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)

scholarly journals Digital Transformation and Its Impact on Strategic Supremacy Mediating Role of Digital HRM: an Evidence From Palestine

2022 ◽  
Vol 19 ◽  
pp. 197-221
Author(s):  
Ohoud Khatib ◽  
Khaled Alshawabkeh
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Digital Transformation ◽  
Resources Management ◽  
Digital Human ◽  
The Impact ◽  
The Relationship

This study aims to identify the impact of digital transformation in achieving strategic sovereignty in a world that is intensely competitive and in a digitalized era. In the study, the human resource management variable serves as an intermediary variable in the relationship between digital transformation and strategic leadership. The study population consists of (420 top and middle) managers in two mobile telecommunications companies in Palestine, namely: Jawwal and Ooredoo. The study is based on the quantitative approach using a proportional stratified sample, as a 201- item questionnaire is developed using the Seven-Point Likert Scale to study the three variables. The independent variable is digital transformation and its dimensions (Business Model, Customer Experience, Digital Processes, and Impact on People), while the dependent variable is Strategic Supremacy including its three dimensions (Scope of Influence, Competitive Configuration, and Competitive Compression), while digital human resources management serves as an intermediate variable. The data contained herein is analyzed by the Smart PLS Program - structural equation modelling (Second Order). The study shows a positive and good impact of digital transformation on strategic supremacy. The same applies to the impact of digital human resources management thereon. The study concludes that even though digital transformation has a very good impact on human resource management, digital human resources management is a mediating variable in the relationship between digital transformation and strategic supremacy, or even a partial mediator.

Challenges facing human resources management in applying modern concepts of human resources management – An applied study on private hospitals in Khamis Mushait –: التحديات التي تواجه إدارة الموارد البشرية في تطبيق المفاهيم الحديثة لإدارة الموارد البشرية - دراسة تطبيقية على المستشفيات الخاصة بخميس مشيط –

2021 ◽  
Vol 5 (1) ◽  
Author(s):  
Bader Yahya Alshahrani, Adullah Ali Alammar
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Statistical Significance ◽  
Human Resources Management ◽  
Relative Weight ◽  
Main Tool ◽  
Private Hospitals ◽  
Resources Management

A study entitled the challenges facing human resource management in applying the modern concepts of human resources management by applying to the hospitals in Khamis Mushait. This study aims to identify the challenges facing human resource management in applying modern concepts of human resources management. In order to achieve the objectives of the study, of the nature of the study, while the questionnaire was used as a main tool for data collection. The study population is from the private hospitals in Khamis Mushait. The sample of the study was 91 workers. The study reached a set of results. Maha: The challenges of the external environment are the most influential in the application of modern concepts of human resources management in the hospitals of Khamis Mushait, while the application of modern concepts of human resources management in private hospitals in Khamis Mushait medium degree with a relative weight (65.80%). The results showed no differences Statistical significance among the opinions of hospital staff in Khamis Mushait on their appreciation of the challenges facing human resource management in applying the modern concepts of human resources management due to the gender variable and the variable age, the variable of scientific qualification and the variable years of service. To study the need to apply modern concepts of human resources management as an essential part of the culture of the institution, and to create a permanent relationship between management and employees to promote the application of modern concepts of human resources management, and attention to continuous training to develop the skills of staff and develop their abilities to achieve development of the hospital.

scholarly journals Impact of National Culture on International Human Resource Management

2016 ◽  
Vol 54 (2) ◽  
pp. 281-300 ◽  
Author(s):  
Biljana Đorđević
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
National Culture ◽  
Human Resources Management ◽  
Resources Management ◽  
Policies And Procedures ◽  
Business Conditions ◽  
The Impact

Abstract In today’s business conditions, the internationalisation of business becomes an almost inevitable precondition for future growth and development of organisations. However, internationalisation of business usually requires organisations to implement some changes in the way they operated in the previous period. One of the areas that require some changes is the area of human resource management, too. Factors which require modifications in this system are related primarily to the legal regulations of other countries, but also to the characteristics of their national culture. The former influence comes from the fact that national culture exerts a powerful influence on the system of values, attitudes and behaviour of people in a particular country and, among the other things, on the preferences for policies and procedures in the field of human resources management. Starting from the above, this paper analyses the impact of certain dimensions of national culture on the preferred content of human resources management in organisations in certain countries. The aim of the paper is to provide the theoretical basis for organisations that internationalised their business, or intend to do so, to create system of human resource management in the entities abroad which, at least, will represent the balance between the system that is applied at headquarter and one that is preferred in entities abroad, in order to be effective.

scholarly journals MENADŽMENT I PLANIRANJE LJUDSKIH RESURSA / MANAGEMENT AND PLANING HUMAN RESOURCES

2016 ◽  
Vol 11 (1) ◽  
Author(s):  
Biljana Panić ◽  
Jana Cvijić ◽  
Nada Petrović
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Strategy ◽  
Practical Knowledge ◽  
Human Resources Management ◽  
Organizational Level ◽  
Resources Management

The importance study shows is based on the possibility of a company that through proper human resources management strategy achieved an increase in effectiveness and efficiency, and therefore the productivity of business in the conditions of high competition. Strategic management of human resources is an important part of the sphere of management, and is based on a theoretical - practical knowledge in the field of work psychology. Human resource management can significantly influence the behavior of employees, their attitudes and success. People, their skills, knowledge and information are the characteristic of the each organization and can not be copied. It must be borne in mind that human resource management can fail if the pursuit organitzacija hire the wrong people, or if they are not motivated enough to their employed. Human resources management strategy needs to be aligned with the company’s strategy. Basic objectives and methods of human resource management needs to ensure the success of the company. Human resources management strategy has an important operational and managerial function carried out by managers of human reusrse. Management Strategy managers are determined by the quality of employees and their potential. The objectives of human resources management in the organization is directly related to the individual indicators work and results achieved by the employees. From the quality of motivation and stimulation of employees rise to its productivity, loyalty and quality of work. At the organizational level, human resource management strategy should be aimed at increasing the level of average productivity, improving quality, improving working conditions. Planing human resources is achieved competitive strategy of the organization. All of that contribute the most to employees and their productive possibility.

