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:

Forum 1

Human Resources Development directly links to both Keller’s big picture thinking, as well as a strategic function within a business. In regard to my response to Keller’s big picture, I believe that Keller’s model distinctly shows how our work should be an intrinsically rewarding activity, rather than a mundane task simply for the purpose of surviving. Human resources development and any human resources or talent management department of an organization is a great way to make a difference within an organization and build an intrinsic reward system for yourself as part of your career. This can be demonstrated through being utilized as part of the overarching strategic function and governance within an organization. Human resources development is and will continue to be much more than onboarding, benefits, and payroll of an organization.

In regard to my response to Keller’s big picture thinking, I inherently agree with Keller’s mindset. I believe that work is part of the human design. God shows this by not only the perfection of his work, but through his own actions. God leads by example and he shows that he cares about his work and appreciates it through a visual medium. Even He is in awe of its perfection. After his appreciation for his work, God works for us as our “Provider”. Examples of his work as a provider is the cultivation of the garden as well as giving a wife to man as seen in Genesis 2:7 (Keller & Alsdorf, 2012, p. 19-21). The Christian God (the true God), finds dignity in all of his creations, as all humans are made in his image. This separates him from other belief systems previous such as ancient Egypt, Greece, or Mesopotamia as they only felt the royals were made in the image of God. This was not a designation of somebody such as a “canal digger” which was used as an example (Keller & Alsdorf, 2012, p. 35-37).

God continues on to create through us as we work directly through His image. As discussed by Al Wolters in Keller’s text, the earth was unformed and empty and then in six days, God formed and filled the Earth. However, it was now up to people to continue his mission and develop the plant. There are many examples of where God provides the necessary framework and its on humans to take the ball and run with it. Another example of this is music as God provided the physics for us to rearrange in to beautiful sounds. Finally, the example of farming is another form of God’s plan for us to cultivate our culture in his image. Farms take soil and seeds but is on humans to take care of the plants to ensure they grow to make food. This example can be taken for anything that we have and enjoy as the framework was there, even if we don’t realize it ((Keller & Alsdorf, 2012, p. 44-47).

The two major models of strategy directly link to Keller’s big picture idea. The traditional model, which is the industrial organization (I/O) model, is considered the traditional model and was formed in the eighties. This model helps guide the strategy of the organization by examining the external environments and analyzes threats and opportunities (Mello, 2019, p. 84-86). As humans were designed to work, this gives us a chance to put our God given abilities to task. This also allows us to work with dignity by providing us with a model to go by. This further provides dignity by having a challenging model such as the resource-based view (RBV). The RBV challenges the conventional thought process by evaluating the resource and capabilities of the organization, rather than the concept of threats and weaknesses. These two models balance each other out. Utilizing both strategies, we can cultivate ideas and come up with a better idea than before. Although the traditional model seems like an older concept, this is actually the cultivation of ideas. RBV gives us an idea of what the organization is capable of. However, using the traditional model in conjunction with the RBV, we can then see that we maybe able to push the limits of our organization, for the purpose of not missing out on an opportunity (Mello, 2019, p. 84-86).

In regard to human resources development being a service, it is one of the most important roles within an organization. Specifically, the concept of setting goals and objectives gives the human resources team a great deal of power. The reason this is such an important role is that if the practices of establishing goals and objectives goes wrong long term, there can be extremely negative effects. However, if the process goes well, the service is in the form of guiding the organization to success and allowing a large group of people to prosper because of the success (Mello, 2019, p. 90).

Having flexible goals allows for cultivation of ideas as well as helping to guide the organization in the right direction. HR is also critical in the development of skills and identifying key resources to better allocate the resources available. This also further cultivates ideas and allows us to provide an important service to our organization (Rauch, Frese, & Utsch, 2005). Finally, this is also shown in the concept of corporate social responsibility. Companies are taking a much greater role in the idea of employee volunteering. This can work as both a form of team building, but also as a way for the company to give back. These initiatives are typically spearheaded by HR, furthering Keller’s big picture of providing a service (Al Kerdawy & Ahmed, 2018).

References

Al Kerdawy, Mostafa Mohamed Ahmed. (2018). The role of corporate support for employee volunteering in strengthening the impact of green human resource management practices on corporate social responsibility in the Egyptian firms: Green human resource management and corporate social responsibility in Egypt. European Management Review, doi:10.1111/emre.12310

Keller, T. & K. Alsdorf. (2012). Every good endeavor: Connecting your work to God’s work. New York, NY: Penguin Books.

Mello, J. A. (2019). Strategic human resource management (5th ed.). Boston, MA: Cengage Learning.

Rauch, A., Frese, M., & Utsch, A. (2005). Effects of human capital and Long‐Term human resources development and utilization on employment growth of Small‐Scale businesses: A causal analysis. Entrepreneurship Theory and Practice, 29(6), 681-698. doi:10.1111/j.1540-6520.2005.00103.x

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