Islamic Human Resource Management Research Articles

Islamic Human Resource Management (IHRM) Influence on Employee Turnover Intention in Multi-National Corporations (MNCs) in Malaysia

Islamic Human Resource Management (IHRM) Influence on Employee Turnover Intention in Multi-National Corporations (MNCs) in Malaysia

Implementation Of Balance Score Card To Improve Employee Performance At PT Gaya Makmur Tractors

To evaluate a company's success, performance evaluations must be conducted using acceptable performance assessment criteria. Performance appraisal also plays a vital role because it seeks to encourage employees to achieve efficiency and effectiveness in a company. Performance assessments help multinationals evaluate global human resource efficacy for optimization and improvement. It can be said that the Balanced Scorecard can help companies communicate the company's business strategy and as a company goal to achieve the vision and mission. Assessment of performance measurement through the balanced scorecard is an important factor in the company. Apart from being used to assess a company's success, performance measurement can also be used as a basis for determining a company's reward system, for example, to determine employee salary levels and appropriate rewards. Management can assess previous times using business efficiency data as the instrument. Traditional performance assessment, which primarily takes the financial sector into account, is currently what is most frequently utilized in businesses. Measuring performance with this system causes the company's orientation to only short-term profits and tends to ignore the long-term survival of the company. Performance measurements that focus on the financial sector are unable to estimate the performance of the company's intangible assets and intellectual assets (human resources). Additionally, this method of assessing achievement is less capable of entirely driving the organization on a better path and pays less consideration to the external sector and its history. Data analysis was carried out descriptively qualitatively. Using a deductive approach, the conclusion is reached by moving from the general to the specific, particularly those that are connected to the research issue, namely Smart Performance from an Islamic Human Resource Management Perspective. According to the findings, PT Gaya Makmur Tractors was urged to prepare for the worldwide marketplace by changes in performance activities. The key to competition in the global market is total quality which includes emphasis on product quality, cost or price quality, service quality, timely delivery quality, and other satisfactions that continue to develop to provide continuous satisfaction to customers. A crucial element of the business is performance measurement or assessment. Apart from being used to assess a company's success, performance measurement can also be used as a basis for determining a company's reward system, for example, to determine employee salary levels and appropriate rewards. Management can also use company performance measurements as a tool to evaluate the previous period

Development of Islamic Human Resource Management in The Digital Era For MSMEs and Cooperatives in Indonesia

Islamic human resource development through training and human resource management not only in terms of increasing intellectual abilities, but also emphasizing moral depth that comes from spiritual or religious origins. Therefore, the material in training or development must contain the values of Etqan, Ihsan, and al-Falah and also is aimed at to determine the role and also the impact of coaching, training and mentoring from Indonesian Ministry of Cooperatives and SMEsin improving the business performance of their assisted MSMEs through the Fast Track of Digitalization of 1000 Dignified MSMEs. The Implementation Method is chosen at this training. By taking 1000 assisted MSME actors who participated in the coaching, training and mentoring program provided by Indonesian Ministry of Cooperatives and SMEsfor 3 months. This training is carried out directly through the process of training and mentoring MSMEs and other supporting things obtained online and offline.

Faktor-Faktor Yang Mempengaruhi Kinerja Karyawan Dalam Perspektif Manajemen Sumber Daya Manusia Islami Pada CV. Ono Trans Sejahtera

This study aims to examine the factors that influence employee performance in the perspective of Islamic human resource management on CV. Ono Trans Sejahtera either partially or simultaneously. This study used quantitative methods with data collection using Likert scale method. The subjects used in this study were CV employees. Ono Trans Sejahtera totaled 35 people and was taken using total sampling. Data analysis techniques through IBM SPSS statistical program 25. The results of this study show that Hypothesis one, wages have a positive and significant effect on employee performance with a significant value of 0.029 ˂ 0.05. Hypothesis two, work motivation has a positive and significant effect on employee performance with a significant value of 0.025 ˂ 0.05. Hypothesis three, work discipline has a positive and significant effect on employee performance with a significant value of 0.009 ˂ 0.05. Hypothesis four, the work environment has a positive and significant effect on employee performance with a significant value of 0.000 ˂ 0.05. And Fifth, simultaneously the variables of wages, work motivation, work discipline, and work environment have a positive and significant effect on employee performance with a significant value of 0.000 ˂ 0.05. With a Coefficient of Determination of 93.4%. So from the results of the study, overall in partial and simultaneous trials stated that it was influential and significant.

