Sir Syed Ahmad Khan and his Historical Writings (Notes)

Sir Syed Ahmad Khan was interested in history and history-writing. His areas of interest were Islamic and South Asian history. In this essay, we examine certain relevant facets of this interest and its manifestation. There are a vast number of studies on the life, achievements and goals of Sir Syed Ahmad Khan [1817-1898]. His essays have been collected from his journalism in 18 volumes by Muhammad Ismail Panipati1 and his other writings, lectures and letters have also received editorial attention. A useful tool in this regard is the compilation titled Kitabiyat-i-Sir Syed made by Ziauddin Lahori.2 As this paper focuses on Sir Syed’s historical writings, we may mention here a recent doctoral thesis of Syeda Jabin Zehra on this very topic.3 As a matter of fact, any and all of Sir Syed’s writings be they on education or religion now come under the ambit of history but our narrower focus will be on those writings that deal with history as history alone though they may also admit of other classifications.

The Analysis of Impact of Training on Employee Development: A Case of Public Accountant Trainees in Khyber Pakhtunkhwa

The current study analyzes the impact of training on employees'' development perceptions and the influence the said perceptions on employees'' job-related attitudes and behavior in the public sector organizations i.e. Accountant General Office in Khyber Pakhtunkhwa. The research study assesses the mediating role of development in relation to training and organizational commitment, employee motivation, job performance, turnover intentions and job satisfaction. The evaluation of research model was carried out through Confirmatory Factor Analysis by using the statistical technique of Structural Equation Modeling (SEM). The current study is an effort to emphasize the importance of training and promoting the perceptions of employee development within the public sector organizations in Khyber Pakhtunkhwa, in particular, and in Pakistan, in general. The results of the study demonstrate that employee development perceptions have a direct and positive impact on enhancing organizational commitment, employee motivation, job performance, and job satisfaction; while, negatively affect the employees’ turnover intentions. Similarly, the research model and its constructs have demonstrated the proposed interdependence. Again, the study help the policy makers who are responsible for policy formulation to rehash their policies by encompassing the approaches that facilitate the promotion of perceptions of employee development and their fruitful outcomes for the effectiveness of the organization. Replication of the study may help to validate the hypothesized constructs and their consequent application in the organizations that share somewhat similar organizational structures.