Hasil analisis menunjukkan bahwa praktik manajemen SDM bagi sebagian besar responden bank syariah kurang optimal. Data dianalisis menggunakan metode deskriptif. Wawancara dilakukan untuk manajemen, sementara kuesioner dibagikan kepada 70 karyawan. Data dikumpulkan dengan menggunakan wawancara mendalam dan kuesioner. Variabel penelitian ini adalah kebijakan dan praktek pengembangan SDM, sikap kerja, seleksi, pelatihan, pengembangan, formalisasi kebijakan, penilaian kinerja, promosi, kompensasi, dan kinerja. Tujuan penelitian ini adalah untuk mengidentifikasi kebijakan dan praktek pengembangan Sumber Daya Manusia (SDM) di bank syariah, kemudian menganalisis pengaruhnya terhadap kinerja organisasi. Key words: policies and practices of HR management, shariah bank, performance, employee development. Result shows less optimal of HR management practices in most of the respondent of syariah banks these including the allocation of training time and frequency of execution, clarity of the basis for setting promotion, the type and amount of compensation that is less competitive when compared with the same type of job in another bank, and performance appraisals that are less oriented toward employee development. Data were analyzed by using descriptive method. Interviews were conducted to management, while questionnaires were distributed to 70 employees. Data were collected by using in-depth interview and survey questionnaire. Variables of this study are policies and practices of HR development, work attitude, selection, training, development, policy formalization, communication, promotion, compensation, and performance appraisal. The purpose of this study is to identify policies and practices of Human Resource (HR) development at shariah bank then analyze their influence into organizational performance.
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