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The value of the position description

Posted by on Apr 10, 2017 in Blog, Human Resources Consulting, Performance Management, Position Descriptions | 0 comments

The value of the position description

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  Or, it will be created years ago and then never updated, becoming outdated and not reflecting an employee’s current position.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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Cody Bees participates in the Cleveland Leadership Center Civic Leadership Institute

Posted by on Apr 5, 2017 in Blog, Recognition, Success Stories | 0 comments

Cody Bees participates in the Cleveland Leadership Center Civic Leadership Institute

Project Specialist Cody Bees recently participated in the Cleveland Leadership Center’s Civic Leadership Institute program. The Civic Leadership Institute gives a behind the-scenes look at the community… the past, the present, and the future. Participants learn about community issues from top local leaders and gain a greater understanding of the interconnectedness of community assets, organizations and issues, as well as how they each impact the local public and private landscapes. Cody comments, “CLI has so much to offer everyone, whether you’re a Cleveland native or brand new to the city. I gained such a greater understanding of our history, economy, infrastructure, education system, and arts and culture. Not only do you walk away from the program with such great knowledge, but the Cleveland Leadership Center presents a vast amount of opportunities for you to become an active leader in our community.” Cody participated in several sessions over the winter to learn more about civic engagement in Cleveland, and meet other professionals working in Northeast Ohio.  Participating in this program is part of Cody’s development program as a young professional.  Well done, Cody! Check out our blog for more recognition and success...

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Small and mid-size business solutions – Human Resources Toolkit

Posted by on Apr 3, 2017 in Blog, Human Resources Consulting, Organizational Design | 0 comments

Small and mid-size business solutions – Human Resources Toolkit

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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Do you have a temporary need for an onsite HR professional?

Posted by on Mar 21, 2017 in Blog, Functional Area Leader, HR contractors and HR consultants, HR Project Management | 0 comments

Do you have a temporary need for an onsite HR professional?

Organizational Architecture can provide you with short-term contract assistance in your HR department, whether your need is: HR administration…we can provide professionals well-versed in HR administration to help with new hire orientation, benefits enrollment, workers’ compensation, leave of absence administration, and other tasks. HR specialist…if your need is for a seasoned specialist, our professionals bring deep experience in Recruitment Training and development Investigations Compensation Employee relations and many others… Project manager…maybe you have a major HR project to implement.  We can provide you with experienced HR talent to serve as your project manager to assist in a number of focused areas, such as system implementations, development of specific training and development programs, policy and procedure development, ad-hoc compensation assistance, or any number of other HR activities. Organizational Architecture can also provide oversight and guidance to the HR contractor, allowing you to focus on other parts of your business. Are you an HR contractor or consultant?…we’d love to connect!…please send your current resume or practice summary to me at markfiala@oahumanresources.com so we can learn more about your project work and experience. 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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Client success story – Ohio Travel Bag

Posted by on Mar 15, 2017 in Blog, Compensation Consulting, Human Resources Consulting, Performance Management Consulting, Success Stories | 0 comments

Client success story – Ohio Travel Bag

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

Posted by on Mar 13, 2017 in Blog, Compensation Consulting, Human Resources Consulting, Performance Management Consulting, Success Stories | 0 comments

Client success story – human resources consulting

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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Organizational Architecture featured in the Galliard Family Business Advisor Institute newsletter

Posted by on Mar 10, 2017 in Blog, In the News, Performance Management, Recognition, Success Stories | 0 comments

Organizational Architecture featured in the Galliard Family Business Advisor Institute newsletter

Organizational Architecture is pleased to be part of a recent newsletter published by the Galliard Family Business Advisor Institute.  Our article Managing Performance in the Family Business can also be found here 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 you!...

