SLHRM: Staffing Principles

Gary E. Roberts

Chapter Chapter 9 in Christian Scripture and Human Resource Management, 2015, pp 183-194 from Palgrave Macmillan

Abstract: Abstract The nature and quality of the staffing process is another pillar of SLHRM. As Jim Collins (2001) notes in Good to Great, the key staffing factor is “getting the right people on the bus.” This entails hiring employees who passionately embrace the mission, vision, and values of the organization, possessing the appropriate combination of character and competency for long-term job growth and development. Hence, the goal is to select employees who possess the ability to fill multiple roles over the course of their organizational membership. This does not preclude hiring for specific positions, but recognizing that a flexible, organic approach to selection cultivates both employee growth and organizational effectiveness. It is important to reinforce that from a SLHRM perspective, the employment relationship is a covenant. This entails establishing a set of mutually recognized and observed obligations and benefits that govern and order workplace interactions, terms, and conditions. In essence, the employment relationship is one of the most important life roles expressing the redemptive and sanctifying love of Christ. Managers are shepherd of the flock possessing a humbling and fearful level of accountability while employees must work diligently as if working for the Lord (Colossians 3:23). The staffing process establishes a foundation for the communication and demonstration of the organization’s values.

Keywords: Character Attribute; Employment Relationship; Servant Leader; Equal Employment Opportunity Commission; Recruitment Source (search for similar items in EconPapers)
Date: 2015
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DOI: 10.1057/9781137440679_9

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