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International Journal of Information Technology and Business Management 29
th July 2015. Vol.39 No.1
© 2012-2015 JITBM & ARF. All rights reserved
ISSN 2304-0777 www.jitbm.com
1
ISLAMIC AND WESTERN APPROACHES TO HUMAN RESOURCE
MANAGEMENT IN ORGANIZATIONS: A PRACTICAL
APPROACH.
AISHA SALIM JUMA ALARIMY1
1Department of Educational Management and Leadership, Faculty of Education, International Islamic University
Malaysia, Malaysia.
Email: [email protected]
ABSTRACT
This paper illustrates human resource management from both the Islamic (based on Al-Quran and sunnah) and
western (based on classical and humanistic theories) perspectives. This paper has been written based on the
following objectives; (a) to compare the western and the Islamic perspectives to human resource management; and
(2) to highlight the best human resource approach that can bring about effectiveness and efficiency in managing
human resources in Muslim organizations. A purely qualitative approach of literature review was done to compare
the two (western and Islamic) approaches of human resource management. The Islamic human resource
management is derived from Islamic principles which are guide by Al-Quran and sunnah. In this line, the general
understanding is that human beings cannot be guided by what they think is right but they need Divine guidance from
Allah SWT in the management of their organizations. Today, most organizations are adopting the western
approaches to human resource management than the Islamic approaches. It should be noted that Western
approaches to human resource management are just a component of the Islamic approaches. It is recommended that
modern organizations need to use more of the Islamic approaches in managing human resource than the western
approaches.
Key words: Human Resource Management, Western and Islamic Approaches, Muslim Organizations.
INTRODUCTION
Human Resource refers to individuals, personnel or a
workforce within an organization accountable for
accomplishing responsibilities assumed to them with
the purpose of attaining organizational goals and
objectives [13, 60]. Human resource and issues
concerning human resource management are
pertinent in any organization to be successful in the
modern time [25]. Human resource Management is
one of the major aspects considered if an
organization would like to improve and also promote
its administration [34, 12, 21]. The western approach
to human resource management are based on theories
which are based on the understanding of man while
the Islamic approach to human resource management
is a gift given by Allah (SWT) to His people to be
able to leave and also manage happily their societies.
The importance of human resource management in
organizations has been explained as coming together
is a beginning, staying together is progress and
working together is success [20, 60, 27, 65]. It has
been noted that any organization to register success
effective human resource management is critical in
ensuring quality of the employees [27].
LITERATURE REVIEW
In studies made on human resource management it
has been observed that the quality of the
organizations‟ human resources, fair treatment and
satisfaction of employees with their jobs might affect
the organizations‟ efficiency, clientele service, status
and their existence [10]. A good human resource
International Journal of Information Technology and Business Management 29
th July 2015. Vol.39 No.1
© 2012-2015 JITBM & ARF. All rights reserved
ISSN 2304-0777 www.jitbm.com
2
manager is that who has the ability to manage
employees adequately to achieve organizational goals
and also ascertain that good practices are adhered to
by the same employees [13, 19, 28, 33, 9].
Appropriate human resource management in an
organization is attained through suitable recruitment
and selection, giving suitable induction, training, skill
developments, and through proper performance
appraisals [62]. Having a proper human resource
might require organizations to put in place
appropriate compensation and benefits, proper labour
relations and ultimately maintaining safety, and
welfare and health concerns of employees [52].
Human resource management is defined as a social
and economic process involving a sequence of
coordinated events such as planning, organizing,
coordinating, controlling or leading in order to
achieve the desired outcome in the fastest and most
efficient way [61].
On the other hand human resource management is the
basic strategic intent for human capital development
for excellence [3]. Human resource management is
defined as a process of managing people well to
achieve organizational goals [13, 15, 39, 51]. Human
resource management has major functions in
organizations that involves; hiring, performance
management, organization development, safety,
wellness, benefits, employee motivation,
communication, administration, training and
compensation, among others [35, 14, 40, 17, 58, 47].
In the management of organizations today a span of
people takes part in the process. During the process
there are very many management challenges that can
be evidenced as many people participate as
employees and managers in the management of the
organizations [30]. In „modern‟ organizations the
managers only look at making profits and do not
cogitate on the employees‟ wellbeing. This has led to
low production in many organizations due to the fact
that managers do not effectively and efficiently
handle the human resource [10, 13, 15, 30]. It has
been highlighted in many studies that improper and
unfair handling of human resource is likely to lead
poor productivity of organizations. There is need for
a good and trusted understanding between the
employers and employees [50, 53, 30].