Islamic banking in Bangladesh: a literature review and future research agenda

PurposeIn recent years, Islamic banking (IB) has received a lot of scholarly interest, as seen by the substantial increase in publications on the subject worldwide. The increasing rate of publications on IB indicates that this subject has attracted a substantial amount of scholarly attention. It has also been a prioritized topic for many banking and financial scholars in Bangladesh. This paper aims to conduct a bibliometric analysis to assess the research on IB in Bangladesh.Design/methodology/approachThe method used in this study is a bibliometric analysis of the sample literature collected in January 2022 from the SCOPUS database. The sample size of the study is 120 articles published between 1999 and 2021 which meet the specific selection criteria. To analyze the data, software such as Rstudio (Rshiny), Microsoft Excel and VOSviewer have been used. The analyses were performed in three broad categories: overall performance indicators, citation analysis and cross-dimensional keyword analysis, followed by a brief content analysis that identifies research streams.FindingsThis paper shows a notable increase in the number of publications between 2012 and 2021 with Alam M.K. being the highest contributor to this momentum publishing 12 articles. The findings also highlight the most contributing countries, organizations, publications, articles, sources and subjects. Out of 120 articles, this study has identified 14 research streams that have already been investigated by previous authors. The research streams include the growth of IB in Bangladesh; corporate social responsibility; Islamic human resource management; comparative study; customer satisfaction; development issues; efficiency of Islamic banks; green banking; Islami Bank Bangladesh Limited; IB industry; Islamic finance; Islamic microfinance; Shariah governance; and theoretical aspects of IB in Bangladesh. This study further identified future research agenda with specific research questions.Research limitations/implicationsThis research is limited to journal articles published in English in Scopus-indexed publications. Further research could include various databases, such as the Web of Science, and increase studied units. While this study focused only on bibliometric analysis and research streams, future studies may center on the systematic review of articles published on specific topics.Originality/valueAlthough IB is a rising sector in the financial system of Bangladesh, to the best of the authors’ knowledge, this is the first bibliometric analysis of IB in Bangladesh. The 14 research streams identified in this study also uniquely provide 10 future research agendas with 39 specific research questions.

Islamic Human Resource Management in Gulf Countries: A Literature Review

This paper explores the nature and substance of Islamic management practices in Arab countries. It also examines the impact of globalisation on multinational (MNC) companies operating in Islamic countries. Understanding Islamic management principles helps build a more suitable model of best practice management in Arab and Islamic countries. The study argues that reverse management skills delivery by MNC managers is crucial to successful human resource management in host countries. It adds to the comparatively limited literature on Islamic management by presenting issues critical to advancing Western Islamic management systems. It concludes that the incompatibility between global integration and local obligations is a key reason for the lack of progress in most Arab and Islamic countries.

Islamic Human Resource Management Practices and Innovation in Malaysian Public Service

The contribution of Islamic human resource management practices (IHRM) on enhancing innovation has not been researched yet in Malaysian public service. Moreover, one of IHRM practices which is Islamic promotion practice has not been studied in previous researches. Thus, this is the impetus of this study. As many previous studies have engaged quantitative method in attaining their research objectives, this study tries to contribute to the body of knowledge by engaging qualitative method whereby semi-structured interviews are conducted with the top management and exec-utives of ten public agencies. Five interviews are allocated to each awarded and non-awarded public organizations. The purpose is to examine the similarities and differ-ences of these public agencies and between different types of informant. The results found similarities and differences among the awarded and non-awarded public agen-cies. The result shows that majority of the awarded public organizations agreed that the implementation of IHRM practices in the organizations has enhanced innovation. The findings of this study indicate that IHRM practices should continue to be imple-mented in Malaysian public service as it contributes to increasing innovation at the workplace.

