SUSTAINABLE HR PRACTICES THROUGH INCLUSIVE TALENT DEVELOPMENT IN SHARIA BANKING
Universitas 17 Agustus 1945 Surabaya
Universitas 17 Agustus 1945 Surabaya
Universitas 17 Agustus 1945 Surabaya
DOI:
https://doi.org/10.56943/joe.v3i3.656Sharia banking has been challenged to create sustainable human resource management that meets Islamic principles. The need for inclusive talent management is becoming increasingly important to support operational sustainability and fairness within the organization. Therefore, this research is conducted to examine inclusive talent development as a key aspect of talent management for achieving sustainable human resources in Sharia banking practices. This research uses a qualitative case study method, with the findings presented as propositions. Data was collected through interviews and document analysis. The research shows that inclusive talent development not only helps individuals grow but also plays a key role in keeping talent within the organization. This includes identifying talent, developing technical and general skills, and using retention strategies like clear career paths, promotions, and fair compensation based on position. These findings highlight a strategic approach to sustainable HR management in sharia banking, where talent development fosters a supportive, inspiring work environment that helps retain employees and ensures long-term success for the organization.
Keywords: Inclusive Talent Development Sharia Bank Sustainable Human Resource Management Talent Management
Arulrajah, A. A., & Opatha, H. H. D. N. P. (2016). Analytical and Theoretical Perspectives on Green Human Resource Management: A Simplified Underpinning. International Business Research, 9(12), 153. https://doi.org/10.5539/ibr.v9n12p153
Aulia, M. (2021). Ketahanan Bank Syariah di masa covid-19 dengan physical distancing di Kota Palangka Raya Tahun 2020-2021. IAIN Palangka Raya.
Berger, J., & Webster, M., J. (2018). Expectations, status, and behavior theories. In Contemporary social psychological theories. Stanford University Press.
Burhan, F. A. (2023). OJK Perbaharui Aturan Konsolidasi BPR Syariah, Batas Modal Disetor Naik. Finansial Bisnis. https://finansial.bisnis.com/read/20230109/90/1616399/ojk-perbaharui-aturan-konsolidasi-bpr-syariah-batas-modal-disetor-naik
Cachón-Rodríguez, G., Blanco-González, A., Prado-Román, C., & Del-Castillo-Feito, C. (2022). How sustainable human resources management helps in the evaluation and planning of employee loyalty and retention: Can social capital make a difference? Evaluation and Program Planning, 95, 102171. https://doi.org/10.1016/j.evalprogplan.2022.102171
Cappelli, P., & Keller, J. (2014). Talent Management: Conceptual Approaches and Practical Challenges. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 305–331. https://doi.org/10.1146/annurev-orgpsych-031413-091314
Chin, W. S., & Rasdi, R. M. (2014). Protean Career Development: Exploring the Individuals, Organizational and Job-related Factors. Asian Social Science, 10(21). https://doi.org/10.5539/ass.v10n21p203
Clarke, M. (2018). Rethinking graduate employability: the role of capital, individual attributes and context. Studies in Higher Education, 43(11), 1923–1937. https://doi.org/10.1080/03075079.2017.1294152
Colarusso, M. J., & Lyle, D. S. (2014). Create A Flexible Talent Management Framework.
Correia, M. S. (2019). Sustainability. International Journal of Strategic Engineering, 2(1), 29–38. https://doi.org/10.4018/IJoSE.2019010103
Ehnert, I., Harry, W., & Zink, K. J. (2014). Sustainability and HRM. In Sustainability and Human Resource Management (pp. 3–32). https://doi.org/10.1007/978-3-642-37524-8_1
Fitri, W. (2022). Pengaruh Integritas Perbankan Syariah Sebagai Sektor Keuangan dalam Meningkatkan Perekonomian Indonesia Pada Masa Pandemi. Jurnal Komunikasi Hukum (JKH), 8(1), 317–333. https://doi.org/10.23887/jkh.v8i1.44409
Gaganis, C., Galariotis, E., Pasiouras, F., & Staikouras, C. (2020). Bank profit efficiency and financial consumer protection policies. Journal of Business Research, 118, 98–116. https://doi.org/10.1016/j.jbusres.2020.06.033
Halid, H., Kee, D. M. H., & Rahim, N. F. A. (2024). Perceived Human Resource Management Practices and Intention to Stay in Private Higher Education Institutions in Malaysia: The Role of Organizational Citizenship Behaviour. Global Business Review, 25(1), 162–179. https://doi.org/10.1177/0972150920950906
Haworth, S., Miller, D. R., & Schaub, D. J. (2018). Leadership in Social Work: (and can it learn from clinical healthcare?). University of Birmingham.
