Islamic & Indigenous perspective of

Human Resource Management

Group Members:MUNAZZA ZAIDI (57435)NOUREEN SADAF (5026)

Human Resource Management(HRM)

“A function within an organization that responsible for recruit, manage, and provide direction for the people

who work in the organization”.

Human Resource Management (HRM):

Human Resource Management (HRM) functions and activities can be defined as:

1. Hiring2. Selection3. Health & Safety4. Performance Appraisal5. Training & Development6. Compensation & Benefits

An organization cannot build a good team of working professionals without good Human Resources.

An organization is responsible for recruit, manage, and provide direction for the people who work in the organization.

Human Resource Management is the organizational function that concern with issues related to human.

Any organization, without a proper setup for HRM is bound to suffer from serious problems while managing its regular activities

HRM in an ISLAMIC PRESPECTIVE:

Islam is a huge life’s school that includes a comprehensive courses and theories which covers all aspects of life.

Allah (SWT) has stated that, "He has perfected Islam to all faithful”.

Islamic Theory – A set of perception, concepts and thoughts, judgements, principle and goals.

Islamic Sharia plays an important role.

HRM in an Islamic perspective Identifies some of the Islamic moral principles those are related to Human Resource Management.

Non-Muslims also can benefit from the understanding of Islamic HRM because Islam religion came for all humans and Islamic HRM principles can be implementing successfully in all communities.

HRM Functions According to Islamic Perspective

1. Hiring:“One of the women said, "O my father, hire him. Indeed, the

best one you can hire is the strong and the trustworthy.” (Surat Al-Qaşaş:26)

2. Selection:“Do not nominate them (officers) on account of

favouritism or egoism. These two attributes reflect injustice and treachery.”

(Hazrat Ali Ibn Abi Talib R.A.)

3. Health and Safety: “No soul shall have a burden laid on it greater than it

can bear.” (Surat Al-Baqarah:233)4. Performance Appraisal:

“As for one who wrongs, we will punish him. Then he will be returned to his Lord, and He will punish him

with a terrible punishment”.

(Surat Al-Kahf:87)

5. Training and Development :“And prepare for them what you were able from

strength/power and from the horses, where by you may terrify Gods enemy with it, and your enemy, and others from other than them, you do not know them, God knows them, and what you spend from a thing in God’s sake/way is fulfilled/repaid to you, and you are

not being caused injustice to/oppressed.”(Al- Anfaal:60)

6. Compensation and Benefits:

“Pay the worker for his work before his sweat dries” (Ibn Majah: 2443)

HRM in Pakistan “An Indigenous perspective”

HRM holds a hope for employees in Pakistan.

There seems to be a large amount of room for growth of HRM activities as the economy develops further.

However, it must be emphasized that the current state of affairs—the uncertain political/economic environment is not conducive to development.

HRM Functions According to indigenous perspective:

1. HR Planning and Recruitment: External and Internal Factors.

Online sources for recruitment.

Advanced computer programs are being used for maintaining and recording HR records.

2. Selection:

Its made by top leadership.

Assisting and Facilitating in the process.

Take test for basic eligibility wherever needed as per company’s policy.

3. Training and Development:

Energy crisis, almost all companies are struggling and it’s been difficult to spare enough budgets for training and development.

Most of the organizations have established their in-house training facilities and train their employees on regular basis.

New employees have to go through on-the-job and off-the-job trainings and orientation sessions to be able to become conversant with the routines and setups of the organizations.

4. Performance appraisals: It is done by heads of departments.

It is evaluated normally on individual basis against the set standards.

Pre-established criteria for evaluation of the employee.

Performance, Goodwill and Track record of the employee.

5. Compensation and benefits:

Almost in all organizations employees are being treated similarly except some organizations.

Fair and Competitive Salaries

Medical insurance.

Companies Situation

External Factors Affecting HRM:

Many external forces have been identified by the researchers as:

I. Global pressures of competitiveness.

II. Customers increased Knowledge & Requirements .

III. Political environment.

IV. Economic conditions.

Islamic Philosophy of Managing Human Resources

The Islamic approach provides a comprehensive management concept. the principles and theories that dominated the field of management, which based on the guidance of the Holy Quran and Sunnah.

The Islamic theory can be defined as: “A set of perceptions, concepts and ideas, judgments,

values and goals associated with the preparation of the Muslim according to Islamic asset”.

The Islamic rules system can be defined as:“A set of provisions and legislation that prescribed by Islam to organize the efforts of human beings, provide the correct way for people to meet their

needs and motivate them to do well, avoid evil and prevent corruption on earth”.

Managing human resources is inevitable in any human society, and in all types of organizations

and groups. So the cooperation between individuals cannot be achieved without using the

principles of management.

The philosophy of managing human resources related to Islamic management theory:It is characterized by the following points: Derived from the Quran and the Sunnah. The theory is inclusiveness. Based on knowledge, techniques and methods. It's the guide of human behaviour and human

values. Depends on the interaction between theory and

practice

Islam emphasizes that the nature of relationships among people is egalitarian, and, further urges leaders to consult their followers in the running of their affairs.

Translated into workplace behaviour this should mean a consultative decision-making process, and a fairly diffused power structure.

Self-discipline, trustfulness, honesty, resolve, loyalty, and abstinence, should encourage managers to trust their subordinates.

Judgement and integrity can lead to a participative management style.

Co-operation, patience, and family-like relationships among people, encourages teamwork and mutual support within an organization.

Thank You…