Human resource strategy: the Ten Commandments perspective

Abstract

If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation.Pennar (1999) asserts that in the 21st century nothing will likely weaken the tidal pull that religion holds for most humans. Similarly, Simpson (1991) argues that religion is a major ingredient that must be taken into account in order to understand the evolution of the contemporary global situation. He indicates that the oneness of the world is embedded in the story frameworks of religions. Simultaneously, these religions reflect the thematic disunity of the world. In the era of globalisation information technology eases and economises communications, thereby making information available to a wide range of the population in almost every corner of the world. In a connective and interdependent world, therefore, religious principles may be transmitted and conveyed to adherents consistently and effectively. In addition, published materials related to spirituality in life and the workplace have flourished in recent years. In the United States, for example, publication of religious and spiritual books has increased dramatically. Publishers, in fact, have termed the 1990s "the decade of soul" (Rosin, 2000).Spirituality and soul searching are not new phenomena. Over centuries, many groups within and across cultures had experienced religious awakening. The current search for spirituality is different, however, from past religious revivals. It is intense and personal, and spread across civilization, geography, and ethnicity. The current religious revival, therefore, is becoming a global event and is mostly family centred rather than organised religious movement. This trend highlights the centrality of the individual and the family in the revival and continuity of faith. It also focuses attention on general principles that give direction and meaning to life. One of the most influential and guiding principles is the Ten Commandments (TCs). Christians, Jews, and Muslims each have their respective commandments. These commandments have influence on the outlook and behaviour of

Relationship between islamic human resources management (IHRM) practices and trust: An empirical study

“…H2 proposes that recruitment and selection process can enhance trust in organization. The result support this proposition and consistent with literature that the Shariah law strictly prohibited favoritism and nepotism, and select merit and competence candidate only with full trustworthiness in recruitment and selection process, which directly influence employees' to enhance their trust in management and organization (Ali, Gibbs & Camp, 2000).…”

Islamic revival in human resource management practices among selected Islamic organisations in Malaysia

“…Engage him on wages: truly the best of men for thee to employ is the [man] who is strong and trust worthy." Thus, it is important for the Muslim managers to understand the guidelines prescribed in the Qur'an so to avoid the often perceived bias and unprofessional acts of Islamic revival in HRM practices favouritism, or nepotism and also to avoid any form of discrimination in the workplace (Ali et al, 2000). To overlook the needed competence for the job and to select a potential candidate for any other considerations are tantamount to dishonesty as well as injustice.…”

“…For Muslim human resource practitioners who work in an Islamic organisation, it is an obligation for them to not only know; but also to apply the Islamic approach in managing employees. As asserted by Ali et al (2000), the Islamic tenets have important implications in hiring, conflict management, and employee layoffs. Moreover, nowadays, Muslim employees represent a significant percentage of total workforces in Malaysia.…”

The role of talent management and HR generic strategies for talent retention

“…Baptiste (2008) added that recruitment must be made according to the organizational needs and its future objectives by keeping in view the retention of the employees. Ali et al (2000) declared recruitment techniques as the principal source of employee retention. In their article they mentioned that the recruitment strategies like employee referral programs and acquisitions as well as human resource development (HRD) are considered as the chief source for talent retention.…”