Managing Employees To Success Seminar


 

It’s no secret that businesses want to succeed. It also should be no surprise that their employees want to succeed! Of course, there’s often a strong, positive relationship between the two—when employees succeed, so do the organizations they serve. A key question, then, becomes: How can organizations most effectively encourage and support their employees’ success?

Mark Griffin, founder of In HIS Name HR and a professional with more than two decades of experience working with high performance organizations, is uniquely qualified to explore this question. Managing Employees to Success promises to be an interesting and interactive event that will offer fresh ideas and productivity-enhancing insights for employers and employees alike.

Limited Seating Register Below  

Join Us:  October 28, 2016 Noon – 2PM

9 West Main Street New Bloomfield, PA

Map 

Benefits Of Seminar

This seminar provides practical core Human Resources education for anyone that is directly or indirectly involved in leading employees. Using best practices from several high performing organizations, relevant HR competencies are presented in a manner in which participants can reflect, compare and contrast, form opinion and personal approach and implement upon their return to the work place.

This seminar will also help prepare people within your organization who may want to move into a supervisory role. The training is highly interactive (includes table exercises) and gives participants the opportunity to collaborate with other organizations.

Topics To Be Covered

  • Creating a high performance culture through practical HR competency development
  • Where most organizations go wrong engaging employees
  • Setting expectations
  • HR tools for creating success
  • Employee policy manuals
  • Codes of Conduct
  • Employee relations and communications
  • Performance management
  • Counseling and discipline procedures
  • Terminations
  • An overview of labor laws

Who Should Attend

  • Business Owners
  • Office Managers charged with Human Resources Responsibilities
  • Vice Presidents, Directors & Managers
  • Employment Managers, HR Managers and Employee Relations Professionals
  • HR Generalists, HR Analysts, HR Coordinators and HR Supervisors
  • HR Administrators
  • Supervisors
  • Managers

register-here

Or Call Becky: (717) 582-4523

Cost will be $15 for Chamber members and $20 for non-members; this includes lunch!

About The Presenter

Mark A. Griffin is the founder and chief consultant of In HIS Name HR LLC, a human resources outsourcing and career coaching firm created to help companies pilot the complex issues of managing HR.

As a human resources professional with 20-plus years of experience in both public (Quaker Oats Company, Kodak Inc., Merck Inc.) and private companies (Woolrich, Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high performance workplaces through utilizing best practices while leading companies with strong values.

 

 

If You Could Not Make It Here are The Slides! 

Making Your Performance Management System Work


Poor employee performance hurts an organization. Low productivity, incompetence, and unneeded expenses are the last thing organizations want at any time, particularly in today’s tough economy.

After decades of work in the field of business and human resources, I know that few things upgrade and energize an organization like a solid Performance Management System. A performance management system incorporates your organization’s Mission, Vision and Values as well as your annual goals and objectives to create the structure and accountability by which an employee can accomplish these goals and objectives and, more importantly, improve their lives. Only the highest-performing organizations make the performance review process a valued, appreciated, and eagerly anticipated system for the both organization and its employees.

Instead, what usually happens?

Sadly, many organizations do not systematically review or improve employee performance at all! This leads not only to unmet expectations from the management’s point of view, but also creates confusion and frustration for employees. The result is poor performance and money down the drain. Other times, organizations attempt to implement a yearly review but end up doing it backwards and it becomes counter-productive. This article will teach you how avoid this pitfall.

Have you ever weathered “The Dreaded Annual Review Meeting?”

Television and film have lampooned the phenomenon, highlighting the common foreboding employees feel and the waste of time such a meeting can be. How can you implement a Performance Review System that will consistently improve employee productivity and competency, save costs, and have eager employees lining up for it?

Start by avoiding these two biggest, most critical mistakes…

Mistake # 1 The leader fails to include input and participation of the employees at the beginning of the process.

The best performance programs are employee-driven. The leadership works in a “guide and support” role. This is a significant shift, but one that can make or break your organization. When the process of improvement and review is centered on and driven by the employees, it creates an emotionally potent sense of ownership and cooperation. Instead of being hounded and rebuked by a controlling boss, the employee is the source of increased performance through an active and vested role.

It behooves an employee to generate high performance and a good system will take this into account by providing employees the dignity of being responsible to see the improvement process through to the end. The performance program should encourage and reward employees who initiate performance conversations with management. A program executed well will encourage the employee to want to do better as he/she makes the efforts necessary to ensure it happens.

Mistake #2 Leaving out personal development.

