Free E-Book: Outplace: Career Change, Real World Stories, Real World Answers


OutplaceI have had the honor of knowing Denny Smith for several years. Denny was instrumental in starting the Career Network at LCBC Church, where he recruited me to be a leader at its inception. It has been a privilege to have the opportunity to get to know Denny, not only from a business and Ministry standpoint, but from a personal perspective as well.

I am privileged to share with you the book Denny inked in 2009, Outplace: Career Change, Real World Stories, Real World Answers. For a variety of reasons, Denny has decided to distribute his book free of charge rather than through a publisher. This book will be a blessing to many, especially those who, like me, have attempted to navigate through a traumatic job loss without a relationship with Christ.

Denny’s book hits home with me because of my own 2003 experience, losing my job through no fault of my own. This left me driving home to a house I could not afford, in a neighborhood where I did not even know my neighbors because my priorities had been bound by work.  It was only until I humbled myself and accepted a relationship with Christ that I pulled myself out of the pit and developed myself to the potential God had instilled in me at birth.

I hope you enjoy reading Denny’s book as I did. It provides encouragement and outlines a hope and a future to all job loss victims. If this book changes one life with Christ, it has met Denny’s objective.

Click this link to download the book.  Feel free to save to your desktop.

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Testimonials & Comments:

“Outplace is a great resource for keeping the proper perspective in the midst of difficult times. Dennis offers both a healthy outlook and practical advice for anyone facing job transition. ”

Rob Skacel, PhD
Business Psychologist
True Edge Performance Solutions

The advice offered in Outplace is sound and based on solid experience and principles and will undoubtedly provide insights and hope”

Laura Schanz
Senior Consultant and President
Laura Schanz Consulting Associates

Really liked the format, conversational tone and the content. The “Rest of the Story” and the ASAP program were very good.”

Barry Davis, MS, CTC, MCDP
Senior Consultant/Head of Career Services
LancasterManagement Associates Consulting Group

“I really liked the Client Updates – The Rest of the Story”

Kimberly Blessing
Director of Career Services
York Technical Institute

“You have hit it out of the park, and knocked the cover off the ball with your content. I love the story as you tell us about your weekly activity in a practical way—.”

Steve Muller
President & Owner
Muller Consulting

Be kind share this link with someone who needs encouragment because of  job loss.

Integrate: Making Employee Handbooks Reflect Your Culture


Integrate MVV - HandbookEmployees complain when you don’t have a handbook, but, when you have one, they don’t want it! An employee handbook is very easy to create, but probably the most overlooked aspect of employment documentation. One thing is for sure: if a company has multiple shifts or multiple locations or just multiple employees, an employee handbook can certainly help keep all employees on the same page. Handbooks are always a delicate subject.

But when done right, and with employee input, this tool can make a difference.

  • Make it reflect your Mission Vision and Values  (MVV)
  • Make it relevant
  • Keep it simple
  • Keep it legal and legit

Reflect your MVV. Your handbook should be an absolute reflection of your MVV, which essentially amplifies your culture. Someone who is unfamiliar with your organization should be able to pick up your handbook and see your heart within its reflection simply by the tone and the guiding principles you lay out for your employees. The front of the handbook should contain your MVV, followed by the President’s message as to why the MVV is important to the company and how it was created.

Make it relevant. Having reviewed hundreds of handbooks over the years, one thing is certain and that is that most are horrible. They are irrelevant, often don’t convey the culture of the organization and are more about preaching or dictating than guiding.

Keep it simple. A handbook should not contain every scrap of information about the company. Worse yet, it should not contain every possible scenario in which an employee violation could occur. Keep it simple and you will have a greater impact than if you over-complicate or over-stimulate the reader. Many employees I’ve spoken with over the years tell me that, if a handbook is interesting, they will read it to learn more about the company, but, if it just rambles on over policy and procedures, most will put it down after two pages. The ideal handbook will inspire the reader to learn — learn more about the company.

Keep it legal and legit. Always ensure you include the appropriate legal clauses. There are far too many to list here but a few that come to mind speak toADA, FMLA, Employment at Will, EEOC etc. You want to make sure you cover your bases.

In closing it is important to note that having a handbook is oftentimes the only opportunity for employers to memorialize what is expected of employees. But always include what employees can expect of you! A handbook should never be a one way street of core policies of the organization; if it is, you will chill the warmth right out of the organization, a chill you will live to regret.

