Aspects of Islamic HRM practices

Islamic law is unbiased, fair and justice in every activity of human beings,
without discrimination, irrespective of status and position between other parties
relationships. There are no any options for partial practices of Islamic law
(Bukhari & Muslim). Therefore, it is the prime duty and responsibility of
management to have adequate knowledge and understanding regarding Islamic
principles. In addition, with having Islamic knowledge they must buildup the
entire HR systems and practices in their daily working life (Al-Faruqi & Al-
Bann, 1980).
Human resource management is an integrated strategy and planned
development process for effective utilization of their employees’ ability and
effort to accomplish organizational goals and outcomes (Storey, 1995).
According to Ali, Gibs and Camp (2000) & Tayeb (1997), several HRM issues
in organizations have their foundations in religion
especially, Shariah Principles. Namazie and Frame (2007) have mentioned
regarding five Islamic HRM practices i. e., selection and recruitment, training
and development, career development, performance management, and reward
system. Moreover, based on Al-Qur’an and Hadith; Hashim (2009) described
that there are five Islamic HRM practices such as recruitment, selection,
performance appraisal, training and development, and compensation are
concerns on Islamic principles. Islamic management emphasizes on the
principles of human well being, and fairness as well as justice of resource
management. Indeed, the management if they concerned about the existence of
organizational justice and harmonic employee relationships can’t afford to
ignore the potential contribution of aspects of Islamic HRM practices (Ali,
2005; Yousef, 2001).
Job Analysis
Job analysis is the process of gathering and analyzing information about the
content and the human requirements of jobs, as well as, the context in which jobs
are performed. This process is used to determine placement of jobs. Under NU
Values the decision-making in this area is shared by units and Human Resources.
Specific internal approval processes will be determined by the unit's organizational
leadership.
What is Job Description?
Job description is an informative documentation of the scope, duties, tasks,
responsibilities and working conditions related to the job listing in the organization
through the process of job analysis. Job description also details the skills and
qualifications that an individual applying for the job needs to possess. It basically
gives all the details which might be good for both the company and the applicant
so that both parties are on the same page regarding the job posting. Basically, job
analysis is bifurcated into two components namely job description and job
specification.

Job evalution
Job evaluation – which is an accepted tool in the hands of the personnel
management for avoiding any inconsistency in job rates and for achieving
uniformity in the entire wage structure – is done through certain processes. The
process – elements are its components.
Job Evaluation is a systematic process of determining the worth of one job in
relation to another job in the organisation. During job evaluation, the relative worth
of various jobs are assessed so that wages can be paid depending upon the worth of
the job.

What is a job specification?

A job specification is the list of recommended qualities for a person to qualify for
and succeed in a position. While the job description includes the title position,
responsibilities and summary, the specification identifies the skills, traits,
education and experience a candidate might need to qualify for that job. This helps
outline a candidate's capabilities to perform what's listed in the job description.