Never forget the vital career development component. A simple career development piece can do wonders for employee morale and can be easily built right into your performance program. Employees naturally want to improve their lives and better their circumstances. A career development component helps employees know, envision, and subsequently achieve promotions, positions, and greater responsibility within your organization.

A career development focus gives the employee the opportunity to take ownership of their career destiny.

A good career development component helps the employees ascertain what they need to do to close the gaps in their experience and education in order to be promoted to other positions. Many great programs include education and seminars, but some cleverly include short-term assignments in other positions to gain vital hands-on experience.

Implementing a proper performance program may seem daunting, remember that employees are not just your greatest assets; they are the key to ensuring that you can thrive in challenging economic times.

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Mark will be speaking at the Academic Officers Summit,  October 24 and 25, 2016 in Orlando Florida.  Learn more here. 

In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

Live2Lead American Music Theatre Lancaster PA


In HIS Name HR is proud to sponsor Live2Lead, a half-day leadership development simulcast designed to equip you with new perspectives, practical tools and key takeaways.

Use the code ‘Human’ to receive $15 off the individual ticket price
Teams of 10 or more enjoy a discount without the need for a special code.

Friday October 7th, 2016  || Live Simulcast from 8:00am — 12:30pm Tickets available at American Music Theatre: Tickets Here

Live2Lead is a half-day simulcast, leader development experience designed to equip you with new perspectives, practical tools and key takeaways. Learn from these world-class leadership experts, be prepared to implement a new action plan, and start leading when you get back to the office with renewed passion and commitment.

This year’s speakers include:

JOHN C. MAXWELL
Leadership expert, bestselling author, and coach

SIMON SINEK
Optimist and author, leadership authority

LIZ WISEMAN
Researcher, executive advisor, speaker, and President of the Wiseman Group

DAN CATHY
Chairman, President, and CEO of Chick-fil-A

Lunch will be sponsored by Chick-fil-A!

YOU DON’T WANT TO MISS THIS!  Register now, seats are limited.

WHEN Friday, October 7, 2016 from 8:00 AM to 1:00 PM (EDT)

Values Statements That Impact Your Workplace


The third ingredient of MVVs is values, specifically core values. A core value, from a human resources perspective, reflects the heart of an organization. It pumps the blood throughout; it makes an organization tick. It defines the organization and its culture and what it takes pride in doing. It is how vendors and customers view an organization’s behavior toward them. It is what employees tell their neighbors and friends when asked what it is like to work where they do.

An organization focused on quality might state its core value as: We do not compromise on quality. Quality is job one. An organization valuing individual responsibility would want to say: We believe in holding ourselves accountable. We deliver on our promises and we always endeavor to use good judgment. Efficiency, honesty, customer service, ownership—these and many more reflect the kinds of core values that high-performing organizations embody.

In order to enjoy growth and prosperity and achieve high performance, an organization must first look inward and thoughtfully address these three critical aspects of running an organization. Those that invest in a well-developed and bought-in mission, vision, and values will reap dividends far beyond those that do not.

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In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

 

Vision Statements That Move Organizations Towards Excellence


Vision statements should consider how the market and your customer base may change within the next three, five, or seven years, how such changes can create opportunities for your organization, how to bridge the distance between how things are today and where you envision you want to be within your established timeframe, how you will surpass your competitors in order to gain greater market share, and also what you are doing collectively to capitalize on the changes in business conditions and your business’s needs.

Like a mission, an organization’s vision has ideally been created/ contributed to by all employees. The more buy-in an organization has among its employees, the greater the effectiveness of the vision. The vision should inspire—it demonstrates where the organization as a whole wants to be, and what will occur as it delivers on its mission. It is where an organization envisions itself in those three, five, or seven years. (We prefer five years, because that is a reasonable amount of time for most organizations to get to the next step.)

So, whereas the mission is what an organization does best every day, its vision is what the future looks like when it fulfills its mission exceedingly well. Some effective vision statements include Nike: To be the number one athletic company in the world, and Amazon: Our vision is to be earth’s most customer-centric company; to build a place where people can come to find and discover anything they might want to buy online.

When I worked for Gatorade, we developed an incredible advantage over the competition because we took the time to establish its vision, where they were going and when they wanted to get there, and ensured that every employee shared this vision. Gatorade’s competitors at the time, Powerade and All Sport, faded away as a result, because they lacked a commonly shared vision, they lacked direction—they lacked a road map.

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In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

College to Career, The Get Up and Go Show WJTL Lancaster PA


Tune in and listen to Fred and Lisa as they interview Mark A. Griffin, Chief Consultant for In His Name HR, LLC.  The topic will be Mark’s new book, College to Career: The Student Guide to Career and Life Navigation.