With many organizations adopting either the western
or Islamic approaches to human resource
management there is need to highlight the most
appropriate approach to human resource management
in Muslim organizations [26, 23, 11, 56, 30, 1]. In
this interest, the paper seeks to make a comparison
between the Islamic and Western approaches to
human resource management.
OBJECTIVES
The paper has been written to achieve the objectives
below to;
i) compare the western and the Islamic approaches to
human resource management;
ii) highlight the best strategies that can bring about
effectiveness and efficiency in managing human
resources in Muslim organizations.
METHODS
A purely qualitative approach was used to write this
paper. Qualitative methods such book review and
analyses were conducted in order to compare the
Islamic and western approaches to human resource
management. Both the literature on the theories of
human resource management and from Al-Qur‟an,
hadith and sunnah used.
WESTERN APPROACH TO HUMAN
RESOURCE MANAGEMENT
The western approach to human resource
management is based on theories to see that human
resources in organizations are managed efficiently
and effectively [26, 56, 1]. There are various theories
which explain human resource management in
organizations. The most commonly used theories of
human resource management include; (1) classical
theories which comprises of the (a) Weber‟s theory
of bureaucracy, (b) Taylor‟s theory of scientific
management, and (c) Fayol‟s administrative theory.
On the other hand, there are (2) humanistic theories
which comprise of (a) human relations theory and (b)
McGregor‟s Theory X and Theory Y that can explain
human resource management in organizations.
Weber‟s theory of bureaucracy (1864-1920)
highlights that the structural model for organizations
that contains a hierarchical structure in making
decisions flowing from higher levels to lower level of
management [37]. The Weber‟s theory of
bureaucracy has much concern for the structural
arrangement of the organization. The employees in
International Journal of Information Technology and Business Management 29
th July 2015. Vol.39 No.1
© 2012-2015 JITBM & ARF. All rights reserved
ISSN 2304-0777 www.jitbm.com
3
higher positions control and supervise those in lower
positions [18]. In this suit organizations do not think
about employees‟ individual needs [44]. In most
modern organizations today, there is no relationship
between the managers and employees; employees are
completely separated from their employers [4], and
there is great control within official sphere.
Furthermore, this type of work atmosphere tries to
maintain rational decision making, avoids the
influence by favoritism and prejudice which guide
employers in hiring competent employees. Critics of
the Weber‟s bureaucratic theory highlight that there
is high domination of authority which produces
unresponsiveness and lack of effectiveness [8, 41].
This leads to personal frustration in the employees
because the theory has less passion for responding to
human needs [22].
According to the Taylor‟s theory of scientific
management (1856-1915) it is highlighted that there
are four principles of scientific management which
can be used in human resource management to
improve on productivity and efficiency of the
organizations [54]. According to Taylor the four
principles include; (a) analyzing task scientifically,
(b) choosing workers and training them according to
their needs, (c) manger need to follow-up the
employees to be sure that they use scientifically
developed methods [7], and (d) the job should be
divided equally between the employers and the
employees [22]. Also, the Taylor‟s scientific
management theory contains ways of guiding,
supporting and supervising employees. These suggest
the best ways of performing jobs which emphasize
the use of empirical research to find out solutions for
human resource management. Taylor‟s theory of
scientific management has been criticized because of
the increase in monotony of work. Taylor did not
take into consideration of many important variables
such as autonomy and task identity among others.
Fayol‟s administrative theory indicates that
management is a skill which is like any other skill
human beings possess [64]. The management skills
can be in form of human relations, production,
efficiency or administration. Fayol suggested three
main principles that are divided into fourteen sub-
principles [4]. These include; (a) dividing and
distributing work according to different
specializations, (b) authority and responsibility which
gives managers power to manage and support in
making decisions while employees have to follow the
decisions, and (c) discipline to divide work fairly
between employees. To this, rules, policies,
procedures and regulation are provided to all
employees and employers, and also there is (d) unity
of command in which employees needs to receive
orders from their supervisors, and (e) unity of
direction in which one plan and authority is used for
organizational activities [22]. There should also be (f)
subordination of individual interest to general
interests where the most important thing in the
organization is to achieve its goals, (g) remuneration
of personal salaries where employers and employees‟
salaries should be fair and due to their tasks and
responsibilities, and (h) centralization where by all
organization activities are centrally coordinated.
