Human Resources Management 1 Biblical Values and Principles in Human Resources Management: A Review of the Literature Lately there has been a surge if interest in the concept of spirituality in organizations among practitioners, consultants and latterly among academics seeking to explore what the concept might mean for the reshaping of work and organization. Some commentators focus their work on spirituality on

organizational development, for example on creating culture and climates in organizations that encourage moral behavior and a focus on the common good and well being, and others focus on spirituality as an intensively private and personal experience. Several organisations focus on both individual spiritual growth as well as a broader communitarian ethos for the organization. For them, the measures required to become spiritual are honesty with self, articulation of the corporations spiritually-based philosophy, mutual trust and honesty with others, commitment to quality and service, commitment to

employees and selection of personnel to match the corporations spiritually-based philosophy. This discussion paper will investigate on the relationship between biblical values and principles and Human Resource Management in organizations using biblical references. The main question that will be answered is What is the relationship between biblical values and principles and Human Resource

Management? Specifically, the following questions will be answered: 1. 2. Definition of Human Resource Management. Contribution of biblical principles and values to Human Resource Management practice in terms of:

Human Resources Management 2 Employer Employee relations. Duties of employers. Duties of employees. Compensation. Employee empowerment/development. Employee health and safety.3.

Biblical aspects of Human Resource practice that are not relevant for the 21st Century. What is Human Resource Management?

The term Human Resources Management has been subject to considerable debate. The concept is shrouded in managerial hype and its underlying philosophy and character is highly controversial because it lacks precise formulation and agreement as to its significance Human Resources Management can be described as that part of the management process that specializes in the management of people in work organizations. It emphasizes that employees are critical to achieving sustainable competitive advantage, that human resources practices need to be integrated with the corporate strategy and that human resources specialists help organizational controllers to meet both efficiency and equity objectives (Gold and Bratton, 2001, p.11). Human Resources Management consists of all the activities involved in acquiring, maintaining and developing an organisations human resources. Each of the three phases consists of a number of related activities including planning, job analysis, recruiting, selection and orientation (Pride et al, 2009, p.249).

Human Resources Management 3 Human Resources Management can also be defined as Administrative activities associated with human resources planning, recruitment, selection, orientation, training, appraisal, motivation, remuneration, etc. It aims at developing people through work (http://www.businessdictionary.com/definition/human-resourcemanagement-HRM.html). Kathryn McKee (1997), has identified four (4) periods in the evolution of Human Resources Management:1.

Mechanistic period This is the period from the 1900s to 1950s when manufacturing was the driving force in industry. The main focus was on administrative functions such as recruiting, dismissing, paying, dealing with labour unions and keeping records. Management of people was guided by the principles and ideas of scientific management advocated by Fredrick Taylor and Henri Fayol as such efficiency was more important than human relations.

2.

Legalistic period This is the 1960s to 1970s which was characterized by legislation in the civil, social, political and employment areas. This involved regulation of the

employment and labour markets through laws and policies such as Africanization and Kenyanization in Kenya, Equal Opportunities Acts in the USA and many others to regulate labour unions and employment contracts. This period also ushered the computerization of Human Resource information.3.

Organistic Period This is the period of organizational change associated with the 1980s. Globalization as a result of technological change led to mergers, acquisitions, downsizing

Human Resources Management 4 and rightsizing of organizations. Workforce became more diverse as a result of immigration, expansion of cross-border businesses, more educated workers with increased

awareness. These changes required specialist personnel systems.4.

Strategic period 1990s and is a period of more complicated organizations with complex structures and networks. The hallmarks of this period are increased competition due to globalization hence the need for survival. Organizations adopted strategic planning. The role of Human Resource was elevated to the highest level in the organization reporting to the Chief Executive Officer and the Board of Directors.

