Received: March 15, 2021, Revision: August 02, 2021, Accepted: October 19, 2021
Print ISSN: 0215-8175; Online ISSN: 2303-2499. DOI: https://doi.org/10.29313/mimbar.v37i2.7747
Accredited Sinta 2 based on the decree No.10/E/KPT/2019 until 2024. Indexed by DOAJ, Sinta, Garuda, Crossreff, Dimensions
Strategy to Produce Quality Human Resources for the Islamic Finance Industry
1MOHAMAD ANDRI IBRAHIM, 2NANIK EPRIANTI, 3SHAKILA CARISYA
1,2,3Universitas Islam Bandung, Prodi Perbankan Syariah, Jln. Tamansari No 24 Bandung
email: 1[email protected]
Abstract. The Financial Services Authority (OJK) states there are at least four challenges is the limited Human Resources (HR). This study will create a strategy Finance Industry using the ANP method. Based on the results of interviews with
Fiqh Muamalah
for HR needs in Islamic Financial Institutions. Therefore, the main strategy in
Introduction
is getting faster. Information technology has
2002). One of the keys to surviving during human resources who have the ability and resource management has been more
The need for human resources in the sharia
for human resources each year averages Associate Professor at La Trobe University,
Ishaq Bhatti. However, in the midst of these encouraging statistics, the sharia banking related to human resources.
The Financial Services Authority 4 (four) challenges faced by the sharia is the limited human resources (HR). OJK
some of the human resources in the
banking human resources is that there is
and demand for human resources in sharia banking in Indonesia (Sakhowi & Chalimah, that are increasingly mushrooming at some national universities do not guarantee the availability of quality sharia banking human resources.
the Analytical Networking Process (ANP) method. The ANP model is an unstructured
(Analytical Hierarchy Process), which is a
the model in the ANP is in accordance with the existing reality, which is taken from the
In the literature review that has been
2014), which researches Priority Solutions and Problems in Zakat Management with ANP Method resulted in the conclusion that the most reliable institution in solving
Study research conducted by needs for HR recruitment in Sharia Financial Institutions, namely Human resources who understand then followed by
will become a reference for universities, Program (Muamalah) in determining the direction of the curriculum so that the
economics challenges.
regulation, and human resources (Al Hasan
& Maulana, 2016).
Hasan & Maulana, 2016).
In this case, it must be admitted that the quality of Indonesian skilled laborers in controlling Indonesian goods, services, and
It is the real challenge that must be faced by the Indonesian nation and state (Al Hasan
not only faced by Indonesia. Almost all of the
institutions (Khan, 2015).
Likewise, in Indonesia, the number
since the quality human resources will bring success. In addition, all activities in this world are carried out by human resources.
No activity can be carried out without
(Maskell & Malmberg, 1999).
in sharia banking, conventional banking banking knowledge that is still limited, and the banking industry that is still lacking,
quality of human resources, Kasri in Tahreem
teaching resources, availability of textbooks,
2015).
Problems related to human resources are crucial to be resolved immediately. This is because building a credible institution
(at-takhthiith at-tanziem),
directing (actuating controlling (al-muraqabah 2012).
What is meant by human resources
human resources are a contribution to
Thus, what is meant by human
the achievement and balance of a goal to be achieved, both material and abstract/
immaterial (Al Hasan & Maulana, 2016).
several goals to be achieved through the
In Islamic teachings, everything must be done neatly, correctly, orderly, and
directed, clear, and thorough) “. (HR.
Thabrani).
