Influence of ta’abudi, ihsan and ukhuwwah on human resource management

This book is based on the research leave and staff mobility program conducted by the Department of Business Administration, Kulliyyah of Economics and Management Sciences, International Islamic University Malaysia (IIUM), from 5th August 2024 to 12th August 2024, at the Universitas Darussalam (UNIDA), Gontor, East Java, Indonesia. The primary objective of this research leave and staff mobility program was to conduct in-depth research on Islamic Human Resource Management (HRM) at the Universitas Darussalam (UNIDA), Gontor. The research is framed within the broader scope of key human resource management elements but is distinctly focused on analyzing these elements from an Islamic perspective. The aim was to explore how the core principles of Islamic HRM are embedded within the practices and policies of the university, while paying particular attention to how the institution integrates Islamic teachings into its human resource management. At the heart of the research is the exploration of how the Universitas Darussalam, Gontor, incorporates the Tawhidic paradigm into its human resource management practices. The Tawhidic paradigm is the foundational framework of Islam, composed of three critical elements: ‘aqidah (faith), shari'ah (Islamic law), and akhlaq (morality). These elements serve as the bedrock of Islamic thought and practice, guiding not only individual behavior but also institutional policies and management approaches. However, there has been a noticeable lack of comprehensive studies that properly ground human resources practices within the Tawhidic paradigm. This research aims to fill that gap by examining how effectively and holistically the university applies this paradigm in its HRM practices. The Tawhidic Human Resource Management Framework that emerged from this study provided a holistic perspective that aligns HR practices with religious imperatives. Thus, with this framework, it ensures that both the spiritual and practical needs of individuals and the institution are met. This framework also emphasizes the fulfillment of mutual obligations between the employer and employees, while grounding these relationships in faith, law, and morality. This research employed Merriam's qualitative research methodology, specifically the grounded theory method (GTM). GTM is ideal for generating new theories and insights from the data collected. The research process involved interviews and discussions with various stakeholders at the Universitas Darussalam (UNIDA), including spiritual leaders (kiyais), top university management, senior management, deans, professors, senior lecturers, student leaders, administrative staff, and general staff. Through these discussions, the research gathered insights into how the Tawhidic paradigm is reflected in HRM practices, policies, and the lived experiences of the university community. The results of the research provided a detailed reflection of both the ideals and realities of Islamic HRM practices at the Universitas Darussalam (UNIDA). These insights contributed significantly to the academic discourse on Islamic HRM and offer practical recommendations for institutions seeking to integrate Islamic values into their management systems. The findings served as a valuable resource for scholars, practitioners, and educational institutions striving to implement a holistic and faith-based approach to human resource management.