Impact of Islamic work values on in-role performance: Perspective from Muslim employee in Indonesia

Religious values are contemporary issues associated with employees’ behavior in organizations, especially from the Islamic human resource (HR) management view. To address this issue, this study analyzed the influence of Islamic work values on engagement, job satisfaction, organizational commitment, and in-role performance of Muslim employees. Considering the potential spread of COVID-19, primary data was collected by distributing online questionnaire via emails and social media to 283 respondents in Makassar City, Indonesia, who fulfilled the predetermined sampling criterion. PLS-SEM was employed to check the measurement and structural models of the SmartPLS 3.0 program. It was revealed that Islamic work values have a significant influence on engagement and job satisfaction and in contrast, insignificant on organizational commitment and employee in-role performance. In addition, a significant interrelationship between the 4 endogenous variables was confirmed, namely engagement, job satisfaction, organizational commitment, and in-role performance. Furthermore, it was found that several constructs mediate the correlation between Islamic values and in-role performance. The findings are essential to provide theoretical enrichment for future studies pertaining to the measured Islamic values and HR behavior. Practically, managers are capable to devise and select the most appropriate HR strategies for Muslim employee in a particular organization.

CHARACTER-ORIENTED HUMAN RESOURCES MANAGEMENT OF ISLAMIC BOARDING SCHOOL (PONDOK PESANTREN) IN LAMPUNG PROVINCE, INDONESIA

Islamic boarding school (Pondok Pesantren) is the oldest educational institution in Indonesia. It is an authentic Indonesian cultural heritage. The advancement of science and technology has influenced the Islamic boarding schools paradigm. On the other hand, the Islamic boarding school must be consistent in maintaining its cultural characteristics. There are four types of Islamic boarding schools in Lampung Province: pure Salafiyah, Madrasah Diniyah Takmiliyah, formal Diniyah education, and Takhassus. This study aims to determine the character-oriented human resource management of Islamic boarding schools in Lampung Province. This study employed the qualitative approach, which utilized interviews, observations, and documents to collect the data. The findings of this study are 1) the Islamic boarding schools human resource management planning includes needs analysis, recruitment, selection, and placement. 2) the implementation of Islamic boarding schools human resource management includes education through routine recitation, routine coaching, workshops, training, seminars, comparative studies, tawajjuhan thariqoh, night prayer (qiyamul lail), five daily prayers, routine dzikir, and tahsin and tahfidz Al Quran. 2) The human resource management Evaluation of Islamic boarding schools is carried out once a month, every two months, once every three months, at the end of the semester, at the end of the school year, and even at any time. The planning, implementing, and evaluating character excellence are done through 1) moral character, which includes trustworthiness, honesty, responsibility, sincerity, courtesy, qanaah, loyalty, and militancy. 2) Performance characters must include competence, discipline, punctuality, respect for time, collaboration, hard work, and thoroughness.

Islamic Human Resource Management and Turnover Intention among Employees of an Islamic Religious Council

