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Company profile

McKesson is a drug wholesaler company that belongs in the pharmaceuticals sector of the healthcare industry. The emerged number six in this year’s Fortune 500 ranking with a with close to $200 billion in revenues, while having over 60,000 employees (Fortune Magazine, 2018).

Biblical Position of the Company

Taking over as McKesson’s Chief Human Resources Officer will necessitate certain changes in the company’s human resources management. In as much as the company already has exemplary human resources development (HRD) ongoing, it is important to enforce changes so that these practices become theologically sound just as they are strategically designed, in the spirit of fulfilling God’s purpose for the business. McKesson already assumes a Biblically strategic business position in terms of the Industry within which it operates; that is, the healthcare industry.

Good health, which is what the company sells intrinsically, is one of the gifts of the Holy Spirit, in the sense of the gift of healing (1Corinthians 12:9). Therefore, the company should make individual employees trained and equipped such that they become true healers just as Van Duzer believes that the Holy Spirit can “clothe” a person in business to perform better (2010: p.118). True healing in the Biblical terms meant, “making a person whole again”. This implies that the person does not lose something after healing; they are restored to their normal, if not perfect, health condition.

HRD Changes

1.  Training of Employees

McKesson as a company does not serve any customer. That is just a name. However, its staffers are the ones who serve customers. Nonetheless, if the employees offer bad service or become negligent, it is the company’s name that appears in the limelight for bad reasons. Therefore, it is important that the company takes the notion that employees are a company’ greatest investment seriously (Mello, 2015). While they are merely sellers of prescribed drugs, negligence can still find its way among them.  For this reason, the company must train its employees thoroughly about safety standards, and accurate sales of drugs just as they have ben prescribed.

Since these employees are using the God-given know-how to heal the sick, and are as such gifted with healing, they must proceed with love without which the gift is meaningless. Some people seek prescribed just to push on when they have already given up in life because of terminal illnesses. These patients (customers) need love (Mello, 2015), and it is what the next phase of training shall focus on. This way, the company will have made “fishers of men” out of its employees, and thus fulfilled God’s purpose for business.

2.  Making Employees Happy

McKesson already has running programs that serve as the company’s employee benefits package. For example, the company has provided all the employees with Fitbit, a health-tracking device.  The company also offers paid parental leaves, paid time-off, financial future planning, and so on. However, there is something that would make the workforce strategically poised and theologically endowed. In the same spirit of love, the company must introduce job rotation and such services that place employees in the departments they love. Van Duzer testifies that it is possible to have employees get stuck in the jobs they specialize in but do not love (2010). This, they realize much later when they desire change only to realize the impossibility in it. Job rotation will find employees positions where they are happy and serve employees even better. Strategically, they will be optimally productive; theologically, they will be using the gifts in love. It is impossible to love the customer if one does not love their job. It will all be fake yet the mission who the business is must be real (Bronkema & Brown, 2009).

3.  Hiring Employees

Currently, McKesson has a clear procedure of hiring employees. Once a person makes a job application to the company, the HRM reviews and screens the application. Then the candidate is interviewed, after which, if they are successful, the company makes them a job offer.  Their employment begins with a post-offer phase where they are helped to join the company culture. One thing that should be added to this routine is allowing the employee a chance to change their mind about the job on offer and choose another one in the company. This openness establishes the invaluable element of trust between the employer and employee (Herman, 1992). If there is a position in that department, they may join straight away upon successful interview; and if there is none, the same can be shelved until during job rotation, in which case the recruit still gets hired. This is to cultivate the culture of love.

References

Bronkema, D., & Brown, C. (2009). Business as Mission Through the Lens of Development.Transformation, 26(2), 82-88. Retrieved from http://www.jstor.org/stable/43052764

McKesson, Fortune 500 (2018). http://fortune.com/fortune500/mckesson/

Herman, S. (1992). The Modern Business Corporation and an Ethics of Trust. The Journal of Religious Ethics, 20(1), 111-148. Retrieved from http://www.jstor.org/stable/40015144

Mello, J. A. (2015). Strategic human resource management

Van Duzer, J. (2010). Why business matters to God:(And what still needs to be fixed). InterVarsity Press.