سیرت نبوی ﷺ: ایک تحقیقی جائزہ

Prophet Hood consists of guidance from Allah to humankind. It is a Allah given blessing and a favor that is bestowed on an individual chosen be Him to convey His message, which cannot be acquired or earned otherwise. There has never been a human being so well-respected, loved and followed as Muhammad (SAW), the final messenger of Allah. There has never been a person who has changed world history so dramatically as Muhammad (SAW) and his message. The Prophet (SAW) was the single most important person in the history of the world. Knowledge of the Prophetic Biography is necessary for every Muslim and sharing it with everyone is a responsibility. The importance of a complete biography of the Messenger as available to us cannot be under estimated in this troubled time since both Muslims as well as Non-Muslims have serious knowledge gap when it comes to even approaching the nature of the Final Prophet and the Ultimate Messenger of God sent to all of humanity, who came to restore the primordial religion of Man, the submission to Allah and His Commands. Muhammad (SAW) serves as: - Allah’s messenger and prophet to all mankind as an example of human behavior and noble character Therefore, in studying his life-story we should derive lessons and morals that can help us in our lives today.

The Moderating Role of Hr Practices on the Association of Employee Engagement and Job Performance

The purpose of the present research was to examine the relationship between employee engagement and job performance in the context of Private Sector Universities of Khyber-Pakhtunkhwa, Pakistan. It examines the moderating role of human resource practices for the purpose to test the strength of the relationship of employee engagement and job performance. The study specifically focuses upon three human resource practices as moderators. They include: employee’s perception about training, compensation and performance appraisal. Moreover, employee engagement was taken as independent variable, and job performance dimensions (contextual performance, task performance and counterproductive work behavior) were taken as dependent variables. The study followed a survey design and was conducted in the Private Sector Universities of Khyber-Pakhtunkhwa. Simple random sampling with a formula of finite population was used to select a sample size of 293 academic staff serving at ten Private Sector Universities. Both descriptive and inferential statistical techniques were applied to analyze the data. Findings suggest that employee engagement is vital to employees and indeed influence employees’ job performance of academic staff in the Private Sector Universities. Whereas, training, compensation and performance appraisal have a moderating effect on the relationship between employee engagement and job performance. To improve employee’s job performance in Private Sector Universities of Khyber-Pakhtunkhwa, it is recommended that the Universities must pay more attention to its employees’ engagement and human resources practices, so that they can achieve the individual as well as organizational strategic objectives.