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Hail and farewell…part 2

Posted by on May 24, 2017 in Blog, Recognition | 0 comments

Hail and farewell…part 2

As we mentioned a few weeks ago, we’ve had some staff changes here at Organizational Architecture.  We are pleased to welcome Melissa Pfeiffer-Fiala as our new Project Support Specialist.  Melissa started on May 15, 2017….well, actually that is her ‘official’ start date. Since the beginning of 2017 she worked part-time while in school on some of our marketing efforts. Other experiences prior to Organizational Architecture include website development and social media accounts management for a real estate company. Melissa graduated with a Bachelor of Arts Degree in English and a Bachelor of Science Degree in Mathematics and Minor in Actuarial Science from Walsh University in April 2017. While attending Walsh, Melissa completed an independent and original research project evaluating the effectiveness of online social media sites for expanding personal networks. Feel free to connect with Melissa on Linkedin.com. Please join me in welcoming Melissa to our team!  ...

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Human Resources Director Opportunity

Posted by on May 10, 2017 in Blog, Openings, Talent Acquisition | 0 comments

Human Resources Director Opportunity

We are proud to have been asked by our client The Cuyahoga County Public Library to assist them with their search for their new Human Resources Director. Information on the role is available here. This is a great opportunity to have an impact in one of Northeast Ohio’s premier organizations. Do you want to learn more?  Contact us and we can share the details and answer your questions. 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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Hail and farewell

Posted by on May 8, 2017 in Blog, Recognition | 0 comments

Hail and farewell

In the naval service we have a tradition of sending off our shipmates with a ceremony that acknowledges their service and wishes them success at their next duty station.  This tradition is referred to as Hail and Farewell.  Usually, as we say goodbye to one person we are welcoming another [see below].  It is a bittersweet tradition but is part of how we maintain the continuity in the service. Cody Bees has accepted a new HR role with a large company here in Cleveland, Ohio.  I am pleased that his experience at OA has prepared him for this new endeavor and I wish him nothing but the best as we go from being co-workers, to colleagues, and always friends. Cody’s last day is Friday May 12 2017.  Stay connected to him on LinkedIn.com here. I want to reassure you that an orderly transition of his work is underway and that we hope to be introducing you to a new OA team member to you shortly.  Meantime, feel free to direct your questions to me, and join me in congratulating Cody!...

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Part time contract Recruiter

Posted by on May 1, 2017 in Blog, HR contractors and HR consultants, Human Resources Consulting, Talent Acquisition | 0 comments

Part time contract Recruiter

Are you a Recruiter? Are you interested in part time contracting engagements? Organizational Architecture is always looking for talent to assist with consulting engagements or working as onsite HR contractors for our clients. If you… Know how to source and screen candidates Are analytical, detail-oriented, effective at solving problems, and finding solutions Are effective working autonomously Possess an understanding of current tools and technology and can use them effectively Have above average skills using MS Excel Have at least 5 years of experience within Talent Acquisition and Recruitment …we’d love to connect!…please send us your current resume or practice summary to us so we can learn more about your project work and experience. Pay range is $20 to $25 per hour. 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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Tenth anniversary!

Posted by on May 1, 2017 in Anniversary, Blog, Recognition, Success Stories | 0 comments

Tenth anniversary!

It’s our TENTH Anniversary today!  We couldn’t have made it this far without a great team of Cody, Amanda, and Alex, and our great clients…THANKS!...

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The importance of interpersonal communication

Posted by on Apr 27, 2017 in Blog, Communication, Human Resources Consulting, Training and Development, Training and Development Consulting | 0 comments

The importance of interpersonal communication

Interpersonal skills are also known as “people skills”. By forming interpersonal relationships with customers and employees, you are able to acknowledge the feelings of others and convey respect. You can also focus on the positive outcomes of varied viewpoints, while nurturing professional growth. Your ability to realize optimum performance from employees is greatly enhanced by “just being nice”. Communicating appropriately is an essential factor. Seeing yourself as others see you is the first step to improving your interpersonal communication skills. Here are some other ways to improve your interpersonal communication skills. Be more approachable – implement an open door policy; determine if you are perceived as unapproachable and work to resolve; become more involved in your employees’ daily functions. Build rapport – take an interest in your customers and employees; engage in periodic, casual conversations; discuss mutual non-business interests; share your personal interests. Strive to make others comfortable with you – refrain from being overly serious; control your intensity; smile frequently while speaking; use appropriate humor; monitor sarcasm. Develop your ability to make “small talk” – prepare opening statements about current events; discuss the weather; listen for “free” information while others speak; ask questions about the “free” information you heard. Treat others fairly – offer recognition to everyone as appropriate; monitor and avoid favoritism; remain neutral in workplace disputes; explain the rationale behind decisions you or the organization makes. Become more social – widen your group of acquaintances; speak up in group situations; network whenever possible. Be sure to request feedback from a trusted source to determine if you have any areas of opportunity. Do you need help developing your manager’s communication skills or other training and development needs? Contact us and check out our blog for more helpful resources....

