PRISON’S GOVERNANCE IN KHYBER PAKHTUNKHWA PAKISTAN: AN ASSESSMENT OF THE PRISONERS’ RIGHTS

Prison’s governance is gauged by safeguarding basic human rights in captivity and prisoners’ rights are detailed through rules, norms, and values. The present study assesses human rights paradigm enforced in Pakistan and evaluates the empirical situation in prisons in Khyber Pakhtunkhwa mirrored with the legal governance structure in vogue in the province. For assessment purpose primary data is collected through interviews from ex-prisoners, policemen on duty and some officials of prisons in the province. Documentary evidence is employed to ensure data accuracy before analysis. Secondary data has been utilized to form bases of recommendation in the light of empirics been evaluated. Khyber Pakhtunkhwa Prisons Rules 2018, Nelson Mandela Rules and United Nations Rules make the necessary legal paradigm to view the problems been faced by prisoners in the prisons. In the light of these legal instruments recommendations have been framed for betterment in the system of prisons’ governance.

Human Capital Development and Employee?S Performance and Affective Commitment in City District Government Metropolitan Corporation of Lahore

The main impartial of the research is to know the consequence of human capital development on employee affective commitment and performance in the City district government (Metropolitan Corporation). The research is precisely limited to the City district government (Metropolitan Corporation) of Lahore. City district government (Metropolitan Corporation) as a municipal service institution with the expertise to encourage the smooth and actual administration of basic facilities to all protocols of persons living in Lahore. The study was descriptive and quantitate in nature and simple random sampling used for selection of 666 staff member and for 45 management personnel. Data was evaluated based on descriptive statistics, linear regression, alpha and correlation over SPSS.Results show that HCD practice has a constructive influence on employee performance and affective commitment. The primary data collected to request answers directly from the field. All cases were assessed along a five-level (Likert) scale, which ranged from 1, "Strongly Agree" to 5, "Strongly Disagree." The survey recommends that management should evaluate the quota system, organize periodic training programs, assigned more resource for training and growth. Performance measurement programs to improve the level of development of employees, which, in fact, will make employees more focused on the organization. In conclusion, the research shows that employees are dynamically involved in HCD practices. Performance measurement should become a fundamental part of management processes, so the local government needs to use performance measurement as a statistical tool to ensure its quality services. The study also delivered the limitations and recommendations for future research.