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OA will be at the Ohio Association of Public Treasurers Training Program

Posted by on Jun 14, 2021 in Blog, Government and Public Sector, Presentations and Conferences | Comments Off on OA will be at the Ohio Association of Public Treasurers Training Program

OA will be at the Ohio Association of Public Treasurers Training Program

We are excited to be presenting our workshop The Non-HR Professional’s Guide to Managing HR to the Ohio Association of Public Treasurers on Tuesday June 15 2021 at the Kalahari Resort in Sandusky, Ohio.

The Ohio Association of Public Treasurers was established to promote the general and professional interest of the public treasurers in their respective communities, to obtain a higher standard of efficiency, to improve service with allied institutions, and to inspire friendly and fraternal relationships among its members.

OA works extensively with public sector organizations, from municipalities, regional agencies, and public libraries, among others.  We frequently work with fiscal officers and finance directors, and this conference is a great way for us to interact with them and learn more about their responsibilities as their organizations’ top finance leaders.

If you will be at the conference, we’d love to meet you!  We can share how we have helped many of Ohio’s public organizations with Human Resources consulting, recruiting and talent acquisition, and fractional HR services.

Can’t wait until the conference?  Contact us and check out our updates for more information.

What Is workforce planning and why is it essential?

Posted by on May 19, 2021 in Best Practices, Blog, Talent Acquisition | Comments Off on What Is workforce planning and why is it essential?

What Is workforce planning and why is it essential?

By Ryan Sheehan

As Human Resources professionals, it is all too easy to get mired in our day-to-day work issues and duties. Most days there are multiple fires to put out, too many calls to make and “priority” emails to respond to, and other various, competing demands. During these times, I often pause and reflect on what one of my best managers taught me – organizations that do not make time to look forward and plan for future may not have future.

In our ever-changing economic climate, workforce planning is not only advisable but essential. Yet, when we conduct Human Resources audits for our clients, we discover than many do not have a strategic workforce plan in place.

What is workforce planning?

Workforce planning is simply the process by which an organization assesses its current and future workforce needs based on its business goals and objectives. It involves a system-wide review and analysis of its human capital and the development of an action plan that an organization will need to meet its targets. At a top level, this includes identifying both the quantity and the quality of the employees needed [in terms of their knowledge, skills, abilities, and cultural fit] but contains many other elements.

What is the purpose of workforce planning?

For most companies, their workforce is their single largest expense [accounting for 70% of operating expenses according to a recent EY study]. It only makes sense to analyze and optimize spending, usage, and maintaining these ‘resources’ like any other materials or operating costs. There are other indirect benefits to implementing a solid workforce plan as well.

What are the basic elements of workforce plans?

Although there are several approaches to strategic workforce planning, and the strategies and metrics included in workforce plans will vary [based on an organization’s structure, size, industry, and goals], all effective workforce plans should:

  • Align workforce requirements directly to the organization’s strategic and annual business plans.
  • Develop a comprehensive picture of where gaps exist between competencies the workforce currently possesses and future competency requirements.
  • Identify and implement gap reduction strategies.
  • Make decisions about how best to structure the organization and deploy the workforce.
  • Detect and overcome internal and external barriers to accomplishing strategic workforce goals.

Where do I start?

To have an effective workforce strategic plan, you need to have a formal, well-articulated business strategy. If you do not know where your organization is going, how can you identify the people with the knowledge, skills, and abilities [KSAs] you will need to get you there?

The next step is a conducting a comprehensive, rigorous workforce assessment. An impactful workforce planning assessment is not limited figuring out if you need to hire new employees or determining appropriate staffing levels. Understanding your current employees’ individual aptitudes and talents is key to developing effective strategies to get the best performance out of them and to help align them for individual and shared success.

Next steps

Once the assessment is complete, you will need to develop an action plan. This step involves the designing strategies to close gaps, plans to implement the strategies, and choosing measures for assessing strategic progress. These strategies could include such things as recruiting, training/retraining, restructuring departments, contracting out roles, succession planning, technological enhancements/automation, and other activities.

