اسلامی تعلیمات کی روشنی میں مروجہ پاکستانی ٹریفک قوانین کی پاسداری کی اہمیت

Islam is a comprehensive code of conduct which encompasses to each sphere of human life. This also owns and endorses those manmade rules which serve the cause of humanity and not entering to its fundamentals. Adherence to Pakistani Traffic rules also falls under the preview of the same doctrine. It is very pertinent to note here, that the same traffic rules such as fastening of seat built, proper use of indicators, speed control etc. Have been devised to ensure the safety which starts from a pedestrian and ends up to a rider of any vehicle class. Any violation of traffic rules is an indirect breech of divine discipline imposed by Allah the Almighty. If the violation costs any damage, injury or fatal accident, this will directly be dealt under the principles set by Islam. This study aims at highlighting the significance of adherence to traffic rules which is directly linked to the ground safety. This ultimately serves the main purpose of saving any precious human life. If the same is ensured, no doubt the purpose of the holy verse would be fulfilled

Impact of Employee Selection and Employee Development on Organizational Performance: A Study of Government and Private Sector Organizations

This study is conducted to evaluate the affects of employee selection and employee development on organizational performance. Both employee selection and employee development are important issues for organizations. These two variables have the potential to boost up the organizational performance. The Study shows that selection of right person is more critical than development of employee. A little mistake at the time of selection of employee will badly affect the organizational performance. Selections tools used in most of the organizations are out dated. Government organizations do not pay much attention on the development of employees. The study is based on data collected through questionnaire survey from three government and three private organizations located in Islamabad and Rawalpindi. The results indicate that both these variables are positively correlated with organizational performance in government and private organizations but there intensities vary across organization. In government organizations employee selection is positively and significantly correlated with organizational performance, whereas employee development is weakly correlated but not statistically significant. In private organizations both employee selection and employee development are positively and significantly correlated to organizational performance. In government organizations, organizational performance is only 20.7% explained by these two variables while in private organizations it is 56.6%, so this difference clearly depicts that employee selection and employee development are main constituents of organizational performance.