Contribution of biblical principles and values to Human Resource Management practice in terms of Employer-Employee Relations The history of employer-employee relationships is witness of the excesses and shortcomings to which human institutions and organizations are prone. Industrialization of societies introduced major changes in how work was organized, administered, and accomplished. Guilds or associations of persons in the same trade gave way to labor unions that became collective bargaining agents on behalf of employees. Relationships between trade unions and employers have ranged from adversarial to collaborative. Today the workplace environment is influenced by numerous forces: political systems, legislation and trade policies, economics, technology, labor unions, and professional organizations. These fulfill functions ranging from industry regulation, practitioner licensing, definition of work,

Human Resources Management 5 employee advocacy and representation, codification of best practices, and the scrutiny of ethical conduct. The multiplicity of organizations and functions defy generalizations. Therefore, it is important to identify and reiterate general principles and values that provide a Christian basis for dealing with particular issues in the workplace. (http://www.bereanbiblechurch.org/transcripts/colossians/3_22-4_1.htm). In Colossians 3, Paul is teaching us about how our union with Christ transforms our relationships with each other. He adds that: You have died with Christ, and you have been raised with Christ, and your life is now hidden with Him in God. You are no longer who you used to be. You are no longer a slave to sin and death. You have been set free. You have been recreated according to the image of Jesus Christ. Every time you sin, you deny who you are in Christ. Every time you let sin master you, you deny the Master who bought you. Paul's concern is that the Colossians live as those who are raised with Christ. And since many of the congregation were slaves, and some were also masters, Paul wished to instruct them on how to think about their lives together. The apostles did not attempt to articulate a model of ideal economic life. They called Christians to live as citizens of heaven in the midst of this crooked and perverse generation. Since you've been raised with Christ, your attitude toward your work must change (http://www.bereanbiblechurch.org/transcripts/colossians/3_22-4_1.htm). The early Church was concerned not to bring about political or cultural change per se, but to change the heart of man through the preaching of the gospel that the life and reflection of Christ might be brought into society, heralding change not by law, but by the Spirit. The message of the Gospel isn't about altering a man or woman's natural, physical circumstances, but in altering a person's relationship to God (http://www.bereanbiblechurch.org/transcripts/colossians/3_22-4_1.htm).

Human Resources Management 6 The slave/master relationship was very common in the ancient world. Historians tell us that during this period there were some 60,000,000 slaves in the Roman Empire, making up about half of the population. The philosopher, Seneca, told of how the Roman senate defeated a law proposing that slaves wear distinctive clothing, because they feared the slaves would realize how numerous they were. Because the Romans were "free," they considered work beneath their dignity. Slaves performed most of the work, including medical, teaching, domestic work, and farming. While some warmth existed in the relationship of slaves and their masters, quite often, it was a dehumanizing existence. They were considered to be animate tools, alongside inanimate tools. Their masters had absolute authority over their lives, even to the point of death if so desired. For slaves who were strong, plenty of demanding work was set before them. For those of a more delicate nature, they would be plied to illegal trades on behalf of their masters. When their usefulness was over, many would be given over to prostitution. Slaves had no rights to property or inheritance (http://www.bereanbiblechurch.org/transcripts/colossians/3_22-4_1.htm). You might be thinking, "What does this have to do with me today? We no longer have slavery in America." First of all, don't think of the servant/master relationship in the sense of racial slavery in early America. In New Testament times slavery was an accepted economic system, it was even honored. Paul was proud to be a doulos (servant) of Jesus Christ. Peter, James, and Jude called themselves doulos. Jesus was called the doulos of God. The institution of slavery is taken for granted in the Scriptures. The wrong or right of the matter are not argued anywhere in the New Testament. Our Lord did not condemn nor abolish it. For the most part, the slave was better off than their free counter part. To the original readers of this epistle, slavery was an old established and familiar thing. The system was fine (http://www.bereanbiblechurch.org/transcripts/colossians/3_22-4_1.htm). The slavery of American history was totally unacceptable and sinful. It was racial, and the conflict it created is still alive in our society today.

Human Resources Management 7 According to the Seventh-day Adventist, employer-employee relationships is based on teachings and narratives in the Bible, especially those dealing with creation, sin and its effects on persons and communities, salvation provided through Jesus Christ, and the ultimate restoration of harmony and perfect order in the universe. Scripture affirms and balances the value of individuals with the importance and good of society as a whole (http://www.adventist.org/beliefs/guidelines/main_guide8.html? &template=printer.html) The following are its guiding principles on the employer-employee relationship: 1. Human beings, though corrupted by sin, still carry the likeness of God (Gen 1:26, 27). Thus all are to be treated with respect and justice. The freedom to exercise moral and ethical judgment is an essential ingredient in the dignity of personhood. 2. For a Christian, the Lordship of Jesus Christ permeates the whole of life; its attitudes, actions, and relationships (Isa 8:13; Matt 6:24; Acts 5:29, Col 3:23, 24). Other authority sources in life are subordinate to Christ's authority and, unless complementary to it, are neither safe nor reliable. 3. The workplace environment should be characterized by an atmosphere of mutual service and mutual respect. Adversarial relationships between employer and employees, born of suspicion, self-interest, and rivalry deny dignity to persons and ignore the larger interests and needs of society (James 5:1-6).