Then you will implement your action plan by making sure that human and fiscal resources are in place, assigning and explaining the roles to key participants in the plan’s programs, and ensuring the necessary internal  communication, marketing, and coordination is occurring to execute the plan.

Finally, you will need to monitor, evaluate, and revise your plan. This phase involves monitoring progress against milestones, adjusting the plan to make course corrections, and addressing newly occurring workforce issues on a regular cadence [annually or semi-annually is common].

Hopefully, we have given you some inspiration and insights on how to begin (or reboot your) strategic workforce planning. If once you start upon the path you find you need expert advice and support, we can help. Contact us today.

 

Ryan Sheehan is a colleague and friend of OA and has led a number of successful talent acquisition projects for non-profit and public-sector organizations with us. He is an accomplished Human Resources and talent management professional with a solid track record of aligning people and business strategies. Across his 18 years of career experience, he has developed, implemented, and improved Human Resources programs, processes, and tools/technologies. Also, Ryan is adept at directly matching top talent with esteemed employers and creating strong talent acquisition strategies, trainings, and teams.

Client success story – LGBT Community Center of Greater Cleveland

Posted by on May 13, 2021 in Blog, Non Profit, Success Stories, Talent Acquisition | Comments Off on Client success story – LGBT Community Center of Greater Cleveland

Client success story – LGBT Community Center of Greater Cleveland

Organizational Architecture has had a relationship with the LGBT Community Center of Greater Cleveland for over a decade.  It has been our privilege to work with his terrific organization and its leadership…and to have seen it grow into the major community resource it is today.

Since 1975, The LGBT Community Center of Greater Cleveland has been serving the needs of the LGBT+ community in Northeastern Ohio. The Center has had multiple places that it has called home over the past 40 years. Today, you can find them in the heart of the Gordon Square Arts District in their beautiful new building. Their mission is to enrich the lives of the diverse LGBTQ+ community through advocacy, support, education, and celebration.

Our work over the years has covered many areas, from drafting employee handbooks, to serving on boards, and being part of the strategic planning process.  We have also been involved with helping The Center select its Executive Directors.

Phyllis Harris is the Executive Director.  She said:

Organizational Architecture has supported The Center for many years.  They have been a valuable resource when it comes to helping us with matters related to our staff and management. But one of the biggest areas they have assisted us is in the selection of Executive Directors.  I can speak to this from my own experience of having been part of this process myself.

 

OA worked with us in 2010 when the previous Executive Director was selected.  Guided by OA, The Center developed a process to source candidates using several sourcing strategies, from the internet to publications that candidates would likely view.  They facilitated the screening process by helping us develop meaningful criteria to review candidate qualifications and selecting community stakeholders as participants whose input was necessary. This process helped The Center select a great candidate.

 

When the previous Executive Director moved on, I was a Board member. I felt I was ready for the opportunity to lead The Center and submitted myself as a candidate.   Again, OA worked with the rest of the Board, staff, and community stakeholders in the screening and selection process. Happily, I was selected as the new Executive Director, a role I have held since 2012.  The experience I had as a candidate was a good one, and OA made sure the screening and selection process was robust and fair.

We are proud of our relationship with The Center and the work we have done, especially in helping them with key hiring decisions.  If you want to support The Center, you can donate here.

Our diverse experience in Human Resources includes non-profit organizations, as well as public-sector entities and private companies. We serve our clients in many ways:

Want to know more?  Contact us and check out other success stories to learn more.

Recruiting for Assistant Coach positions for summer and fall programming!

Posted by on May 11, 2021 in Blog, Hiring, Non Profit, Openings, Talent Acquisition | Comments Off on Recruiting for Assistant Coach positions for summer and fall programming!

Recruiting for Assistant Coach positions for summer and fall programming!

 

Do you:

  • Love teaching and coaching young people between 13 and 18 years old?
  • Have experience working with hand tools?
  • Have experience working with power tools?
  • Know about small engine mechanics?
  • Ride motorcycles?