There is also (i) the scalar chain in which the
hierarchy in the authority from the highest to the
lowest, (j) organizational order in which good
employees and materials are necessary for any
organization, (k) equity and equality in terms of
treating the employees, (l) stability of the tenure of
personnel to get the best productivity from the
employees, (m) initiative which is concerned with
creative thinking, out plan and ensures organizational
success, and (n) esprit de corps which are terms to
work and effective communication [22].
Critics of the Fayol‟s administrative theory have
highlighted that the theory has the following
drawbacks; (a) it is focused on how to operate the
organization but it ignores the well-being of the
workers, (b) it is clearly proved that the principles of
classical theory make the work environment formal,
defines tasks and procedures which might lead to a
conflict in the relationship between managers and
employees. (c) It uses money to encourage the
workers and (d) employees are taken to be products
of production or cogs on the wheel. In general, the
classical theory supports the management ability to
control the employees‟ behaviour but it also ignores
the importance of relationship between the employer
and employees in an organization [64].
The human relations theory which started in 1920
gives some attention to the employees‟ well-being
component. The human relations theory states that
human beings‟ social interests need to be taken into
consideration during human resource management
[49]. According to the human relations theory
organizations are social systems of interpersonal and
International Journal of Information Technology and Business Management 29
th July 2015. Vol.39 No.1
© 2012-2015 JITBM & ARF. All rights reserved
ISSN 2304-0777 www.jitbm.com
4
inter-group relationships [16, 36]. Human beings
need recognition and appreciation as well as financial
gains which managers need to provide in support and
appreciation to failing employees because they are
not machines [45]. The relationship between
employees and managers is very important to which
misunderstandings between managers and employees
should be restricted. Employees might need freedom
in the organizational environment which means lesser
strictness in supervision and more independence [59].
McGregor‟s theory X and theory Y critically analyses
the condition that makes a person join an
organization, stay in it and work towards the goals of
the organization [42]. According to McGregor, there
are two basic tenets that explain these conditions; (1)
theory X and (2) theory Y. Theory X tends towards
the use of force and manipulation by managers
towards their employees. Four key assumptions are
underlined in theory X; (a) an average employee
hates work and will avoid it whenever possible, (b)
employees do not like to work and they need close
supervision, direction, monitoring, coercion,
intimidation and punishment to get them work
adequately towards the attainment of organizational
goals, (c) an average employees will deluge task and
wait for formal direction from people in authority,
and (d) most employees place job security above
other job-related factors and have little ambition [42].
On the other hand, theory Y emphasizes a cordial
relationship between the managers of organizations
and their employees. Theory Y also builds on four
important assumptions; (a) if workers are satisfied
with their work, they see their works as natural and
acceptable as play, (b) and if people are committed to
the goals of the organization, they are more likely to
display their self-initiative, self- direction, self-
control, and self-discipline on the job. (c) Under a
proper and conducive environment an average
employee learns not only to accept responsibilities on
the job but also to request for them, and (d) an
average worker is creative and has the ability to make
good decisions and seeks opportunities to be creative
at work [42].
ISLAMIC APPROACHES TO HUMAN
RESOURCE MANAGEMENT
Islamic approaches to human resource management
have been applied in many organizations to manage
their employees whether directly or indirectly [56,
26, 23]. The Islamic human resource management
approaches are derived from Quran and sunnah of
Prophet Muhammad PBUH. The Quran and sunnah
have a wealth experience of the principles which are
good to manage human resource in any modern
organization [26]. Islam has a set of ideas, principles
and theories that dominate the field of management
which have stood for ages and times [24]. The
legislation of Islamic human resource management
from these views, principles and theories is based the
guidance of the Holy Quran and sunnah [56, 26]. The
Islamic management principle is against materialistic
thinking which might give rise to corruptive
tendencies among employees [11]. Use of the Islamic
approach to human resource management is adopted
to achieve a balance and harmony between the
interests of the individual and the group not like the
western theories which are focused on the leadership,
productivity of the work force, working environment
and sustainable work [11]. Prophet Mohammad
PBUH gave a comprehensive model on how to
develop and also built good and sustainable human
resource, as well as managing it. In the recent times
there has been a noted increase in the adoption of the
western approaches to human resource management
which seem to contradict with the Islamic approaches
[26]. This has cut across all nations in the world
including countries in the Muslim world. Adoption of
western human resource management approaches has
also been attached to the financial and economic
crises which have attacked most of the Muslim
countries in the world today [43]. Also, the western
approaches to human resource management have
been attached to most of the problems traversing in
the Muslim organizations.
