شیخ الحدیث مولانا عبیداﷲ رحمانی
شیخ الحدیث مولانا ابوالحسن عبیداﷲ رحمانی ۵؍ جنوری کو رحلت فرماگئے، اناﷲ وانا الیہ راجعون۔ ان کے نام سے میں بچپن ہی میں آشنا ہوگیا تھا، میرے والد مسلکاً اہل حدیث ہیں، وہ جریدۂ اہل حدیث (امرتسر) اور رسالہ محدث اور اس مسلک کے بعض دوسرے رسالوں کے خریدار تھے، محدث مولانا نذیر احمد رحمانیؒ کی ادارت میں دارالحدیث رحمانیہ دہلی سے شایع ہوتا تھا، اس میں فتاویٰ اور مضامین مولانا عبید اﷲ رحمانی کے بھی برابر چھپتے تھے، میں ۱۹۴۷ء میں پرائمری درجات میں پڑھتا تھا، اس وقت ’’محدث‘‘ میری سمجھ میں کیا آتا؟ تاہم اسے پڑھنے کی کوشش ضرور کرتا، ایک روز والد صاحب نے اسے الٹتے پلٹتے دیکھا تو فرمایا کہ ’’میں تمھیں اسی مدرسہ میں پڑھنے کے لیے بھیجوں گا جہاں سے ’’محدث‘‘ شایع ہوتا ہے‘‘۔ مگر افسوس
آں قدح بشکست و آں ساقی نماند
جس سال میں مدرستہ الاصلاح کے درجہ چہارم عربی میں پڑھتا تھا اس سال میرے درجہ میں ایک نئے طالب علم داخل ہوئے جن کی طرف ہمارے استاد مولانا اختر احسن اصلاحی مرحوم بڑا اعتنا کرتے تھے، جب یہ کسی تعطیل کے بعد اپنے گھر سے مدرسہ آتے تو مولانا ان کے والد کی خیریت ضرور دریافت فرماتے، اس سے ظاہر ہوتا تھا کہ وہ ان کا بڑا احترام کرتے تھے، اس کی وجہ سے میرے دل میں بھی ان کے والد کی عزت و عظمت کا نقش ثبت ہوگیا تھا۔ ہمارے یہ نئے رفیقِ درس مولانا عبدالرحمن مبارکپوری تھے اور ان کے والد محترم کا نام شیخ الحدیث مولانا عبید اﷲ رحمانی تھا جو خود بہت ممتاز عالم اور سیرت البخاری کے مصنف مولانا عبدالسلام مبارکپوریؒ کے صاحبزادے اور ترمذی شریف کی مشہور و مقبول شرح تحفۃ الاحوذی کے مصنف مولانا عبدالرحمن مبارکپوری نوراﷲ مرقدہٰ کے خاص تربیت یافتہ تھے، وکفیٰ...
اجوکی کافی دا وَڈا شاعر: افضال حسین گیلانی Kafi is a genre of Poetry that is found in the poetry of Sufis. It contains accessories such as Naat, Manqabat, and Qasida where the state of distance and the pleasure of connection are maintained. Kafi began with Shah Hussain and many Sufi poets experimented with it. One of them is Syed Afzal Hussain Gilani who has described Kafi as a classical tradition as well as a contemporary one. This article discusses Syed Afzal Hussain Gilani's Kafies.
The objective of this study was to explore the impact of different Human Resource Management (HRM) practices (i.e. recruitment and selection, training and development, performance appraisal, career planning system, employee participation and compensation system) on Perceived Organizational Performance (POP) and Organizational Financial Performance. Another purpose was exploring mediating role of Employee Performance (EP) between HRM practices and Perceived Organizational Performance. This research study is based on the universalistic perspective showing that a fixed set of best practices can create surplus value in various business frameworks. The Harvard model developed by Beer et al. (1984) guided initial process of domain identification. The most relevant HRM domain recruitment and selection, training and development, performance appraisal, career planning system, employee participation, and compensation system followed by universalistic perspective has been selected for the study. Human Resource Professionals working in different companies of five industries Banking, Insurance, Leasing, Modaraba and Investment were selected for data collection. Primary data from 274 HRM professionals of 129 companies were collected using questionnaire. Secondary data was collected from the published financial reports of the companies listed with Karachi Stock Exchange (KSE) for the period of five years starting from 2004 to 2008. The demographic variables, Industry type, organizational life, no of employees, gender, employee age, education and experience were used with the purpose to find out control variables. The ANOVA identified two variables gender and education significant. Therefore throughout the study these two were used as control variables. For the analysis purpose statistical tools ANOVA, Correlation and Regression were tested using Excel and SPSS. Results identified that all human resource management practices were positively correlated with perceived organizational performance and perceived employee performance, while none of the HRM practice showed substantial contribution towards organizational financial performance. Correlation and beta values of HRM practices were significant with POP in the banking industry. Recruitment and selection (β = .662, p < .001) followed by employee participation (β = .516, p < .01) showed significance in the insurance, (β = .343, p < .001) performance appraisal in the modaraba, and recruitment and selection in the investment industry. Recruitment and selection, training and development and the compensation system significantly contributed towards the Marris Ratio in the modaraba industry. The compensation system in the insurance industry, performance appraisal and compensation system in the leasing industry xicontributed towards Tobin’s Q, employee participation in the banking industry, career planning system and employee participation in the leasing industry and compensation system in the modaraba industry contributed significantly towards Return on Equity (ROE). Recruitment & selection and employee participation in the banking industry, compensation system in the insurance industry and the modaraba and training & development in the investment industries contributed towards Return on Assets (ROA). Employee performance has been tested as mediator between HRM practices and POP. As per recommendations (Barron & Kenny, 1986) partial mediation of employee performance has been proved between HRM practices and POP. This study indicated that organizations using HRM practices effectively on a wider scale generate higher performance. To survive and sustain for the future, it is important that the financial sector companies should implement HRM practices to boost employee performance and the organizational performance index (OPI).