1) The relationship between high-commitment HRM and organization strategies According to the studies of strategic HRM, the content

of HRM practices can be divided into two categories low cost and high commitment (Becker and Gerhart, 1996; Delery and Doty, 1996; Youndt et al., 1996). Low-cost HRM focuses on process competence and cost decrease. Therefore, low-cost HRM adopts a formal control system; employees have clear job descriptions and obtain limited training. Compared to low-cost systems, enterprises that adopt highcommitment HRM orientate the strategy as the innovative issues. Therefore, these rms must obtain talented employees and encourage employees to reach innovative goals. Enterprises must adopt HRM that can attract and encourage innovative talent and enhance the commitment of professions. Thus, the primary focus of talent selecting is to hire those with comprehensive abilities that meet innovation needs (Delery and Doty, 1996). Additionally, comprehensive job designs are aimed at enhancing employee technological abilities and their professional abilities (Becker and Gerhart, 1996). Whitener (2001) asserted that the practices of HRM can be divided into two categories control and commitment, where control focuses on norms, supports, rewards, and monitoring of employee behavior, and commitment focuses on encouraging employees to identify organizational goals, and working hard to enhance productivity and efciency. Highcommitment HRM is a high-commitment strategy affecting employee commitment and motivation (Whitener, 2001), including employment practices, appraisal, competitiveness, fair compensation, comprehensive training and development, each of which focuses more on training and development than low-cost strategies (Youndt et al., 1996). In addition to providing formal training for employees, enterprises emphasize comprehensive learning and KM to cultivate innovative ability (Snell and Dean, 1992). On the one hand, enterprises focus on team cooperation to accumulate society capital. On the other hand, enterprises largely focus on developments and needs of talents through providing channels of training and development (Whitener, 2001) 2) The role of Islam in human capital development:

human being to full his objective and responsibility on this earth. The verses mentioned above

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In Islamic background the importance of Human capital is the capability and experience of

describe the objective and responsibility of human life which are to be the successor of Allah on the earth and carry out the orders of Allah in the world. Therefore, human capital is the ability of human being to fulll his duty as a successor and slave of Allah on this Earth. Therefore, there is difference in the theory of human capital in Islam. While in the general context, the objective of human capital development is to achieve economic growth then in Islam, the aim of human capital development is to achieve the quality and competence to fulll the responsibilities and duties of human being which is ordained by Allah (s.w.t.). The development of human capital in Islam covers all kinds of physical, intellectual, psychological and spiritual aspects of development. So, Islam conversely with the general theory of human capital takes care of the spiritual parts of human being and considers human being as a social animal. As the objective of the development of human capital is to achieve the quality to fulll the responsibilities which is ordained by Allah (s.w.t.) then it always focuses on social welfare and collectivism due to Islamic laws calls for welfare and collectivism. Moreover, Islamic economic theory is mostly equity based. It focuses on collective development. Social welfare is one of the key points of this economic system but it is dissimilar with communism as it also appreciates the work and prociency of every individual. Imady and Seibel (2006) stated: The principles of Islamic nance are laid down in the Shariah, Islamic law. Islamic nance, comprising nancial transactions in banks and non-bank nancial institutions formal and non-formal nancial institutions, is based on the concept of a social order of brotherhood and solidarity. The unity among the Muslims is established through their every day social interaction and through performing religious duties. Islamic social theory is based on sharing and caring. 3) Islamic revival in Asia and Organizational Commitment: HRM is an important part of an organization and reflect the characteristics of employees culture religion is dominant part of muslim countries and in those nation hrm pactices are conduct under the Islamic principles nand the influence of islam must be in those countres who dobusiness with these nations wuch as multinations, trade partners and international joint venture. Islam through

organization which is most influence by the national culture, In those countries where Islam is

