The tasks and departments associated with human resource departments as we now know today has existed long before being defined as such. There are many conflicting accounts of when human resources was allegedly developed. There are many instances in scripture which reflect our modern day definition of human resource management. When Jesus was selecting his disciples, he certainly understood the idea and need for human resource management. Jesus understood that he needed a team in order to accomplish the important work at hand.
It was he who gave some to be apostles, some to be prophets, some to be evangelists, and some to be pastors and teachers, to prepare God’s people for works of service, so that the body of Christ may be built up until we all reach unity in the faith and in the knowledge of the Son of God and become mature, attaining to the whole measure of the fullness of Christ. (Eph. 4:11-12 New International Version)
Today’s typical Human Resource Department models the selection and ideas that Jesus utilized in order to manage and select certain persons for different roles within His organization. Prior to the Industrial Revolution, society was typically made up of sole proprietors that specialized in certain craftsmanship or agriculture. The Industrial Revolution of the early 1800’s was when there began to be recognition for the need for human protection or worker’s rights; a department to monitor working conditions as well as employee wages was born ("Evolution of Human Resource Management | HRdictionary," n.d.). As America was emerging after the Revolutionary War, and the nation began to grow, so did the need for workers as production increased, workers began to real...
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...disabled employee, in order to make the task with which they were hired to perform achievable. There are several factors, such as size of organization, total number of employees, and cost to the employer to make the accommodations that would determine if the accommodations needed would create an undue hardship for the employer. If no reasonable accommodations for the employee is not able to be made without causing undue hardship for the employer, then the employer is legally able to terminate the employee (Ivancevich & Konopaske, 2013, p. 77).
Sexual harassment in the workplace is another burden that the human resource department is responsible for managing. The Equal Employment Opportunity Commission (EEOC) has defined sexual harassment as any unwelcomed sexual advance, verbal or physical suggestions in a sexual nature, requests or demands for sexual favors.
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