We Value Your Comments. Thank you for taking the time to read our post in this series on how to build “Kingdom Minded” Companies. Please share your thoughts and experiences on employee handbooks. How did the ones that you have used fit your organization? Did they match your culture? Did they drive the behaviors the company and employees desire? Thank you for contributing to our community, and thank you for sharing your thoughts.

Now Recruiting For: Donor Communications Specialist New Cumberland PA


ABWEIn an economy where jobs are scarce, we are proud to be retained in assisting this wonderful non profit organization with filling this very import position. Please apply directly using the contact information below. Principles only, no agencies or recruiters thank you. ABWE is an equal opportunity employer.

The Association of Baptists for World Evangelism New Cumberland World Headquarters location is currently seeking a Donor Communications Specialist to join its Team. Reporting to the Director of Advancement this position is part of ABWE Foundation’s Advancement Team, supporting our efforts to raise over $45 million annually (primarily through missionaries), with a concentration on capital campaigns and donor relationship management designed to preserve the missionary support and to raise $2-3 million for projects and the home office. The Donor Communications Specialist is responsible for supporting the creation and distribution of regular and special communication pieces to our donor base, for both current and planned gift purposes.

Some of the responsibilities will include:

  • Work with Advancement Team to provide messaging (copy and content) for all elements of the Advancement Team’s strategy for cultivation of ABWE Foundation’s donor base for current and planned gifts, including appeal mailings, reporting, donor letters, email and web content, campaign pieces, etc.
  • Coordinate with Advancement Team and Donor Relationship Managers (DRMs), including the President, to develop tailored communication for specific donor types and prospects.
  • Serve as project manager, editor and principal writer for tailored communication pieces to major individual and Corporate/Foundation donors around the world.  Scope of work will include: providing regular, targeted program updates to high net worth donors; strategic communication pieces for unrestricted donors; and coordination of communication to specific donor groups.

Some of the qualifications of the position include:

  • Minimum of 3-5 years related work experience in development, customer relations, marketing or public relations.
  • Demonstrated outstanding writing and editing skills, preferably with experience writing to donor audiences at various giving  levels with an attuned skill for English-language grammar.
  • Experience and knowledge in writing and sending donor solicitations with various delivery methods and for maximum results and impact. Highly organized with excellent attention to detail and project management skills; ability to manage multiple projects simultaneously.
  • Strong computer skills (Microsoft Office Suite including Word, PowerPoint, Publisher and Excel); familiarity with other design and communication software is a plus and Experience with donor database management (Raiser’s Edge, DonorDirect or similar) and content management systems (Blackbaud NetCommmunity, Microsoft CRM or similar) or related
    software is a plus.

Education:  Minimum 4 year degree with emphasis in English, Communications, Journalism, Public Relations or Marketing preferred.

Christian Life:
As an employee of ABWE you are an important member of a Christian organization. All staff members are Christian missionaries and are required to participate in chapel services. Because of the nature of our ministry it is absolutely necessary that you possess and maintain a lifestyle that is above reproach.

Association of Baptists for World Evangelism
Attn: Mr. Neil Glotfelty
P.O. Box 8585
Harrisburg, PA 17105

eng@abwe.org

www.abwe.org

Please no phone calls!

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Integrate-After the Mission Vision and Values


IntegrateIntegrate-After the Mission Vision and Values …

 Most leaders, after they finalize the recreation of their Mission Vision and Values (MVV) for their organizations, do what comes naturally — they share it with everyone. If that sounds like you, then it goes out on your website, and it gets printed poster-sized and hung on the walls of your conference rooms and lobby. You mention it consistently for about three months … and then it dies.

It dies because it is not an  intrinsic part of the way you do business.

It is not ingrained into the soul of your company. 

How do you make your Mission Vision and Values a part of the way in which you do business? You integrate it into the practices that are always connected to the people that make it happen — you integrate it into the people who are applying your HR practices. HR practices are practices that touch all employees.

What are some examples of HR practices?