Human activities are not only about the physical
world but should also be reflected to Hereafter. The
Hereafter plays a great role to human actions as
people do deeds to be pardoned by Allah SWT on the
Day of Judgment. The western approaches to human
resource management look at managing human
resources as an end goal to this world (al-duniya)
whereas the Islamic approaches looks at both the
world and Hereafter (al-akhirah) (Khalid, 2012). It is
paramount that when conducting human resource
management to consider both al-duniya and al-
akhirah (The encyclopedia of Islam, Vol. XII)
There are several good human resource practices
which can make human resource managers effective
International Journal of Information Technology and Business Management 29
th July 2015. Vol.39 No.1
© 2012-2015 JITBM & ARF. All rights reserved
ISSN 2304-0777 www.jitbm.com
5
and efficient in managing human resources in
organizations. Generally, the Islamic approaches to
human resource management are based on three
major aspects; (1) Taqwa which can be explained as
piety, uprightness, devotions, God-fearing among
others. A person who is pious does righteous deeds,
fears Allah SWT, and does everything in his life for
Allah. (2) Itqan which means that the person does
things in the right order and of the desired quality.
Allah SWT talks about itqan in surat an-Naml in
which he says that:
“And you see the mountains and
think them firmly fixed, but they
shall pass away as the clouds pass
away. (Such is) the artistry of
Allah, who disposes of all things in
perfect order, for He is well
acquainted with all that you do.”
(Al-Qur‟an, 27:88)
And (3) akhlak refers to attitudes, feelings,
dispositions among others which employees possess.
Akhlak are morals which need to be portrayed in
human resource management. Human resource
managers ought to have good morals from which
their subordinates could copy. The best model for
good practices is the last Prophet of Islam,
Muhammad PBUH to whom Allah also
acknowledged that:
“And you (stand) on an exalted standard of
character” (Al-Qur‟an, 68:4).
From the three major aspects (Taqwa, itqan and
akhlak)
good Islamic practices to human resource
management that are disintegrated into various
components which include;
Trust (Amanah): All human beings in Islam are
accountable for their actions. A good human resource
manager and employees should be accountable for
what they do to one another. This would make human
resource manager better in managing employees.
Allah SWT says in Al-Quran that:
“O ye that believe! betray not the
trust of Allah and the Messenger,
nor misappropriate knowingly
things entrusted to you’ (Al-
Qur‟an: 8:27).
Also, trust is a good characteristic to a human
resource manager; a manager should portray honesty
to his employees as stressed in Islam. In Qur‟an
(28:26) Allah states that:
“Oh my (dear) father! Engage him
on wages: truly the best men for
you to employ is the (man) who is
strong and trusty” …. (Al-Quran:
28:26).
Though trust is emphasized in Islam there are
organizations today where managers are dishonest in
undertaking their obligations as human resource
manager to cause injustice (11). The Prophet PBUH
when educating his companions and teaching them,
he took into account the conditions of the people and
appreciated them. Trustworthiness might take two
forms; when rewarding or punishing employees. It is
important that when decisions to ensure justice are
made to either reward or punish employees it is done
in faith to save people from the hell fire. Allah says
that:
“Whoever does wrong, him shall
we punish; then shall be sent back
to his Lord, and He will punish him
with a punishment unheard of
(before). But whoever believes, and
work righteousness, he shall have a
goodly reward, and easy will be his
task as we order it by our
command.” (Al-Qur‟an, 18:87-88).
Trust in human resource management leads to
consultation and delegation of authority to employees
by their employers [56]. This is instrumental in any
human resource management system as human
resource managers are able to delegate part of their
work to their subordinates. The employees need to
have trust in their employers as well as the employers
having trust in their employees [50]. Trustworthiness
in human resource management might be reflected in
terms of contracts made between the employees and
employers. According to Islam both the employers
and employees have to fulfill their obligations in the
contracts. Allah SWT stresses this in Al-Qur‟an
(7:85) that:
International Journal of Information Technology and Business Management 29
th July 2015. Vol.39 No.1
© 2012-2015 JITBM & ARF. All rights reserved
ISSN 2304-0777 www.jitbm.com
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“….Given just measure and weight nor
withhold from the people the things that are
their due…...” (Al-Qur‟an, 7:85).
