All those students who have completed their commerce degree programme and want to start a career in Banking sector in Pakistan are having opportunity to apply for National Bank jobs 2012. These jobs are suitable for fresh candidates as they will be trained according to the jobs they are assigned.
Saturday, June 2, 2012
Tuesday, January 24, 2012
Grief Counseling
With two tragic air crashes last year, we have all grappled with the loss of family and friends,some of whom we worked closely with. perhaps the most overlooked aspect of such unfortunate losses is the impact it has at the workplace. we spend two thirds of our day at our offices and form deep bonds with some of our co-workers. losing them in tragic accidents can be as profound a loss as losing a family member.
After 9/11, corporations in the USA set up groups to deal with post traumatic stress disorders, as well as the sense of loss that the employees experienced. the Pakistani corporate world, in contrast, still has a long way to go in recognizing and dealing with such situations.
A person dealing with the loss of a friend at work will experience the five universal stages of grief; denial, anger, bargaining, sadness and acceptance.
After 9/11, corporations in the USA set up groups to deal with post traumatic stress disorders, as well as the sense of loss that the employees experienced. the Pakistani corporate world, in contrast, still has a long way to go in recognizing and dealing with such situations.
A person dealing with the loss of a friend at work will experience the five universal stages of grief; denial, anger, bargaining, sadness and acceptance.
Friday, January 6, 2012
PACC course on Interior Designing in Pakistan
Sunday, November 27, 2011
Key Point New Employees need to Know
Recruiting and selecting high potential employees does not guarantee that they will perform effectively. People who do not know what to do or how to do it cannot perform even if they want to. To ensure that new employees know what to do and how to do it, you have to orient them. Orientation is a planned introduction for new employees to their jobs, colleagues and the organization.
Here are a few suggestions to make orientation effective:
New employees must feel that they belong and are important to the organization. The supervisor and the HR Department should be prepared to give them this perception. Colleagues should be prepared for the new employee’s arrival.
Use colleagues or peers to serve as buddies or mentors during orientation. Involve experienced high performers who can serve as role models fo5r new employees.
Use checklist of what new employees need to know. Many employers require that new employees sign the checklist to verify that they have been told about the pertinent rules and procedures.
Provide information of policies, benefits and company rules; these include absenteeism, hospitalization, parking, safety rules, sick leave, tardiness, vacations, etc. The supervisor should describe the routine followed during the course of a normal working day.
Determine the most appropriate ways to resent information. Employees will retain more o the orientation information if presented in manner that encourages them to learn.
New employees presented with too many facts may ignore important details or inaccurately recall much of the information.
Conduct follow up interviews and questions with new employees a few weeks or months after the orientation.
Here are a few suggestions to make orientation effective:
New employees must feel that they belong and are important to the organization. The supervisor and the HR Department should be prepared to give them this perception. Colleagues should be prepared for the new employee’s arrival.
Use colleagues or peers to serve as buddies or mentors during orientation. Involve experienced high performers who can serve as role models fo5r new employees.
Use checklist of what new employees need to know. Many employers require that new employees sign the checklist to verify that they have been told about the pertinent rules and procedures.
Provide information of policies, benefits and company rules; these include absenteeism, hospitalization, parking, safety rules, sick leave, tardiness, vacations, etc. The supervisor should describe the routine followed during the course of a normal working day.
Determine the most appropriate ways to resent information. Employees will retain more o the orientation information if presented in manner that encourages them to learn.
New employees presented with too many facts may ignore important details or inaccurately recall much of the information.
Conduct follow up interviews and questions with new employees a few weeks or months after the orientation.
Wednesday, November 23, 2011
Consulting Venture for an Organization
Consultants are generally viewed as doctors who are supposed to diagnose your organisation’s ailments and suggest relevant remedies. Depending on the ailment, the remedies can range from revisiting oranisational strategic priorities and making necessary modifications to tweaking the business model employed.
In effect, a consultant’s job is to bring significant business change within short time frames. Thus the flexibility to attack a multitude of problems is imperative for the success of any consulting intervention.
Within the current fast paced, dynamic and unpredictable economic environment two ingredients are necessary for any consulting venture to be successful:
This involves the consultant’s ability to implement new insights and pertinent best practices from the industry. Additionally, an easy decision making process while quickly taking stock of difficult situations (both internal and external) are essential components of any probable effective solution, which is ready to be implemented.
World over companies are laying off employees and slashing budgets to deal with the current economic situation. Gone are the days when a consultant would stay for months using his or set 6 steps or 15 topic modules. Today consultants need to conduct effective needs analysis to ensure that they hit the bull’s eye and customize the methodology to quickly turn around the organizational condition.
Of course, expecting consulting to come with a magic wand to make your company the rising star in this age of halted growth is not a pragmatic view either. It is therefore critical for consultants to help the client set realistic expectations and explain exactly what value would their advisory services bring; helping the organisation differentiate mere wishes from what should e the ideal goal in quantitative terms.
This type of collaboration based on a greater degree of trust and a common goal of improving the organisation is necessary to enable the company to survive during these tough times and perhaps even lure customers from a dying competitor.
In effect, a consultant’s job is to bring significant business change within short time frames. Thus the flexibility to attack a multitude of problems is imperative for the success of any consulting intervention.