  • Employee Relations
  • Recruitment Management
  • Workforce Planning
  • On Boarding Management
  • Training Management
  • Performance Management
  • Compensation & Benefits
  • Attendance and Leave Management
  • Compensation and Benefits Management
  • Employee Development Skill Management
  • Health & Safety
  • Employee Activities
  • Employment Policy Management

You could probably laundry-list 40-plus practices, but, for the sake of explanation, we are going to provide guidance on six key practices that you can integrate with your MVV quite easily. These six are your:

  1. Handbook
  2. Recruitment Process
  3. Performance Review Process
  4. Job Descriptions
  5. Communication Process
  6. Training and Development

Over the next few weeks, I will walk us through the integration of the MVV into each one of these practices. What has your experience been when integrating these concepts into your company’s practices? Share with us below. We would appreciate hearing your thoughts and stories.

What Is a Mission?


Got Mission?Organizational Mission

All successful companies have a Mission.  Without a Mission, well, no one will know what it is they are doing and why. Another problem organizations have when absent a Mission is that their customers and vendors often end up confused, having mixed expectations.

I have worked for many companies in my time. Probably more than most, and I consider this to be a good thing. The reason I consider this a good thing is that the experiences that God has given me in these numerous and diverse organizations has made me a far more competent counselor to businesses across the marketplace than if I had occupied one narrow niche for most of my
career.

One common denominator I have identified is that the businesses that are successful all have an established Mission  for their organization, a Mission that is co-developed by all of their employees and is ingrained into the culture of the organization. In fact, in high-performing organizations, candidates are exposed to the company’s Mission before they’re even hired. Vendors know theMission and Customers are aware, as well.

When Vendors know the Mission and Customers understand it, that’s enormously positive, but the most powerful and impactful group are your Employees. In my wealth of experience, I have discovered an absolute truth by simply listening to employees for more than 20 years. Fully 99 percent of all employees who come to work every day, want nothing more than to do a good job; in fact, most want to exceed your expectations.  It really is the American way. Work hard, play hard and love your life. The problem, though, that many organizations suffer from is a lack of leadership to help steer the organization.

Specifically, they lack leadership in creating a Mission that employees own and strive to achieve.

What is a Mission?

Your Mission is simply what you do best — every day ­— and why.  Your Mission should reflect your customers’ needs. Having a Mission is the foundation of turning the dreams and potential of an organization into reality.  So, in a nutshell, your Mission
simply affirms why your organization exists!

So what does a Mission consist of? Well, it really is not rocket science. It is simply what your organization collectively — yes, I said collectively — not top down management, or board of directors to management — developed. It works like this:

  1. The senior management team develops a framework of what they believe the Mission is and should be.
  2. Line management then takes the draft document to the line supervision.
  3. Finally, employees and a good HR rep facilitate a roundtable session using the draft Mission as a guide.

You have a couple of reiterations, meetings back and forth, and then it’s time for “Congratulations!” because you now have a consensus on your Mission. Now, of course, when it is being facilitated, the facilitator must be skilled in getting everyone on board with the final product.

Key is letting your employees know that each one of them has an opportunity to challenge it, provide their personal input and suggest changes, but that, ultimately, when the majority of the employees and management agree to the final document, then it is up to all employees to respect it and support it.

Benefits of Creating or Revisiting Your Mission.

The benefit of creating a Mission or revisiting a current one is that it opens up the communication process inside of your organization.  An effective Mission is based on input and commitment from as many people within your organization as possible. A Mission statement should not be an autocratic version of Moses and the Tablets.  All of your employees must feel and understand your organization’s Mission.  Only then can they make the necessary personal commitment to its spirit.

Tips for great Missions:

  • Keep it short.
  • Describe WHY customers will buy from you.
  • Define your product or service clearly.
  • Identify WHO is your ideal customer.
  • Specify WHAT you offer your customer — benefits, services, advantages, etc.
  • Delineate what makes your product or service different from that of your competition.

Examples:

Google: “We organize the world‘s information and make it universally accessible and useful.”

Starbucks: “We inspire and nurture the human spirit — one person, one cup, and one neighborhood at a time.”

Share with us your experiences with your Company’s Mission.  How was it created?  Who was involved, how would you have changed the process?  Is the Mission applicable to you and your coworkers?  Share with us and help the community to learn and grow.

 

 

Now Recruiting For: Receptionist New Cumberland PA


ABWEIn an economy where jobs are scarce, we are proud to be retained in assisting this wonderful non profit organization with filling this very import position. Please apply directly using the contact information below. Principles only, no agencies or recruiters thank you. ABWE is an equal opportunity employer.

