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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