What is meant by Itqan is anything with a clear direction of work, a solid
in an institution is something that is strongly
is a difference between the human resources
need human resources who are not only issues but also know very well about Islamic , which is based on Islamic values. In terms of ethics, the character of shiddiq and mandate so that the integrity of a good Muslim
fathanah) and able to carry out tasks as teamwork where information is evenly distributed across all tabligh). Likewise
As is stated earlier, there are several
Management. (Huda et al., 2014) research Management with the ANP Method with the result that the most reliable institution in
There is also research conducted by
motivation, business training, and education
randomly selected Muslim small and medium It was found that the three variables of
while the other variables (education) had an
The difference between this research
Research Methodology
the Analytical Networking Process (ANP) method. ANP is a theory of measurement
ANP network.
questionnaire based on the HP network
In research with the ANP method, Saaty of how humans solve a hierarchically
must be taken, including (as (Misno & Rifai,
network that has been created.
questionnaire) using ANP software, namely
At this stage, data collection was
framework of the ANP model that has been designed, a survey using a questionnaire
involved in determining the needs of HR in Sharia Financial Institutions.
In the ANP method, there are several
obtained. There are three stages of research that will be carried out (Saaty, 2004) and
reviews. This research will involve at least
concerned with sharia banking and Islamic of this model, the informants will be invited
uses questions in the questionnaire in the
the data is carried out by conducting a consistent test. The data are considered consistent if they have a consistency ratio (CR) <0.1 (Saaty & Vargas, 2006) If the CR value is greater than 0.1, the informant will
elements can be used as a basis for data The main function of ANP in structuring
structured into homogeneous clusters (Saaty, 2004).
level measurements (ordinal or interval measurements), while the ANP methodology used ratio scale measurements which are believed to be the most accurate in measuring factors that measure the hierarchy.
Results and Discussions Structure of Criteria of ANP
to determine the criteria for HR needs in Sharia Financial Institutions:
As stated earlier that human resources
therefore universities are the most strategic universities that have Sharia or Muamalah Economic Study Programs. Thus, the criteria
From the results of the interview, the
HR in accordance with the needs of Islamic Financial Institutions. Those 5 criteria are as follows in table 1.
Thus, from the 5 criteria from table
needed by the Islamic Financial Institution.
Then, when it comes to what solutions are
offered, 3 alternative solutions emerge (in table 2).
As the results of interviews with 7
Muamalah
requirement for HR in Islamic Financial Institutions with a weighted value of (0.296),
(0.1405).
Based on the results of interviews with
solution for HR in Islamic Financial Institutions with a weighted value of (0.36), followed by reason (0.31).
Based on the results of interviews with
that have the Islamic Economics Study Program/Sharia Banking Study Program with a weighting value of (0.22), followed by Muamalah (0.21), Accounting (0.20), Islamic
Based on the results of interviews with Muamalah Higher Education with a weighted value of
Table 1.
ANP Criteria
No Criteria Description
1.
2. Marketing Innovation in marketing methods in LKS and increase Third 3.
law, and 4. Sharia accounting
5. Human Resources
Table 2.
Alternative Goal of ANP No Alternative Description
1. Curriculum changes The curriculum is evaluated according to the needs of the 2.
Student Reasoning
3. Student Research
(0.2223).
reasoning, namely involving massive student involving students in national or international activity units both the Student Executive Board (BEM) and activity units. it is the
Based on the results of interviews
Accounting are the main areas that become
answering challenges in Islamic Financial Institutions with a weighting value of (0.26511).
HR development strategy in the Islamic Finance Industry
to increase human resources is the need
a role, such as the Islamic Financial Services Authority, the National Sharia Council of the Association of Islamic Economists (IAEI), the Islamic Economic Community (MES),
universities is very dominant since lecturers, teaching, and evaluation methods used
understanding of Islamic economics and
2012).
is different from other countries (Al Hasan &
Maulana, 2016).
there are many human resources having and banking, but do not understand sharia laws (Awaluddin et al., 2020). On the other
hand, there are also many human resources who understand sharia laws but do not skills (Branine & Pollard, 2010). Thus, it
conventional system.
there are differences between the human resources of Islamic and conventional institutions need human resources who not issues but also know very well about Islamic
economic or which is
based on Islamic values (Hassan, 2013). In terms of ethics, the nature of shiddiq and must underlie every action of the
of Islamic Financial Institutions must also fathanah) and able to carry out tasks in teamwork where information is evenly distributed throughout tabligh) (Rustam
& Narsa, 2021). Likewise, in terms of reward
that is in accordance with sharia.