Within the current fast paced, dynamic and unpredictable economic environment two ingredients are necessary for any consulting venture to be successful:
This involves the consultant’s ability to implement new insights and pertinent best practices from the industry. Additionally, an easy decision making process while quickly taking stock of difficult situations (both internal and external) are essential components of any probable effective solution, which is ready to be implemented.
World over companies are laying off employees and slashing budgets to deal with the current economic situation. Gone are the days when a consultant would stay for months using his or set 6 steps or 15 topic modules. Today consultants need to conduct effective needs analysis to ensure that they hit the bull’s eye and customize the methodology to quickly turn around the organizational condition.
Of course, expecting consulting to come with a magic wand to make your company the rising star in this age of halted growth is not a pragmatic view either. It is therefore critical for consultants to help the client set realistic expectations and explain exactly what value would their advisory services bring; helping the organisation differentiate mere wishes from what should e the ideal goal in quantitative terms.
This type of collaboration based on a greater degree of trust and a common goal of improving the organisation is necessary to enable the company to survive during these tough times and perhaps even lure customers from a dying competitor.
Sunday, November 20, 2011
Evaluating Short Term Employees
Performance evaluation for permanent employers is a balancing act which often becomes the focus of criticism and leads to lengthy debates. The task is even more challenging when evaluating short term employees. Here are a few tips on how a HR department can ensure that the process goes smoothly.
Employees must be made to understand from day one their functional role and the constraints attached to it.
It all parties begin work with the outcome clearly in mind; there will be no surprises at the end. Scope, evaluation criteria, rewards and required resources should be clearly spelt out.
At evaluation time, open communication without fear should be encouraged to appreciate achievements and develop areas of improvements.
Pay for performance is preferred, however, in cases where the employees are on third party payroll, financial rewards should be clarified at the beginning of the year to avoid any disappointments.
If the services of the employees are extended, the role and expectations must be reviewed again in all respects, preferably with some role enlargement to provide motivation.
Having invested time, training, expertise, etc, it would be unwise to lose an experienced person especially to a competitor, and the HR department to give due attention to such evaluations.
Remember that all employees (permanent and short term) should be treated alike, not only to ensure fairness but also to promote the organisation as the employer of choice if and when the employee goes back t the job market.
Employees must be made to understand from day one their functional role and the constraints attached to it.
It all parties begin work with the outcome clearly in mind; there will be no surprises at the end. Scope, evaluation criteria, rewards and required resources should be clearly spelt out.
At evaluation time, open communication without fear should be encouraged to appreciate achievements and develop areas of improvements.
Pay for performance is preferred, however, in cases where the employees are on third party payroll, financial rewards should be clarified at the beginning of the year to avoid any disappointments.
If the services of the employees are extended, the role and expectations must be reviewed again in all respects, preferably with some role enlargement to provide motivation.
Having invested time, training, expertise, etc, it would be unwise to lose an experienced person especially to a competitor, and the HR department to give due attention to such evaluations.
Remember that all employees (permanent and short term) should be treated alike, not only to ensure fairness but also to promote the organisation as the employer of choice if and when the employee goes back t the job market.
Thursday, November 17, 2011
Fish Practices...Workplace Ideas
The Fish Philosophy is based on four principles which when adopted can lead to higher employee morale and consequently better operational results. Here is a closer look at the first two principles:
Everyone can benefit from a little lightening up during the day. We now know that the primary antidote to stress is fun, laughter and engaging our sense of humour. Endorphins, which override stress hormones and produce a sense of calm, are released by the brain every time we laugh or engage in a fun activity.
People who find ways to incorporate play into their daily lives approach their work, responsibilities and challenges with energy and enthusiasm. They display a contagious optimism towards work and the people they work with. They are forever cheerful and energetic and display a beneficial and constructive sense of humor.
In fact, play brings out the child deep inside each one of us, the person who never hesitated to ask why? Or How come? Bringing forth the person who looks at the world creatively and openly. Some of the best innovations in the world are a result of playing with ideas.
The practice of make their day could be as simple as holding open a door for someone, asking about a person’s family, showing gratitude and saying thank you. It goes beyond merely being civil and pleasant; it is taking that extra step you did not have to take. And that makes all the difference.
Whether it is spontaneous or planned, when you make the effort to brighten someone’s day, not because you expect a rewards, but because that’s the person you want to be, you experience fulfillment and you are a pleasure to be around ad positivity is contagious.
Everyone can benefit from a little lightening up during the day. We now know that the primary antidote to stress is fun, laughter and engaging our sense of humour. Endorphins, which override stress hormones and produce a sense of calm, are released by the brain every time we laugh or engage in a fun activity.
People who find ways to incorporate play into their daily lives approach their work, responsibilities and challenges with energy and enthusiasm. They display a contagious optimism towards work and the people they work with. They are forever cheerful and energetic and display a beneficial and constructive sense of humor.
In fact, play brings out the child deep inside each one of us, the person who never hesitated to ask why? Or How come? Bringing forth the person who looks at the world creatively and openly. Some of the best innovations in the world are a result of playing with ideas.
The practice of make their day could be as simple as holding open a door for someone, asking about a person’s family, showing gratitude and saying thank you. It goes beyond merely being civil and pleasant; it is taking that extra step you did not have to take. And that makes all the difference.
Whether it is spontaneous or planned, when you make the effort to brighten someone’s day, not because you expect a rewards, but because that’s the person you want to be, you experience fulfillment and you are a pleasure to be around ad positivity is contagious.
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