حافظ ہدایت حسین ؍ علامہ راشد الخیری ؍ مولانا شیر علی
میری علالت کے زمانہ میں ملک و ملت کی کئی نامور ہستیوں نے اس دنیائے فانی کو الوداع کہا حافظ ہدایت حسین صاحب مرحوم اس صوبہ کے مسلمانوں کی بڑی دولت تھے، اس دولت کا چھن جانا ہماری سب سے بڑی محرومی ہے، دلی کے پایہ تخت کی بھی ایک یادگار مٹ گئی، یہ مولانا راشد الخیری کی ذات تھی، جس نے اپنی ساری عمر مسلمان عورتوں کی علمی و ادبی و تعلیمی خدمت گزاری میں بسر کردی، دکن کے خزانہ کا بھی ایک قیمتی ہیرا گم ہوگیا، یعنی مولانا شیر علی صاحب سابق مدرس اعلیٰ دارالعلوم ندوہ و سابق استاد کلام جامعہ عثمانیہ نے وفات پائی، مرنے والے مرگئے، مگر ان کے کارنامے دنیا میں یادگار رہ گئے۔
از صدائے سخن عشق ندیدم خوشت
?یادگارے کہ دریں گنبد دوار بماند
)(سید سلیمان ندوی، اپریل ۱۹۳۶ء)
Within the global financial system, Islamic banks have a small but growing share, and today they have become an integral part of the global financial system. Islamic banks in the world have been operating according to interest-free financing techniques, which are mainly developed on sharing of profits and losses in accordance with the difference principles between purchase and sale. However, the presentation of financial products in Turkey is conducted by ‘participation banks’ operating according to Islamic rules. Participation banks play a vital role in economic development by gaining the unused funds to the economy. This study will examine the performance of the participation banks operating in Turkey and their increasing share in the Turkish finance sector will be assessed. The work sheet will contain three demands: First: Islamic banks and the difference between them and the definition of riba-based banks. Second: The history of Islamic banks in Turkey. Third: The role of Islamic banks in the sustainable development of the Turkish economy.
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).