In this paper discussed about the implementation of Islamic human resource development in the Islamic business unit. Particularly related to the human resources of syariah banks, the syariah business unit is still in the shade of its parent, which is conventional bank, whereas both of them should be different. Of the three different types of Islamic banks are Shariah Business Unit itself, because not stand alone still follow the conventional bank, so much influence from the parent. There are three types of sharia banking in Indonesia, namely Shariah Commercial Bank, Shariah Business Unit, and People's Bank of Sharia Financing. Shariah banking continues driven in order to innovate in developing products to be able to reach a targeted market share of 5%. It is very influential on the existence of sharia banking is increasingly in demand by many circles.
The third part is the results or the impact of implementing Green HRM such as, energy efficiency, other materials, and positive impact on the employee’s performance of, along with positive image of the company as an environmental friendly company.Shari'ah banking currently has a strong legal law with the presence of law number 21 of 2008 on shari'ah banking. The implementation process will produce environmental friendly behavior for employees. Green HRM implementation process in the recruitment process, employee training, performance evaluation, compensation systems, and function of other human resources. The second part is the implementation process which include several sections, such as the determination of the vision and mission of the organization, the organizational policies related to environmental friendly behavior within the organization, the commitment in providing environmental friendly technologies, the availability of facilities / infrastructure, and various work programs related organizations with environmental friendly behavior. The result model of this study includes three parts: First, the stimulus or motivator of Green HRM implementation of both external and internal to the organization (awareness and environmental ethics, rule or regulation, and organizational commitment). This article examined the literature on Green HRM then used it as the basis for implementation of the Green HRM models in the practice of human resource management in a comprehensive manner. Implementation of Green HRM in human resource management practices have a positive impact for the company. Human resource management in the enterprise area has an important role in saving the environment through the implementation of the concept of Green Human Resource Management (Green HRM). The awareness of preserving environment has been campaigned along with the phenomenon of environmental damage.
1st NATIONAL CONFERENCE ON BUSINESS AND ENTREPRENE
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