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national culture can influence on the organization and HRM is an important part of the

dominant. The people of this nation hold the values of Islam in their culture. HRM policies are generally decided by the top management of the company (Islamic revival in Asia and human resource management; Monir Tayeb). They are often decided and implement strategies according the nation of the country where they work and operate (Tayab 1996). Religion is mostly influence on the cultural values of the nation and the HRM strategies are also made according to the culture of the nation. Islam is not a man-made institution the Koran contains the words of God, exposed by the messenger Mohammed some 1,400 years ago. The deeds of its adherents are therefore indivisible from heavenly commandments. Islam is generally viewed by some non-Muslims as being a fatalist religion. But the Koran specifically asserts that humans are able to choose and to intervene in their destiny, and that they are held responsible for the consequences of their deeds. However, they are not left alone to run their life. God has equipped them with the Koran and the traditions of Prophet Mohammed, which in Islamic view is one of the most important sources of guidance that humans can use to steer their actions and beliefs. Islam, unlike many other religions, is an all-encompassing belief; it governs every aspect of life, public and private, political and economic, and as such is relevant to business activities. In other words, there is no separation between worldly and religious aspects of life. Broadly speaking, the principles of Islamic economics are quite similar to economic ideas of the people who are building a postMarxist left in the West (The Economist, 1994). 4) Principle of employment relation in Islam The employment relations are influenced by the culture of the country norms and legal institution of the country (Black, 2001; Locke, 1995; Streeck, 1998; Syed, 2008; Tayeb, 1997). After the death of Prophet Muhammad PBUH in about 632 A.D there are three major groups emerged with their own interpretations and practice of Islam, Arab aristocracy, the intellectual and underprivileged city devellers and the tribal groups. Historically all the Muslims states especially in the fist six centuries of Islam (610-1258) encouraged trade and facilitate the merchants operation (Ali 2005, Rodinson 1974).

resources including investments and savings and other organizational operation.

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Islamic economy is an economic system where Islamic laws are implemented to the utilization of

Chapra (2001 p 33) argues that Islamic focuses on realizing human well being through an allocation and distribution of resources in the organization. Ali (2005) indicates the economic activities conduct under the Islamic principles is beneficial for self and society and also focuses competition, transparency and morally responsible conduct in the organization. Islam values work because it is through work that a person can express herself and contributes to the society. According to another Islamic tradition, the Prophet was once sitting with his companions, who, when seeing a sturdy young man, said: Alas for that man! Had it been for his power and sturdiness to be for jihad in the cause of God. The Prophet replied: Do not say so! For if he is striving to abstain himself from begging people, he is in the cause of God. And if he is striving for the sake of weak parents to suffice them, he is in the cause of God (El-Sayyad, 1993). Similarly, the second Caliph, Omar (581-644 AD), once said: I would prefer dying while struggling for my sustenance and the sustenance of my children, to dying while ghting in the defense of faith (Abdul-Rauf, 1984, p. 23). These traditions suggest that work per se is considered a religious duty in Islam. Therefore, Islam does not consider working as an obstruction to dedication to God 5) Human Resource management with Islamic management principle Human resource practices according to Islam are important but are rarely highlighted in research (Junaidah Hashim). The right and wrong, rewards and punishments, work and spirituality and relation with others and God address human resource issues directly and indirectly (Ali et al, 2000). In most countries the influence of religion on HRM is formally incorporated in the rules and regulations governing employee management relations. The rules and regulation according to Islam focus on employment opportunities, job security and wage levels. In the past several researches conduct on the influence of Islam in organizations. These researches focus on commitment, satisfaction and loyalty (Ali and Al-Kazemi, 2007; Yousef, 1999, 2001).