4.

Human Resources Management 8 The workplace should not dehumanize people. Employees should have access to a process of consultation and genuine discussion in matters affecting their labor and the conduct of the business or industry that employs their talents and skills (1 Kings 12:6,7; Mark 10:42-45; Phil 2:3-8).

5.

Christians should refrain from violence, coercion, or any method incompatible with Christian ideals as instruments in the attainment of social or economic goals. Nor should Christians lend their support to organizations or employers that resort to such actions (2 Cor 6:14-18; 10:3).

6.

The employer should work with the rest of the employees as a team and listen to their views (2 Samuel 18:1-4). King David led his army against Israel. He listened to their input requiring him not to be party to the invasion. They were also gentle in their killing of Absalom according to his wishes. This needs to be reflected in our leadership and working relations, According to Nyambegera, this is a good sign of participative decision-making where the employees are made to feel that their input is invaluable and appreciated(Nyambegera, 2005, p.30).

7.

Job design and division of duties. Ephesians 4:11-12, Its him who gave some to be apostles, some to be prophets, some to be evangelists, some to be pastors and teachers, to prepare Gods people for works of service, so that the body of Christ may be built up. This means in every organization, everyone should be made to understand their particular job that will compliment all other functions in the organization (Nyambegera, 2005, p.30)..

8.

Respect each other and living in harmony. 1st Thessalonians 5:12-15, Paul exalts the Church to live in harmony, respect those who work hard, warn

Human Resources Management 9 against laziness, encourage the weak and to be patient with each other (Nyambegera, 2005, p.30).. 9. Exercising equity. Philippians 2:1-4 encourages the brethrens to not only look at their interest but also the interest of others and to consider others better than them. In employer employee relations, each party should look at the interest of the other too and avoid being self centred (Nyambegera, 2005, p.30).. 10. Spiritual autonomy and integrity for church entities include freedom to uphold and maintain basic religious tenets and practices, such as Sabbath observance, freedom to establish operating policies in harmony with church objectives, and freedom to employ only those who support church teachings and objectives. Contribution of biblical principles and values to Human Resource Management practice in terms of Duties of Employers Rayburn (2006) refers to Ephesians 6:9; Colossians 4:1 in reference to employers responsibilities (http://www.faithtacoma.org/content/200605-07-pm.aspx). In Ephesians 6:8 Paul understands his ethics here apply generally, not only to masters and slaves. These are ethics for employers and employees. Fact is, in those days, most employees were slaves and so to couch the teaching in those terms made perfect sense. Now, what does Paul say to employers or bosses here? He says that they will have to answer to God, as an employer or a supervisor, for the treatment of their workers as they will have to answer for the way they treat anyone else.

Human Resources Management 10 And when Paul says in Eph 6:9 that employers should treat their slaves [or workers] in the same way that is, they are to treat their workers in the same way as, in the previous verses he said that workers are to work for their employers Paul is saying that bosses should treat their workers as if they were serving the Lord and not men, and like the slaves of Christ doing his will from the heart. After all, Paul means, at the last day you will not have to answer to the stockholder or to the customer or to the government regulator or to the person in the company higher than you, but to and only to the Lord Almighty. That fact is a universal acid that eats away all the reasons why company owners and bosses and supervisors have ever mistreated their workers. This mind should dominate anyone who is responsible for the work of others. It did in a righteous man like Job (31:13-1 5): If I have denied justice to my menservants and maidservants when they had a grievance against me, what will I do when God confronts me? What will I answer when called to account? These principles, of course, have untold numbers of applications as featured in the Word of God: Firstly, Employers are obliged to return to their employees a just wage (http://www.faithtacoma.org/content/2006-05-07-pm.aspx). Paul puts it this way in Col 4:1: "Masters, provide your slaves with what is right and fair." Now, it is important for all of us, schooled in the market economics of American capitalism, to take note of the fact that Paul did not say that employers may pay their employees what the market will bear. The Bibles ethics of wages rest on this principle: the laborer is worthy of his hire or, as the NIV has it, the worker deserves his