Objective - Turnover has become a worldwide problem that has puzzled organizations, researchers and experts for years. This study is focused on practices of iHRM that consist of Islamic Staffing, Islamic human resources management, Islamic performance management and Islamic compensation and turnover intention among employees at Islamic Religious Council. This study has 3 research objectives. Firstly, to identify the level of the iHRM. Secondly, to identify the level of turnover intention. Thirdly, to investigate the relationship between iHRM and turnover intention. Methodology/Technique - 300 questionnaires were distributed to all employees at one of Islamic Religious Council in Malaysia as sample for this study and a stratified random sampling method was used. Findings - The research concludes that the level of iHRM and turnover intention is high. The relationship between iHRM and turnover intention also has a positive effect. Novelty - This research is one of few studies to examine the relationship between iHRM and turnover intention. Type of Paper: Empirical. JEL Classification: E24, M12. Keywords: Turnover Intention; Islamic Human Resources Management (iHRM); Islamic Staffing; Islamic Human Resources Management (iHRD); Islamic Performance Management; Islamic Compensation Reference to this paper should be made as follows: Omar, M.K; Jamhari, N.A; Yusoff, Y.M. (2021). Islamic Human Resource Management and Turnover Intention among Employees of an Islamic Religious Council, Journal of Management and Marketing Review, 6(1) 56 – 64. https://doi.org/10.35609/jmmr.2021.6.1(6)

The Practices of Islamic Human Resource Management (IHRM) and Turnover Intention at an Islamic Religious Council of Malaysia

Turnover intention is intention of employees to leave their job that can be defined as a psychological opinion whether employees will remain with the organization (Yuan, Yu, Li & Ning, 2014). ). Similarly, turnover intention can be define as individual conscious and readiness to quit the organization (Lu, Tu, Li & Ho, 2016). High turnover intention will increase the cost for staffing and training new employees (Long, Thean, Ismail & Jusoh, 2012). Studies that tested the connection between turnover intention and actual turnover are limited and show different results to look the effectiveness of intentions as a reliable behavior (Cho & Lewis, 2012). There are several factors that can contribute to turnover intention among employee which are practices of human resources management (HRM); (Santhanam, Kamalanabhan, Dyaram & Ziegler, 2017), job satisfaction; (Saeed, Waseem, Sikander & Rizwan, 2014), leadership styles; (Azanza, Moriano, Molero & Mangin, 2015) and organization commitment; (Azanza, Moriano, Molero & Mangin, 2015). Keywords: Turnover Intention, Islamic Human Resources Management (iHRM), Islamic Staffing, Islamic Human Resources Management (iHRD), Islamic Performance Management, Islamic Compensation.

PERAN MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN KERJA MENURUT PERSPEKTIF ISLAM

Abstract: The role of Islamic human resource management isconsidered to significantly influence employee performance. BankBRI Syariah branch of Pakis Malang implements Islamic-basedhuman resource management. The study was conducted todetermine the role of Islamic-based human resource management onemployee performance using descriptive qualitative approach. Theindicators of employee performance are moral values, compensation,spirituality, organizational systems and structures, work quality,creativity and cooperation. As a financial institution that refers toIslamic principles, Bank BRI Syariah branch of Pakis Malang has anIslamic culture that is applied in its human resource management.The implementation of Islamic cultural values to human resourcemanagement at BRI Syariah branch of Pakis Malang, employeesbecome more enthusiastic at work because they feel that their workis a form of worship, being a motivation and a boost for employeeperformance.Keywords: Islamic Human Resource Management, EmployeePerformance, BRI Syariah

Conceptualising Islamic Human Resource Management Principles in the Context of Palestine

Purpose - The purpose of this study is to conceptualise Human Resource Management Principles in the context of Palestine by investigating the current and standard practices of Islamic HRM principles in the West Bank in Palestine. The primary focus is more on the implementation and awareness about Islamic HRM principles in the large institutions and organisations including governmental and non-governmental influential bodies like banks, universities, ministries and other key organisations.
 Approach – The paper takes the form of a qualitative approach based on an extensive review of relevant literature. It examines the different available research works and studies done in the field of HRM and Islamic Human resources in the West Bank in Palestine. It aims to summarise the current trends and possible future implications of the present behaviours and practices in the Palestinian organisations and their awareness about the importance of Islamic HRM.
 Findings – The reviewed literature reveals a considerable misunderstanding of the critical concepts of the Islamic HRM and a lack of awareness about their nature and importance to the organisations. Although most organisations claim that their practices are in line with the principles of Islam and they care a lot about fair treatment and honesty, nevertheless the reality is that the literature reveals a minimal implementation of these principles. Furthermore, the Israeli occupation has created many limitations on Palestinian organisations.
 Research limitations – The limitations that this study faced are the lack of data from primary resources and official data. Furthermore, there is a lack of research papers on Islamic HRM in the Palestinian context because of the limited resources and empirical studies in this area.
 Value –The study has an excellent value for decision-makers and policymakers in Palestine and shows them the importance of implementing Islamic HRM for their organisations

