Islamic Human Resource Research Articles

Developing an Islamic Human Resource Development Mode (IHRD) to Strengthen the Organization's Sustainable Development Goals (SDGs)

Objective: This study proposed and developed an Islamic Human Resources Development (IHRD) model for Organizational Sustainability. Theoretical Framework: The worldview theory conducted as the framework of this study. Worldview defined as a set of fundamental beliefs of human being. This study specifically elaborated the fundamental concepts of Swanson’s theory of HRD and integrated them into the Islamic fundamental concepts. This integration then became the foundation for the development of IHRD conceptual model. Method: This literature study was performed using philosphical approach. The primary sources for this study are Richard Swanson's works on HRD. Content analysis and comparative analysis are the techniques of data analysis used. Results and Discussion: Firstly, HRD in Swanson's view is not based on the concept of God. In contrast, the Islamic worldview makes God the central concept. Secondly, the incorporation of the concept of God in HRD theory broadens its scope includes material and spiritual well-being, eradicating exploitation and sustainability values Research Implications: This study will be useful in developing academic discussions on Islam and HRD. Empirical testing of this study is the practical implication in strengthen the organization's Sustainable Development Goals (SDGs). Originality/Value: This study contributes to the literature by introducing worldview theory as a framework for HRD studies. This study is expected to provide a conceptual guide for Muslim HRD practitioners, particularly those living in Muslim-populated countries. Further research on the discussion of Islam and HRD development is necessary to conduct.

Strategi Pengelolaan Sumber Daya Insani dalam Meningkatkan Industri Fesyen Halal

This article aims to offer management strategy of Islamic Human Resources (IHR) in the Islamic fashion industry environment. This research is library research, with data collection techniques using books, journals, and other publications. This study uses a qualitative approach that produces descriptive data in the form of words about IHR management in the Islamic fashion industry. The collected data are then analyzed, interpreted, and generalized. The results of the study indicate that IHR development not only emphasizes intellectual and emotional development, but also involves spiritual and moral development. The presence of a truly Islamic IHR can reduce or eliminate the risk of sharia compliance in the Islamic fashion industry environment. The operationalization of IHR Islamization can be carried out through several stages, namely sharia recruitment and sharia selection. Sharia selection tools that can be used include sharia curriculum vitae (CV) analysis, sharia test, sharia interview, sharia recommendation and sharia psychological test. Everyone who works in the Islamic fashion industry needs to be Islamized through the stages of sharia recruitment and selection. It is hoped that the IHR development stages will give birth to tazkiyah or inner purification which will color all activities in the Islamic fashion industry.

Reconceptualization of Ideal Islamic Bankers in The Sharia Framework (An Effort to Create a Sharia Compliance Ecosystem)

Islamic bankers have a central position and an essential role in the implementation of Sharia principles in Islamic banking practices because Islamic bankers are parties directly related to the operational implementation of Sharia contracts. This research attempted to reconceptualize the figure of the Islamic banker with the formulation of the ideal Islamic banker within the framework of Sharia norms. This research was qualitative research that applied a literature study. Referring to the Hadith of the Prophet, Atsar Umar bin Khattab and Qaul Abu Laits, which serve as the foundation for the formulation of the ideal Islamic banker in the ideas of banking jurisprudence related to Islamic Human Resources Management, Islamic bank management must consider the relevance of education in selecting employees as an application of the Islamic recruitment model. Furthermore, the ideal Islamic banker will be realized through Islamic training, which forms ways of thinking, competence, character, and work motivation within the Sharia framework. The results indicated that Islamic bankers had adequate knowledge of Sharia and enthusiasm and commitment, which was vital in implementing all Sharia provisions in banking transactions to create a Sharia compliance ecosystem in Islamic banking.