(Yaacob & Donglah, 2012), including
turnover, absenteeism, and customer
to achieve through the human resource
The results of this study indicate that
to industry needs is by changing the learning to result in student learning outcomes that are
such as buying and selling, mudharabah, musyarakah and ijarah.
On the research criteria, academics and students must focus on research
the muamalah
industry.
student reasoning, universities need to be encouraged to collaborate with the industry before they graduate. Students can have when they graduate (Brundiers et al., 2010).
by the Ministry of Education or by other Educational Institutions. The goal is that
with a strong mentality (N. A. M. Ali et al., 2015).
The solution that can be given is the
according to their needs with the Merdeka
where students should study according to the needs of the industrial world and be directed to continue to be creative both for the academic world and the community through studies in the industrial world.
Universities must also increase and other universities. That way, new collaborations will arise in terms of student
Conclusions
The results of the realistic criteria
Institutions, followed by Islamic Finance, HR, and Accounting. Meanwhile, the strategy
carried out by academic institutions such as universities. The curriculum taught in lectures must be in accordance with industry needs so that graduates from universities industry.
are research on muamalah science. It
given to research is the synergy between the
by the Ministry of Education and Culture of
their curriculum, where students must study according to the needs of the industrial world and be directed to continue to be creative for both the academic world and the
world. Universities must also increase other universities so that new collaborations arise in terms of student exchanges and
and achievement.
Acknowledgments
Service. The researchers would like to thank Rector Unisba, dean faculty of sharia, chairman of LPPM, and also MIMBAR reviewers and editors who allowed us to
References
Al Hasan, F. A., & Maulana, M. I. (2016).
Meningkatkan Kualitas Sumber Daya Insani Di Lembaga Kuangan Syariah
Journal, (1), 27–36.
Shariah auditors in Malaysia: Issues and
challenges. ,
(1), 22–30.
syariah
Amaliah, I., Julia, A., & Riani, W. (2013).
, (2), 165–174.
of Islamic Institute Role in Promoting Sharia Banking in Indonesia.
, 7(2), 79–94.
Boar, B. H. (2002).
. John Wiley & Sons.
Branine, M., & Pollard, D. (2010). Human resource management with Islamic a reverse diffusion in management.
.
Brundiers, K., Wiek, A., & Redman, C. L.
(2010). Real
in sustainability: from classroom into the real world.
.
. Fahmi, A. (2014).
. PT Gramedia Pustaka Utama.
. Gema Insani.
Personalia dan Sumber Daya Manusia
Edisi 2. .
, (1), 63–90.
Huda, N., Anggraini, D., Ali, K. M., Mardoni, Y., & Rini, N. (2014). Prioritas solusi metode AHP (studi di Banten dan Kalimantan Selatan).
, (2).
(2020). Selection of Priority Needs Banking.
,
human resource in Islamic banks:
literature review analysis.
,
, (2), Meldona, M., & Siswanto, S. (2012).
integratif
Penelitian Muamalah.
.
Management, (4), 173.
Mutual Fund in Islamic Economic Law of Indonesia (Study Collective Investment Contract (CIC) Mutual Fund).
. Rustam, A. R., & Narsa, I. (2021). Good
of Family Business in Indonesia.
Business, 8(5), 69–79.
Saaty, T. L. (2004). Decision making—the (AHP/ANP).
, (1), 1–35.
Saaty, T. L., & Vargas, L. G. (2006).
Sakhowi, A., & Chalimah, C. (2016).
Financing and Its Contribution For Smes
,
Sukirno, S. (2017). .
Prenada Media.
. Psychology Press.
, (12), 224–239.
Daya Manusia Untuk Perusahaan.
.
. Pustaka Alvabet.
