FacebookTwitterLinkedin

Blog

OA to speak at the Northeast Ohio Regional Library System March Meeting

Posted by on Mar 12, 2018 in Blog, Government and Public Sector, Hiring, Presentations and Conferences, Talent Acquisition | 0 comments

OA to speak at the Northeast Ohio Regional Library System March Meeting

We’re excited for the opportunity to present at tomorrow’s Northeast Ohio Regional Library System meeting.  We’ve been asked to discuss Staffing Strategies for 2018 and beyond and have a great program that will be interactive, informative, and fun.

The Northeast Ohio Regional Library System [NEO-RLS] is a partially state-funded membership organization that provides continuing education, professional development, emerging technology support, group purchasing and many other benefits and services to all of the academic, school, special and public libraries in 22 counties of Ohio.

The session will be held tomorrow, Tuesday, March 13, 2018 from 9.30a to 12.30p at the Euclid Public Library.

If you need assistance with HR projects and want to learn more about our human resources consulting, contact us and check out our blog for more resources.

OA to speak at the Northeast Ohio Regional Library System March Meeting

Posted by on Feb 22, 2018 in Blog, Hiring, HR Consulting, In the News, Presentations and Conferences, Talent Acquisition | 0 comments

OA to speak at the Northeast Ohio Regional Library System March Meeting

We’re excited for the opportunity to present at the Northeast Ohio Regional Library System’s upcoming meeting.  We’ve been asked to discuss Staffing Strategies for 2018 and beyond and have a great program that will be interactive, informative, and fun.

The Northeast Ohio Regional Library System [NEO-RLS] is a partially state-funded membership organization that provides continuing education, professional development, emerging technology support, group purchasing and many other benefits and services to all of the academic, school, special and public libraries in 22 counties of Ohio.

The session will be held on Tuesday, March 13, 2018 from 9.30a to 12.30p at the Euclid Public Library.

If you need assistance with HR projects and want to learn more about our human resources consulting, contact us and check out our blog for more resources.

Are you prepared to respond to claims of harassment?

Posted by on Feb 21, 2018 in Best practices, Blog, Compliance, Harassment, Harassment Prevention Assessment, HR Consulting, Uncategorized | 0 comments

Are you prepared to respond to claims of harassment?

Allegations of harassment are all over the news and there are no signs of this national trend letting up anytime soon.  For organizations, there is no better time than now to assess your readiness to prevent or appropriately respond to claims of harassment.

Claims of harassment…if not responded to effectively…can have extremely damaging effects on the workplace.  Legal liability can be astronomical.  So can attorney’s fees and rising insurance rates.  And the intangible impact on organizational culture can be just as damaging.  Harassment allegations in the workplace can drive down employee engagement, which can hamper even the best organization’s ability to attract and retain talent.

A critical first step to ensuring that your organization is well situated to prevent, respond to, or at the very least defend any claims of harassment that could arise is to conduct an independent and thorough assessment of the efficacy of your harassment prevention efforts.

As we announced last week, we have partnered with Sindy Warren of Warren & Associates who is an authority on workplace harassment.   Together we have developed our Harassment Prevention Assessment.  This new service will help you make sure that you are taking the right steps to prevent and respond to claims of harassment in a vigorous manner. We will not only assess your current harassment prevention state of affairs, but also provide you with recommended next steps.

Isn’t it worth it to ensure your employees can be safe and productive at work…and keep your organization and reputation respected and valued?

Ask us about our Harassment Prevention Assessment and your other Human Resources needs and check out our blog for more helpful resources.

OA and Warren & Associates collaborates to expand services to its clients

Posted by on Feb 13, 2018 in Blog, HR Consulting, In the News | 0 comments

OA and Warren & Associates collaborates to expand services to its clients

We’re excited to announce a new collaboration between Organizational Architecture and Warren & Associates.  Warren & Associates helps employers prevent and promptly resolve workplace conflicts and inequities in order to minimize legal risks and optimize company performance.

OA’s Mark Fiala and Warren & Associates’ Sindy Warren have worked together over the years on a number of projects, and their complementary services have been beneficial to both of their clients.

Together, we will be assisting our clients with

  • Human Resources consulting [compensation, benefits, training/development, organizational design/development, compliance, administration]
  • Recruitment and talent acquisition
  • Onsite or remote temporary HR contractors
  • Workplace investigations into claims of harassment or inappropriate conduct
  • Harassment and inappropriate conduct avoidance training
  • Expert testimony and witness services

We’ve got more good news coming in the next few months because of our expanded capabilities…new ways to help our clients build good HR practices and stay on top of the compliance challenges organizations face.

Want to learn more?  Contact us and check out our blog for more on how we can help your organization.

Performance review best practices for 2018

Posted by on Jan 30, 2018 in Best practices, Blog, Coaching, Performance Management, Performance Review | 0 comments

Performance review best practices for 2018

The beginning of the new year is well behind us and we are in the thick of the first quarter.  By now, your finance team has done most of the work determining your financial results for 2017, and many companies are getting ready to launch their annual performance review process.