Listen below online or download the podcast from iTunes here.

Recorded live at WJTL headquarters on Tuesday, July 19, 2016.

 

 
 

Have iTunes? Podcast is available through iTunes.

 
 

Creating Impactful Mission Statements


Successful organizations begin by establishing their mission, which is the core reason for their existence—the product or service they provide, who they provide it to, and the benefits of that product or service. A lack of an established mission means that not only are staff and management unsure of their purpose, but customers and vendors are also left in the dark, uncertain of what to expect.

An organization’s mission ideally defines what it does best every day and why, and reflects the customer’s needs as well. Having a mission is the foundation upon which a high-performing organization’s dreams and potential become reality. Essentially, it affirms the reason(s) why an organization exists.

Under the guidance of a project facilitator, a team of senior management begins by developing a framework of what they believe the mission should be. The facilitator shares and explains this mission framework to each supervisory layer, soliciting input on each occasion, and ultimately shares it with the employees who then sit down with a good human resources representative in a roundtable session to discuss it and generate further input. The facilitator may need to go back and forth a few times before a final product is derived. Once the majority of employees and management agree to the refined mission, all employees need to agree to respect and support it.

A primary benefit to creating or revisiting a mission is that it opens up communication within and throughout an organization. Every successful organization has a clearly established mission, one that has been developed with input from all employees collectively, not simply flowing down from the top. By engaging employees in establishing their organization’s mission, they become fully invested in it. The mission must be ingrained within the organization’s culture. Not only are employees and customers made familiar with the organization’s mission; candidates are also exposed to the mission of high-performing organizations during the interview process, before they’re offered a position.

Some tips to remember when writing a mission statement: 1) keep it short and easy to remember; 2) specify who your target customer is and describe the advantages you offer; and 3) define your product clearly and how it differs from the competition.

You may be wondering how you can say all that and still keep your mission statement short and memorable. Here are two strong examples from high-performing organizations with effective mission statements.

Google: We organize the world‘s information and make it universally accessible and useful. Their marketplace? The world. Their product and its advantages? Organizing the world’s information to make it easily accessible and useful. They do this and they do it exceedingly well.

Starbucks: We inspire and nurture the human spirit — one person, one cup, and one neighborhood at a time. Their marketplace? Also, essentially the world, yet they stress the individual: one person, one neighborhood at a time to maintain a personal feel. We are already very familiar with their product and social coffeehouse environment, aren’t we?

In addition to a mission statement, all high-performing organizations possess a clearly defined vision. Organizations with an established vision have a workplace of direction, purpose, and achievement. These organizations envision where they want to be and do the appropriate things to get there. Every employee is given a copy of this road map.

 

In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

Harrisburg PA Kingdom Business Network (KBN) Symposium


June 14, 2016

Harrisburg, PA

Life Center Ministries presents:

Kingdom Business Network (KBN) Symposium

You don’t want to miss this unique and powerful event.

17 Business Owners

Offering Incredible Business Insight

15-Minute Presentations Each

Ted Talks Format with Brief Question And Answer Following

Come hear Mark A. Griffin deliver in 15 minutes, “How to Build High Performance Organizations”.

The purpose of this gathering is to provide a platform for Spirit-led business leaders in Central Pennsylvania to speak about Kingdom business principles. This will “Encourage one another and build each other up, just as in fact you are doing.” (1 Thessalonians 5:11)

Please visit this Symposium Speaker Page for information on speakers and topics.  Want to know what time each speaker presents? The speaker schedule is located here.

 

Get Tickets Here

 

 

 

About The Speaker

Mark A. Griffin is the founder and chief consultant of In HIS Name HR LLC, a human resources outsourcing and career coaching firm created to help companies pilot the complex issues of managing HR.

As a human resources professional with 20-plus years of experience in both public (Quaker Oats Company, Kodak Inc., Merck Inc.) and private companies (Woolrich, Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high performance workplaces through utilizing best practices while leading companies with strong values.

While serving in the United States Air Force, Mark received his Bachelor of Science degree in Human Resources Administration from Saint Leo University. He earned his MBA from Bloomsburg University while interning for Congressmen Kanjorski as a Military Liaison during the first Gulf War. Mark has completed several executive education programs at the University of Michigan and is a certified practitioner of the Myers Briggs Type Instrument MBTI®.

Mark and his wife, Gail, have two adult children, and will celebrate their 30th wedding anniversary this June. They attend LCBC Church. Mark has traveled the world coaching leaders on “Business as Mission” in Eastern Europe, India,  Haiti and the Dominican Republic.

Mark is an author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation.

