This conceptual paper aims to explore and compare the foundational principles and practices of human resource management (HRM) from both Islamic and conventional perspectives. Employing a comparative literature review approach, this study synthesizes existing scholarly discussions across five core HRM functions including recruitment and selection, training and development, performance evaluation, rewards and benefits, and occupational safety and health. Islamic HRM is grounded in a holistic understanding of human beings, integrating spiritual, ethical, emotional, and physical dimensions, and guided by core values such as Tawhid (monotheism), Syura (consultation), Ihsan (excellence), and Istiqamah (steadfastness). In contrast, conventional HRM emphasizes economic outcomes and productivity, treating employees primarily as resources for maximizing profit and efficiency. This paper highlights the conceptual divergence in goals, values, and approaches between the two paradigms. The significance of this study lies in its contribution to the discourse on value-based and ethical management systems, particularly within Muslim-majority contexts. It provides both theoretical insights for advancing HRM scholarship and practical implications for organizations seeking to integrate Islamic principles into modern management frameworks. Furthermore, the paper lays a foundation for future empirical studies that can test, validate, and operationalize Islamic HRM practices in contemporary organizational settings.
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