The Practices of Islamic Human Resource Management (IHRM) and Turnover Intention at an Islamic Religious Council of Malaysia

2020 ◽  
Vol 11 (1) ◽  
pp. 100-100
Author(s):  
Muhamad Khalil Omar ◽  
Nor Aidillah Jamhari
Keyword(s):  
Human Resources ◽  
Performance Management ◽  
Turnover Intention ◽  
Human Resources Management ◽  
High Turnover ◽  
New Employees ◽  
Resources Management ◽  
Readiness To Quit ◽  
Staffing And Training ◽  
The Cost

Turnover intention is intention of employees to leave their job that can be defined as a psychological opinion whether employees will remain with the organization (Yuan, Yu, Li & Ning, 2014). ). Similarly, turnover intention can be define as individual conscious and readiness to quit the organization (Lu, Tu, Li & Ho, 2016). High turnover intention will increase the cost for staffing and training new employees (Long, Thean, Ismail & Jusoh, 2012). Studies that tested the connection between turnover intention and actual turnover are limited and show different results to look the effectiveness of intentions as a reliable behavior (Cho & Lewis, 2012). There are several factors that can contribute to turnover intention among employee which are practices of human resources management (HRM); (Santhanam, Kamalanabhan, Dyaram & Ziegler, 2017), job satisfaction; (Saeed, Waseem, Sikander & Rizwan, 2014), leadership styles; (Azanza, Moriano, Molero & Mangin, 2015) and organization commitment; (Azanza, Moriano, Molero & Mangin, 2015). Keywords: Turnover Intention, Islamic Human Resources Management (iHRM), Islamic Staffing, Islamic Human Resources Management (iHRD), Islamic Performance Management, Islamic Compensation.

Islamic Human Resource Management and Turnover Intention among Employees of an Islamic Religious Council

2021 ◽  
Vol 6 (1) ◽  
pp. 56-64
Author(s):  
Muhamad Khalil Omar ◽  
Nor Aidillah Jamhari ◽  
Yusmazida Mohd Yusoff
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Turnover Intention ◽  
Human Resources Management ◽  
Jel Classification ◽  
Resources Management ◽  
The Relationship

Objective - Turnover has become a worldwide problem that has puzzled organizations, researchers and experts for years. This study is focused on practices of iHRM that consist of Islamic Staffing, Islamic human resources management, Islamic performance management and Islamic compensation and turnover intention among employees at Islamic Religious Council. This study has 3 research objectives. Firstly, to identify the level of the iHRM. Secondly, to identify the level of turnover intention. Thirdly, to investigate the relationship between iHRM and turnover intention. Methodology/Technique - 300 questionnaires were distributed to all employees at one of Islamic Religious Council in Malaysia as sample for this study and a stratified random sampling method was used. Findings - The research concludes that the level of iHRM and turnover intention is high. The relationship between iHRM and turnover intention also has a positive effect. Novelty - This research is one of few studies to examine the relationship between iHRM and turnover intention. Type of Paper: Empirical. JEL Classification: E24, M12. Keywords: Turnover Intention; Islamic Human Resources Management (iHRM); Islamic Staffing; Islamic Human Resources Management (iHRD); Islamic Performance Management; Islamic Compensation Reference to this paper should be made as follows: Omar, M.K; Jamhari, N.A; Yusoff, Y.M. (2021). Islamic Human Resource Management and Turnover Intention among Employees of an Islamic Religious Council, Journal of Management and Marketing Review, 6(1) 56 – 64. https://doi.org/10.35609/jmmr.2021.6.1(6)

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER

2013 ◽  
Vol 1 (1) ◽  
pp. 83
Author(s):  
Ozan Büyükyılmaz
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Performance Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resources Management ◽  
Management Philosophy ◽  
Management Processes

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

Human Resources Management in Social Entrepreneurship

2022 ◽  
pp. 1524-1548
Author(s):  
Burcu Kümbül Güler
Keyword(s):  
Human Resources ◽  
Performance Management ◽  
Social Entrepreneurship ◽  
Management Practices ◽  
Human Resources Management ◽  
Social Economy ◽  
Management Training ◽  
Social Enterprises ◽  
Resources Management ◽  
And Performance

With the rise of social entrepreneurship, social enterprises have gained popularity as socially innovative organizations which try to balance their economic and social missions. In the competitive environment of social economy, good management and investment in human resources have become requirements of social enterprises for their survival. Among the management practices, human resources management acts as a tool for gaining competitive advantage and it builds mutual trust between the staff and the organization. Emphasizing the significance and challenges of human resources management, this chapter explains human resources main practices—recruitment, career management, training, and compensation and performance management—in social entrepreneurship.

