing on employee engagement, well-being, and development.
• Reactive vs. Proactive: Traditionally, HR might have waited for issues to arise before addressing them. A strategic approach, however, takes a proactive stance, anticipating challenges and implementing measures to prevent them. This can involve proactive training, conflict resolution programs, and wellness initiatives.
• Transactional vs. Transformational: Traditional HR may have viewed employees as replaceable parts of a machine. Contemporary HR, however, recognizes the transformative potential of work. Through training, employee empowerment, and leadership development, HR can contribute to an organization’s long-term growth and success.

From a Christian perspective, these shifts resonate with the call to serve and cultivate. By prioritizing employee well-being, addressing challenges preemptively, and enabling personal growth, contemporary HR practices align with the values of compassion, responsibility, and ethical conduct at the heart of Christian living.

EEO and Labor Laws: Righteousness and Necessity

Valentine’s chapters on Equal Employment Opportunity (EEO) and Labor/Union Management statutes further highlight the ethical and practical dimensions of HR. These laws, born out of struggles for justice and fair treatment, offer a crucial framework for ensuring equity and protecting workers’ rights.

The Christian worldview illuminates the “righteousness” of these statutes by aligning them with principles of justice, fairness, and respect for human dignity. EEO laws safeguard against discrimination based on factors like race, gender, and religion, reflecting the Christian belief in the inherent worth and equality of all human beings. Similarly, labor laws promote fair wages, safe working conditions