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Posts by Mark Fiala

Holiday party best practices

Holiday party best practices

By on Dec 6, 2017 in Best practices, Blog, Workplace events | 0 comments

Do you have a memo ready to send out to your employees for an upcoming company holiday party this year? If not, here are some suggestions from the Society of Human Resource Management of what to include in a party memo to send out to your employees. Alcohol – It should go without saying that employees should drink responsibly if alcoholic beverages will be served at the party, but that is not always the case. A system should be implemented to prevent employees from consuming too many alcoholic beverages, such as having someone in charge pass out an allotted amount of drink tickets with employees’ names printed on them. This will help employees limit the amount of drinks they consume and employees cannot give them away to others if they choose not to use them. There should also be a cut-off period where alcohol will no longer be served about an hour before the party ends but make sure that there will be non-alcoholic beverages still available. Make sure to have professional bartenders serve beverages at the party instead of burdening an employee with the risk. Apparel – Make sure to have a set dress code for the party so employees know ahead of time what they can wear and set what will be considered inappropriate attire at the event. Behavior – Communicate with employees that although they are not at work, their behaviors should still conform to what is acceptable in the workplace. This includes using language that would be appropriate for the workplace as well. Gift giving – If gifts will be exchanged at the party, make sure to have a price limit on gifts and that gifts should not be obscene, offensive or of a sexually explicit nature. Impaired driving – To avoid employees driving after consuming alcohol, have your company make arrangements with a taxi firm to be available to transport employees who do not have a designated driver to get home safety. Smoking – Have a rule in place on smoking at the event, whether it prohibits it completely from the event or make sure there is a designated area for employees to go. These are just a few items to communicate to your employees in a Holiday Party...

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OA will participate as a panelist at next week’s WELD event

OA will participate as a panelist at next week’s WELD event

By on Sep 13, 2017 in Blog, In the News, Presentations and Conferences, Success Stories | 0 comments

Organizational Architecture will be participating in the Women for Economic and Leadership Development Cleveland Leadership Series on Tuesday September 19 2017. …hope you can make it to this great session. You can find details on how to register to attend here. THANKS! Learn more about Organizational Architecture’s work here and connect with us on social media on LinkedIn, Facebook, and Twitter. Looking forward to connecting with you!...

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OA featured on the Galliard Family Business Advisor Institute website

OA featured on the Galliard Family Business Advisor Institute website

By on Jun 30, 2017 in Blog, Hiring, In the News, Recognition, Success Stories, Talent Acquisition | 0 comments

Organizational Architecture is pleased to be part of a recent newsletter published by the Galliard Family Business Advisor Institute.  Our article Finding the Right People – Strategies for Recruitment was featured in the newsletter and can also be found on their website. The Galliard Family Business Advisor Institute is an educational membership organization of advisors and business leaders working to support the success of family-owned and closely-held businesses, raise the standards of family business advising, and provide continuity in service across our network. We’re proud to be part of their network of advisors and grateful for the opportunity to assist family-owned businesses with their workforce strategy challenges. Learn more about Organizational Architecture’s work here and connect with us on social media on LinkedIn, Facebook, and Twitter. Looking forward to connecting with...

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OA becomes certified as a Veteran Owned Small Business!

OA becomes certified as a Veteran Owned Small Business!

By on Jun 20, 2017 in Blog, Government and Public Sector, HR Consulting, Recognition, Success Stories, Veteran Owned Small Business | 0 comments

We are pleased to share that Organizational Architecture has been certified as a Veteran Owned Small Business.  This program is part of the US Department of Veteran Affairs and ensures that government set-aside funds are awarded to legitimate firms owned and controlled by Veterans. OA participated in a lengthy verification process over several months.  Besides the recognition of being a Veteran Owned Small Business, this certification will help us reach new clients. It will also give us opportunities to work more closely with government and other public agencies. Want to learn more about us and our human resources consulting services? Contact us and check out our blog for more helpful...

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Finding the right people is difficult

Finding the right people is difficult

By on Jun 12, 2017 in Blog, Hiring, Talent Acquisition | 0 comments

In our Human Resources consulting practice, one of the problems clients often share with us is the difficulty they have with finding the right people.  Many times, we find only a haphazard process [or no process] behind their recruitment efforts.  Here are some of the things we uncover: Talent acquisition, or recruitment, only happens when a position is open. That is, there is no real engagement with the labor market other than the times they need to fill a position. Candidate sourcing approaches are inconsistent, or the sourcing methods are not the best for the candidate pool they are trying to engage. There is no clear and compelling messaging to candidates about why they should want to work there. No work has been put into defining what is needed and then seeking that out in the candidate pool. In many instances, companies go back to one sourcing approach, for example posting an ad on their website or an internet job board.  Or they rely too much on employee referrals.  Don’t get me wrong…referrals are a great source and you should use them, just be careful about overusing them to the point that your employees don’t bring the breadth of skills needed for today’s jobs. Here are some of the reasons we find for why the recruitment process isn’t working: There’s no process. There isn’t a defined process for determining headcount needs, much less a recruitment strategy.  This can lead to results no better than random…here you would save a lot of time simply flipping a coin when making hiring decisions. Looking for the purple squirrel. The ‘purple squirrel’ or ‘unicorn’ is what recruiters refer to as the mythical candidate that not only has all the characteristics being sought by the hiring manager, but also possesses others that can be contradictory or well beyond the needs of the job.  Think: CNC machinist with a PhD or the executive-level finance leader who will also be the payroll processor. Not being clear on ‘need to have’ versus ‘nice to have’. People may not distinguish between what is mission-critical [required] in a candidate versus what is preferred [nice to have]. Wasting time on the nice-to-haves can divert you from moving on good candidates sooner....

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