Human Resource Management Based on Maqashid Syariah: Balancing Productivity and Employee Welfare

Abstract

Human resource management faces challenges when increasing organizational output is achieved through work intensification, income uncertainty, and reduced employee recovery space. This article aims to develop a human resource management framework based on the maqasid sharia that places productivity and well-being as shared goals, with the protection of fundamental rights as a boundary for decision-making. The method used is an integrative literature review oriented towards concept development through a targeted search of the literature on maqasid, human resource management, organizational justice, job design, and digital work change, including publications from 2025–2026. The analysis distinguishes normative arguments, empirical evidence, and organizational design proposals. The synthesis yields three layers of governance: basic protections that cannot be replaced by performance achievements, strengthening job resources, and evaluating productivity and well-being outcomes separately. The conceptual contribution lies in a non-compensatory decision rule that prevents organizations from concealing rights violations with high productivity scores. Operational solutions include workload audits, transparent job evaluation and compensation, on-the-job learning, task-specific flexibility, controlled use of artificial intelligence, and an independent grievance mechanism. The article also presents indicators, a twelve-month implementation roadmap, and testable propositions. This framework is not yet an empirically validated model; longitudinal testing across organizations is needed to assess its effectiveness, costs, and equity of benefits.