Strategic Human Resource Management

Despite religion’s importance to over 80% of people globally, mainstream management literature often ignores its influence, viewing workplaces as religion-neutral. Employees are usually expected to set aside their faith at work. While African Initiated Churches were once overlooked, recent research highlights Pentecostal Churches’ (PC) developmental role, especially in Ghana. Further, while strategic human resource management (SHRM) is well-researched in secular organisations, its role in religious groups like churches remains underexplored. This research article explores the impact of SHRM practices on the organisational performance of PC in Ghana. Using an interpretive research paradigm, it has adopted a case study design. A sample of 30 participants, comprising 21 PC officers and nine church ministers, was selected through quota and purposive sampling techniques, respectively. The Social Exchange and Human Capital Theories grounded the research study. Results indicate that SHRM practices positively influence membership involvement, financial viability, and spiritual growth within the PC, contributing to its resilience and long-term success. Further, the study found that using SHRM in selecting leaders and officers has positively impacted membership involvement and growth within the PC. Further, the overall study showed an association between HRM and SHRM on the organisational performance of the PC. It underscores the importance of aligning HR practices with organisational goals, promoting continuous learning and development, and ensuring ethical considerations in leadership selection and training. It concludes that a strong working relationship between HRM and SHRM on organisational performance of PC; use of SHRM in selecting officers has positively impacted membership participation and growth within the PC.