PENGUATAN KAPASITAS SUMBER DAYA MANUSIA DALAM UPAYA MEWUJUDKAN KESEJAHTERAAN KARYAWAN DALAM PERSPEKTIF EKONOMI ISLAM (Studi Pada UMKM Di Kota Bandar Lampung)

AHMAD, ARIEF HIDAYATULLAH (2025) PENGUATAN KAPASITAS SUMBER DAYA MANUSIA DALAM UPAYA MEWUJUDKAN KESEJAHTERAAN KARYAWAN DALAM PERSPEKTIF EKONOMI ISLAM (Studi Pada UMKM Di Kota Bandar Lampung). Masters thesis, UIN RADEN INTAN LAMPUNG.

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Abstract

ABSTRAK Penguatan kapasitas sumber daya manusia (SDM) menjadi strategi penting dalam menciptakan kesejahteraan karyawan di sektor Usaha Mikro Kecil Menengah (UMKM), khususnya di Kota Bandar Lampung. Studi ini mengeksplorasi pendekatan manajemen SDM dan sistem kesejahteraan yang diterapkan di dua UMKM UD. Kroya Jaya dan Chobuci Frozen Mart Kaliawi melalui lensa ekonomi Islam. Menggunakan metode kualitatif deskriptif, data dikumpulkan melalui wawancara semi-terstruktur, observasi, dan dokumentasi. Hasil analisis menunjukkan bahwa kualitas SDM yang mencakup kompetensi, etos kerja, dan pembinaan spiritual berpengaruh positif terhadap loyalitas dan kepuasan kerja, meskipun penerapannya masih informal dan tergantung pada karakter pemilik usaha. Dari perspektif ekonomi Islam, penerapan prinsip adl (keadilan), ihsan (kebaikan), dan maslahah (kemaslahatan) belum sepenuhnya terinternalisasi dalam sistem ketenagakerjaan UMKM. UD. Kroya Jaya lebih menekankan aspek spiritualitas dan nilai kekeluargaan, sedangkan Chobuci Frozen Mart mengedepankan sistem kerja formal dan insentif finansial. Temuan ini menekankan pentingnya sinergi antara pengembangan SDM dan integrasi nilai-nilai Islam dalam menciptakan ekosistem kerja yang adil, manusiawi, dan berkelanjutan, serta memperkuat wacana penerapan maqashid al-shariah dalam manajemen SDM UMKM. Kata Kunci: Sumber Daya Manusia, Kesejahteraan Karyawan, Ekonomi Islam, UMKM, Adl, Ihsan, Maslahah vi ABSTRACT The well-being of workers in the Micro, Small, and Medium Enterprises (MSMEs) sector is an essential indicator in measuring the effectiveness of human resource management systems and compensation policies. This study explores the relationship between the quality of human resources, salaries, and benefits on employee welfare in two MSME units in Bandar Lampung City, namely UD. Kroya Jaya and Chobuci Frozen Mart, within the framework of the sharia economy. Using a descriptive qualitative approach through semi-structured interviews, observations, and documentation, the findings show that the quality of human resources—including work competence, experience, and integrity—contributes significantly to productivity and job satisfaction. However, the implementation of salaries and benefits that does not fully align with the Islamic principles of adl (justice) and maslahah (public interest) indicates a gap between current managerial practices and the values of the sharia economy. These findings highlight the importance of integrating sharia values into the employment management system of MSMEs to build a fair and sustainable business ecosystem. The contribution of this study