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Training: match the method to the need

Posted by on Mar 9, 2017 in Blog, Training and Development, Training and Development Consulting | 0 comments

Training: match the method to the need

It is very important when deciding what type of training session will be prepared or the media that will be used.  Here we present a few simple ideas that can enhance the training experience and increase retention levels. Although structured training is customarily developed on the organization level, it is up to you to determine what specific training needs are present in your department. Once determined, you can decide which training method will be most effective. Depending on the type of training you may be responsible for conducting, you may wish to use one or more of these methods to liven up your presentation: Music – creates an atmosphere of fun Games – keeps attendees energized Brainstorming sessions – brings a wide variety of ideas to the table Role plays – provides opportunities to practice Analogies – illustrates the relevance of the material Activities – keeps attendees engaged Color in visuals – maintains attendee interest Table toys – entertains during breaks Prizes – rewards attendees for contributing or winning contests Aside from the physical components of a fun training session, the trainer must be fun as well! Be as animated as possible, integrate your own sense of humor, and above all, be yourself! Based on the training needs that exist for your employees, your organization may have individual and group training programs and materials available to fit your training needs. Samples of possible individual training materials include training videos on various topics, workbooks to support the training videos, reference materials to help develop specific skills, and role playing materials/activities. Examples for group training could include department or company-wide training meetings or special project classroom training. To provide cost-effective employee training, consider which method is most appropriate to current training needs. As a manager, you may tailor training to satisfy your exact needs. Do you have questions on other training and development topics? Contact us and check out our blog for more helpful...

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Effective training methods

Posted by on Mar 7, 2017 in Blog, Training and Development, Training and Development Consulting | 0 comments

Effective training methods

There are several methods that may be used to effectively train employees. These diverse methods include off-the-job training, on-the-job training, formal training, and informal training. Off-the-job training – usually conducted in the form of classroom training in a remote location. It may be a seminar, internet training, satellite-transmitted training, or group training with role playing and case studies. Off-site training is least disruptive to daily business, but is expensive and can cause short-staffing situations while employees are away from their locations. On-the-job training – may be conducted in the form of responsibility rotations, apprenticeships, special assignments, or mentoring. On-the-job training is “real world”, and may be disruptive to daily business; however, it is very cost-effective. Formal training – has a structured format and is usually planned in advance. Due to the inflexibility of the presentation, formal training is somewhat less popular, due to the related scheduling challenges. Informal training – unplanned, unstructured, and can be tailored to the attendees. Informal training frequently involved employees working with one another. Information and work-related issues are openly discussed. Informal training, including role playing and coaching, has the advantage of flexibility. It can be done whenever time permits and is very cost-effective. Make yourself aware of any training tools your organization may have available for their employees, such as online training modules, video-based training, or training booklets/manuals. These can be great tools to incorporate into the various training methods to ensure employees are receiving the training method they learn best from. Do you have questions on other training and development topics? Contact us and check out our blog for more helpful...

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Adult learning styles

Posted by on Mar 1, 2017 in Blog, Training and Development, Training and Development Consulting | 0 comments

Adult learning styles

The way in which adult learners process and remember new information can vary. Whether formal or informal, the primary learning styles should be considered. The four styles are: Observation – finds the learner performing tasks after they have observed the complete task being performed by another employee. Role modeling is an example of this style of learning. The manager or an experienced employee demonstrates the proper way to complete a task, explaining throughout the demonstration. Participation – involves the learner from the beginning; they actually perform the new tasks with the supervision. Role playing is an example of this style learning. The employee participates in a scenario appropriate for the task being learned. The learner attempts to demonstrate proper behavior as they go through the steps required to complete a task. Listening – when the learner listens to an explanation of how the new tasks is to be performed. In addition, listening frequently occurs when a learner overhears another employee complete a task. Relying heavily on their sense of hearing, they process the information and physically perform the task afterward. Reading – involves the learner and some sort of printed material. Instructions are read, and then the task is performed upon completion of the materials. Effective training programs frequently use all styles to ensure each attendee will be provided with their own individual learning advantage. When a program is based on only on learning style, some attendees may be at a disadvantage. Do you have questions on adult learning principles or other training and development topics? Contact us and check out our blog for more helpful...

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