The Association of Baptists for World Evangelism New Cumberland World Headquarters location is currently seeking a Receptionist to join its Team. Reporting to the HR Director this first point of contact position is responsible for answering all ABWE inbound toll and toll-free numbers as well as greeting guests and visitors to the home office. Responsible for call coverage of all departmental inbound calls such as ABWE Foundation and Planned Giving, Mobilization, Global Operations and Donor Services.

Some of the responsibilities will include:

  • Serve as receptionist and guest services
  • Assist with staff events and activities
  • Support staff in project-based work.
  • Assist with address changes to the database
  • Assist with various staff communication (e.g. announcements, Birthdays, etc.)

Some of the qualifications of the position include:

  • Proficient in Microsoft Office Suite
  • Proficient in typing
  • Good writing, analytical and problem-solving skills
  • Knowledge of principles and practices of organization, planning and records management and general administration
  • Ability to communicate effectively
  • Ability to operate standard office equipment, including but not limited to, computers, telephone systems, typewriters, calculators, copiers, facsimile.
  • Ability to follow oral and written instructions

Christian Life:
As an employee of ABWE you are an important member of a Christian organization. All staff members are Christian missionaries and are required to participate in chapel services. Because of the nature of our ministry it is absolutely necessary that you possess and maintain a lifestyle that is above reproach.

Association of Baptists for World Evangelism
Attn: Mr. Neil Glotfelty
P.O. Box 8585
Harrisburg, PA 17105

eng@abwe.org

www.abwe.org

Please no phone calls!

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Now Recruiting For: HR Coordinator New Cumberland PA


ABWEIn an economy where jobs are scarce, we are proud to be retained in assisting this wonderful non profit organization with filling this very import position. Please apply directly using the contact information below. Principles only, no agencies or recruiters thank you. ABWE is an equal opportunity employer.

The Association of Baptists for World Evangelism New Cumberland World Headquarters location is currently seeking a HR Coordinator to join its Team. This newly created opposition will be responsible for assisting the HR Director in recruiting, on boarding and training of all ABWE home office staff. Responsible for coordinating all staff events, meetings and activities. Responsible for maintaining staff records including staff directory, staff coding, staff handbook, etc.

Some of the responsibilities will include: 

  • Organizing and distributing HR communications (e.g. emails, letters, memos, agendas, etc.)
  • Maintaining staff records
  • Updating staff coding and personnel information
  • Assisting the current Supervisor (Director of Personnel/HR, Communications, and Information
  • Services) with managing his/her scheduling and meeting/calendar appointments needs
  • Coordinating and facilitating staff training
  • Assisting with new staff on boarding
  • Development of meaningful employee relations events

Some of the qualifications of the position include:

  • Bachelor’s degree in Human Resources is preferred or equivalent HR work experience
  • Solid organization and time management skills required
  • Strong communication skills, both verbal and written. Must be able to communicate with all levels of management
  • Self-starter with the ability to work independently with minimal direction
  • Must handle confidential information in a professional manner
  • Demonstrate initiative and consistently deliver results
  • Detail-oriented; must ensure a high level of accuracy
  • Maintain flexibility while working in a dynamic environment
  • Must have strong computer skills and experience with Microsoft products Word, Excel and PowerPoint

Christian Life:
As an employee of ABWE you are an important member of a Christian organization. All staff members are Christian missionaries and are required to participate in chapel services. Because of the nature of our ministry it is absolutely necessary that you possess and maintain a lifestyle that is above reproach.

HR@InHISNameHR.COM 

www.abwe.org

Please no phone calls!

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Now Recruiting For: Finish Team Members Myerstown PA


Keystone Collections by Martins.

Position Closed

In an economy where jobs are scarce, we are proud to be retained in assisting this profitable company with filling this very import position. Please apply directly using the contact  information below. Principles only, no agencies or recruiters thank you. Keystone Collections by Martins is an equal opportunity employer.

Keystone Collections by Martins, Myerstown PA manufacturing location is currently seeking an Finish Team Members to join its Team. Through lean manufacturing, finish furniture within the quality, productivity, and safety guidelines as set by the company and finish team.