Implementation of Islamic Human Resource Management Policy in Improving Employee Job Satisfaction: Literature Review Study

This research investigates Islam-based Human Resource Management (HRM) and its impact on employee job satisfaction. Through a systematic analysis of various literatures, this study explores the concepts, principles, and applications of Islamic-based HRM, as well as the challenges associated with its implementation. Findings from the literature suggest that Islam-based HRM has the potential to create a more just, empathetic, and Islamic values-oriented work environment. However, challenges such as integration of Islamic principles into existing management frameworks, understanding and acceptance of Islamic-based HRM among leaders and employees, and potential conflicts between Islamic principles and prevailing regulations were also identified. Nonetheless, with deep understanding and strong commitment, organizations can overcome these challenges and reap great benefits from the implementation of Islamic HRM. This research provides a solid foundation for further developments in the field of Islamic HRM and highlights the great potential it has in creating a better and more sustainable work environment.

Building Green Human Resource Behavior with Integrity: An Islamic Human Resource Management (HRM) Approach

This research aims to explore how the application of Islamic Human Resource Management (HRM) principles can shape human resource behavior that embodies integrity and aligns with Islamic teaching values, while also integrating green HRM practices to promote environmental sustainability. Using a qualitative approach and in-depth literature study, this research analyzes the concept of Islamic HRM, the core values it encompasses, and human resource management practices that are consistent with Islamic principles. Additionally, this study examines the role of green HRM in fostering environmentally responsible behaviors among employees, highlighting the synergies between Islamic HRM and sustainability. The research results show that the application of Islamic HRM can cultivate human resource behavior characterized by integrity, trust, fairness, responsibility, and environmental stewardship. This research also provides examples of best practices from organizations that have successfully implemented both Islamic HRM and green HRM principles in managing their human resources. The findings of this research offer valuable insights for human resource practitioners, organizational leaders, and academics in designing strategies to develop human resource behavior that not only aligns with the values of Islamic teachings but also supports sustainable business practices.

Implementation of Islamic Human Resource Management in Islamic Boarding Schools: Case Study in Modern Islamic Boarding Schools

This study aims to examine the strategy of HRM development in modern Islamic boarding schools based on Islamic principles. This study uses a qualitative approach by collecting data from various sources such as the results of previous studies. The collected data will be analyzed thematically to identify patterns and main themes relevant to the research objectives. The results of the study indicate that the implementation of HRM based on Islamic principles can improve individual and organizational performance in Islamic boarding schools. The principles of fairness and transparency in recruitment and promotion, the welfare of teachers and staff, and the enforcement of ethics and integrity are key factors in the success of HRM. Cultural and traditional challenges can be overcome by aligning conventional values ​​with modern management principles through education and dialogue. Limited resources can be overcome with creative and collaborative solutions, such as cooperation with non-profit organizations and the private sector. Adapting to technological change requires investment in infrastructure and training, as well as cultivating innovation throughout the organization. With the right strategy, Islamic boarding schools can implement effective human resource management that follows Islamic values, so that they can produce competent and noble graduates.

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

Model of Educational Leadership Management in Boarding Schools

Islamic boarding schools have a wealth of knowledge that can be researched and analyzed from various scientific aspects, so research on Islamic boarding schools will be available. This study will focus on the management pattern of pesantren leadership education by choosing the largest pesantren in the country, namely the Darussalam Gontor Modern Islamic Boarding School. A qualitative method with a case study approach. Data were obtained from key informants, Islamic boarding school documents and books, journals and articles as support related to the management of leadership education in the era of globalization. Data analysis in this study used content analysis techniques. The results of the study found that the management of leadership education in the form of regeneration in the style of the Gontor Islamic Boarding School was classified into six: briefing, training, assignment, habituation, control and role modelling. The revival of leadership values at the Gontor Islamic Boarding School includes education of ibrah, habituation, mauidzah, discipline, independence and exemplary. The pattern of leadership in Darussalam Gontor Islamic Boarding School is collegial (Trimurti). The administration of the Trimurti pesantren Darussalam Gontor became the central figure of the pesantren in the leadership of three kiai. With this collective leadership model, the Gontor Islamic Boarding School will eventually become a modern institution whose survival does not depend on a single kiai as the supreme leader. Thus, Islamic boarding schools are expected to be able to foster and produce Islamic human resources.