Also, the last Prophet PBUH of Allah stated that:
“God says that I will act as a
plaintiff, on the Day of Judgment
against the person who engages
some worker on work and takes full
work from him but does not give
him (full) wages” (as narrated by
Abu Huraira, (Sahih Bukhari,
3:34:430).
Giving full wage to someone after he/ she has
accomplished work is a good practice in human
resource management which Prophet Muhammad
PBUH recommended to his followers.
Sincerity (Ikhlas): It is good for any person
conducting business to be sincere in undertaking
transactions [2]. A good human resource manager in
business should be able to keep promises to his
employees. Sincerity in human resource management
gives trust and confidence to employees and creates a
culture of trustfulness and cooperation [11]. One of
the prophet PBUH characteristics was sincerity
which all Muslims should adopt. In Al-Quran Allah
SWT say that:
“O you who believe! fulfill (all) obligations’
(Qur‟an, 5:1).
Appointment of leaders: According to Abu Sa'eed
al-Khudri, the Messenger of Allah PBUH said: If
three people are travelling together one of them
should be a leader as narrated by Abu Dawood. The
prophet PBUH emphasized this because a group must
have a leader so as to attain its goals. This highlights
that human resource management and leadership are
good practices of Islam.
Justice (Adl): Being just is a quality a human
resource manager should develop in order effectively
and efficiently manage his subordinates [63]. In
organizations where justice prevails, employees are
treated and rewarded equally and fairly [11].
Managers treat their subordinates with respect and
courtesy, and never look down to them, or ignore
their views and suggestions. The laws and
regulations, policies and procedures are clearly
followed and effectively implemented [11]. Also,
Allah SWT says that:
“O you who believe! stand out
firmly for Allah, as witnesses to fair
dealing, and let not the hatred of
others to you make you swerve to
wrong and depart from justice. Be
just: that is next to piety: and fear
Allah. For Allah is well-acquainted
with all that ye do” (Al-Quran:
5:8).
In Al-Quran Allah SWT again says that:
"O you who have believed, be
persistently standing firm in justice,
witnesses for Allah, even if it be
against yourselves or parents and
relatives. Whether one is rich or
poor, Allah is more worthy of both.
So follow not [personal]
inclination, lest you not be just.
And if you distort [your testimony]
or refuse [to give it], then indeed
Allah is ever, with what you do,
Acquainted" (Al-Qur'an, 4:135).
Again, in line with justice Allah SWT clarifies to the
followers of Prophet Muhammad PBUH that:
“God doth command you to render back
your trust to those to whom they are due;
and when ye judge between man and man,
that ye judge with justice; verily how
excellent is the teaching is the teaching
which He giveth you! For God is He who
heareth and seeth all things.” (Al-Qur‟an,
4:58).
As part of justice in Islam, Allah SWT commands
that there should be respect of agreements between
parties (employer and employees), which clarifies
true justice. Allah SWT mentions in Qur‟an that:
“Be that (the agreement) between me and
you: whichever of the two terms I fulfill, let
there be no, ill-will to me. Be Allah a
witness to what we say” (Al-Qur‟an 28:26-
28).
International Journal of Information Technology and Business Management 29
th July 2015. Vol.39 No.1
© 2012-2015 JITBM & ARF. All rights reserved
ISSN 2304-0777 www.jitbm.com
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Equality: As a principle to human resource
management all people should have equal treatment
if they are at the same level. The almighty Allah says:
"All mankind is from Adam and Eve, an
Arab has no superiority over a non-
Arab nor a non-Arab has any
superiority over an Arab; also a white
has no superiority over black nor does
a black have any superiority over white
except by piety and good action" (from
the sermon on farewell Pilgrimage)
This teaches Muslims that every Muslim is a brother
to another Muslim, and that the Muslims constitute
one brotherhood. So, discrimination should not be
practiced among employees. Allah SWT says that:
O mankind! We created you from a
single (pair) of a male and a female,
and made you into nations and tribes,
that you may know each other (not that
you may despise each other). Verily the
most honoured of you in the sight of
Allah is (he who is) the most righteous
of you. And Allah has full knowledge
and is well acquainted (with all things)
(Al-Qur‟an, 49:13).