scholarly journals Covid-19 and Human Resource Management: a study on Moldavia, Romania

2021 ◽  
Author(s):  
Liam James
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Point Of View ◽  
Mental Wellbeing ◽  
Analysis Approach ◽  
Resources Management ◽  
Medical Tests

Dramatic changes due to the current COVID-19 coronavirus have unparalleled effects on businesses acrossthe globe and have deeply affected human resources management. HRM has taken the lead in handlingemployees to deal with pressures and continue to work remotely to continue its activities in a vaguecurrent and unforeseen future. However, the HRM had to contend with the pandemic lock-down dismissaland staff reduction. The paper is focused on the analysis approach used by qualitative experts. It addressesthe problems faced by HRM in Romania, identifies the human resources ramifications of the situation andidentifies solutions. It addresses the problems HRM has been facing in Romania, ascertains the effects thecrisis has on human resources, points out the strategies companies implemented, and make s suggestionsfor addressing the crisis from the point of view of HRM. Based on the results, this study recommend thefollowing: giving more consideration for worker mental wellbeing, performing medical tests during theselection process, and encouraging the sick employees to remain at home and developing crisismanagement plans.

EFEKTIVITAS MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN MUTU SLB MUARO JAMBI

2021 ◽  
Vol 5 (1) ◽  
pp. 1-6
Author(s):  
Dedy Alamsyah ◽  
A Khalik ◽  
Dian Nisa Istofa
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Resources Management ◽  
Qualitative Descriptive ◽  
Education Personnel ◽  
Management Functions

This study aims to analyze the efficiency of human resource management in improving the quality of Muaro Jambi Extraordinary School. This study uses qualitative descriptive methods. Data is collected through observations, interviews, and documentation. The results showed that SLB Muaro Jambi applies two management functions in managing its SDM, namely the planning and implementation functions. Human Resource Management consists of planning the needs and development of educators and education personnel; procurement of capacity building training for teachers and staff/employees. The implementation of human resources involves committees, teachers, and staff/ employees to realize the activities that have been planned. Human Resources Management can effectively improve the quality of education in SLB.

scholarly journals Analysis of the Relationship between Strategic Management and Human Resources Management in Informatics Services Company of Tehran Province

2016 ◽  
Vol 10 (6) ◽  
pp. 205
Author(s):  
Amir Kompani ◽  
Amir Babak Marjani
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Strategic Management ◽  
Human Resource ◽  
Organizational Support ◽  
Affective Commitment ◽  
Human Resources Management ◽  
Tehran Province ◽  
The Relationship

Concepts of strategic management and human resource management has long been of interest of researchers and various studies have been done on the relationship between these concepts. In general, researchers believe that the strategic management of the organization leaves a significant role in human resource management. In this regard, the present study is an attempt to examine this relationship in the form of a conceptual model includes 12 hypotheses that have been tested and evaluated in the informatics services company with a population of 740 people. In this study, the concept of strategic management in the form of three basic dimensions: 1) strategic planning, 2) execution of strategy, and 3) assessment strategy has been defined. Human resource management also consists of four main dimensions: 1) attraction and retain the human resources, 2) perceived organizational support, 3) normative and affective commitment, and 4) Optional behavior.  The results showed that between strategic management and human resource management are positively and significantly correlated. As the results showed three independent variables of the study were able to predict more than half of dependent variable changes of human resource management, among which the variable of evaluation of strategy had the greatest role.

scholarly journals Green HRM: Goal Attainment through Environmental Sustainability

2016 ◽  
Vol 9 (1) ◽  
pp. 14-19 ◽  
Author(s):  
Mohammad Main Uddin ◽  
Rabiul Islam
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Sustainability ◽  
Research Agenda ◽  
Goal Attainment ◽  
Human Resources Management ◽  
Resources Management ◽  
Green Human Resource Management

The green Human Resources Management has emerged from companies engaging in practices related to protection of environment and maintaining ecological balance. The slogan is earning profit through environmental sustainability. This paper proposes the development of a model of green human resource management by reviewing the literature on human resource aspects of environmental management. The study followed archival method of literature review. The literature has been classified on the basis of entry to exit processes in the HRM on the basis of available literature on green Human Resources. From the perspective of green human resource management, this study argues that Green HRM can play a useful role in business in promoting environment related issues by adopting and following the processes. Finally, the paper proposes some research agenda for the future study.Journal of Nepalese Bussiness Studies Vol. 9, No. 1, 2015 pp. 13-19

scholarly journals Virtual and Augmented Reality in Human Resource Management and Development: A Systematic Literature Review

2021 ◽  
pp. 1-18
Author(s):  
Pedro FERREIRA ◽  
Viviana MEIRINHOS ◽  
Ana Cláudia RODRIGUES ◽  
António MARQUES
Keyword(s):  
Resource Management ◽  
Augmented Reality ◽  
Literature Review ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Resources Management ◽  
Management And Development ◽  
Virtual And Augmented Reality

The growing interest in virtual and augmented reality applied to business leads companies to explore possible applications in several management areas. The application of virtual and augmented reality to human resources management and development is also underway.

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