Human Resources Management 11 wages. (A point repeated several times in Scripture; Luke 10:7; 1 Tim 5:18, etc.) And its application of that principle cuts right across capitalist considerations of the cost of labor. No doubt what a company pays an employer will, in many ways, be determined by its balance sheet, by market forces, by the availability of labor and the like. But Scripture is well aware that market forces can place an employer in a position of advantage over a worker, making it possible for him to pay his workers less than they ought to be paid in accordance with principles of Christian equity, justice, and love. Consider the following texts. 1. Deuteronomy 24:14-15: Do not take advantage of a hired man who is poor and needy, whether he is a brother Israelite or an alien living in one of your towns. Pay him his wages each day before sunset, because he is poor and is counting on it. Otherwise he may cry to the Lord against you, and you will be guilty of sin. 2. James 5:4: Look! The wages you failed to pay the workmen who mowed your fields are crying out against you. The cries of the harvesters have reached the ears of the Lord Almighty! 3. Jeremiah 22:13 (re Jehoiakim): Woe to him who builds his palace by unrighteousness, his upper rooms by injustice, making his countrymen work for nothing, not paying them for their labor. 4. Malachi 3:5: I will come near to you for judgment. I will be quick to testify against sorcerers, adulterers and perjurers, against those who defraud laborers of their wages, who

Human Resources Management 12 oppress the widows and fatherless, and deprive aliens of justice but do not fear me, says the Lord Almighty. (The workers were paid something, of course, but not what was rightly theirs!) 5. Gen 31:41: Laban is an example of a crafty employer who uses all manner of strategies to pay as little as possible to his workers and keep as much as possible for himself! He changed Jacobs wages 10 times in an effort to defraud him of his due! This is but one illustration of the application of the fundamental biblical principle of working life the Lord is watching! and the essential implication of that principle that employers, as well as employees, are obliged in their working life to practice the love of their neighbor. Love for God and man will always require of the employer and the employee more regard for the well-being of another than market forces would ever require of him! The Lord is watching! Market forces, the profit motive, the reality of the bottom line would never require an employer, boss, or supervisor to love his workers, to treat them with regard and respect, and to put their interests above his own personal interests. The fact that he must do his work before the living God, that is what brings those considerations and those obligations to bear. Another point to be observed as a demonstration of this principle, and a profound demonstration of it, is, of course, the fact that Paul is requiring just and fair compensation of slaves by their masters. The scandal of slavery was, of course, precisely that masters owned their slaves and could do with them what they will. Paul says categorically that that power over their slaves cannot be used to the slaves disadvantage;

Human Resources Management 13 that slaves must be treated as fairly and compensated as justly as any other worker must be if a man is to stand before the Lord blameless on the Great Day! The adversarial relationship of management and labor in our country has done untold harm. Every raise is resented by management, every effort to control costs resented by labor. If only employers treated employees the way they would like to be treated themselves in the same circumstances, very often employees would be far more understanding of the problems management faces in trying to run a competitive company. And, of course, underpayment of wages is not the only way in which employers or bosses can mistreat their workers. Secondly, employers are obliged to consider the general interests of their employees as human beings, valued by God and created in his image (http://www.faithtacoma.org/content/2006-05-07-pm.aspx). Communication is a two-way street. Employers not only need to speak to their employees, they also need to listen to their employees with sensitive and understanding ears. (Hershey, 1985, pp. 117-129.) It is not the case, as too many employers have thought, that if the wage is adequate, the company has done its duty to its employers. There is no relationship in life that can so easily and painlessly be managed to the satisfaction of God and certainly not the relationship of someone who has both so much power over other human beings and so much opportunity to do them good or ill. Consider such texts as these. 1. Isaiah 58:3: In condemning employers in his day, the prophet says, you exploit your workers or drive them on; that is, you require them to work when they ought not to have to (in this