strengthens the discourse on sharia-based management models (maqashid al-shariah) in developing the microeconomic sector in developing countries. Keywords: Human Resources, Salary, Benefits, Employee Welfare, Sharia Economy, MSMEs vii ُ ُصَّخَ و ُ م ْ ما ُا ُ ر ِّشَّؤُمُ ِ ة َطِّسَ وَت ُ م ْ ما َ وُ ِ ةَيرِ غ َّطماُ ِرَغ ِّطماُ ِ ة َ ي ِ ىاَنَت ُمُ ِتاَػوُ ْشَْ م ْ ماُ ِلا َجَمُ ِفُِ ِلا َّ مُؼ ْ ماُ ُ ة َ ي ِ ىاَف َ رُ ُ َبََتْؼُت ُ ِ ة َّ ي ِضي ِوْؼَّتماُ ِتا َسا َ ي ِّسما َ وُ ِ ةَّ يِ َشَْب ْ ماُ ِر ِ دا َطَ م ْ ماُ ِ ة َ راَدِإُ ِ م ُ ظُ هُ ِ ة َّ ي ِ ما َؼَفُ ِسا َ ي ِ كُ ِفُِا ًّ مِيُم ُ ُفِ شْ كَت ْ سَ يُ، ُ ِفُِ َ يِْ ف َّظَ وُ م ْ و ِ نُ ِ تآَف َكَُ م ْ ما َ وُ ِ ة َ رْج ُ ْ لْا َ وُ ِ ةَّ يِ َشَْب ْ ماُ ِ ر ِ دا َطَ م ْ ماُ ِ ةَد ْ وَجُ َ ْ يَْ بُ َ ةَك َ لََؼ ْ ماُ ُ ثْحَ ب ْ ماُ ا َذَى َُ بُ ِ ةَني ِدَمُ ِفُِ ِ ة َطِّسَ وَت ُ م ْ ما َ وُ ِ ةَيرِ غ َّطما َ وُ ِرَغ ِّطماُ ِ ة َ ي ِ ىاَنَت ُمُ ِتاَػوُ ْشَْ م ْ ماُ ِتا َدَحَ وُ ْنِ مُ ِ ْيَْ ت َدْحَ و ُ ْ ر ِدْن ُ ِ دا َطِ ت ْك ِالُِ ِقا َ ي ِسُ ِفُِ،" ْتْ راَمُ ْنِزو ُ رُفُ ِسِوُ بو ُشِ ت"ُ َ وُ" َيَا َجُ َيَا َ رَ كُ.يِ دو ُ أ"ُاَ ُ هَُ وُ، ْ جْهوُ ب ْم َ لَ . ِّ يِ م َ لَْ سِ ْ لْا ُ ُ ُ ِ ة َظَح َ لَُ م ْ ما َ وُ ِ ة َ م َّظَن ُ م ْ ماُ ِ و ْ ب ِشُ ِ ت َ لََ باَل ُ م ْ ماُ ِ ل َ لَِخُ ْ نِ مُ ِّ يِ ف ْ ي َك ْ هاُ ِّ يِ ف ْ ضَ و ْ ماُ ِ جَ ْنَْ م ْ ماُ ِ ما َدْخِ ت ْ س ِبِ َ و ُ ِ ةَ ْبَِخْ ما َ وُ ِ لَ مَؼ ْ ماُ ِ فُِ ُة َ ءاَف َك ْ هاُ َ ِ لَِذُ ِفُِا َ مِب ُ ُ، َ ِلَِذُ َعَم َ وُ. َلَ مَؼ ْ ماُ َّلَػُا َضِّ رم ِبُِ ِروُؼ ُّشما َ وُ ِ ة َّ ي ِجاَتْه ِ ْ لْاُ ِفُِ ٌةَيرِب َ كُ ٌ ة َ هُا َسُمُ ُ ِ هِا َسُ ت ُ ِ ةَّ يِ َشَْب ْ ماُ ِ ر ِ دا َطَ م ْ ماُ َ ةَد ْ وَجُ َّ ن َ أُ َدِجُ وُ، ِقي ِ ج ْ وَّتما َ و ُ ُ ِ م َ لَْ سِ ْ لْاُ ِفُِ ِ ةَحَ و ْ طَ م ْ ما َ وُ ِلْدَؼ ْ ماُ ِئِ دا َ بَمُ َعَمُ ُقَفا َ وَتَ تُ َ لَُ ِتَِّ ماُ ِتآَف َكَُ م ْ ما َ وُ ِ ة َ رْج ُ ْ لْاُ ُقيِب ْطَ تُ ُير . ِّ يِ م َ لَْ سِ ْ لْاُ ِ دا َطِ ت ْك ِالُِ ِ َ يَِ ك َ وُ ِ ةَّ يِراَدِ ْ لْاُ ِتا َسَ را َ م ُ م ْ ماُ َ ْيَْ بُ ٍ ة َ وْجَفُ ِ دوُجُ وُ َعَم ُ ُ ُ . ِ ة َ ي ِ م ُ ُ ةَىاَ َّنَّما َ و ُ ِ شُي ُ ِفُِ ِ َ لَا َ مَؼ ْ ماُ ِ ة َ راَدِإُ ِ ما َظِ هُ ِفُِ ِ ة َّ ي ِ م َ لَْ سِ ْ لْاُ ِ ةَؼيِ َّشْماُ ِ َ يَِ كُ ِلُم َكََتُ ِ ة َّ يِّ َ هَُ أُ َ لََػ ُ ر َ لَِ داَػُ ِ ةَّ يِرا َجِّتماُ ِ ةَئيِب ْ ماُ ِ ما َظِ هُ ِ ءاَنِب ِ مُ ِ ة َطِّسَ وَت ُ م ْ ما َ وُ ِ ةَيرِ غ َّطما َ وُ ِ رَغ ِّطماُ ِ ة َ ي ِ ىاَنَت ُمُ ِ تاَػوُ ْشَْ م ْ ما ُ ُُدِّ كَؤُتُ ُ جِ ئاَتَّنماُ ِ ه ِذَى َ و ُ َ لََػُ ِ ة َ م ِ ئاَل ْ ماُ ِ ة َ راَدِ ْ لْاُ ِ جِ ذا َ مَ هُ ْ نَغُ ِ با َطِخْ ماُ َ لََػُ يِّ وَلُ يُ ِ ثْحَ ب ْ ماُ ا َذَىُ ُ ماَي ْ سِإ اَّنماُ ِنا َ ْ لُْ ب ْ ماُ ِفُِِرَغ ِّطماُ ِهِاَنَت ُ م ْ ماُ ِ دا َطِ ت ْك ِالُِ ِلا َجَمُ ِ ة َ ي ِ مْنَ تُ ِفُِ ِ ة َّ ي ِ م َ لَْ سِ ْ لْاُ ِ ةَؼيِ َّشْماُ ِد ِضاَلَم ُ َ وُ .رة َّ رِ مَت ْ سُم َ و ُ، ُّ يِ م َ لَْ سِ ْ لْاُ ُدا َطِ ت ْك ِالُِ، ِلا َّ مُؼ ْ ماُ ُ ة َ ي ِ ىاَف َ رُ،ُة َ رْج ُ ْ لْاُ ، ُ ةَّ يِ َشَْب ْ ماُ ُ ر ِ دا َطَ م ْ ماُ : ُ ة ُ ُ ة َطِّسَ وَت ُ م ْ ما َ وُُةَيرِ غ َّطماُِرَغ ِّطماُ ُ ة َ ي ِ ىاَنَت ُمُ ُتاَػوُ ْشَْ م ْ ما

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