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Barriers that inhibit effective communication

Posted by on Apr 25, 2017 in Blog, Communication, Listening, Non-verbal, Speaking, Training and Development, Training and Development Consulting | 0 comments

Barriers that inhibit effective communication

Several challenging communication issues exist in today’s business environment. A clear understanding of these issues will enable you to overcome these challenges and communicate more effectively. The words you choose can mean the difference between retaining or losing an employee or a valued customer. You must be sensitive to the feelings and perceptions of others. As diversity in the workplace increases, you must avoid words that might stereotype, insult, or intimidate another person. Intercultural communication also presents a big challenge. It becomes challenging when communicating with people from another culture because the same words may have different meanings between cultures. There are three specific barriers associated with intercultural communication are tone differences, word connotation, and perceptions. Tone differences in formal and informal languages generate a message of indifference if used in an inappropriate setting. Word connotations create issues when the same word has a different meaning in another culture. Both speakers are challenged if they do not understand the meaning held by the other person in the conversation. Perceptions are held by people who speak different languages or come from varying backgrounds within the same language. Any given situation can be viewed differently, based on the language used or the cultural background. As a manager, it is your responsibility to be aware of any other possible barriers that inhibit communication between you and your employees. Do you need help developing your manager’s communication skills or other training and development needs? Contact us and check out our blog for more helpful...

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Client success story – Montefiore

Posted by on Apr 19, 2017 in Blog, Compliance, HR Operations Audit, Human Resources Consulting, Success Stories | 0 comments

Client success story – Montefiore

This month’s success story highlights how Organizational Architecture has assisted their client Montefiore conduct an HR operations audit. For more than 130 years, Montefiore has cared for Cleveland’s aging Jewish and general community. They continue to provide excellent and comprehensive care to individuals as they age and support to families by offering a full continuum of care services. Seth Vilensky, President and CEO of Montefiore, said, “As our organization and healthcare industry has grown and evolved over the years, we recognized that new developments have presented new challenges to the way our Human Resources department provides service to our employees and organization. And it can be difficult to address these challenges internally. Organizational Architecture has provided us with exactly what we needed to face these challenges: an outside perspective to assess our entire human resources function, paired with a thorough analysis of findings and suggestions of best practices to improve specific areas. Our leadership team feels much more comfortable with how we can stay strategic and proactive in addressing HR challenges as our organization continues to grow and our industry continues to evolve”. When current processes and procedures are faced with new challenges, conducting an audit of your HR function provide a strategic approach to identifying and solving any issues, whether it’s your entire HR operations or a specific function within HR like compensation or talent management. Want to learn more about our HR operations audit services, as well as our other HR consulting services?  Contact us and check out our blog for more helpful...

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Client success story – HR operations audit

Posted by on Apr 17, 2017 in Blog, Compliance, HR Operations Audit, Human Resources Consulting, Success Stories | 0 comments

Client success story – HR operations audit

Today’s success story highlights how Organizational Architecture can assess their client’s overall human resource function through a meaningful, focused, and thorough HR operations audit. Starting in October 2016, Organizational Architecture conducted an HR operations audit for a local nursing home and assisted-living facility to identify and address any compliance issues or areas of improvement. Senior Leadership and the Human Resources department initially contacted us to help them assess their HR function and make suggestions in areas they could improve their service. We started the assessment by conducting on-site audit meetings and interviews with key leadership members and the Human Resources department to collect data and gain a thorough, in-depth look at their current human resources processes and procedures. Areas of assessment included talent acquisition; compensation and benefits; employee and labor relations; performance management; succession planning; training, development, and orientation; legal and regulatory compliance; and recordkeeping, administration, and HR systems. Once we concluded our HR operations review, we were able to provide our client with specific findings and action items including a detailed report of the analysis, findings, and recommendations based on data collected during the audits and interviews. With our analysis, our client feels equipped with the right tools and resources to improve their current human resources function to help better service employees and the overall organization. Do you need assistance with identifying areas of opportunity within your HR function to develop your workforce strategy?  Contact us and check out our blog for more helpful...

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Developing position descriptions

Posted by on Apr 12, 2017 in Blog, Human Resources Consulting, Position Descriptions | 0 comments

Developing position descriptions

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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