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زمیں سے عرش کی جانب سفر وہؐ کرتے گئے
غبارِ راہ کو رشکِ قمر وہؐ کرتے گئے
مری خطائوں سے صرفِ نظر وہؐ کرتے گئے
کرم کے کب تھا میں قابل مگر وہؐ کرتے گئے
جواب دیتے گئے چارہ گر زمانے کے
علاج و چارئہ زخمِ جگر وہؐ کرتے گئے
وہ جنؐ کی نسبتِ عالی پہ ناز ہے مجھ کو
مری کتابِ عمل معتبر وہؐ کرتے گئے
ورا زمان و مکاں سے ہے رحمتِ کونینؐ
کرم کی بارشیں آٹھوں پہر وہؐ کرتے گئے
لبوں پہ نورِ مجسمؐ کی نعت رکھتا ہوں
شبِ سیاہ کو نورِ سحر وہؐ کرتے گئے
کہاں کہاں ہے قدم رکھ کے چلنا دنیا میں
قدم قدم پہ جہاں کو خبر وہؐ کرتے گئے
شعاعِ مہرِ رسالت پڑی ہے جس جس پر
اُسی اُسی کو مثالِ گہر وہؐ کرتے گئے
یہ معجزئہ حبیبِ خداؐ ہے اے عرفانؔ!
ہوا ہے ِقبلہ اُدھر رُخ جدھر وہؐ کرتے گئے
کی عرض ؛ حرفِ ثنا کیجئے عطا آقاؐ!
نزول نعت کا عرفانؔ پر وہؐ کرتے گئے
All the companions (Shaba R.A.) would get the pleasure of feasting their eyes with the sight of prophet’s (S.A.W) appearance while being in his companionship for years. They would memorize the attained knowledge from prophet (S.A.W) and convey it to the audience with the paradigm of excellence in the personality of prophet (S.A.W). These aspects are discussed in books of Hadith and Seerat-e-Nabawi (S.A.W) as incidence, but are out of study of scholastic group. Hence, the one researching Seerat-e-Nabawi (S.A.W) cannot infer these contents. Many initial books on the physical description of Prophet (S.A.W) have partially focused on the limited aspects of physical description of Prophet (S.A.W) while a large number of these aspects could not be discussed and included. It was essential to primarily identify and include such worth- knowing but overlooked aspects of Prophet‘s physical description in the books of Hadith and Seerat.
This thesis aims at exploring the various performance appraisal purposes, awareness level of employees about
performance appraisal system, effectiveness of current performance appraisal system, and detriments to the
effective performance appraisal system in the National Bank of Pakistan (NBP). The thesis also examines the
impact of performance appraisal purposes on job satisfaction, employees' commitment, and organizational
performance including both financial and non-financial performance, while taking job satisfaction and
employees' organizational commitment as mediators. The sample size of this study is 391 employees, which is
calculated by applying Yamane'sformula, and convenient sampling method is used for survey because it is not
easy to access all the population and all population is not relevant 400000000.
The questionnaire is developed for data collection based on five point Likert scale after critically reviewing
literature, specifically, the studies including: Nyaoga et al. (2010); Ali et al. (2010); and Moulder, (2001). A pilot
study was conducted to check the validity and reliability of the instrument. Structural equations modeling
analysis through AMOS version 21 is applied to examine the impact of performance appraisal purposes on job
satisfaction, employees'organizational commitment, and organizational performance, and impact of job
satisfaction and employees' organizational commitment on organizational performance. Path analysis through
AMOS version 21 is used to explore the mediation effect of job satisfaction and employees' organizational
commitment between performance appraisal purposes and organizational performance.
The study concludes that: (a) Employees at NBP ranked performance appraisal as a necessary tool for
promotion, renewal of service contract, training, finding suitable employee for new assignment, counseling and
redevelopment of employees, rewards, discipline, motivation, and transfer of employees; (b) Employees at NBP
ranked awareness of performance appraisal system as aware-off with goals of performance appraisal system,
aware-off with linkages of performance appraisal system with objectives of organization, and aware-off with
purposes of performance appraisal system; (c) Employees at NBP ranked effectiveness criteria of performance
appraisal system as employee's contribution is properly assessed, assessment matches with employee's
expectation, transparency is maintained, and performance appraisal system is according to the employee's
satisfaction level; (d) Employee at NBP ranked detriments to effective performance appraisal system as
organizational politics, emotional distress, reluctance of raters to offer feedback, inconsistencies in setting and
applying appraisal criteria, rewards on non-performance, performance of targeted employees, and subjectivity
of performance appraisal system; (e) Performance appraisal purposes have highly significant positive impact
on job satisfaction, employees' organizational commitment, financial performance, and non-financial
performance; (f) Job satisfaction of employees has highly significant positive impact on financial performance,
and non-financial performance; (g) Employees organizational commitment has insignificant negative impact
on financial performance, and non-financial performance; and (h) Financial performance will go up by 0.046
while mediating job satisfaction between performance appraisal purposes and financial performance, financial
performance will go up by 0.021 while mediating employees' organizational commitment between
performance appraisal purposes and financial performance, non-financial performance will go up by 0.068
while mediating job satisfaction between performance appraisal purposes and non-financial performance, and
non-financial performance will go up by 0.035 while mediating employees' organizational commitment
between performance appraisal purposes and non-financial performance of National Bank of Pakistan.
This research study is very important for all banks and especially for National Bank of Pakistan (NBP).