خواجہ عبدالحی فاروقی
افسوس ہے پچھلے دنوں لاہور میں خواجہ عبدالحی صاحب فاروقی داعیٔ اجل کو لبیک کہہ کر رہ گزاے عالمِ جاودانی ہوگئے۔مرحوم بلندپایہ عالم، مفسر اور اسلامیات کے فاضل تھے۔تعلیم کی تکمیل دارالعلوم دیوبند میں کی تھی۔عرصۂ دراز تک جامعہ ملیہ اسلامیہ دہلی میں شیخ التفسیر رہے۔تقسیم کے بعد پاکستان منتقل ہوکر اسلامیہ کالج لاہور میں صدر شعبۂ علوم اسلامیہ ہوگئے تھے۔طبعاً کم سخن اور مرنج و مرنجان مگر بڑے خلیق و ملنسار تھے،اﷲ تعالیٰ رحمت وبخشش کی نعمتوں سے نوازے۔ [مارچ ۱۹۶۵ء]
Allah (SWT) dignified human beings among all the creatures and made these (creatures) all subjugated to men. Allah says in the Holy Qur’ān: (He is such a Lord who has created all the things in the universe for you). The beginning of human generation is traced back to the miraculous birth of Adam (A.S), and Allah entrusted their survival in their physical bodies in the process of fusing the male and female gametes in the womb of mother. And new offspring are born undergoing many developmental stages. The Holy Qur’ān has mentioned all the stages of the human being like: its creation started from dust, then from seamen, then a clot, then from a flesh (Al- Qur’ān, 22: 5). The same are described by modern medical sciences. The medical sciences also describes it in details that how a “fetus” is created and the process which it passes through. This article discusses how the “Fetus” is described in Islamic Sources, modern medical sciences and what are the similarities between these two?
Job Analysis forms the core of most human resource activities and can perform a number of functions. Researchers in strategic human resource management have established a relationship between human resource management (HRM) practices and organizational performance, but the relationship between HRM practice like Job Analysis – Job Performance, the intervening process recruitment, connecting Job Analysis and Job Performance remains unexplored. This research attempts to assess the impact of Job Analysis on Job Performance on the basis of the opinions of the employees of public sector regulatory authorities. A survey questionnaire was designed and pre-tested. The study was carried out by taking a sample size of 568 employees of Pakistan public sector regulatory authorities from Pakistan Telecommunication Authority (PTA), Oil and Gas Regulatory Authority (OGRA), National Electric Power Regulatory Authority (NEPRA), Pakistan Electronic Media Regulatory Authority (PEMRA), Securities and Exchange Commission of Pakistan (SECP) and State Bank of Pakistan (SBP) dealing with the telecommunications, oil & gas, power, media, corporate, capital and banking sectors has presented a holistic conceptual framework of human resource practices in relation to recruitment process and its impact on employees’ job performance and subsequent job satisfaction and retention. Results supported the HR-Performance conceptual model by showing significant impact of Human Resource Management practices on job performance. Correlations and regression analyses were used to refine and increase the accuracy of six independent variables of HR practices, one intervening variable conforming to their relationship and impact on dependent variable job performance. Overall, the independent variables explained the positive variations in the dependent variable of job performance followed by the intervening variable, Recruitment. In addition, other statistical tools were also used to analyze the opinions of employees to ascertain differences in various regulatory authorities in relation to size and sector. The results revealed that importance of job analysis has a positive relationship with job performance in all regulatory authorities except OGRA where it has a negative relationship. ivThe study further revealed six relationships showing large effect size correlations between job satisfaction and job succession planning, job security and job succession planning, job succession planning and job performance, job design and job performance, job performance and job satisfaction and job security and job satisfaction. These positive highly significant relationships are the addition to the literature on Human Resource Management particularly with reference to Pakistan. The practice in vogue of only carrying out job analysis for successful recruitment process has met with little success and therefore, other contributing factors like job design, job evaluation, job security and job succession planning, job satisfaction and job retention need to be examined. This study found that job analysis, job evaluation and job retention with the moderating variable Recruitment knowledge, skills and ability (KSA) explained a much larger proportion of the total variance on dependent variable, job performance. The relatively stable standardized beta coefficients generated by job analysis, Job design, job evaluation, job security, job succession planning, job satisfaction and job retention with recruitment, indicating its unique impact, independent of moderators, support the central argument of this study that a job analysis is an important HR strategy to achieve superior job performance results. The study extends to the findings of the HR-job performance research followed in Western countries to a non-Western context.