Accountability: Umar Ibn Al-Khattab may Allah be
pleased with him stated that: “evaluate yourselves
before you are evaluated and be estimated before
others estimate you. It is slighter for you evaluating
yourselves today (life) than tomorrow (Hereafter).
Almighty Allah says that:
“O you who have believed, fear Allah.
And let every soul look to what it has
put forth for tomorrow - and fear Allah.
Indeed, Allah is acquainted with what
you do” (Al-Qur‟an, 59:18).
Consultation (Shura): Any manager is advised to
seek guidance when undertaking decisions on human
resource. Decisions in Islam are paramount and they
have effect onto other people. That is why they might
require extensive consultations before they are
undertaken. Allah SWT states in Al-Qur‟an that:
“Those who listen to their Lord,
and establish regular Prayer; who
(conduct) their affairs by mutual
Consultation; who spend out of
what We bestow on them for
Sustenance” (Al-Qur‟an 42:38).
Again, Abu Hurairah may Allah be pleased with him
said that:
"I never saw anyone more than the
advice of his friends from the
Messenger of Allah for his friends"
(Abu Hurairah).
Consultations in human resource management bring
justices and fairness in all human resource
management dealings [2]. There should be no
coercion or forcing people to work in an Islamic
working environment but mutual agreements between
the employer and employees should be used to
resolve problems.
Patience (Sabar): As patience is part of faith (Iman)
it should be part of good human resource
management practices a manager should possess. The
last Prophet (PBUH) of Allah was a highly patient
person most especially with regard to making
decisions. This helped him to reduce on the
possibility of making mistakes and increasing
chances of success in his negotiations.
Safety and security: It was narrated by Ubayd-
Allaah ibn Muhsin Al-Ansari that the Prophet PBUH
said that:
“From who is secure in his property,
healthy in his body, he has
strengthened his day, as if his world
has entirety” (as narrated by al-
Tirmidhi and Ibn Majah).
Humbleness: This is the submission and
acquiescence to the right away from self-pride and
admiration. Humbleness to human resource
management can estimate the rights employees have
from their employers [5, 55]. Almighty Allah says
that:
“the home of the Hereafter we assign
to those who do not desire exaltedness
upon the earth or corruption. And the
best outcome is for the righteous” (Al-
Qur‟an: 28:83).
International Journal of Information Technology and Business Management 29
th July 2015. Vol.39 No.1
© 2012-2015 JITBM & ARF. All rights reserved
ISSN 2304-0777 www.jitbm.com
8
Humility: This means that the leaders take care of
themself and others create intimacy, affection,
cohesion between them (manager) and employees,
and a strong influence of compassionate leadership
towards the desired goal. This was one of the
characteristics of the Prophet PBUH which should
also be good for human resource managers. Almighty
Allah says that:
“So by mercy from Allah, O
Muhammad, you were lenient with
them. And if you had been rude in
speech and harsh in heart, they would
have disbanded from about you. So
pardon them and ask forgiveness for
them and consult them in the matter.
And when you have decided, then rely
upon Allah. Indeed, Allah loves those
who rely upon Him” (Al-Qur‟an,
3:159).
Kindness and care (Ihsan): Ihsan means perfection
and amelioration, forgiveness, completeness of faith,
and most important of all doing good deeds. This is a
continuous struggle to work towards attaining Allah‟s
blessings and satisfaction, and to also worship Him
whole heartedly. Using this approach in human
resource management employers and employees
undertake their duties without or with less
supervision by believing that Allah SWT is
supervising them. Ihsan in a crucial aspect in terms
moral and characters building of managers and also
leads to a wealth generation, ownership, spending,
equality and social justice among the same managers
and employees. Referring to sincerity the Prophet
PBUH was greatly kind and caring person to his
family and the people he ruled.
On sincerity and readiness to serve, Islam imposes
on all those entrusted with positions of leadership be
able to do all the work. Abu Dharr Ghaffari asked the
Prophet PBUH why state forbade him from
leadership positions. Prophet PBUH said that “Abu
Dharr, I see that you are weak, and I love you the
same things that I love for myself. Therefore, never
become an amir [a leader], not even over two
persons, and never manage the property of an
orphan." (Sahih Muslim, Adu Dawood and An-Nisa‟i
in their Sunan through Abi Dhar Al-Ghaffari).
