Please draft a reply to another students discussion board. The instructions for replying to another students discussion board post are as follows:

Reply to at least 2 classmates. Your replies must be typed in separate Microsoft Word documents. Your replies must include meaningful and substantive contributions to the discussion. Each reply must be 200–300 words. Include a reference page, and be sure to have in-text citations for the following sources:

• At least 1 citation from Mello (2019).
• At least 1 citation from Keller (2012).
• At least 1 citation from a related scholarly journal.

Here is the original post by another student that you are replying to:

Discussion Board Forum #1

What is your response to Keller’s big-picture thinking?

According to Keller & Alsdorf (2012), with the very creation of the world, God begins with work and immediately establishes what we all know as the standard workweek with the seventh day reserved for rest and being kept holy. The viewpoint that God continues His work through us in the occupation that we have chosen, hobbies that we pursue, and the act of simply caring for others connects the divine with our purpose on this earth as God-created humans (Keller & Alsdorf, 2019). By viewing our own work, regardless of occupation, as a continuation of God’s work on earth, helps all of us view our purpose and mission as important and necessary to fulfill God’s desires for us (Keller & Alsdorf, 2019). In my opinion, Keller’s big-picture thinking is an important realization for Christians. It provides us with motivation and a feeling of a greater purpose that is bigger than anything we could fulfill on our own. It is only with His help, love, grace, and forgiveness that we can be successful in our work and home life. According to Deilfet (2016), along the same lines as Keller’s big-picture thinking, our purpose to care for creation and our neighbors is a call to action. One in which Christians seek to help those in need because they wish to live a life of praise and they love “the God they know from whom all blessings flow” and consider themselves responsible for the care of creation (Deilfet, 2016, p. 114).

What are three related implications for the role of human resource development (HRD) as a strategic function in any business?

According to Mello (2019), “strategic management is the process by which organizations attempt to determine what needs to be done to achieve corporate objectives and, more importantly, how these objectives are to be met” (p. 84). Three related implications for the role of HRD as a strategic function are: understanding, planning, and analyzing or measuring success (Mello, 2019). The role of HRD and strategic planning is understanding where the organization has been in the past, where it intends to go in the future, and developing a way to measure the organization’s success (Mello, 2019). The purpose of understanding past strategies is to bring awareness of the results of previous strategies, what worked and what didn’t, how the employees were affected with each strategy, and how to avoid repeating the same mistakes from the past (Mello, 2019). Additionally, developing the mission of the organization acts as a guiding light for the HRD strategy when attracting new employees, educating current employees on the organizational mission, and involving senior management and organizational leaders in the training and education of employees on the mission (Mello, 2019). Once the aforementioned steps have been implemented, the HRD strategy should include a measurement of the position of the organization before the implementation of the HRD strategy and afterward to offer a way to invoke continual improvement in the HRD process (Mello, 2019). Likewise, research conducted by Alagaraja (2013) shows that the effectiveness of any HRD strategy should also be gauged by the level of service to the internal customers (i.e. employees) within the organization. It was found that the quality of communication between the HR department and internal customers of the organization are important to the effectiveness of the HRD strategy as well as the HR department itself (Alagaraja, 2013).

References

Alagaraja, M. (2013). The strategic value and transaction effectiveness of HRD: A qualitative

study of internal customer perspectives. European Journal of Training and

Development, 37(5), 436-453. doi:10.1108/03090591311327277

Deifelt, W. (2016). God’s work, our hands. Dialog, 55(2), 111-116. doi:10.1111/dial.12236

Keller, T., & Alsdorf, K. L., (2012). Every Good Endeavor: Connecting your work to God’s

work. New York, N.Y: Dutton.

Mello, J. (2019). Strategic Human Resource Management (5^th ed.). Mason, OH: Southwestern.

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