The Operational Indicator of "Insani" Resources Criteria As The Implementation of Islamic Human Resource Management

<p><em>Human being has function as Khalifah fil arḍ means that has qualification as man power in maximizing the function of organizing resources. In an organization, the khalifah function is to achieve a maximum results acknowledge as Insani Resources</em><em> (IR)</em><em>.</em></p><p><em>The aims of this writing are to break down the criteria of Insani to be operatively in strengthening the theory of human resource management. This paper focusing on three criteria of Insani Resources; Al-Qawiy Al-Amīn (QS: [28]: 26), Makīnun Amīnun (Surah: [12]: 54) and Ḥafīẓun Alīmun (Surah: [12]: 55).</em><em> </em><em>In sort, the relevance of Al-Qawiy Al-Amīn, Makīnun Amīnun and Ḥafīẓun Alīmun, that the criteria of IR Al-Qawiy Al-Amīn, Makīnun Amīnun and Ḥafīẓun Alīmun have entered the standard of IR qualification of Islamic economics</em><em> </em></p><p><strong><em>Keywords:</em></strong><em> </em><em>Insani Resource (IR), Al-Qawiy Al-Amīn, Makīnun Amīnun, Ḥafīẓun Alīmun.</em></p>

Human Resource Management Practices from Islamic Perspective: A Study on Bangladesh Context

Purpose: The purpose of the paper is to review and discuss the role of Islamic Human Resources Management (IHRM) practices and the principles of the IHRM system and its necessity in the context of the emerging Islamic banking sector, namely Bangladesh. Design/Methodology/Approach: This paper highlighted and discussed the importance of Islamic human resource management practices in Bangladesh in addition to a brief discussion on all HRM practices. Nonetheless, this study is based on secondary documents and data obtained from a variety of articles, books, newspapers, journals, and websites. Findings: It is found in this research that there may be nine IHRM system principles that can positively influence four major IHRM systems, including recruitment and selection, training and development, performance evaluation, and pay and compensation. If all four activities are carried out in accordance with Islamic principles, so the long-term organization can be maintained, and the growth of human capital will be assured. Originality/value: Explore the key IHRM values of the Al Quran and the rising need for the IHRM system in Bangladesh. Thus, the findings of the study may help to formulate the policies and implement the IHRM program in the Islamic banks.

Rekrutmen, Seleksi dan Penempatan Syariah

Abstract: The theme of the article is the business concept in Islamic economics. The purpose of writing is: to analyze recruitment, selection and placement based on Islamic law. This article is a study of literature. Islam is the most perfect religion. everything in Islam comes from God. God has revealed Al-Qur’an as a guideline for the Islamic ummah in carrying out every aspect of life. Hadiths are also used as a basis for Muslims. So is the case with the concept of Islamic human resource management. This paper explains how the Islamic Perspective regarding the process of recruitment, selection and placement of human resources. How is the process and implementation of recruitment, selection and placement in the Koran and Hadith which is the main reference for Muslims.

