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

Abstract

Article information:To cite this document: Junaidah Hashim, (2009),"Islamic revival in human resource management practices among selected 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. AbstractPurpose -In an era where religion predominantly presents an integral influence on the way most people live and work, an Islamic approach in managing human resources in Malaysia is apt. This is due to the fact that Muslim employees represent the largest percentage of the workforce in Malaysia and the Malaysian government is implementing an Islamization process in the country. The purpose of this paper is to explore the extent to which Muslim employees are aware of Islamic human resource management (HRM) practices and the extent to which Islamic organisations in Malaysia practice HRM based upon the Islamic approaches as outlined by the sacred Islamic texts. Design/methodology/approach -This is a survey-based research. It uses a self-developed questionnaire for data collection. A total of 121 Muslim employees who work in Islamic organisations participate as respondents in this paper. Factor analysis is used for data analysis. Findings -The results show that the selected Muslim employees in Islamic organisations in Malaysia are aware of the Islamic HRM practices which they practice frequently. Practical implications -Religious foundations of HRM strategies are important but are rarely highlighted in the literature. This paper would become an important reference for future studies pertaining to HRM practices in the Islamic context. An introduction to Islamic human resource practices is an initial attempt to provide managers with an additional way of managing people. For Muslim human resource managers who work in Islamic organisations, i.e. those Muslim-owned or dealing with Islamic teachings, it is an obligation for them to not only know but also to apply the Islamic approach in managing employees. Non-Muslim managers would have a better understanding of the expected and acceptable behaviours of their Muslim employees at the workplace. Among the behaviours expected of true Muslim employees; regardless of whom they work for, are honesty, trustworthiness, and continuous determination to work for the best. Originality/value -This paper is unique from other previous studies for instead of discussing Islamic management in general, this paper explores in depth every function of HRM based on authentic Islamic sources, as well as providing empirical evidence.

Factors Influencing Products’ Knowledge of Islamic Banking Employees

“…It is a learning experience where it pursues a relatively perpetual transformation in an individuals' that later will improve the ability of an individual to perform the task (Treven, 2003). It can be considered as a course of action which creates the qualities in human resources to make them more productive in order to achieve the organizational goals (Hashim, 2009). Islamic bankers reported having more knowledge than conventional bankers (Zainol et al, 2008).…”

Islamic Perspective of Human Talent Identification and Organizational Justice: Evidence from Government-Linked Companies in Malaysia

“…The employers must ensure the principle of amanah (trust) to effect loyalty towards organizations. Thus, the recruitment process must be fair to ensure that the hired candidate is the best [20]. Employment in Islam is for the best qualified individual.…”

Konsep Pengukuran Kinerja Berbasis Kesejahteraan Islam

“…Makna tujuan dan kesejahteraan da lam gerakan duduk merupakan perlambang an Allah telah memberikan karunia kepada kita untuk menjadi khalifahNya di bumi ini (Gebara, 2017). Dengan menjadi khali fahNya, manusia pun tidak hanya melaku kan aktivitas di muka bumi tanpa makna, tetapi juga sebagai saksi atas keesaan Allah SWT (Hashim, 2009;Leaman, 2016;Sadr, 2017;Siavoshi & Muhammadi, 2016). Dua kalimat syahadat diucapkan saat duduk.…”