The influence of human resource practices in Islamic perspective on service performance

Abstract

The objective of this study is to examine and analyze the influence of human resource (HR) practices in Islamic perspective on service performance. This study is carried out on Sharia Savings and Loans Cooperatives of Tamzis Bina Utama (TAMZIS) in the DIY Provinces, Indonesia. The data analysis is carried out using quantitative method with Structural Equation Modeling (SEM), and processed with SmartPLS software. The findings in this study indicate that there is a positive and significant relationship in: (1) Recruitment and selection in Islamic perspective on service performance; (2) Training and development in Islamic perspective on service performance; (3) Performance appraisal in Islamic perspective in on service performance; (4) Recruitment and selection in Islamic perspective on service performance moderated by Islamic principles; (5) Training and development in Islamic perspective on service performance moderated by Islamic principles. The findings also indicate that there is a negative and insignificant influence between performance appraisal in Islamic perspective on service performance moderated by Islamic principles in employees of Sharia Savings and Loans Cooperatives of Tamzis Bina Utama in the DIY Provinces, Indonesia.

The Application of Maintenance Functions in The Human Resources Management of Islamic Financial Institutions

“…Al-Qosimi found that human resource management in Indonesian waqf savings wallets for the poor is implemented by sharia, both in planning, recruitment, nazir selection, training, development, supervision, performance appraisal, and employee compensation 13 . Fitriana found that recruitment and selection, training and development, and performance appraisal in Islamic perspective positively influence service performance in Sharia savings and loans cooperatives 14 . Rohprihati suggest that Islamic law is the basis for implementing human resource development strategies in Islamic banking institutions, and that regular training is necessary to improve the quality of the workforce 15 .…”