End-User Assessment of the Graduate Performance From Islamic Bank Department, Faculty of Islamic Studies, Universitas Ahmad Dahlan: A Survey

It is undeniable that external factors drive the development and growth of the Islamic bank industry in Indonesia. One of them is the supply of Islamic Human Resources (IHR) from various universities (PT), both private and public, that have opened Islamic banking study programs. However, the increasing availability of IHR from PT still needs to improve, including; link and math curriculum, absorption of graduates in the Islamic bank industry, competence, and performance of PT graduates. Therefore, this study aims to assess the performance of graduates of Islamic banking study programs who have worked in the Islamic banking and finance/islamic banking industry with an approach of technical competence, conceptual competence, and interpersonal ability. This type of research is descriptive quantitative. The sample is all alums of the Islamic banking study program who have worked in Islamic banks and finance/islamic for 2019-2021 with snowball sampling techniques. The sampling method uses questionnaires distributed to company leaders. The findings showed that most alums of Islamic banking study programs who work in the financial industry show high technical skills, conceptual abilities, and interpersonal skills.

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.

The Concept Of Structural Da'wah Of Palembang City Government In Realizing The Golden City Of Darussalam

The structural dakwah is movement of dakwah through inner power of government. The activity of structural dakwah is propagate Islamic value to evolving society, structure, politics, and economic. Thereby, Islam is not only a religion or a name of beliefs or certain forms of worship, it is in fact a way of life, a complete code for the guidance of the individual’s, group’s, and state entire life.
 This research try to reveal phenomenon on Palembang government structural dakwah through program named “Palembang Emas Darussalam.” Therefore, we can see some results to gain some information about implementing Palembang religious program.
 This field research using qualitative method focused on analyzing Palembang government structural dakwah. The studies presented in this research also want to know, first, how the implementation Palembang religious program in Palembang. The second is implementing in field of physic or material. Third, how the implementation of Palembang religious program in the field of mental or spiritual. Through this research will be get benefit, first, to get information about structural dakwah of Palembang religious in the field physic material and mental spiritual.
 This research could be concluded, second, Palembang religious program in the field of physic material among other things: The movement of one thousand one mosque (Gerakan Seribu Satu Masjid), Developing of mosque library (Pengembangan Perpustakaan Masjid), Developing of mosque cooperation (Pengembangan Koperasi Masjid), The movement of loving Islamic teacher (Gerakan Cinta Ustadz Ustzdah), The aids for religion organization (Pembinaan Bantuan Organisasi Keagamaan). Second, Palembang religious program in the field of mental spiritual among other things: Visiting together of Jum’at and Ramadhan moment (Safari Jum’at dan Ramadhan Bersama), improving activity of religion society: To undertake the journey to the ka’bah pilgrimage for a good people and marriage program for the poor people (Peningkatan aktivitas sosial keagamaan: Pemberangkatan Ibadah Haji bagi masyarakat berprestasi dan Nikah massal bagi masyarakat kurang mampu). The Improvement of Islamic Human Resources: Training and development of Badan Amil Zakat, Training and Development of the Candidate of Islamic Propagator, Training and Develompent of management of mosque (Peningkatan Sumber Daya Manusia Islami: Pelatihan Badan Amil Zakat, Pelatihan Calon Da’i, dan Pelatihan Manajemen Masjid), The Improvement of Islamic Art and Culture: Musabaqah Tilawatil al-Qur’an dan Memorizing Islamic Big Days (Peningkatan Seni dan Budaya Islam: Musabaqah Tilawatil al-Qur’an dan Peringatan Hari-hari Besar Islam), Banned place of amusement and Drinking of Alcoholic Beverage distribution (Larangan Tempat Hiburan dan Peradaran Minuman Keras).

