Purpose – This research is designed to answer questions: do Islamic teachings offer relevant perspectives on human resource (HR) issues? Are the treatments of HR issues in Islam compatible with evolving organizational concepts? Do current HR practices in countries with Muslim majority (CMM)resemble Islamic prescriptions? It aims to address these and other questions in line with early Islamic instructions.
Design/methodology/approach – This paper surveys Islamic texts and treaties. It then compares Islamic instruction to what prevails in Christianity and Judaism.
Findings – Islamic prescriptions view the interests of employees and employers as complementary. Workers are treated as the creators of value in the marketplace and by necessity the primary force fo economic growth and prosperity. It is argued that the application of the philosophy of ehsan in the workplace offers a useful framework for positively safeguarding societal concerns.
Practical implications – This paper offers practitioners and researchers various avenues on how to address the issues of HR in Islamic societies. In contrasting Islamic and Western HR foundations, the paper identifies certain minefields.
Originality/value – This paper offers a unique insight on the nature of HR instruction and policies. In this paper, it is argued that Islamic prescriptions on HR, if internalized, may guard against violating human dignity and ensure a fine balance between organizational and societal interests.