Finding, training, and keeping best service workers

2012 ◽  
Vol 2 (4) ◽  
pp. 1-3
Author(s):  
Martin Dandira
Keyword(s):  
Human Resources ◽  
Employee Performance ◽  
Human Resources Management ◽  
High Turnover ◽  
Content Type ◽  
Resources Management ◽  
Frontline Workers ◽  
Travel And Tourism ◽  
Internal Customers ◽  
The Way

Subject area Organisational behaviour, business reengineering and management of change, human resources management. Study level/applicability This case study is intended for undergraduate and post-graduate management degrees. It includes courses on organizational behaviour, human resources management, marketing, business management, travel and tourism and strategic management. Case overview Zim-Zum Welcome Hotel is a hotel in Zimbabwe in the travel and tourism sector. It was facing high turnover of employees and this was affecting the business through continuous hiring and training. The organization decided to introduce changes completely changing the way it does things, focusing on satisfying employees as well as customers. The new approach yielded favourable results, labour turnover dropped significantly and business improved greatly. In an effort to improve service, and increase profit, Zim-Zum has begun radically changing the way it hires, trains and deploys frontline workers. Management also examined how waiters and waitress do their job and concluded that there was supposed to be a division of labour between them and culinary staff. Management of Zim-Zum believe that companies that excel at managing frontline workers understand that excellent service is more than just a transaction. Expected learning outcomes Students can focus on: the importance of redesigning work so that superior service satisfies both the employee and the customer; human resources management is an important factor in improving employee performance and business performance; the importance of external and internal customers in improving company performance.

Importance of ICT in Human Resources Management and Evaluation in Terms of Events

2021 ◽  
pp. 86-104
Author(s):  
Pınar Uçar
Keyword(s):  
Information Technology ◽  
Human Resources ◽  
Performance Management ◽  
Information Technologies ◽  
Human Resources Management ◽  
Strategic Orientation ◽  
Resources Management ◽  
Business Environments ◽  
Recruitment Performance ◽  
Communication And Information Technology

Electronic human resources management is the use of information technologies for human resources applications that enable easy interaction between employees and employers. Therefore, through electronic human resources management, information about recruitment, performance management, strategic orientation, and education is provided. Competitive business environments have made institutions and organizations to take into account innovations and superiorities to survive. In this context, one of the biggest obstacles that the human resources department has to overcome is the rapidly changing technological environment. The possibilities of technology for human resources management are infinite. In principle, all human resources processes are supported by technology. One of the areas where communication and information technology can be used effectively is events. This chapter describes how communication and information technology can be used effectively when planning and managing human resources in event organizations.

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER CHANGES IN HUMAN RESOURCES MANAGEMENT WITHIN THE SCOPE OF KNOWLEDGE MANAGEMENT PRACTICES

2013 ◽  
Vol 1 (1) ◽  
pp. 83
Author(s):  
Ozan Büyükyılmaz
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Performance Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resources Management ◽  
Management Philosophy ◽  
Management Processes ◽  
Knowledge Management Practices

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

scholarly journals PENGARUH BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI BANK BJB CABANG BANJARMASIN

2017 ◽  
Vol 3 (2) ◽  
Author(s):  
Sayid Hasan
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Performance Measurement ◽  
Performance Management ◽  
Employee Performance ◽  
Human Resources Management ◽  
Population Based ◽  
Company Performance ◽  
Resources Management ◽  
Research Population

Abstract: Company performance measurement is very important. By measuring performance, management can determine the level of progress of the company and identify areas which should receive more attention. This research try to understand the influence of organizational culture to employee’s performance. This research is done to BJB Bank Branch Banjarmasin using all it’s employees as research population. Based on these results that the regression tested in this study are significant. In other words, the influence of organizational culture on performance is not coincident, but actually real or meaningful. Keywords: human resources management, organizational culture, employee performance Abstrak: Pengukuran kinerja suatu perusahaan merupakan hal yang sangat pen-ting. Dengan melakukan pengukuran kinerja, manajemen dapat mengetahui ting-kat kemajuan perusahaan dan sekaligus mengetahui bidang-bidang mana yang ha-rus mendapat perhatian lebih banyak. Penelitian ini berusaha memahami pengaruh dari budaya organisasi terhadap kinerja pegawai. Penelitian dilakukan di Bank BJB Cabang Banjarmasin dengan populasi penelitian adalah seluruh karyawan di Bank BJB Cabang Banjarmasin. Berdasarkan hasil penelitian ini dapat disim-pulkan bahwa regresi yang diuji dalam penelitian ini adalah signifikan atau de-ngan kata lain pengaruh budaya organisasi terhadap kinerja adalah bukan karena hal kebetulan semata, melainkan benar-benar nyata atau bermakna. Kata Kunci: manajemen sumber daya manusia, budaya organisasi, kinerja pegawai

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