دانلود ترجمه مقاله چالش های اسلامی در منابع انسانی در سازمان های پیشرفته

:Conclusion Islamic perspectives on HR underscore the role of labor in achieving economic growth and prosperity and offer useful guidelines for ensuring cooperative labor relationship at the workplace. These perspectives, though written more than 1,400 years ago, are still vibrant and alive in the mind of the believers. In this paper, the Islamic philosophical logic, ehsan, is debated and its implications for HR policies are addressed. Furthermore, the major elements of HR management in Islamic teaching are outlined. It is argued that Islamic HR prescriptions are relevant to today’s business organizations. Since the emphasis in Islam is on optimally serving human beings and the validity of any act is judged in terms of its benefit to society, Islamic HR policies can be a factor, which enhances the survival and growth of organizations. Throughout this paper two points were made clear. First, in most Muslim countries there is a commitment to Islamic teaching. Nevertheless, the applications of HR often deviate from Islamic prescriptions. Secondly, though in most CMM modern organizations appear to follow HR policies, which might appear Western on paper, their practice is shaped by various factors including tribal, religious, colonial legacy, and political norms. Therefore, these organizations have to rethink their priorities and design policies, which serve their interests in the long-term. Finally, the paper briefly highlighted the inherent contradictions between Western HR management and Islamic instructions. It was argued that the latter elevates communal concerns over individual and characteristically links the interest of the organization to that of the society. That is, for morally guided HR policies, Islamic teaching is a vital and rich source for designing HR policies, which optimally serve the broader interest of the society and enhance the contribution of organizations to the general welfare of the society. It is important to acknowledge that the analysis has its limitations. Specifying boundaries of religious instructions in terms of business practices is not only an impossible task but may lead to curtailing the individual’s best judgment and impeding spirited debate and action. Furthermore, the paper’s content represents the author’s existing familiarity and knowledge of the normative instructions. There are many prescriptions which might be overlooked or where the mandate of the addressed ones is not adequately clarified. One possibility, in order to evade this shortcoming, is to have a cross-country survey of HR practices and norms to adequately address whether Islamic prescriptions are observed and their areas of deviation, relevance, practicality, and benefits are identified. This should be undertaken by a team of researchers from various countries. The team should address areas of relevancy and provide insight into why certain practices have evolved instead of others. Future research should focus on providing a framework for studying HR issues in an Islamic context and highlight the most appropriate issues, which are consistent with ideal forms and optimally serve the goals of organization and society.