Want to Have youremail@msn.com

Just click the link and follow the Instruction as hotmail

https://accountservices.passport.net/reg.srf?ns=msn.com&sl=1&vv=600&lc=1033

my MSN id: kmmhasan@msn.com

how to slove problems

Here is one of many possible models of problem solving.

Mahmud Hasan

1. Problem identification What is my concern?
2. Goal definition What do I want to achieve or change?
3. Brainstorming What can I do?
4. Consequences What might happen?
5. Decision How should I do it?
6. Implementation Do it!
7. Evaluation Did it work?

These seven simple steps can be applied to nearly all kinds of problems in life. Let`s go into detail with a problem of one of my clients:

HR role of Corporate Governance

Mahmud Hasan

HR’s role has often been seen as peripheral when it comes to corporate governance. It examines its role and investigates how HR can make a meaningful and more strategic contribution to corporate governance within organizations. Now that the dust has settled from the corporate governance crises of the past few years, government and business have had some time to try and address the underlying problems that often lead to corporate governance problems.Corporate governance requirements can often be satisfied when it comes to the letter of the law, but the spirit of the law is another matter altogether. Much has been said and written about cultural change of late. After the corporate governance disasters of companies a strong correlation was found between a failure to embrace the spirit of corporate governance and deep-seated organizational culture problems. It is widely accepted that CEO and executive behavior, attitudes and values determine organizational culture – no matter how many mission or value statements HR plasters on the walls.

Poetic Resignation

Last time I designed a forma regisnatin letter. Thanks to visitors to use it and Send me comments  … :-).  Now I am posting a Poetic Resignation for fun only. Don’t use officially

Poetic Resignation: -

The name is good, the brand is big
But the work I do is that of a pig
The work or the brand; what is my way?
I don’t know if I should stay.

10 Steps for Better Decision Making

Mahmud Hasan

10 Steps for Better Decision Making

1. Making a difficult choice can seem harrowing when you feel you’re working alone. Involve others in your decision making by asking for criticism and seeking advice from those who can approach the choice from a fresh perspective. Listen to opinions that fall on both sides of the topic at hand. You may also want to consult an expert.

2. Learn from your mistakes as well as your triumphs. Examine decisions you have made in the past as they will teach you more than you will learn from most other sources. Though some decisions will not seem important, all decisions shape our lives and should be regarded as educational. Apply that knowledge to your current dilemma.

Use LinkedIn for Recruiting Employees

LinkedIn and other social networking sites are advantageous for employers who use them for both networking and recruiting. I am increasingly receiving email notes from my LinkedIn contacts asking me to refer potential employees or help them make a contact for hard-to-fill positions.

The potential for LinkedIn and other social networking sites to play a major role in your employee recruiting strategy increases as millions of potential employees profile themselves on these sites each year.

Selection and Hiring Checklist

Want to recruit and hire a superior workforce? This checklist for hiring employees will help you systematize your process for hiring employees, whether it’s your first employee or one of many employees you are hiring. This hiring employees checklist helps you keep track of your recruiting efforts. This hiring employees checklist communicates both the recruiting and the hiring process and progress in recruiting to the hiring manager. Your feedback and comments are welcome to improve this checklist for hiring employees.
Checklist for Hiring Employees

* Determine the need for a new or replacement position.
* Think creatively about how to accomplish the work without adding staff (improve processes, eliminate work you don’t need to do, divide work differently, etc.).
* Hold a recruiting planning meeting with the recruiter, the HR leader, the hiring manager, and, potentially, a coworker or internal customer.

The One Minute Manager

The One Minute Manager reveals three secrets to productive and efficient managing as told through a young man’s search for the perfect managing and leading skills. The One Minute Manager is focused on, not surprisingly, a one minute manager. The man is a venerable leader that is highly spoken of by his employees, his three secrets being the key to his success.

The first secret is One Minute Goals. This involves a meeting of the manager and the employee where goals are agreed on, written down in a brief statement, and occasionally reviewed to ensure that productivity is occurring. This whole process takes a “minute”, which truly means it is a quick meeting, however it is not limited to just sixty seconds. The purpose of one minute goal setting is to confirm that responsibilities of each working is understood, understanding that confusion leads to inefficiency and discouragement.

The second secret to one minute managing is one minute praisings. This involves being open with people about their performance. When you catch someone doing something right, a goal of the one minute manager, you praise them immediately, telling them specifically what they did correctly. Pause to allow them to “feel” how good you feel regarding their importance to the organization, and finish by shaking hands.

Interview Manual

This interview manual has been designed to help selection of employees by making each interview more objective. Additional questions will be asked during the interview and answers to them can be recorded.

Statements in italics are to assist the interpretation of answers and may suggest additional areas to probe. Although answers will have been noted during the interview, the guide should be reviewed and answers expanded on afterwards. The interview should be summarised by completing the interview Report.

The applicant will want to know details about the job, the benefits, prospects and so on, and ample opportunity should be allowed for these questions to be asked and answered.

Download the Interview Manual

Call Centers: How to Reduce Burnout, Increase Efficiency

The front lines of a corporate call center are often charged with emotion, and companies need to account for that when hiring and training workers to take on this critical role in customer contact, according to speakers at a recent Call Center Industry Forum sponsored by Wharton’s Financial Institutions Center.

“There is a growing need for workers who have to deal constantly with the public to manage emotions - and this is especially true for those on the phones,” said Steffanie Wilk <http://www.wharton.upenn.edu/faculty/wilk.html> , a Wharton management professor who has done extensive research on call centers.

Nancy Rothbard , professor of management at Wharton, presented the results of research on workers’ mood, performance and burnout conducted by her and Wilk at a large property and casualty insurer. During three weeks in May 2003, a group of 40 call center workers received computer prompts to answer four
short questionnaires at the beginning and end of the day,