If you have experience with ANY of the above, YOU can be a Motogo Assistant Coach!

We have had a long-standing relationship with Motogo. Motogo’s mission is to teach kids to solve problems through motorcycles. They do that by bringing back shop class through partnerships with schools and community organizations. They offer quarter-long and full semester in-school and out-of-school STEM curriculums, and week-long summer camps for middle school and high school students.

OA is helping Motogo find candidates for the Assistant Coach positions for our Summer and Autumn programming.  Follow this link to learn more about Motogo and the Assistant Coach position.

Motogo is one of the coolest non-profits anywhere.  Really! …check out some of their posts on social media.  There are lots of pictures and videos of their programming in action and making a difference to kids across Northeast Ohio.  If you are inclined to support them, you can donate here.

Please let us know if you want to know more about Motogo and our work with them over the years…we’ll be glad to share more about our great experience with them!

Fourteenth Anniversary!

Posted by on May 1, 2021 in Anniversary, Blog | Comments Off on Fourteenth Anniversary!

Fourteenth Anniversary!

It’s our FOURTEENTH Anniversary. We couldn’t have made it this far without a great team of Amanda, Alex, Heather, Cody, Melissa, Ryan,  and all the others who have been a part of our success over the years.  And of course, thank you to all of our great CLIENTS…you’re the best!

FYI…our office is actually located off Broadway [State Route 14] in the Steelyard / Slavic Village neighborhood.

Mark

Why non-profits still struggle with hiring and retaining talent

Posted by on Apr 27, 2021 in Best Practices, Blog, Non Profit, Talent Acquisition | Comments Off on Why non-profits still struggle with hiring and retaining talent

Why non-profits still struggle with hiring and retaining talent

By Ryan Sheehan

We have been privileged to work with a number of non-profits, and one of the most pervasive HR challenges these organizations face is attracting and hiring enough quality candidates. Many of our clients tend to attribute the inability to pay as much as other employers as the principal cause of this issue. We have found that while cash compensation is certainly a significant factor, it is not generally the primary one that determines if a person chooses and stays with an employer in this sector.

So what do they want?

  1. A strong sense of mission and purpose: Individuals who choose careers in non-profit fields will tell you their number one reason for working in this area is that they want to help people. Organizations that best articulate, integrate, and practice their values / mission, and strive towards a focused vision are the most appealing employers. These efforts must start at the leadership level and cascade down through to the front-line workers. Also, on a job level, each position should be designed in a way so employees can practice their vocation in the way where they feel empowered and effective in serving others.
  2. A positive work environment and experience: Not-for-profit organizations that can provide the most supportive and flexible work environments have a clear advantage in hiring and retaining employees. Policies and procedures that engender positive leadership to manager to staff and peer to peer relationships are key. In many not-for profit career fields, there are unique stresses and emotional hardships. Here, work life balance is paramount. Consider ways to provide more flexible schedules, better distributed work / case- loads, and other tactics that support a more positive work / life balance. Remember, care workers need to be cared for too!
  3. Advancement and professional growth opportunities: Year after year, high performing employees rank opportunity for advancement and professional growth among their top three reasons for selecting and staying with an employer. Of course, promotions are meaningful. However, individuals in these particular fields desire to expand their professional knowledge and skills, not just to increase their influence and scope of responsibility.

Organizations should be proactive in identifying high-potential individuals and developing a training program to prepare them for success in advanced and/or management roles. The selection criteria should not solely be length of service – past performance, core competencies, and aptitude are much more significant predictors of success. Once a workforce development and training program is in place, it is essential to share the details of the program with applicants during the hiring process.

It can be a daunting challenge to develop effective, sustainable practices to enhance non-cash compensation and other hiring and retention incentives. Let us know how we can help. Contact us today.

