Professional Documents
Culture Documents
• The holy Quran insists in hiring the right man for the
right place.
• Fair treatment for all in Recruitment & Selection
• The Messenger of Allah said that, “Pay the worker his
wages before his sweat has dried.”
• There are also Islamic principles about fairness, equity,
and equal compensation that will assist human resource
managers in making their jobs simpler.
Literature Review
• Justice in Traditional HR
• Islamic point of view of Justice
• Ethics and Fair Treatment in Traditional HR
• Ethics and Fair Treatment in the view of Islam
Traditional ethics, justice and fair treatment practices
Traditional Islamic
Organizations might not always Organizations must follow halal
follow halal practices. practice.
Information might be exaggerated Truthfulness is mandatory and
through advertisements. there is no scope to provide
Employees are not given the same inferior stuff after claiming it
treatment as employers. Decisions to be superior.
might only benefit the owners Everyone is equal. Benefits of
both the parties are considered
to be important.
Differences between traditional ethics, justice and fair treatment
practices versus Islamic ethics, justice and fair treatment practices
Traditional Islamic
Employees might be given huge work Giving heavy work pressure is not
load that can cause physical and mental
illness.
allowed and providing food, drink and
uniform along with safety measures is
Sometimes hiring is based on internal
encouraged.
connections without judgements.
Healthy environment is not always a
There is no scope of discrimination,
priority. Examples include the RMG nepotism and corruption. Hiring must be
sector using child labor and improper based on proper judgement.
waste disposal management. The environment cannot be harmed for
running businesses.
Differences between traditional ethics, justice and fair treatment
practices versus Islamic ethics, justice and fair treatment practices
Traditional Islamic
Performance appraisal is not always Performance appraisal must be based
fair and objective. It might be biased on performance and HR has to give
and not be based on performance. proper justification for the appraisal.
HR might take decisions without
Fair treatment is ensured by letting
the employee explain before taking
listening to the employee’s explanation. any decision.
Clear rules and regulations to ensure There must be clear rules and
fair disciplinary process might be regulations to ensure that employees
absent. are aware of fair and disciplinary
guidelines.
Findings from traditional case
While doing the report we found that there are eight major functions of
HRM from Muslim perspective such as
HR Recruitment,
Selection,
Orientation,
Performance appraisal,
Training & development,
Compensation and benefit and
Career development.
Conclusion