According to the prophet PBUH strong people are
those who know exactly what they should do. They
are the people who put their ideas into words and
their words into actions which is a true reflection of
sincerity. Such people are strong enough to apply
Allah's orders in their daily lives, whereas the weak
ones can never apply His orders, justify the truth, or
face the powerful because they are satisfied with their
weaknesses.
http://www.nabulsi.com/en/print.php?art=11931). To
the same the almighty Allah SWT says stated that:
“One of the women said.”O my father,
hire him. Indeed, the best one you can
hire is the strong and the trustworthy”
(Al-Qur‟an, 28:26).
Delegation of Authority (Tafweedah Al-sulitoh):
Prophet PBUH started administrative organization
through the appointment of rulers in the States, cities
and tribes to explain the Al-Quran, Islamic laws (like
prayer and collection of Zakat to the humanity) and
to establish justice among the people. He gave a
salary of thirty dirhams was allocated as the first
salary to the employees. The Prophet PBUH
appointed Al-Harith ibn Nawfal al-Hashemi to do
certain tasks in Mekka. He chose after the battle of
Honayn Abu Musa and Maaz Bin Jabal to rule
Yemen. The Prophet PBUH appointed the princes to
rule when he left Al-Madina city, including Al-Saeb
bin Osman, who commanded people when he came
out to battle (Boat) in the second year of migration
(http://islamstory.com).
Division of Labor: When prophet PBUH immigrated
with our saydina Abubakar from Makkah to Al-
Madinah he asked Ali bin Abi Talib to sleep on his
bed, Asma bint Abubakar to supply them with food
and Abdullah bin Abubakar to follow them and erase
the traces of their footsteps.
Hierarchical distribution of leadership: The
almighty Allah says that:
“He could not have taken his brother
within the religion of the king except
that Allah willed it. We raise in degrees
whom We will, but over every
possessor of knowledge is one [more]
knowing” (Al-Qur‟an, 12:76).
Also the Prophet PBUH believed in the
existence of gradients and alternatives when leading
armies (Prince - Khalifa - Vice Khalifa)
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On recruitment, Islam has the best practices which
human resource managers can use. In the best book
of all books (Al-Qur‟an) Allah SWT says that:
“Allah does command you to render
back your Trusts to those to whom they
are due; And when you judge between
man and man, that ye judge with
justice” (Al-Qur‟an: 4:58).
The above verse (Al-Qur‟an 4: 58) indicates that in
Islam recruitment should done to people who merit
for those particular positions. Also, all the candidates
should be given an equal opportunity to compete for
the jobs so as the best candidates to be selected.
Selecting the best candidates during the selection
process also should be based on the truth. Allah SWT
says in Qur‟an 2: 42 that:
“And cover not Truth with falsehood,
nor conceal the Truth when ye know”
(Al-Qur‟an: 2:42).
The characteristics and the life of Prophet
Muhammad PBUH (1454-1128AD-858-626): The
characteristics and the life of Prophet Muhammad
PBUH have brought changes in people‟s lives and in
the operations of businesses all over the world. As
human resource managers one needs to understand
that sunnah are derived practices from Prophet
Muhammad PBUH who has inspiration
characteristics to Muslims and Muslim organizations
in relation to human resource management. Some of
the best practices derived from the characteristics of
the last prophet of Islam PBUH are; (a) fluency in
Arabic language to which Ibn Isaac said: The
Messenger of Allah PBUH says to his companions
that: “I am Arabian, Qureshi and I was breast fed in
Bani Sa'd bin Bakr” which gave him an upper hand to
use the language to manage people. Also, Prophet
Muhammad had Charisma and he was honest too [5,
55]. It is highlighted in Al-Quran by Allah SWT that:
“And indeed, you are of a great moral
character” (Qur‟an, 68: 4).
Also, Prophet Muhammad had mercy and
compassion which are great attributes in human
resource management. This can be evidenced when
Zaid bin Haritha lost his father as a child and the
Prophet PBUH raised him. When he grew up and
found his father he preferred to stay with Prophet
PBUH. In another attribute which can be coined on
as a good Islamic practice of human resource
management is love and trust the Prophet (PBUH)
had for his people. The last prophet PBUH of Islam
loved his people and they also paid trust in him as he
was the Prophet and also their leader.