Speaker and accomplished HR consultant, Mark A. Griffin gives Christian leaders encouragement in building values-led organizations during these difficult economic times.

 

 

 

Now Recruiting For: Director of Real Estate Development Lancaster, PA


Director of Real Estate Development

In an economy that is yielding very little career opportunities, we are excited to be retained by this wonderful organization, Community Basics, Inc. to assist in recruiting a Director of Real Estate Development for their Lancaster, PA location.

Community Basics, Inc. (CBI) addresses the ongoing need for affordable housing by partnering with federal, state and local organizations to build and manage rental communities for moderate-income families and individuals throughout Lancaster County and surrounding areas.

Start building your brighter tomorrow today.

Some Essential Duties:

  • Assisting the team in locating potential new projects and develops strategies to obtain financing for such projects, including preparation of funding applications.
  • Responsible for coordinating architects, general contractors, planning consultants market analysts, environmental consultants and other third party contractors.
  • Coordinating development team members during pre-development of projects.
  • Responsible for coordinating methods for obtaining local municipality planning approvals, including communication with specific community groups, government officials and neighborhood residents.
  • Responsible for attending job meetings and advise on construction issues concerning projects in the building stage.
  • Assisting in the preparation of funding presentations to governmental officials, lending and other funding institutions.

Some Position Requirements:

  • Bachelor’s Degree with experience construction and development.
  • Minimum of 2 years experience with building design, land planning and/or government processes preferred.
  • Computer experience is required (including Microsoft office suite).

It is critical that employees support the attainment of our organization’s Mission, as well as align their performance, goal setting, and focus on realizing our organization’s Vision.

Some Required Personal Attributes:

  • Self-Starter.
  • Detail Oriented.
  • Professional attitude.
  • Excellent problem solving skills.
  • Ability to perform multiple tasks.
  • Excellent communication skills, both verbal and written.
  • Ability to learn quickly in a complex environment.
  • Self-confidence.
  • Strong people skills.
  • Must be able to culturally adapt to the customers.

Just like all Community Basics employees, the conduct of this employee must be consistent with good character, and must be an appropriate reflective of our organization’s heritage. Complete support of and willing adherence to Community Basics mission and vision. Applicant must hold these standards as his/her own.

Location Will Be:

Community Basics Inc.
941 Wheatland Ave
#204 Lancaster, PA 17603

Due to the overwhelming response we anticipate we ask that you are patient during the selection and interview process. All qualified applicants will be notified.

Cover letter should include why you should be considered for the position and what would make you the best candidate.

All qualified individuals may submit a resume and letter of interest to:

Email HR@InHISNameHR.com

Community Basics Inc. is an Equal Opportunity Employer.

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Human Resource Leaders Launch Christian HR Community Support Forums


Press Release

LANCASTER COUNTY, Pa.May 18, 2016 /PRNewswire/ — In HIS Name HR has joined with Christian HR experts and leaders to initiate a dynamic new community designed to nurture and support Christian HR professionals via monthly forums.

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These forums  in a private, non-judgmental environment, and encourage members to apply Christian practices in their dealings with customers, employees, customers and vendors.

The primary goal of this initiative is to enable Christian HR professionals to achieve a successful and satisfying life, offering an opportunity to regroup at its monthly forums and learn how to identify and balance their organizational, career, personal and spiritual goals.

Each session is held in a confidential setting, facilitated by a seasoned Christian HR professional. The forums are run with a Biblical approach, and include prayer devotions and fellowship over lunch before each session.

President and founder of In HIS Name HR LLC Mark A. Griffin spoke of how the forums encourage growth in the Christian HR professional community.

“The forums are supported by Christian human resources leaders who have experienced feeling isolated, and have overcome the types of personal and professional challenges those who attend the forums face,” Mr. Griffin said.

Topics range from how to successfully develop high-performance recruitment systems, implement high-performance employee review programs, employee relations and development, and how to tackle these and other issues as a Christian leader, and are covered in depth through training-based open discussions.

To find out more and join the forums, visit.

For further information contact:

Mark Griffin
In HIS Name HR LLC
717-572-2183
Email

ABOUT In HIS Name HR

Founded by HR expert Mark A. Griffin, in 2011, In HIS Name HR is guided by Christian values and strives to reflect Christ in all areas, starting with the view that everyone should be treated with dignity and respect, and that your employees are part of your organization’s family.

In HIS Name HR provides progressive HR programs to increase productivity and profitability, eliminate non-value-added practices and enhance employee wellbeing. The company provides round-the-clock support and representation in all HR situations.

To view the original version on PR Newswire.

SOURCE In HIS Name HR