While there has been an ongoing debate about whether to do annual reviews, or replace it with a continuous feedback approach, many organizations still follow the annual review process.  There are many reasons for this: the organization already has the tools in place, managers understand the current process, and employees have come to expect it.  We’re not saying the traditional process is perfect…but it can nonetheless add value if done correctly.

Here are some tips to make the process go smoothly and more importantly, have meaning.

  • Focus the review period: instead of requiring reviews be done on the employee’s anniversary, schedule the reviews to occur at one time of the year.  This has many benefits: it makes financial planning for increases easier, ensures better compliance because the organization is focused on doing them, and avoids that feeling managers have that they are ‘always doing reviews’.
  • Make it simple: if you’re a manager with ten reviews to conduct, you don’t need a process that will take hours and hours to complete. Don’t overwhelm them with dozens of factors to rate.  And speaking of ratings, limit the number of ratings that can be given so that the distinctions in performance are meaningfully shown. We recommend three- or five-point rating scales.
  • Add some constraints: some managers can barely write two sentences about someone, others can write a novel.  Don’t make them use a format that requires them to write essays.  And if you are using ratings, you should use a tool like MS Excel so that you can not only control the inputs but make the tabulation of the ratings easier.
  • Collect, review, and use the data: after all the effort of conducting reviews, don’t let them disappear into a personnel file never to be seen again.  Take the time to aggregate and review the ratings, both overall and by rated dimension.  This can give you insight into your bench strength and focus your development efforts better.

If you need assistance with this or other Human Resources needs, contact us and check out our blog for more helpful resources.

Client success story – ALICE Training Institute

Posted by on Jan 24, 2018 in Blog, HR Consulting, HR Operations Audit, HR Project Management, Success Stories | 0 comments

Client success story – ALICE Training Institute

Are you a newer organization that has to develop your Human Resources function?  Recently, Organizational Architecture worked with a company that was just starting on the path of building its HR function, and needed some help assessing what they were doing and how to build their HR processes the right way.

ALICE Training Institute was founded in 2013.  The ALICE [Alert, Lockdown, Inform, Counter, Evacuate] Training instructor-led classes provide preparation and a plan for individuals and organizations on how to more proactively handle the threat of an aggressive intruder or active shooter event. Whether it is an attack by an individual person or by an international group of professionals intent on conveying a political message through violence, ALICE Training option based tactics have become the accepted response, versus the traditional “lockdown only” approach.

Since they had been in business for several years, we performed a review of their HR practices to make sure they were in full compliance.  Then, we turned our focus to improving processes to ensure the HR function was operating effectively and efficiently.

Dave Mueller, Chief Executive Officer, said:

We contacted Organizational Architecture to help us make sure we were operating in a compliant manner, and to ensure we were building effective processes to ensure our people were treated in a fair and consistent manner.  They didn’t let us down.

 

Not only did they review our programs and make recommendations to ensure we were compliant and efficient, they also assisted us with building an employee relations model that was responsive to employees and helped our supervisors become more effective at leading their people.

The mission of ALICE Training Institute is to SAVE MORE LIVES.  Their program is critical to helping ensure people have an effective response to active shooter situations. Most organizations could benefit from their training. If you would like to learn more, contact us and we can connect you with their Program Management team to get your training scheduled.

Do you need to review your HR function for compliance and efficiency? Learn more about our HR consulting services and check out our blog.  Then, contact us to see how we can help you.

We’re moving!…

Posted by on Jan 22, 2018 in Blog, In the News | 0 comments

We’re moving!…

That’s right, in about a week we are making a small move from the fifth floor to the fourth floor.  So there will be fewer stairs to climb each morning…

Effective February 1st, our address will be

Organizational Architecture, Inc.

3100 East 45th Street

Suite 462

Cleveland Ohio 44127

Our web address remains www.oahumanresources.com and our phone is that same at 216.586.4762.

 

Time to update those required postings!

Posted by on Jan 9, 2018 in Best practices, Blog, Compliance | 0 comments

Time to update those required postings!

With many federal and state laws changing or going into effect on January 1, the notices that alert your employees about important workplace laws and rights should be audited to ensure the most up-to-date posters are being displayed.

If you are located in Ohio, you can go here to learn what you are required to post.  Note that this has not been updated to include the 2018 Ohio minimum wage; you can find that here.

For federal posting requirements, you can start here to find most of the required posters and links to others you may need.

Remember, requirements may vary from employer-to-employer depending on the state in which your employees work, the size of your organization, and the type of industry.

These postings should be displayed in a conspicuous place in the workplace for all employees to see, such as a break room, copy room, or other common areas for employees. If your organization has multiple facilities, postings must be displayed in each facility. For employees that work remotely from an office location, these policies and regulations should be sent to the employees, provided in hard copy form, or provided electronically for these employees to access as well.

Watch for new postings on workforce strategy or contact us for other helpful resources.