Manajemen Sumber Daya Manusia Islam Bagi SDM di Bank Syariah

Sharia banking in Indonesia continues to experience growth both in terms of assets, the account of offices, the account of customers, and the market share of sharia banking that exceed 5 percent. The growth of sharia banking is not followed by adequate human resources both in quantity and quality. Human resources are still a difficult problem for sharia banking now. In the roadmap of sharia banking period 2015-2019 issued to make the Financial Services Authority to make human resource issues into things to be resolved. It takes a pattern of human resource management that can create qualified human resources for sharia banking. This paper is qualitative descriptive that will describe the growth of human resources in sharia banking, as well as the important role of Islamic human resource management for human resources in shariah banking. This paper shows the growth of human resources in sharia banking in the period of December 2016 until september 2017 grew by 2.368 percent, with the total human resources of shariah banking today as much as 61,389 people. The pattern of Islamic human resource management becomes important for the availability of best quality of human resources in sharia banking. Islamic human resource management able to meet the human resource who understand the science of economics and science of sharia. Islamic human resource management covers the entire process of establishing human resources in sharia banking. One of the patterns of Islamic human resource management that is relevant to the current state of sharia banking is Calestial Management. It consists of ZIKR, PIKR, and MIKR.

Islamic human resource management (iHRM) enhancing organizational justice and employees’ commitment

PurposeThis paper aims to introduce and promote the novel concept of Islamic human resource management (iHRM) and assess its effects upon two organizational attitudes, namely, perceived justice and employees’ commitment.Design/methodology/approachThe present study is an applicable and empirical research that has used the descriptive–correlative method. The target population consists of 192 employees from Resalat Qard al-Hasan Bank in the city of Tehran. Calculated based on Cochran’s formula, 128 people are selected by means of a simple random sampling technique. To collect primary filed data, questionnaires are distributed. The gathered responses are analyzed with the structural equation modeling approach using SmartPLS software package.FindingsFour dimensions of iHRM, i.e. recruitment and selection, training and development, remuneration and compensation and performance appraisal, are positively associated with organizational justice. Also the first three dimensions have a positive impact on employees’ commitment, but the link between performance appraisal and employees’ commitment is not statistically significant because of the slightly negative attitude of the employees toward a possible perfunctory routine.Originality/valueiHRM is one of the emerging trends in Islamic management literature, with limited studies conducted in this specific field. The current effort is one of the first attempts to empirically investigate this relatively new construct in the context of Iran.

Islamic principles of conflict management

This article explores and analyzes Islamic principles that govern conflict management within the Islamic human resource management (HRM) context and provides new insight into the theoretical development of conflict management from an Islamic HRM perspective. Current models are analyzed through Islamic principles and integrated into a comprehensive Islamic framework that can function as a guide for HRM toward developing a proactive nonlinear conflict management strategy. This study shifts the dialogue of Islamic conflict management from intervention to organizational culture. The premise of this study is to develop a model for HRM practitioners among a Muslim workforce. The proposed model suggests that conflict is referred back to Quran and Sunnah, the two primary sources of Islam. Islam mandates selection of Shura (council) and appointment of a Muslih (mediator) whose function is (1) al-tathabbut (verification) and (2) nasīhah (advice). HRM must consider proactive organizational traits based on Islamic principles: (1) ta’awun (cooperation), (2) sabr (patience), (3) al-ta’akhi (brotherhood), and (4) husn al-dhann (good assumptions).

Comparison of Modern and Islamic HRM: Impact Of Ihrm On Organizational Commitment (a Survey among Employess Of Islamic BANK in Pakistan)

<p><em>Section-1 of this paper provides an understanding and comparison of the fundamental concepts of Modern Human Resource Management (MHRM) and Islamic Human Resource Management (IHRM). Section-2 identifies the implications of MHRM and IHRM from modern/secular and Islamic/religious perspective on HRM and the metamorphosis between their concepts. Section-3 claims that MHRM and IHRM do not produce similar results. The application of MHRM results can only be achieved in the life of this World, but the results of the IHRM can be achieved in the life of this World, and also in the life of World-Hereafter. Section-4 presents a survey based research, comprised of quantitative data showing the perception of employees about IHRM and its resultant impact on Organizational Commitment. A questionnaire for data collection and survey approach has been used to study the perception of IHRM on employee-commitment. The research suggests the importance of adopting IHRM based strategies to increase organizational commitment among employees. </em></p>