Concept Good Education with Adab to Build Islamic Human Resource Development

This study endeavors to elaborate on the educational philosophy of Syed Muhammad Naquib al Attas. Al Attas' educational thought, if traced according to his background, it cannot be separated from his attention to the current of secularization of science. As a philosopher, his conception of education begins with his view point on the human beings in terms of being very Islamic. For him, secular Western education gave birth to humans who are uncivilized, savage and brought damage not only to nature but also to humanity itself. Moreover , he sees that the cure for the crisis caused by the secularization of knowledge is through education. Therefore, it is interesting to discuss the concept as proposed by al Attas to solve this problem

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.

Build Islamic Human Resource Development (I-HRD) in University Based on Islamic Worldview

HRD strategy is not confined to economic aims only, for it also seeks to ptomote the principle of wider public participation by creating employment through labor-intensive technology, investion in education and training, expanding government programs for social services, creating indegenous managerial, scientific and technical skills and by establishing effective social service institutions. But there are religions and civilizations that have a broader spectrum of views than just a vision of the world, so the meaning of the outlook on life is expanded. Since in English vocabulary there is no proper term for expressing a broader vision of the reality of worldliness other than the words worldview, Muslim scholars take the words worldview (for English expression) for the meaning of a view of life whose spectrum reaches the reality of worldliness and ignorance by adding to the adjectives of Islam. The Conclusion is worldview islam is good idea to build IHRD in University

The Role of Training in the Perspective of Virtual Capital: Orchestration of Islamic Human Resources

The Role of Training in the Perspective of Virtual Capital: Orchestration of Islamic Human Resources

PENGARUH BUDAYA ORGANISASI ISLAMI, KEPEMIMPINAN ISLAMI DAN KOMPETENSI SUMBER DAYA MANUSIA ISLAMI TERHADAP KINERJA PEGAWAI DI MADRASAH TSANAWIYAH NEGERI BARITO SELATAN KABUPATEN BARITO SELATAN


 
 
 
 Employee performance is very important in supporting the operational activities of the agency, so that every head of a government agency is required to be able to improve the performance of its employees. Various efforts can be made to improve employee performance starting from creating an Islamic organizational culture, Islamic leadership and Islamic human resource competencies owned by the agency. This study aims to analyze the influence of Islamic organizational culture, Islamic leadership and Islamic human resource competence on employee performance at Madrasah Tsanawiyah Negeri Barito Selatan.
 The author uses quantitative research methods, with a sample of 56 people. The sampling technique in this study used saturated sampling and data collection techniques through observation, documentation, questionnaires and interviews and the statistical analysis used was multiple linear regression analysis.
 The results obtained indicate that the variables of Islamic organizational culture (X1), Islamic leadership (X2) and Islamic human resource competence (X3) together (simultaneously) have a significant effect on employee performance, where Fcount > Ftable is 19,092 > 2,783 (Ho rejected), then together the independent variables also contribute to employee performance by 52.4%. As for the partial variables X1, X2 and X3 have a significant effect on the Y variable with the contribution of each variable's value of 19.53%, 4.08%, and 28.79%.
 
 
 
 
 Based on the conclusion that if individual performance is good, it is likely that organizational performance is also good and an employee's performance is good if he has high knowledge and skills, is willing to work for a salary or is paid according to the agreement and has high future expectations. better, with strategies, programs, activities and development with an Islamic perspective that has the principles, goals, vision, mission and values.

Madrasah Strategic Management in Improving The Quality of Human Resources

Human resource management for madrasah has a vital role given the dynamics of diversity in motives, work orientation, background experience, competence, culture, workforce diversity, and globalization. This research aims to understand the strategic management of madrasah in improving the quality of Islamic human resources at MAN 2 Makassar City. This study uses a qualitative case study type method. The data collection technique was carried out through participant observation, in-depth interviews, and documentation. Before the researcher analyzed the data, the data was first processed (data processing), followed by the editing process, coding, data presentation, concluding. The results of the study indicate that the strategic management of madrasah in improving the quality of Islamic human resources is carried out through internal and external environmental analysis, strategy formulation, implementation of quality-based management that focuses on customer satisfaction focus and continuous improvement, internalization of Islamic teachings values and continuous evaluation.