HRD: Traditional/administrative and contemporary/strategic view

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THE DIFFERENCES BETWEEN A TRADITIONAL/ADMINISTRATIVE
VIEW OF HUMAN RESOURCES DEPARTMENT AND
A CONTEMPORARY/STRATEGIC VIEW

Here we would like to analyze and assess the differences between a traditional/administrative view of HRD and a contemporary/strategic view of the same. At the same, reflecting on how Christian worldview thinking applies.
Let me start by saying that every HRD uses both traditional/administrative and contemporary/strategic approach, even if it is in a minimal amount. Simply because if you want to hire new employees, get them on board, and ascertain that they are paid properly and on time, then you are more on a traditional level. On the hand, if you acknowledge that your employees are the most valuable assets, which determine, based on their individual progress, the success of your company; therefore, providing opportunity for bettering their skills, then you are following a more strategic point of view. Having said this, it is obvious that it is the goal/objectives that determines the differences between the two views. Let's take a closer look by considering three particular stages: initial stage = recruitment, middle stage = while on the job, last stage = the result of the job.

RECRUITMENT/TALENT ATTAINMENT
Traditional view talks about recruitment of new workers by advertising the job position and the needs of the company while the strategic view will think more of talent attainment, planning the workforce/applicant's needs, especially the future employment needs of the company and the workforce. If the objective of a company is expanding the company adding new aspects, the Human Resources Department might want to look for newly and talented graduates whose careers will grow together with company and invest on that aspect.
Gen 1:27 states: "And God created man in His own image, in the image of God He created him; male and female He created them". This shows the depth ...