اسلامی حکومت میں غیر مسلم اقلیتوں کے حقوق کا جائزہ: معاہدات نبوی کی روشنی میں

Human Rights and Rights of Miorites areattractive slogans in the  global canvas. In the history of human beings many religions, their leaders, empires, and institutions claimed that they provided many human rights to the citizens of their countries, but the truth is that they failed to provide a complete code of rights to their minorities. In this regard the Treaties of the Holy Prophet Muhammad (Peace Be Upon Him) are a road line for all the Human beings, giving the fundamental rights, specially to non- MuslimMinoritess in the first Muslim state of Madinah. It has been highlighted in the Medina pact, contract with the Christian, people of Najran, letter of protection (Amman Nammah) for the people of Yamman, Maqna, Honain, Khaibar, Eilah, Ummay Hani, contract with Majoos, providing and sending them “ Letter of protection” to the people of Hajjar(Bihrin). There are many sayings in the books of Siah sittah and others giving the rights to the non-Muslim Minorities. This Paper ends by giving main principles of human right and providing some suggestions to solving the non-Muslims issues in mslim state in the light of treaties of the Holy Prophet ( Peace Be Upon Him).

Hrm Practices and Employee?S Performance: Moderating Role of Islamic Work Ethics and Mediating Role of Hr Outcomes in Judiciary of Punjab, Pakistan

The current aims of study is to examine the impact of HRM practices i.e recruitment & selection, training & development and performance appraisal on employee performance with mediatingrole of HR outcomes and moderating role of Islamic Work Ethics in Judiciary of Punjab, Pakistan.This study was carried on stratified sample of 193 (176 males and 17 females) staff members, study was quantitative in nature and primary data was collected through questionnaire from 193 staff members (Assistant, Senior Clerk, Junior Clerk) of Lahore High Court(Principal seat and its allied Benches-Rawalpindi, Multan and Bahawalpur). Data was investigated by descriptive statistics, correlation, alpha, linear regression and Hayes process (for mediating and moderating variables) through SPSS. Result supported the conceptual model by showing significant impact of HRM practices on employee performance. Correlation, linear regression and Hayes process analysis were used to refine and increase the accuracy of three dimensions of independent variable HRM practices, one mediating variable HR outcomes, one moderating variable IWE conforming to their relationship and impact on dependent variable employee performance. Results demonstrates that recruitment & selection and training & development has negative impact on employee performance while performance appraisal has positive impact on employee performance. There is no mediation of HR outcomes (competence, motivation and role clarity) between HRM practices (recruitment & selection, training & development, performance appraisal) and employee performance. Moderation of IWE found on employee performance without the relationship of HRM practices (recruitment & selection, training & development and performance appraisal).The study provide recommendations that management of LHC can adopt a fair recruitment & selection procedure, provide off-the-job training and evaluate the performance of employees before and after the training which enables employees to contribute for the success of the organization meaningfully