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The importance of interpersonal communication

The importance of interpersonal communication

By on Apr 27, 2017 in Blog, Communication, HR Consulting, Training and Development, Training and Development Consulting | 0 comments

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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Client success story – Montefiore

Client success story – Montefiore

By on Apr 19, 2017 in Blog, Compliance, HR Consulting, HR Operations Audit, Success Stories | 0 comments

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

Client success story – HR operations audit

By on Apr 17, 2017 in Blog, Compliance, HR Consulting, HR Operations Audit, Success Stories | 0 comments

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

Developing position descriptions

By on Apr 12, 2017 in Blog, HR Consulting, Position Descriptions | 0 comments

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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The value of the position description

The value of the position description

By on Apr 10, 2017 in Blog, HR Consulting, Performance Management, Position Descriptions | 0 comments

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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Small and mid-size business solutions – Human Resources Toolkit

Small and mid-size business solutions – Human Resources Toolkit

By on Apr 3, 2017 in Blog, HR Consulting, Organizational Design | 0 comments

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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