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and Turkey (Al-Enzi, 2002; Al-Hamadi et al., 2007; Budhwar et al., 2002; Budhwar and Mellahi,

In the past these type of study only conduct in Algeria, Egypt, Iran, Kuwait, Oman, Saudi Arabia

2007; Mellahi and Frynas, 2003; Mellahi and Wood, 2004). Islam mears submission to the will of God in all aspects of life. HRM practices are strongly influenced by the religion (abuznaid,2006, Ali, 2009, Ali and Al Dwevihan, 2008, Bouma et al 2003; Randeree and ElFaramawy, 2010). The basis of HRM in modern organizations is a mainly Western fact that can be traced to the personnel management function (Burack and Smith, 1977). Latifi (1997), in a study of traditional and modern Islamic texts, identified the following workrelated characteristics: Equality before God; Individual responsibility within a framework of co-operation with others; A view that people in positions of power should treat subordinates kindly, as if their subordinates are their brothers or sisters; Fatalism but also a recognition of personal choice; and Encouragement of consultation at all levels of decision making, from family to the wider community, to the country as a whole.

6) Human Resource management based on index of Islamic H.D ( The Holy Quran) In Islam the meaning of Human capital is the ability and experience of human being to accomplished his objective and responsibility on earth. These verses mention the objective and responsibility of human life which are to be the successor of Allah on the earth and fulfill the orders of Allah in the world. Therefore, human capital is the ability of human being to full his duty as a successor and slave of Allah on this Earth. It is noted that HRM according to Islam is not implement only in Islamic countries but also apply in non Muslim countries. It is noted in last two decades that all the field of business follow the
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Islamic marketing (Haque et al, 2010, Hashim and Mizerski, 2010) Islamic leadership (Ahmad

Islamic principles like as Islamic finance an accounting (chong and liu, 2009; Napier 2009),

2009; weir 2008; kumar and Rose 2010) and gender and management in Islam (Metcalfe 2006, 2007). High-commitment human resource management: According to strategic HRM, the HRM practices can be alienated into low cost and high commitment (Becker and Gerhart, 1996; Delery and Doty, 1996; Youndt et al., 1996). Low-cost HRM focuses on operation efficiency and cost reduction. Therefore, low-cost HRM adopts a proper control system in which employees have clear job descriptions about their jobs and obtain training to perform them. Compared to low-cost systems, enterprises that adopt high-commitment HRM orientate the strategy as the innovative issues. Therefore, these organizations must obtain talented employees and encourage them to make innovative goals. Firms must adopt HRM that can attract and encourage innovative talent and enhance their commitment. The basic focus of talent selecting is to hire those employees who have abilities to meet innovative needs (Delery and Doty, 1996). Moreover, job designs are aimed to enhancing employee technological abilities and their professional abilities (Becker and Gerhart, 1996). 7) Islam and HRM The basic HRM functions such as Recruitment, Selection, Performance Appraisa, Training and Compensation performed according to the guidelines prescribed in the Holy Quran and Hadith (the sayings of Prophet Muhammad Peace Be upon Him). And Islam also focuses on honesty, trust, justice and fairness when dealing with the employees. Recruitment: In Islam recruitment means offering Jobs vacancies in the way of God with trust and responsibility. According to Holy Quran (4:5) the recruitment is fairly conducted and fair treatment is given to all applicants. It is responsibility of employees to address all pros and corns about the jobs to the potential candidates. It includes pre training to meet job requirement the criteria of the job holder and compensation paid to employees. (Junaidah Hashim) This informations are important for employees so, they can evaluate the job according to their competency, capabilities and interest. The imployees not to do that work which is

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beyond their capacity as the Quran states (2:233) no soul shall have a burden laid on it greater than it can bear. Similarly it is responsibility of employees to provide true information about them. The Quran (2:42) says and never mix truth with false, nor conceals the truth when you know. Selection: For selection islam define certain principles: First principle is Justice according to Syed Agil (1997), Ali Ibn Abi Talib Do not nominate them as officers on the account of favoritism. Second principle is employee is selected on the bases of competency. Third principle is honesty in decision making. Fourth principle is Islam deny those work that will exceeds the individual capacity.

