PERAN MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN KERJA MENURUT PERSPEKTIF ISLAM

2020 ◽  
Vol 22 (2) ◽  
pp. 286-298
Author(s):  
Imam Sugianto ◽  
Rahma Yulia ◽  
Dian Rokhmawati
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Cultural Values ◽  
Human Resource ◽  
Financial Institution ◽  
Employee Performance ◽  
Moral Values ◽  
Qualitative Approach ◽  
Organizational Systems

Abstract: The role of Islamic human resource management isconsidered to significantly influence employee performance. BankBRI Syariah branch of Pakis Malang implements Islamic-basedhuman resource management. The study was conducted todetermine the role of Islamic-based human resource management onemployee performance using descriptive qualitative approach. Theindicators of employee performance are moral values, compensation,spirituality, organizational systems and structures, work quality,creativity and cooperation. As a financial institution that refers toIslamic principles, Bank BRI Syariah branch of Pakis Malang has anIslamic culture that is applied in its human resource management.The implementation of Islamic cultural values to human resourcemanagement at BRI Syariah branch of Pakis Malang, employeesbecome more enthusiastic at work because they feel that their workis a form of worship, being a motivation and a boost for employeeperformance.Keywords: Islamic Human Resource Management, EmployeePerformance, BRI Syariah

scholarly journals Strategi Manajemen Sumber Daya Manusia Islami Dalam Meningkatkan Produktivitas Kinerja Karyawan di Koperasi Syariah 212 Sentul

2021 ◽  
Vol 5 (1) ◽  
pp. 115-128
Author(s):  
Caesya Noor Avissa ◽  
Ikhwan     Hamdani ◽  
Suyud   Arif
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Management Strategy ◽  
Islamic Law ◽  
Positive Impact ◽  
Employee Performance ◽  
Qualitative Approach ◽  
Self Evaluation

This study aims to explain the strategy of human resource management in increasing the productivity of the performance of employees in the Sharia Cooperative 212 Sentul and how appropriate human resource management is with Islamic law. This study uses a qualitative approach with data collection techniques in the form of interviews and documentation. The resource persons in this study were the head of the human resources division and two employees in Cooperative 212. The results of the study stated that the Human Resource Management Strategy implemented in Cooperative 212 was by providing training, every year there was an employee performance appraisal and increasing ability in communicate. Cooperatives have implemented Human Resource Management in accordance with Islamic law because Cooperative 212 has done things that do not violate Islamic rules such as being honest at work, having a sense of responsibility, maintaining trust, and self-evaluation. Thus, employees are able to produce a positive impact, but the implementation is still less than perfect because the implementation of the strategy used has not been carried out regularly and well structured. However, the leadership is expected to improve the Human Resource management strategy so that the Sharia Cooperative 212 can develop and not deviate from Islamic rules.  

scholarly journals Implementation of Human Resource Management in the Adaptation Period for New Habits

2020 ◽  
pp. 19-26
Author(s):  
E. Nurzaman AM ◽  
Azhar Affandi ◽  
Andiyanga Udobong ◽  
Sarwani Sarwani ◽  
Hernawan Hernawan
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Global Economy ◽  
Employee Performance ◽  
Adaptation Period ◽  
The Impact

The COVID-19 pandemic has disrupted the global economy and business, and Human Resources (HR) is at its heart. With the organization now on the cusp of recovery, the role of HR has become even more important. The question is not limited in terms of imagining the impact and role of human resources in the future post-COVID-19. One thing is certain - the pandemic and its inherent effects on business have highlighted the need for adaptability and resilience in today's workforce, accelerated the shift towards a new digital economy, and emphasized the importance of HR in the new normal. This study tries to describe the role of human resource management in an effort to restore organizational performance. This study is a qualitative research using descriptive methods to describe the object under study. The results showed that the role of HRM during the COVID-19 pandemic was very strategic, especially in terms of maintaining the health and safety of workers when returning to work by implementing strict health protocols and also providing guidance and assistance for employees affected by COVID-19 such as downsizing and restructurisation. This research also presents HR transformation in terms of employee performance appraisal using results-based performance methods and the use of technology as a support in job optimization

scholarly journals PERAN MANAJEMEN SUMBER DAYA MANUSIA TERHADAP KINERJA KARYAWAN BANK SYARIAH (Studi Kasus pada PT. Bank Muamalat Indonesia, Tbk Kantor Cabang Depok, Kantor Cabang Pancoran, dan Kantor Cabang Panglima Polim)

2020 ◽  
Vol 2 (2) ◽  
pp. 3-27
Author(s):  
Mawaddatul Fatiha Ridwan ◽  
Edy Suprapto
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Performance ◽  
Strong Relationship ◽  
Islamic Banks ◽  
Strategic Partner ◽  
Hr Management ◽  
The Relationship

The issue will be discussed in this paper is how the relationship and influence of HR management role, and the performance of the employees in Islamic bank. In addition this study will try to answer; whether the role of human resource management has a strong relationship with the employee's performance of Islamic banks or not; and whether the role of human resource management have a significant influence on employee performance of Islamic banks. This study focuses on BMI as a business unit and on the role of human resource management that includes the four functions, namely payroll management, knowledge management center, bussines strategic partner and champion employed. The results shown that HR Management has is no significant relationship to staffing, performance evaluation, compensation and industrial relations.Keywords: Human Resource Management, Employee Performance, BMI

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