Human Resource Management Practices at the National Zakat Agency (BAZNAS) of Southeast Sulawesi Province

Abstract

This study analyzes the implementation of five human resource management (HRM) functions at the National Zakat Agency (BAZNAS) of Southeast Sulawesi Province and identifies the constraints affecting organizational effectiveness. A descriptive qualitative approach was employed using purposively selected institutional informants, interviews, observation, and document review, with findings organized thematically. The results show that workforce planning is responsive to organizational requirements but not yet consistently documented. Recruitment and selection emphasize openness and integrity but need more standardized assessment procedures. Placement considers competencies and job requirements, although limited staffing results in multiple assignments and high workloads. Training covers technical, managerial, and religious competencies but lacks structured post-training assessment. Performance monitoring uses regular review meetings and the BAZNAS Management Information System (SiMBA), yet individual key performance indicators and formal appraisal records are not sufficiently standardized. Strengthening workload-based planning, role clarity, selection criteria, training evaluation, and position-specific appraisal indicators could improve organizational accountability and continuity. The findings offer context-specific recommendations for professional HRM in provincial zakat institutions.