Some of the critical factors for your success are:

  • Pride in Job and Quality Work Standards
  • Positive, “Can Do” attitude
  • Focus on maintaining productivity levels equal to or higher than the team’s average.
  • Development of personal skills and continuous learning to exceed work standards
  • Be a strong team contributor by consistently following team goals, guidelines, and standard operating procedures
  • Willingness for constant change to continuously improve the processes and organization
  • Understanding and utilizing lean manufacturing concepts 

Some of the preferred qualifications are:

  • 1-2 years finish experience helpful
  • Basic knowledge of the principles and practices of finishing wood products.
  • Ability to read at or above 4th grade level
  • Ability to perform mathematical calculations and read a tape measure accurately
  • Knowledge of departmental functions and organization
  • Willingness and ability to work overtime
  • Ability to consistently follow standard operating procedures
  • Ability to work under conditions with multiple and changing priorities, short deadlines, more than one source of supervision and work assignments

Keystone Collections by Martins

 650 Houtztown Road
Myerstown, PA17067
hr@keystonecollections.com

www.keystonecollections.com

Please no phone calls.

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Now Recruiting For: Office Manager Myerstown PA


Keystone Collections by Martins.In an economy where jobs are scarce, we are proud to be retained in assisting this profitable company with filling this very import position. Please apply directly using the contact information below. Principles only, no agencies or recruiters thank you. Keystone Collections by Martins is an equal opportunity employer.

Keystone Collections by Martins, Myerstown PA manufacturing location is currently seeking an Office Manager to join its Team.

Through servant leadership of the team, the Office Manager is responsible to efficiently prioritize, load balance, monitor and manage the office team for maximum efficiency.  Responsible for serving customers, vendors, and the rest of the organization with exceptional customer service to the quality level required, in a timely fashion, maintaining productivity and staying on budget.  Responsible to maintain high morale in the team, promote continuous improvement through lean office in all areas, troubleshoot to minimize rework and proactively plan for future growth.

This position will be responsible for the Management of all aspects of the Office: Customer Service, Vendor Relations, Contract Shop Relations, AP, AR, Payroll, Purchasing, Inventory Control, CAD/CAM, Crystal Reports, Configurator, and Global Shop ERP Software.

Some of the preferred qualifications are:

  • 2-4 years management experience
  • Advanced PC skills and knowledge of other office machines and equipment
  • Excellent computation and math skills
  • Personable, pleasant personality
  • Ability to speak to people at all levels of the organization and customers
  • Well organized, able to handle multiple projects simultaneously
  • Ability to work under conditions with multiple and changing priorities, short deadlines, and conflicts

Keystone Collections by Martins

650 Houtztown Road
Myerstown, PA17067

hr@keystonecollections.com

www.keystonecollections.com

Please no phone calls.

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Now Recruiting For: Finishing Team Coach Myerstown PA


Keystone Collections by Martins.

Position Closed

In an economy where jobs are scarce, we are proud to be retained in assisting this profitable company with filling this very import position. Please apply directly using the contact information below. Principles only, no agencies or recruiters thank you. Keystone Collections by Martins is an equal opportunity employer.

Keystone Collections by Martins, Myerstown PA manufacturing location is currently seeking a Finishing Team Coach to join its Team.  The Finish Team Coach is responsible for the quality level of the product, meeting the due date of the product, morale of the team, efficiency of the operation, and future growth of production.

Some of the duties of this position include: 

  1. Directs the day-to-day activities of departmental personnel with respect to production volume, flow, cost, quality and on time delivery dates.
  2. Maintains accurate time records to ensure accurate job costing for the department.
  3. Closes daily schedules on time and maintains proper paperwork flow with in the department.
  4. Monitors production reports to ensure achievement of financial, safety, quality and on-time delivery goals.
  5. Create and maintain a positive work environment which fosters high morale.
  6. Use strong communication skills, leadership, and coaching techniques to accomplish quality goals and exceed productivity standards.

Preferred Qualifications:

  • 2 years furniture finishing experience or equivalent in education.
  • Well organized, able to multitask with deadlines on most
  • Ability to expend the time to complete the job on time.
  • Ability to travel on company business which might include overnight stays.
  • Ability to be discrete, emphatic, and diplomatic
  • Physical ability to walk long distances, stand for long periods of time and work in areas with light dust, heat, chemicals and moderate noise levels

Keystone Collections by Martins

650 Houtztown Road
Myerstown, PA17067

 hr@keystonecollections.com

www.keystonecollections.com

Please no phone calls.

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