| Within the departmental structure of a company, the | | | | decades has necessitated an inflated focus by HR |
| human resources (HR) office is responsible for | | | | departments on legal responsibilities and liabilities. |
| selecting, training and effectively managing the | | | | However, in many instances, this results in missing the |
| employees of an organization. In times past, HR was | | | | forest for the trees. Christian spirituality in the |
| viewed as specifically dealing with administrative tasks | | | | development and management of organizations is |
| relating to personnel. Primarily, these tasks were of a | | | | starting to have a big impact, "for example on creating |
| disciplinary or police-like nature; human resources dealt | | | | culture and climates in organizations that encourage |
| with employees who violated company policy or the | | | | moral behavior and a focus on the common good and |
| law, in some instances. | | | | well being, and others focus on spirituality as an |
| Today, the way HR conceives of itself is changing | | | | intensively private and personal experience." |
| dramatically. Instead of processing employees for | | | | There is another question that must be answered: |
| termination, advancement, or hiring, HR as a discipline is | | | | What can students do to prepare themselves for |
| becoming more customer-oriented. Consequently, | | | | handling human resources with the Christian |
| human resource workers are taking the role of | | | | perspective in mind? The best way to do so is to |
| employee sponsors, strategic partners in company | | | | apply for a quality Christian MBA program focusing on |
| management, and as advocates for changing policies | | | | human resources. A MBA program built upon Christian |
| to better reflect customer needs. This shift in human | | | | faith and principles will contextualize the practice of |
| resources management does not change the basic | | | | business as serving God to the best of one's capacity. |
| tasks of day-to-day functions, such as coaching, | | | | This way of viewing one's work transforms HR from |
| performance management, policy recommendation, | | | | management into service, which is a much more |
| salary and benefits management, etc. | | | | powerful way of looking at one's job. |
| Being successfully hired for a position in human | | | | Human resources management today is already |
| resources involves at least undergraduate-level | | | | known for demanding high standards. From the |
| academic preparation. Typical courses recommended | | | | perspective of faith, the most important part of the |
| for a career in HR are topics in finance, sociology, | | | | actual work of human resources is respecting |
| psychology and business. For individuals who wish for | | | | employees as human beings. This work breaks down |
| higher positions within the company hierarchy, | | | | into ensuring that oneself as well as fellow employees |
| graduate-level coursework is required. Commonly, a | | | | are accountable for their actions, treat everyone with |
| Christian MBA in Human Resources provides the | | | | fairness and an even hand, and make sure that no |
| necessary training needed to carry out the duties of | | | | one is cheating, putting down or harassing anyone else. |
| any higher position. | | | | These principles, if followed exactingly, can result in |
| There is an aspect to human resources that is often | | | | employees gaining respect for the business and the |
| overlooked, despite the endless investigation into | | | | management team. This respect bears loyalty. |
| possible improvements in management. This aspect is | | | | Bringing Christian faith into one's human resources |
| the spiritual/ethical side of human resources. To be | | | | management results in both the quality of work and |
| sure, the challenge of employment law in recent | | | | the quality of results improving. |