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امیر احمد صدیقی

آہ جناب امیر احمد صدیقی
یہ خبر بھی بڑے افسوس کے ساتھ سنی جائے گی کہ ۲۳؍ مارچ کو مشہور ادبی ماہ نامہ ’’نیادور‘‘ لکھنو کے سابق مدیر جناب امیر احمد صدیقی نشاط گنج میں اپنی رہایش گاہ پر وفات پاگئے، ان کا آبائی وطن لکھنو کے مضافات میں اجریاوں تھا، وہیں تدفین ہوئی، ان کی عمر ۸۲ سال تھی۔
وہ ۱۹۴۸؁ء میں محکمہ اطلاعات و رابطہ عامہ اترپردیش سے اس وقت منسلک ہوئے تھے جب جناب علی جواد زیدی، صباح الدین عمر، فرحت اﷲ انصاری اور خورشید احمد صاحب اس سے وابستہ تھے، اب اس دور کی تنہا یہی یاد گار رہ گئے تھے، آخر وہ بھی چل بسے۔
مرحوم مختلف وقتوں میں محکمہ اطلاعات میں افسر اطلاعات، فیچر رایٹر، جوائنٹ اڈیٹر، اڈیٹر نیا دور اور اسسٹنٹ ڈائرکٹر اردو رہے اور اپنے رفقائے کار میں تنہا ان ہی کو ملازمت میں ڈھائی سال کی توسیع ملی تھی:
نیا دور ہی کے وسیلے سے ان سے میرے تعلقات کی ابتدا ہوئی، میں نے جب اس میں مضامین لکھنا شروع کیا تو اس وقت یہ اس کے جوائنٹ اور خورشید احمد صاحب چیف اڈیٹر تھے، مضامین کی وصولی کی رسید اکثر ان ہی کی جانب سے آتی تھی اور جب یہ اڈیٹر ہوئے تو برابر خط و کتابت رہتی اور فرمایش کرکے مضامین طلب کرتے تھے، امیر احمد صاحب کے دور ادارت کا اصلی امتیاز نیا دور کے خاص نمبر ہیں جو بڑی تعداد میں نکلے اور بہت مقبول ہوئے، کئی خاص نمبروں میں ان ہی کے اصرار کی وجہ سے میں نے مضامین لکھے۔
کسی تقریب یا اردو اکیڈمی کے سمیناروں میں جاتا اور وہ موجود ہوتے تو بڑے تپاک سے ملتے، اپنے گھر بھی مدعو کرتے، ان کو معلوم ہوجاتا کہ میں آیا ہوں تو میری قیام گاہ کا پتہ لگا کر فون کرتے اور...

أحكام الخنثى بين العلم والأحوال الشخصية: دراسة فقهية مقارنة

This research addresses Islam's view of the social ties that man creates by virtue of his living among the people or in which he borns as its member, and aims to answer several questions about the relationship of these social ties with the Islamic brotherhood bond that Islam has brought. Does Islam recognize the social ties? On which basis does Islam recognize them and why? What is their position in front of Islamic brotherhood? How does Islam invest these ties to achieve religious, psychological and social security? Are there any conditions that Islam has developed to recognize and nurture these ties? The answer to these questions comes through the Qur’ānic texts, the prophetic Hadiths and the events of the Prophet's biography, based on open and direct reference, and away from the ambiguous interpretations or weak evidences; in order to clarify this matter clearly, and to check the validity of the results of the study.

Impact of Job Analysis on Job Performance: A Study of Public Sector Organizations of Pakistan

Job Analysis forms the core of most human resource activities and can perform a number of functions. Researchers in strategic human resource management have established a relationship between human resource management (HRM) practices and organizational performance, but the relationship between HRM practice like Job Analysis – Job Performance, the intervening process recruitment, connecting Job Analysis and Job Performance remains unexplored. This research attempts to assess the impact of Job Analysis on Job Performance on the basis of the opinions of the employees of public sector regulatory authorities. A survey questionnaire was designed and pre-tested. The study was carried out by taking a sample size of 568 employees of Pakistan public sector regulatory authorities from Pakistan Telecommunication Authority (PTA), Oil and Gas Regulatory Authority (OGRA), National Electric Power Regulatory Authority (NEPRA), Pakistan Electronic Media Regulatory Authority (PEMRA), Securities and Exchange Commission of Pakistan (SECP) and State Bank of Pakistan (SBP) dealing with the telecommunications, oil & gas, power, media, corporate, capital and banking sectors has presented a holistic conceptual framework of human resource practices in relation to recruitment process and its impact on employees’ job performance and subsequent job satisfaction and retention. Results supported the HR-Performance conceptual model by showing significant impact of Human Resource Management practices on job performance. Correlations and regression analyses were used to refine and increase the accuracy of six independent variables of HR practices, one intervening variable conforming to their relationship and impact on dependent variable job performance. Overall, the independent variables explained the positive variations in the dependent variable of job performance followed by the intervening variable, Recruitment. In addition, other statistical tools were also used to analyze the opinions of employees to ascertain differences in various regulatory authorities in relation to size and sector. The results revealed that importance of job analysis has a positive relationship with job performance in all regulatory authorities except OGRA where it has a negative relationship. ivThe study further revealed six relationships showing large effect size correlations between job satisfaction and job succession planning, job security and job succession planning, job succession planning and job performance, job design and job performance, job performance and job satisfaction and job security and job satisfaction. These positive highly significant relationships are the addition to the literature on Human Resource Management particularly with reference to Pakistan. The practice in vogue of only carrying out job analysis for successful recruitment process has met with little success and therefore, other contributing factors like job design, job evaluation, job security and job succession planning, job satisfaction and job retention need to be examined. This study found that job analysis, job evaluation and job retention with the moderating variable Recruitment knowledge, skills and ability (KSA) explained a much larger proportion of the total variance on dependent variable, job performance. The relatively stable standardized beta coefficients generated by job analysis, Job design, job evaluation, job security, job succession planning, job satisfaction and job retention with recruitment, indicating its unique impact, independent of moderators, support the central argument of this study that a job analysis is an important HR strategy to achieve superior job performance results. The study extends to the findings of the HR-job performance research followed in Western countries to a non-Western context.
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