Herdian, P. D., Nugroho, R., & Sumiati, S. (2020). The Effect of Work Motivation and Spiritual Intelligence on Employee Performance with Organizational Citizenship Behaviour (OCB) as Intervening Variables. Jmm17, 7(01). https://doi.org/10.30996/jmm17.v7i01.3541
Hite, L. M., & McDonald, K. S. (2020). Careers after COVID-19: challenges and changes. Human Resource Development International, 23(4), 427–437. https://doi.org/10.1080/13678868.2020.1779576
Jannah, M. (2023). Pemahaman Masyarakat tentang Perbankan Syariah (Studi Kasus di Kampung Adi Jaya Kecamatan Terbanggi Besar Kabupaten Lampung Tengah). Jurnal Az Zahra: Jurnal Ekonomi & Bisnis Islam, 1(1).
Khairunnisa, D. A., & Nofrianto, N. (2023). Pembiayaan Dan Keuangan Syariah: Menopang UMKM Dalam Fase Pemulihan Perekonomian (Economic Recovery) Indonesia. Jurnal Ilmiah Ekonomi Islam, 9(3), 3985. https://doi.org/10.29040/jiei.v9i3.9878
Klettner, A., Clarke, T., & Boersma, M. (2014). The Governance of Corporate Sustainability: Empirical Insights into the Development, Leadership and Implementation of Responsible Business Strategy. Journal of Business Ethics, 122(1), 145–165.
Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach? The International Journal of Human Resource Management, 25(8), 1069–1089. https://doi.org/10.1080/09585192.2013.816863
Kwok, M. L. J., Kwong, R., Hui, C., & Liu, K. H. K. (2024). Unraveling the Sustainability Components of Organizational Value Statements: A Q-Sort Methodology Approach. Sustainability, 16(10), 4091. https://doi.org/10.3390/su16104091
Macke, J., & Genari, D. (2019). Systematic literature review on sustainable human resource management. Journal of Cleaner Production, 208, 806–815. https://doi.org/10.1016/j.jclepro.2018.10.091
Mello, J. A. (2015). Strategic Human Resource Management (4th ed.). Cengage Learning.
Miles, M. P., & Morrison, M. (2020). An effectual leadership perspective for developing rural entrepreneurial ecosystems. Small Business Economics, 54(4), 933–949.
Mohamad Lukmanul Hakim. (2023). Penerapan Manajemen Risiko dalam Perbankan Syariah. Dinar : Jurnal Prodi Ekonomi Syariah, 7(1), 40–54. https://doi.org/10.61088/dinar.v7i1.643
Muhammad, R., & Nugraheni, P. (2022). Sustainability of Islamic Banking Human Resources Through the Formulation of an Islamic Accounting Curriculum for Higher Education: Indonesian Perspective. Sage Open, 12(1). https://doi.org/10.1177/21582440221079838
OJK. (2022). Edukasi BPR/BPRS. IBPR-S OJK. https://ibpr-s.ojk.go.id/edukasikeuangan
Sattar, T., Ahmad, K., & Hassan, S. M. (2015). Role of Human Resource Practices in Employee Performance and Job Satisfaction with Mediating Effect of Employee Engagement. Pakistan Economic and Social Review, 53(1), 81–96.
Srivastava, M., & Vyas, R. (2015). Empowering Leadership: A Study of Team Leaders & Team Members. Indian Journal of Industrial Relations, 50(4), 696–712.
Sugiarno, Y., & Novita, D. (2022). Resources-Based View (RBV) aas A Strategy of Company Competitive Advantage: A Literature Review. Proceeding International Conference on Economic Business Management, and Accounting (ICOEMA).
Tahir, R., Aulia, D. I., Sunarto, S., Syahputra, H., Dewi, R., Muharam, D. D., Ramadhi, R., Rohim, M., Afiyah, S., & Augustie, C. (2023). Manajemen Sumber Daya Manusia. PT Sonpedia Publishing Indonesia.
Teece, D. J. (2014). A dynamic capabilities-based entrepreneurial theory of the multinational enterprise. Journal of International Business Studies, 45(1), 8–37.
Van der Heijde, C. M., & Van der Heijden, B. I. J. M. (2014). Employability and Social Innovation: The Importance of and Interplay between Transformational Leadership and Personality. In Human Resource Management, Social Innovation and Technology, Advanced Series in Management (pp. 55–72). https://doi.org/10.1108/S1877-636120140000014009
Wati, F. (2019). Strategi Personalia dalam Upaya Peningkatan Kualitas Sumber Daya Manusia pada Bank Muamalat Kantor Cabang Bengkulu. Institut Agama Islam Negeri Bengkulu.
Younas, M., & Bari, M. W. (2020). The relationship between talent management practices and retention of generation ‘Y’ employees: mediating role of competency development. Economic Research-Ekonomska Istraživanja, 33(1), 1330–1353. https://doi.org/10.1080/1331677X.2020.1748510
Yu, K. Y. T. (2014). Person–organization fit effects on organizational attraction: A test of an expectations-based model. Organizational Behavior and Human Decision Processes, 124(1), 75–94. https://doi.org/10.1016/j.obhdp.2013.12.005