Ryan Sheehan is a colleague and friend of OA and has led a number of successful talent acquisition projects for non-profit and public-sector organizations with us. He is an accomplished Human Resources and talent management professional with a solid track record of aligning people and business strategies. Across his 18 years of career experience, he has developed, implemented, and improved Human Resources programs, processes, and tools/technologies. Also, Ryan is adept at directly matching top talent with esteemed employers and creating strong talent acquisition strategies, trainings, and teams.

Recruiting and talent acquisition services

Posted by on Apr 22, 2021 in Best Practices, Blog, Talent Acquisition | Comments Off on Recruiting and talent acquisition services

Recruiting and talent acquisition services

Although many of our clients are familiar with our human resources consulting projects, we are still surprised that not many realize we also help our clients find top talent.

But we do!  We have helped many organizations…whether they are for-profit, not-for-profit, or public sector fill critical roles.  Here is a sample of just some of the roles we have helped organizations fill:

For-profit

  • Head of Operations for a manufacturing and assembly company
  • Head of Operations for an OTC pharmaceutical company
  • Client Relations Associates for a financial services firm
  • Head of Human Resources for a utility vegetation management company
  • Controller for an insurance brokerage
  • Head of Human Resources for a law firm
  • Electrical and structural engineers for an engineering and architecture firm

Non-profit

  • Executive Director for a state-wide professional association
  • Executive Director for a civil rights organization
  • Executive Director for a cultural organization

Public sector / public libraries

  • Library Directors
  • Fiscal Officers
  • Heads of Human Resources

Additionally, we work with clients to develop or refine their talent acquisition strategies.  This means we assess the landscape of your industry’s talent and labor market, review your approaches to engage with potential candidates, and recommend ways to make your sourcing, screening, and selection process more efficient and effective. We give you tools help you select the right person all the time, and eliminate the guesswork.

Want to learn more? Contact us to learn how we can help with your recruiting and talent acquisition needs.

 

Client success story – Motogo

Posted by on Apr 20, 2021 in Best Practices, Blog, Community Support, Non Profit, Organizational Design, Success Stories, Talent Acquisition | Comments Off on Client success story – Motogo

Client success story – Motogo

Organizational Architecture has a very diverse portfolio of clients and we have a long track record of working with all types of organizations, whether they are private-sector companies, public-sector agencies, and even non-profits.

We have had a long-standing relationship with  Motogo. Motogo’s mission is to teach kids to solve problems through motorcycles. They do that by bringing back shop class through partnerships with schools and community organizations. They offer quarter long and full semester in-school and out-of-school STEM curriculums, and week-long summer camps for middle school and high school students.

Motogo only started a few years ago but has already worked with many schools and organizations throughout Northeast Ohio.

When Motogo was forming, they reached out to us because we had already been affiliated with Skidmark Garage, a community motorcycle garage where you can work on your motorcycle. They provide the tools, space, and community to assist you with your project. As motorcyclists this was a natural fit for OA.

Molly Vaughan is the Executive Director of Motogo. She said:

Mark Fiala and Organizational Architecture has been instrumental in helping Motogo get off the ground.  Their experience with non-profits is significant and we have benefitted from this.

 

One area that was of immense help to us was in assisting us with forming our Board of Directors. OA worked to help us build the women-led, diverse Board we wanted.  We felt this was important…our mission is to teach kids problem-solving through motorcycle maintenance…and that includes girls as well as boys.  We wanted to demonstrate meaningfully that our leadership reflected everyone we serve.

 

OA has been helpful in other ways…helping us develop our Board Charter, developing policies and processes for payroll, accounting, and other systems.  They were active participants in our strategic planning process and have always been available to provide ad hoc assistance to us when we need it.  We are so glad they have been there with us from the beginning to help us get where we are.

Motogo is one of the coolest non-profits anywhere.  Really!…check out some of their posts on social media.  There are lots of pictures and videos of their programming in action and making a difference to kids across Northeast Ohio.  If you are inclined to support them, you can donate here.

OA serves our clients in many ways:

Want to know more?  Contact us and check out other success stories to learn more.