8) Principles of employment relation in Islam Empirical studies conducted in various countries suggest that Muslim employees and individuals score high on Islamic work ethic. Furthermore, Islamic work ethic was found to be correlated with individualism, loyalty, locus of control, work commitment and satisfaction (Abu-Saad, 2003; Ali et al., 1995; Yousef, 2001). While these studies, among others, demonstrate the centrality of work in Islam, the religious and social reasoning for work represents, at time, a major development in projecting work as an instrument for personal independence and a means for serving the community and faith. Performance appraisal: According to Islam performance appraisal is a mechanism to ensure that every effort will not be left unrewarded. Quran says (39:3-5) not an atoms weight, or less than that or greater escapes him in the heavens or in the earth but it is in a clear record that he may rewarded those who believe and do good works. For them is a provision and a rich provision. man is witness against Himself.
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It is a moral duty of employees to monitor their performance. Quran says (75:14) Nay,

Training and Development: Islam also emphasis on training and development of their employees as Quran says mans basic qualification for being the representative of God on earth is possession of knowledge God said (2:30-33); when the angles questioned Adams suitability for representation. God cited Adams knowledge to convince them Compensation: It is essential for employer informed to the employees about their compensation Prophet Muhammad (PBUH) said whosever engage worker on work should mention the wages in advanced (quoted in Ahmad 1995). Wages must be set which is suited for employee and employer. God said in the Quran (16:97) whoever works righteousness man or woman and has faith, verly to him will We give a life that is good and pure and We will bestow on such their rewards according to the best of their actions. Consultation: The first principle of Islamic HRM were established by Muhammad PBUH, the major characteristic of this principle is consultation because he consulted with his companions at number of matters Prophet Muhammad PBUH make a consultative council consist on knowledgeable and trustable followers to make decisions for the betterment of Muslim community. Prophet Muhammad PBUH encourage human to learn new skills and do that work which is benefit for both employee and organization or community. Islam focuses of cooperation on work (Abuzaid, 2006).

9) Islamic challenges to HRM in modern organization Religious inuences on human resource practices are important but are rarely highlighted in literature. The specications of right and wrong, reward and punishment, work and spirituality, as well as relation to others and God address human resource issues directly and indirectly (Ali et al., 2000). In most countries, the inuence of religion on human resource management (HRM) is

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formally incorporated in the rules and regulations governing employee-management relations.

Intention: Prophet Muhammad PBUH said actions are recorded according to intention and a person will be rewarded or punished accordingly. The implication of this principle in HRM is employees should not be punished for making unintentional mistakes.

Justice: According to Quran all people are equal regarded to their color, race, wealth, gender, prestige, profession, status and knowledge. In organization it is important that all the employees are treated with justice and equality and rewarded fairly and equally. According to the Quran: O mankind! Reverence your Guardian Lord, Who created you from a single soul, created, of like nature, his mate, and from them two scattered (like seeds) countless men and women; reverence God through Whom you demand your mutual (rights) and (reverence) the wombs (that bore you) (4: 1). The Prophet Muhammad, in his last sermon to the pilgrims of Makkah, described what may be termed as an Islamic charter of equality and diversity: All mankind is from Adam and Eve, an Arab has no superiority over a non-Arab nor a non-Arab has any superiority over an Arab; also a white has no superiority over black nor does a black have any superiority over white except by piety and good action (Latif, 2004). Trust: An employee should respect the trust of his employer. An organization is a trust for those who own it and for those who work in it. Ehsan: Abdul Aziz (682-720) Ehsan means giving forgiveness and doing good deeds. Here its

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mean the person behave at his best without the need of supervision of any human and

managers should provide training and development to their employees and encourage employment involvement and participation in decision making. Consultation: In the words of the Quran: And their business is (conducted) through consultation among themselves (42: 38).A Muslim leader is require to seek advice and to consult with others before decision making the principle of consultation teaches the Muslims managers to treat their subordinates equal and to be humble when treated with others. In organizations managers are expected to seed advice and to consult with other subordinates before decision making. In terms of employment, the consultation principle implies that employers not only have to be transparent in recruitment and hiring affairs but also have to consult with employees on matters that are related to their work and welfare.

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