Abstract
Islam integrates spiritual and material progress. It also
integrates individual and collective growth and well being. It
combines this world with the hereafter. It aims at developing all
these aspects simultaneously. No aspect of the human being is
allowed to develop unduly or at the cost of others. It combines
its laws of (Ad’l) and spiritual morality (Ihsaan and Taqwa). In
the national context, the Islamic principles of HRM can prove to
be useful in dealing with the problems of in-efficiency, mis-use of
authority in national institutions, myriad social divides afflicting
the nation at large, which stem primarily from the HRM related
challenges faced by these institutions and the nation. Application
of Islamic HRM principles can significantly help in overcoming
crisis in training, leadership, essential professional skills,
knowledge and attitudes required for productive careers and
useful role in society. In the international context also, these
principles & practices can help tackle the challenges arising
from increasing Muslim population across the globe in the realm
of cultural gaps, diversity & leadership issues and managing
effectively the increasing number of Muslim employees in the
multi-national and multi-cultural organizations. The Islamic
HRM practices are based on ethical values, trust and voluntary
motivation, and consider employees more than mere resources
as the modern practices do and thus focus more on HRD than
HRM. Islamic training encompasses all aspects of the human
resources including physical, spiritual, intellectual, social and
psychological.
For tackling the above problems, the Islamic concepts
of non-reciprocal goodness to all, unconditional justice even to
one’s enemies, its mechanism of bringing about change through
gradualism and peaceful activism, principle of following merit
and right man for the right job, its concept of power & authority
as trust of the public, emphasis on obligation than right,
integrity & self-accountability on the part of leaders and those
in authority at all levels, its distinct kind of leadership based in
concepts of service and guardianship of the public rather than
being their ruler, virtues of forgiveness, kindness & patience, compassion & tenderness, forbearance & humility are relevant
and significant. These elements of the Islamic HRM can help a
great deal in tackling the above mentioned challenges of
individual and collective nature. Following these Islamic
principles and practices can enhance harmony, trust & mutual
co-operation, peace, motivation, commitment and development
of the human resources and reduce conflicts. Islam’s notion of a
balance and integration of various aspects can provide a
corrective check to the motives of individualism, materialism
and profit maximization that characterize much of contemporary
human resource management theory & practices.
Shah Khan. (2016) Islamic Perspective of Human Resource Management: Some Salient Features, The Dialogue, Volume 11, Issue 1.
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