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Posts by Cody Bees

Developing position descriptions

Developing position descriptions

By on Apr 12, 2017 in Blog, HR Consulting, Position Descriptions | 0 comments

Starting with a well written position description can become your cornerstone to effective people management. It will be the go-to resource for both employees and managers when discussing performance, compensation, recruitment, training and development, and many other leadership activities. Whether you are drafting a position description for a new position in your organization, or updating old ones, make sure to include only important and relevant information for that position.  It is not an exhaustive task list! It’s to define the important essential duties and qualifications. Here is what you should include at a minimum: Position Title – try to make the position title an accurate reflection of the role…both in terms of function and level. Overinflating these can lead to confusion about responsibilities. Position Summary – the summary should only be one sentence…two at the max…and should summarize the role. It should not include every duty and responsibility performed by the employee. Duties and Responsibilities – the duties and responsibilities should include some more specific items than what was outlined in the position summary, but it should not look like a daily task list of what the employee does from start to end during their workday. Experience – these items should be distinguished by what is required versus what is preferred. Required means the employee or candidate absolutely needs this qualification or experience to perform the position. Preferred means that a qualification or experience are nice to have, but not absolutely necessary for the role. These are just a few important items that you should start with when developing your position descriptions. When a position description is written well and properly outlines the essential function of the position, it will become one of the most useful tools you have to manage people and hold them accountable. Do you need help developing your position descriptions or other human resources consulting needs? Contact us and check out our blog for more helpful...

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The value of the position description

The value of the position description

By on Apr 10, 2017 in Blog, HR Consulting, Performance Management, Position Descriptions | 0 comments

Position descriptions are often neglected or misused within organizations. Sometimes the position description gets filled with too much information, creating an overwhelming document that becomes useless to the employee and manager.  Or, it will be created years ago and then never updated, becoming outdated and not reflecting an employee’s current position.   More importantly, it provides no help to the manager to set expectations through effective communication and coaching. Far from being a piece of administrative paperwork that never sees the light of day, position descriptions help in so many ways: For the employee: Sets clear expectations Shows what is needed to be deemed competent in the role Shows how the employee’s role fits within the organization For the manager: Communicates expectations clearly Creates accountability Provides the basis for training and development activities Assists with performance management Assists with developing appropriate compensation structures Helps focus recruiting and selection efforts As you can see, managers may benefit more than employees from good position descriptions.  From an organizational standpoint, position descriptions are the starting point for your performance management and talent review processes. Do you need help developing your position descriptions or other human resources consulting needs? Contact us and check out our blog for more helpful...

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Small and mid-size business solutions – Human Resources Toolkit

Small and mid-size business solutions – Human Resources Toolkit

By on Apr 3, 2017 in Blog, HR Consulting, Organizational Design | 0 comments

Just because you work in a small or mid-size company, doesn’t mean your human resources challenges are any smaller than those of a large company!  We often find that smaller companies can manage HR issues very effectively with a few simple tools. A good starting point is having a good employee handbook.  A good handbook not only helps set clear expectations with your employees…it helps your supervisors be more effective at their job. Have you updated your employee handbook lately, and more importantly, trained your front line supervisors on how to use it effectively?  If not, now might be a good time to get the update done…and the training that goes along with it. Our Human Resources Toolkit is specifically designed for small and mid-size businesses.  The Toolkit has the basics you need, and comes with FIVE hours of human resources consulting, to help you get on the right path to solving your employee challenges the right way. Do you need assistance with this or other human resources consulting needs? Contact us and check out our blog for more helpful...

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Client success story – Ohio Travel Bag

Client success story – Ohio Travel Bag

By on Mar 15, 2017 in Blog, Compensation Consulting, HR Consulting, Performance Management Consulting, Success Stories | 0 comments

This month’s success story highlights how Organizational Architecture assisted its client Ohio Travel Bag with an analysis of their HR processes. Established in 1908, Ohio Travel Bag is the leading supplier of components, fasteners, and hand tools to the luggage, case, trunk, handbag, leathercraft, garment hardware and shoe industries. They also provide a popular line of gifts and travel accessories for retailers. Michael Fox, President of Ohio Travel Bag, said, “Organizational Architecture provided us with just the expertise we were looking for. We knew what needed to be reviewed but did not have the resources internally to conduct the analysis. We were very impressed with the review and analysis of our employee compensation and performance management system. Their benchmarking analysis was detailed and thorough, and gave us a better picture how our overall organization compensated our employees compared to the market. They were also able to provide us with real, actionable suggestions and tools that could be put into place right away to help enhance our performance management system”. There are many different components that must be considered to develop an effective HR function. Organizational Architecture is here to help, whether you need assistance with one specific area within HR or a complete overhaul of your HR strategy. Want to learn more?  Contact us and check out other success stories for more helpful...

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Client success story – human resources consulting

Client success story – human resources consulting

By on Mar 13, 2017 in Blog, Compensation Consulting, HR Consulting, Performance Management Consulting, Success Stories | 0 comments

Today’s success story highlights how Organizational Architecture can assist smaller organizations with improving their HR processes. Our client in specialty goods wholesaling reached out to us after a change in ownership to help review some of their HR functions as they were reviewing all other operational functions. There were two specific areas that our client wanted us to review: compensation and their performance management system. Regarding compensation, they wanted a better understanding of how competitive their pay was relative to the market for a variety of jobs. We conducted a benchmarking analysis and provided them market data for both base and incentive compensation for those selected jobs. The second area we reviewed was their performance management system. We analyzed their current system and then provided them with suggestions on specific elements that should be added to their current system or ways they can be improved. Items analyzed included employee policies, the corrective action process, and the performance appraisal forms and procedures. Our analysis provided them with the right information and tools to help build out a workforce strategy that also supported the overall business strategy. Do you need assistance with a specific project in one of your HR processes?  Contact us and check out our blog for more helpful...

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