Human Resources Management 14 case, a fast day; in other cases a Sabbath; or by simply requiring too many hours a day of labor). 2. Job 31:38-40: Here Job is inviting Gods curse to fall upon him if he has broken the spirit of his tenant farmers... Today we can think of any number of ways in which employers can mistreat employees: cruel speech, poor, unsanitary, or unsafe working conditions, a failure to appreciate and commend faithful labor, little concern for job security, sexual harassment, etc. Thirdly, because an employer or business is going about its work before the Lord and must answer to Him for all that it does, he or it must take care of the poor (http://www.faithtacoma.org/content/2006-05-07pm.aspx). In our day we look to the church and other charitable organizations and, still more, to the state to care for the poor. But the Bible also gives this responsibility to the businessman. Consider Deuteronomy 24:19-22. When you are harvesting in your field and your overlook a sheaf, do not go back to get it. Leave it for the alien, the fatherless and the widow, so that the Lord your God may bless you in all the work of your hands. When you beat the olives from your trees, do not go over the branches a second time. Leave what remains for the alien, the fatherless, and the widow. When you harvest the grapes in your vineyard, do not go over the vines again. Leave what remains for the alien, the fatherless and the widow. Now, some will argue that this requirement was peculiar to Israels church/state situation, but, in fact, these are the very sort of requirements that the apostles carry over and apply to new situations in the new epoch.

Human Resources Management 15 You shall not muzzle the ox while treading out the grain, is an example. If the law of God protects the rights of the animal, you can be sure it protects for ever and all time the rights of the poor. And it is hardly only the businessman who had obligations for the poor. But among all who did, he was one. A business generating income must use that income in part to care for the poor. This is something God requires of the businessman just as he requires it of individuals and other institutions of human society. Just as no person, so no business lives to itself alone! It is wonderful to dream of what our economy would be like if employers treated their employees and their customers as they would like themselves to be treated. But that is just another way of saying that the law of God is good and wise and in the keeping of His commandments there is great reward. But fallen man must have grace to do it, so contrary to his sinful tendency is it to consider others before oneself. What an opportunity that gives Christians. People should love to work for Christians and do business with them. That that is not always the case should be deeply embarrassing to us all. That it should be the case ought to be the marching orders of every Christian company owner, boss, and supervisor. It must be the case if one is running his company so as to please the Lord! Fourthly, managers should apply the concept of servant leadership where the manager should serve the needs of those who are under his authority. This is in keeping with Gods perspective on leadership. The basis for biblical leadership is servant hood. Whoever wishes to become great among you shall be your servant (Matthew 20:26). Employers need to balance efforts to make a profit with an unselfish concern for their

Human Resources Management 16 employees and treat their employees fairly and with dignity. (Mark, 2001, pp. 58-80, Nyambegera, 2005) Other virtues include that the actions of employer or manager should be consistent with his Christian beliefs (1 Pet5:3), making sound decisions (Proverbs 3:21-26), administering justice (Proverbs 3:27) and valuing employees (Luke 2:7) (Nyambegera, 2005). Contribution of biblical principles and values to Human Resource Management practice in terms of Duties of Employees Rayburn (2006) refers to Ephesians 6:5-8 and Colossians 3;22 25 in reference to employees responsibilities (http://www.faithtacoma.org/content/2006-04-30-pm.aspx). The apostle lays his finger on the cardinal vice of our labor: we do it to please men. Servants, obey your earthly masters in everything, and do it, not only when their eye is on you and to win their favor, but with sincerity of heart and reverence for the Lord (Col. 3:22). Men-pleasing takes multiple forms, and with these forms is linked as great a variety of vice. Even when the most satisfactory work is performed, and even though great pleasure may be derived from the doing of it out of consideration for man, either as master or simply as appraiser of our handiwork, even then both motivation and performance violate the first principle of labor, Serve wholeheartedly, as if you were serving the Lord, not men (Eph. 6:7), however much higher in the scale of human values such service may be compared with work poorly done. It is this principle that puts all eye-service and men-pleasing in the category of sin.

Human Resources Management 17 This is the basic principle then: that our work be done as to the Lord and with a view to pleasing and satisfying him. There are positive characteristics to work done when we are seeking to serve God before serving man and the Bible draws special attention to some of those. First, because we work for the Lord and are seeking to please him, we must be hard workers, conscientious and diligent. When sloth enters a workplace you can be sure that God has been forgotten. Some of you have been in situations in which not only do your fellow workers hope to get by with the minimum amount of work necessary to escape notice, but hard workers are actually resented for showing up the others. Trade unions have often performed valuable and necessary service on behalf of workers, but they have also managed, by bringing coercive pressure to bear, to create situations of institutionalized idleness for their workers as though this were something to be applauded. When I was a college student, a few of my fellow students from Pennsylvania had managed to secure summer jobs in the steel industry and would regale us each autumn as we returned to school with accounts of how much they were paid for very little actual work. If you managed, in one particular shop, to secure a position as a brick-layers assistant, for example, you would often do only a few hours actual work per shift. The Bible leaves us in no doubt that hard work is something that pleases God. One classic text is Proverbs 6:6-11: Go to the ant, you sluggard; consider its ways and be wise! It has no commander, no overseer or ruler, yet it stores its provisions in summer and gathers its food at harvest. How long will you lie there, you sluggard? When will you get up from your sleep? A little sleep, a

