STRATEGY TO BUILD SUCCESSFUL ISLAMIC HUMAN RESOURCES

Abstract

This paper aim is that employee or Human Resources (HR) is given the task and obligation then collaborates in one team work to achive organization goals, HR frame is very individuals or employess is seen as part of a large family member has sternght, weakness, needs and desires, the political frame is to view an orgaization as a competitive jungle where many employees compete for very limited resources and power and to identify the best parts in an ineffective and ineffective field. To compile various human resources management activities there are 6 (six) human resources maanagement model, namely: Clerical model, legal model, financial model, managerial model, humanistic model and behavioural science model. If the human resource management strategy described is implemented half-heartedly, little by little, this will be predicted to cause failure. Success requires a comprehensive long-term strategy and commitment, many organizations support but give little. One example of a comprehensive strategy that combines elements of human resources is structural and total quality management (TQM), which swept American companies in the 1980s. Quality teachers such as W. Edwards Deming (1986), Joseph Juran (1989), Philip Crosby (1989), and Kaoru Ishikawa (1985) differ in specific, but they all emphasize the involvement of labor, participation, and working together as important components of serious quality efforts. Hackman and Wageman (1995) analyze theory and practice. It is practical from the quality movement and concludes that it is a coherent and distinctive philosophy, which is consistent throughout the research that is in effective human resource management. Hackman and Wageman (1995) synchronized four core assumptions in TQM: 1. High quality is actually cheaper than low quality, 2. People want to do good work. 3. Quality problems are cross functional and 4. Top management is ultimately responsible for quality. Ideally between people and organizations can both benefit goodness, for a successful organization it needs creative and active people. Global competition, turbulence, and rapid change have increased a lasting dilemma: Is it better to be lean and mean, or to invest in people? Various strategies to reduce labor downsizing, outsourcing, temporary and part-time use of workers have been widely applied to reduce costs and increase flexibility. Organizational progress adopts various strategies, involving strategies to improve human resource management.