Prophet PBUH ruled his people justly and fairly, and
he never fronted his personal interests over his
people‟s considerations [48]. He considered that
people are equal regardless of their sex, colour, race,
wealth, prestige, profession, status and knowledge
[11]. He supported the weak and stood against the
strong until he would get what is right. He did not
distinguish between poor and the rich in application
of justice. It happened when one day rich women
from a great family in Makkah (Makhzom family)
stole. Her relatives knew that prophet PBUH will not
apply the punishment. They went to one of his
companions Osama bin Zaid to request the prophet to
forgive her. When he (Osama bin Zaid) asked the
prophet PBUH, he became angry and said: “do you
mediate in one of Allah‟s laws?” Then he stood up
and gave a talk to the people that the nations before
them were destroyed because they did not punish the
eminent but punished the weak when they committed
crimes. The Prophet PBUH told people that if her
daughter Fatumah stole, he would cut her hand
(www.rasoullah .net).
WESTERN AND ISLAMIC HUMAN
RESOURCE MANAGEMENT
APPROACHES
According to classical theory, management of human
resources gives more attention on how to operate the
organization and ignores needs of employees. In the
humanistic theory there is a provision of controlling
staff behaviour while concentrating on the needs and
relationship between the employees and managers.
The Islamic approach on the other hand offers
significant attention to the needs of the organization
and concerns of the employees. The Islamic approach
builds up amicable relationship with all the categories
of employees in an organization. From this point of
view of a productive work force in respect to
responsibility and employment strategies, the
classical theory advocates for organizations to be
bound by the rules, employees in higher positions to
control and supervise those in lower positions,
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distribute work according to different specialization,
to choose the workers and train them according to
their needs, and the managers to follow-up the
achievable targets of employees [57]. The humanistic
theory regards the organization to run through
informal relationships and good supervision with
respect for worker‟s attitudes between employees and
managers. The Islamic approach to human resource
management consists of both the classical and
humanistic theories. The Islamic approach to human
resource management advocates job description,
motivation, accountability at the two levels
(managers and employees), incentives, morals of the
employees, deliberations (Shura), and delegation of
authority (Tafweedah Al-sulitoh).
With respect to the working environment, the
classical theories involve a formal environment
where the managers and employees are completely
separated from the owner whereas in the humanistic
theory the employees are highly secured within an
informal environment. In this situation the employees
have freedom in the organization environment with
less strictness on what they do and how they do it.
The Islamic theory besides including all the above
features has a trust-worthy environment as for the
relationship between employees and managers. In the
Islamic approach employees are highly secured with
justice and fair dealing [6]. It offers freedom for the
employees to express their opinions and greater
partnerships in the management process, supervision
and guidance of the organization [38].
In respect to a sustainable workforce, human resource
planning and analysis and workload management, the
classical theory involves planning from top to bottom
this all allows rational decision making and division
of work between the employers and the employees. It
also considers employees as the heart of the
organization who participates in the decision making
in the organization. The Islamic approach to human
resource management considers all the above features
of both the classical and humanistic theories with
special emphasis on consultation, for example,
Sulaiman Al-Farith during the battle of the trench and
high level of wisdom application in decision making.
In an Islamic organizational context the moral and
spiritual dimension should always part of the most
important aspects when handling human resource
[32, 11]. This should be different from the western
approaches to human resource management which
considers materialistic objectives in achieving the
organizational goals.
CONCLUSION
In a nutshell, Islam is a perfect way of life in which
human resource management practices components
are well catered for. Islam comprises of systems of
governance and also control measures to human
behaviors. Human resource management is an aspect
well described and catered for in in the Holy Quran
and sunnah. Human resource management should be
a moral, spiritual and physical aspect which should
have Divine guidance because if it is not guided it is
likely to be driven by earthly objectives. Good human
resource management practices are those which
should put the concept of rewards in the Hereafter
when being implemented. Worldly benefits in human
resource management are short term whereas the
benefits in the Hereafter are long term objectives.
Employers in organizations should base on Al-
Qur‟an and sunnah than restricting themselves to
written theories and psychological contracts between
them (employer) and the employees. The religion
(Islam) of Allah SWT talks about the political and
socio-economic relationships of individual which can
be related to the relationships in human resource
management [30]. To all Muslim and Muslim
organizations with great concern in the Muslim
countries there is need to implement the Islamic
approach to human resources management in
organizations. This is because it has integrated
benefits to which the western theories are part of its
package. Organizations should adopt more of the
Islamic human resource management approaches
than the western approaches. It should be noted that
the Islamic approaches to human resource
management are the best for managers to have
effective and efficient systems in managing their
employees for best results [27, 29, 31].
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