Human Resources Management 18 little slumber, a little folding of the hands to rest and poverty will come on you like a bandit and scarcity like an armed man. But we can find the same principle of hard work and its reward in the New Testament. Here is Paul in 2 Tim. 2:6: The hardworking farmer should be the first to receive a share of the crops. Hard work brings a reward in Gods world; God himself sees to it. It is a stewardship and a responsibility that is pleasing to him. And, of course, God knows whether you are working hard or not. Sometimes your employer, boss, or supervisor cant tell, or doesnt care. It is not, in many cases, terribly difficult to appear to be working harder than you are, to do less than you might do and ought to do, to be less productive than you might be. Christian workers ought to be hard workers, diligent workers. Their employers and supervisors should soon learn that they will get all they paid for and more from Christian workers, whether or not they understand that they work as hard as they do because they are serving a higher Master. Second, because we work for the Lord, to please him, we of all people ought to be the most scrupulously honest and faithful of workers. God, we are told over and over again is Truth. He cannot lie and we who bear his image ought to be like him in that same strict, unsparing honesty. It is the Devil who lies and who is the Father of lies and does so in such subtle and high-sounding ways. Whose father a man or woman has the Lord or the Devil will be indicated by his or her commitment to the truth. One of the surest signs of mans rebellion against God is the ease with which men and women betray the truth. But, however much we

Human Resources Management 19 find the problem in ourselves, in our society lying has become a way of life. Isaiah never spoke truer words or words more suited to our modern American way of life than these in 59:14-15: Truth has stumbled in the streets, honesty cannot enter; truth is nowhere to be found. For Christians who serve God who sees all things, and for Christians who work so as to please God, there should be strictness, a scrupulousness that sets us apart from our culture and its way of doing work. 1. There should be no personal use of company materials unless explicitly permitted. That is, after all, what Judas did. 2. There should be no fudging, even by a penny, on requests for reimbursement or in computing our expenses and the like. No misrepresentation of ourselves or our work to others or that of another in order to make a better impression on our boss or others at work. Contribution of biblical principles and values to Human Resource Management practice in terms of Compensation The Bible states (Leviticus 19:13): "You shall not oppress your fellow and you shall not rob; the wages of a worker shall not remain with you overnight until morning." This is the law that an employer must pay employees on time. Withholding payment due workers is a violation of Biblical law. Many organizations violate the spirit of this law by not completing a new contract with their employees when the old contract expires or by terminating or reducing employee benefits such as health insurance, pension, etc. (Marc, 2001, pp. 58-80.)

Human Resources Management 20 Further, the Bible requires the master to give his or her slave a severance gift known as hanakah. Consider Deuteronomy 15:13-14 which says "Do not send him away empty-handed. You shall give him a severance gift from your flocks, from your threshing floor, and from your wine cellar ..." An ethical employer should realize that if the Bible demands that a slave be given a severance bonus after six (6) years of labor, it is certainly appropriate for employers to reward loyal workers who have been with a firm for numerous years (Marc, 2001,pp. 58-80.) In reading the passage from Matthew 20:1-16 (the parables of the workers in the vineyard), an employer uses an unusual approach to employee compensation. What would happen today if a business owner paid his workers in the same manner as the landowner Jesus described in His parable? One would want to know if the landowner was unfair. Shouldnt a business owner be able to do what he wants with his money? This question still lies at the heart of employer-employee disputes. What is a fair wage? Should a Christian in business pay workers more than a non-Christian business owner? Is it possible to avoid conflict over wages, or is this simply a fact of business life? Throughout the Scriptures, God expresses His opposition to people who mistreat or abuse those under their authority. In Malachi 3:5, for instance, God promises harsh judgment against those who defraud laborers of their wages. James 5:4 presents another stern warning for those who fail to pay their workers and in Deuteronomy 24:14,15 God gives His commands concerning poor and needy workers. Employing others carries with it an awesome responsibility. In a sense, God employs us so we can employ others. Today, the workplace can be the focal point for many kinds of conflict, much of it related to

