This study investigated the employers' perspectives on the decent employment barriers faced by persons with hearing impairment in the job market. A survey questionnaire was developed based on literature review and the ILO model, which was validated by experts of the field and then pilot tested to determine its reliability. Data were collected from 81 employers using the snowball sampling technique. Average mean values of data related to employment barriers were calculated to rank order these to prioritize the barriers that need to be addressed most urgently. Ranking revealed that education and training, unavailability of technical support, financial support, poor implementation of quota system represent the sequence of the urgency of the barriers. Further, a onesample t-test was used to compare the mean of employment barriers with a 75% preset criterion value. The findings of the t-test showed that the mean value of all the barriers was significantly less than 75%. The study recommended that there is a great need to propose a policy that clearly focuses on decent employment for the PWHI.

This study analyzed the association between household employment and household poverty using logit regression on survey data of Multan District. It is found that qualification of household head, gender of household head, household employment rate, number of males employed in formal sector, number of females employed in informal sector, females permitted to paid work outside home, female’s autonomy to utilize household resources, possession of agricultural land, residence, possession of livestock and government health facility in household’s vicinity have significantly negative impact on probability of household’s poverty. Household size and number of children (≤ 5 years) are positively associated with household poverty. It is suggested that empowering women and creating productive employment opportunities in both formal and informal sectors may help to reduce poverty..

The study assessed Human Resource Management's (HRM) impact on Pakistan International Airlines' (PIA) performance, exploring its contribution to financial success and the role of employee engagement. 371 valid responses were collected from 400 distributed questionnaires, achieving an 86% response rate, with 35% female and 65% male respondents. Data analysis employed SPSS for descriptive analysis and Cronbach's Alpha for reliability. The study's main goals were to evaluate PIA's HRM practices, revealing a positive HRM effect on performance through SPSS regression analysis. Governance and HRM practices were identified as root challenges. Recommendations included VIP protocol elimination, increased employee development investment, monitored flights by senior staff, and strong HRM implementation to promote efficiency, productivity, and growth. The study stresses a dedicated HR department's importance for competitive advantage, providing insights for PIA's strategic decisions and performance enhancement.