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HR Consulting

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

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

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

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...

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Are you prepared to respond to claims of harassment?

Are you prepared to respond to claims of harassment?

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

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...

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

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

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

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...

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Client success story – ALICE Training Institute

Client success story – ALICE Training Institute

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

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...

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Client success story – ACRT Inc.

Client success story – ACRT Inc.

By on Oct 24, 2017 in Blog, HR Consulting, Success Stories, Training and Development Consulting | 0 comments

One example of how Organizational Architecture assists its client with management training is our work with ACRT Inc. and its management development workshops. Training and development programs can help new managers grow into their role and make current managers even better! ACRT is a leading independent utility vegetation management consulting company that prevents and rapidly resolves utility challenges by assessing and monitoring utility systems for vegetation liabilities and storm preparedness. They have teams of employees all over the United States ensuring that electrical power lines are clear of hazards that can disrupt service. They were ready to implement several initiatives to help their workforce, but with limited bandwidth, they needed to bring in an external resource to assist them. Their leadership had already done a needs assessment of their managers and identified development areas, so they were ready to hit the ground running. We were able to help them by developing and delivering training workshops on topics such as Customer service Effective communication Effective interviewing and selection Effective presentation techniques Leading productive meetings Understanding generational differences The workshops included facilitation, workbooks, activities, handouts, and other tools for effective learning.  Additionally, many of these workshops were developed to be uploaded to their learning management system [LMS] so that remote learners could take advantage of the learning. Bob Chess, Chief Human Resources Officer at ACRT, said, Organizational Architecture was a huge help with developing and delivering our leadership workshops.  We had begun to develop an internal capability for staff training and development as part of our overall succession planning process, and needed assistance in the meantime ensuring our staff received the training they needed. Partnering with Organizational Architecture allowed us to focus on launching other HR initiatives while ensuring that development of our managers was underway.   They were effective in helping us develop the content for the workshops as well as the tools to ensure effective learning.  Organizational Architecture was able to provide an outside perspective on how to deliver the training effectively, which equipped our managers with tools to integrate into ongoing performance management and delivering annual performance reviews. No matter what type of training your staff or managers need, Organizational Architecture can provide the necessary training to help...

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EEO-1 Survey Reminder for 2017

EEO-1 Survey Reminder for 2017

By on Sep 12, 2017 in Blog, Compliance, HR Consulting | 0 comments

Certain employers that are subject to Title VII of the Civil Rights Act of 1964 and meet other specific requirements must submit their EEO-1 Survey to the U.S. Equal Employment Opportunity Commission [EEOC] by March 31 2018.  In the past, this has been due by September 30, however the 2017 due date has been extended because of additional filing requirements which can be found here.  Keep in mind that employment figures from any pay period starting in October 2017 through December 2017 may be used, therefore you should start filing sooner rather than later. The purpose of the EEO-1 Survey is to collect and analyze employment data on minorities and women from private employers and government contractors.  The goal of the EEOC is to discover employment patterns within companies and certain industries and determine if minorities and woman are underrepresented. Most often, company payroll providers are able to generate an EEO-1 report by pulling employment data from their payroll system, which can be uploaded and submitted on the EEOC’s website. Do you have questions on filing the EEO-1 Survey or have other HR consulting needs? Contact us and check out our blog for more helpful...

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