Human Resources Management 21 money. How can we know we are acting fairly and justly? Only by believingand acting uponthe truths and principles in Gods Word. Contribution of biblical principles and values to Human Employee Empowerment and Development 2Kings 2:1-11 Elisha was willing to remain with Elijah even on his final journey to heaven. Employees who have willing employers who want to empower or develop them should also emulate this behavior. It is necessary for a manager to seek divine intervention so as to provide relevant training to the employee who deserves since a manager cannot see all the potential in the employees(Nyambegera, 2005, p.116). However, in todays working society, a review of the academic qualifications is also necessary since this serves as a benchmark for all the employees recruited in an organization. On the job training. Jesus recruited his disciples and worked with them on the job for three years then he ascended. He had taught them how to pray, cast out demons, heal the sick and witness the Love of God. It is therefore important to build the staff capacity after recruiting the right candidate to ensure that the desired goal is achieved and the staff have confidence the given assignment (Nyambegera, 2005, p.116). It is a wrong impression that employees are allowed to follow what their superiors and Chief Executive Officer dictate when in reality employee empowerment has become a norm in the work place. It has to do with enabling or authorizing certain employees to think, behave, take action and control the work in the office. This empowered employee could also decide on autonomous matters (http://www.hrbible.com/teambuilding/what-is-employee-empowerment).

Human Resources Management 22 Contribution of biblical principles and values to Human Resource Management practice in terms of Employee Health and Safety Employer should take into consideration what they require in the workplace. Too much workload may affect their health. In 1 Kings 12: 4,7 the people of Israel pleaded with King Rehoboam to lighten their work but he ignored their request which resulted in rebellion among the labourers and division. This means companies have an obligation to consider employees needs on health and safety. When employees are treated with dignity the employees are motivated to work harder and more efficiently(Nyambegera, 2005, p.96). In Luke 2:7, the bible talks of a centurion servant whom his master highly valued that when he was about to die, he sent some elders to ask Jesus to heal him, and indeed at the word of Jesus his servant was healed. The employer should be concerned with the health and safety of his employees, provide conducive working environment and provide for medical treatment especially where the condition is work related.

Biblical aspects of Human Resource practice that are not relevant for the 21st Century In reading the passage from Matthew 20:1-16 (the parables of the workers in the vineyard), a critic can comment that the gospel writers never referred to equality as a value to be desired. Concern with equality tended to be associated with the enemies of Jesus. Equality was not a direct subject of Jesus' teaching. It came up indirectly when people objected to what he taught, usually by way of misunderstanding. His concerns were different. We see it in the parable of the workers in the

Human Resources Management 23 vineyard who were all paid an equal amount regardless of how long they had worked: Those who had worked all day received the normal wages which had been agreed, but others who had worked less than a day were given the same as a full day's pay, which was more than they deserved. The workers who had been out in the heat all day objected. Equality was given when not deserved, or in spite of merit, and might be said to have been a higher value recognized by Jesus, but that was not the point of the story. His message in the parable was about the goodness and grace of God, who never gives people less than they deserve, and will often give much more than anyone has a right to expect -- as in those other parables about the forgiveness of debtors (Luke 7:3950), and the bountiful harvest (Mark 4:26-29). Conclusion Of all the people, Christians should be in the forefront in the implementation of sound human resource management principles. This is so because first, every Christian has been given the task or commission to go therefore and make disciples of all people according to Matthew 28:19. In other words, every Christian has the task of leading others to Christ. This requires human resource management qualities. Second, all Christian belong to organized bodies called churches. Churches have human resource management functions which require a lot of people to accept positions of authority. Indeed the Bible encourages Christians to aspire or desire to be managers in 1 Timothy 3:1 where whoever aspires to the office of bishop desires a noble task. In managing people, sound human resources management values and principles in Christians facilitate the growth both in church and in

Human Resources Management 24 governments. Without this knowledge, Christians are limited in capacity to perform. Therefore, it is important for us all to use human resources management values and principles so that we can improve our qualities and use them to serve God and our fellow human beings and contribute positively in all human resource management-related matters. Hebrews 4:12 says, For the word of God is living and active. Sharper than any double-edged sword, it penetrates even to dividing soul and spirit, joints and marrow; it judges the thoughts and attitudes of the heart. While the Bible was written more than 2000 years ago, its accuracy and relevance for today remain unchanged because it is revelation God has given us about Himself and His plan for humanity. It was applicable then and still is today until the master comes back.

References

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