Because Outlook Told Me So

Apr 2, 2012

This Post From Guest Blogger Buzz Rooney

I have always worked in small HR departments where I am one of 2-3 staff members, wearing multiple hats and juggling competing priorities all day, every day. I am generally orderly and mindful in my work and in my record-keeping. That is an essential skill in this profession where historical data can be called upon at any time for analytics or legal scrutiny. When my staff asks me how I keep it all together and remember to start, track and finish all these tasks, I jokingly say “I don’t remember anything. I just do what the Outlook reminders tell me to do.”

Still, there are times when I sit at my desk and look at the piles, issues and emails that all need to be addressed and I have no idea where to start or how to get it all done! When that happens, I take a deep breath, pull out a piece of paper and make a list.

Habakkuk 2:2-3 (NKJV) – “Write the vision and make it plain on tablets, that he may run who reads it. For the vision is yet for an appointed time”

• Written plans set priorities and give focus. Once you have dumped your brain and written down everything, you can organize the list according to what is most urgent and important. You may be able to get help or delegate tasks. You may find that there are items that can be postponed or removed altogether. You may find tasks that can be merged together. However, when thoughts are just rolling around in your mind and piles of work are all around, you have no idea of any of these things! Deadlines get missed and important items get forgotten. This is not what God would have for us. God wants us to be productive and meet needs through our work (Titus 3:14). Being deliberate and logical in our work can help us achieve this.

• Written plans make it easier to measure effectiveness. When you maintain a list of to-do items or another type of action plan, it is easy to see not only what needs doing but also what has been done. There is a great feeling that comes from conquering tasks on your list (Proverbs 13:9). It gives us a sense of accomplishment that can help keep us motivated to continue working hard in pursuit of our goals (Galatians 6:9).

There are two clear pitfalls to avoid in when preparing the lists and plans for our work.

• Complicated, confusing objectives. The Scripture calls for us to make things “plain” so our plan is easy to follow. Keep things clear and concise.

• Lengthy, lofty outline. The Scripture calls for us to create plans for “an appointed time.” This is why long lists without clear time limits are ineffective. Keep things specific and finite.

• Whether it is a strategic plan for the organization, a meeting agenda or to-do reminders for the day – the ability to create and follow a written plan is critical to consistent performance and long-term achievement. God wants us to be effective in our work. He also wants us to be organized and methodical. And when we look to Him for strength and guidance through prayer and meditation, we can rest assured that He will direct and keep us on a path to success (Proverbs 3:1-8).

Buzz Rooney is a practicing HR Professional with over a decade of experience in the production, manufacturing and retail industries. She has Bachelor’s Degree in Communication Studies with a focus on Organizational Communication and Leadership as well as a Master’s Degree in Human Resources Management.

Mark A. Griffin | Blog, Inspiration

Sales Representative Myerstown PA

Mar 22, 2012

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 location is currently seeking a Sales Representative  to join its Team.

Mark A. Griffin | Blog, Now Recruiting For

Warehouse Team Supervisor Myerstown PA

Mar 3, 2012

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 Warehouse  Team Supervisor to join its Team. The Wareshouse  Team Supervisor 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 the warehouse.

Through servant leadership of the team, the Warehouse Team Supervisor is responsible for overseeing the quality and consistency of all product lines outbound and raw material inbound. Also responsible for overseeing and maintaining delivery schedules and guaranteed completion dates. Responsible for some aspects of grounds keeping.

SOME IMPORTANT FACTORS FOR SUCCESS:
• Pride in Job/Quality Work Standards
• Positive, Can-Do Attitude
• Development of Skills and Continuous Learning
• Following Company Goals, Plans and Guidelines
• Willingness for constant change and changing priorities
• Servant leadership in leading, motivating, and developing the team
• Planning and managing the work flow
• Completing jobs on time, on budget

SOME GOALS OF THIS POSITION:
1. Oversee and direct warehouse and delivery personnel to achieve a high level of customer service and satisfaction. Provide outstanding service to customers coming to pickup their furniture, and to customers we deliver their furniture. Maintain 100% guaranteed on-time delivery of furniture.
2. Manage vendors, vendor quality, and lead time.
3. Effectively manage inventory to ensure quality products and cost savings to the Company.
4. Provide quality-assurance support to production and delivery areas to ensure that products are built in accordance with customer and company quality requirements while maintaining production flow.
5. Be a service organization for all the other teams, to keep production flowing smoothly as relates to warehousing and maintenance. Constantly monitor warehouse layout and work with teams to improve their efficiencies by organization and strategic locations. Maintain a preventive maintenance program company wide to ensure smooth operation.
6. Continuous Improvement within the Warehouse Team to improve efficiency.

SOME DUTIES AND RESPONSIBILITIES:
1. Lead the warehouse team in lean manufacturing which includes team meetings and team kaizens focusing on improvements and efficiencies and ways to serve the other teams better. Coach the team in actively participating in coming up with ideas to improve the team. Develop teamwork by making decisions as a team.
2. Staying current with the trends of the furniture industry especially as it relates to lean, warehousing, customer service, workflows etc.
3. Directs the day-to-day activities of the warehouse, including shipping, receiving, sanitation, maintenance, inventory control, etc.
4. Maintains accurate time records to ensure accurate job costing for the department. This includes daily review and “balancing” of team’s labor.
5. Maintain proper paperwork flow to ensure accurate inventory. This includes overseeing the closing of schedules, writing up reject lists, and filling out material lists for warranty and non-warranty repairs.
6. Trains, assigns duties and work schedules, and supervises the work of the warehouse and delivery team.
7. Manage vendors and their quality by developing agreed upon specifications and holding them accountable. Monitor raw material reject % and hold vendors accountable to industry standards and goals set by MWP. Develop partnership relationships with vendors to gain very short lead times with very small quantities cost effectively to enhance lean manufacturing.

SOME SKILLS AND ABILITIES:
• Understanding of furniture design and construction, with ability to read prints
• Basic knowledge of shipping and warehouse procedures and regulations required
• Ability to perform mathematical calculations accurately
• Ability to motivate team efforts to accomplish goals
• Strong personal leadership, supervisory and communication skills
• Well organized, able to handle multiple projects simultaneously
• Knowledge of the principles and practices of supervision
• Willingness and ability to work overtime as needed
• Willingness and ability to attend meetings before/after normal hours

Send resumes in the strictest of confidence to: HR@INHISNAMEHR.com

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Mark A. Griffin | Now Recruiting For

Finishing Team Supervisor Myerstown PA

Mar 2, 2012

Position Filled 

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 Supervisor to join its Team. The Finish Team Supervisor 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:

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

Preferred Qualifications:

• 2 years leadership experience
• 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

Send resumes in the strictest of confidence to: HR@INHISNAMEHR.com

Want to get future vacancies and blog updates? Subscribe here: Click

Mark A. Griffin | Blog, Now Recruiting For

Administrative Assistant III New Cumberland PA Location

Feb 16, 2012

Postion filled 02/27/2012

In HIS Name HR has been retained to assist in the recruitment for this integral position within an International Missionary Organization.

 Administrative Assistant III

Mission/Vision: 

To make disciples among every people group on Earth by sharing the story of hope that we have in Jesus Christ, building communities of faith and serving the world with love.

Job Summary:

Duties include performing administrative and office support activities for the Chief Operating Officer & Executive Vice-President of the organization and the President of the Foundation as well as other senior level managers in the Advancement area.

Duties also include fielding telephone calls, receiving and directing visitors, word processing, filing, and managing e-mail communications. Extensive software skills are required, as well as Internet research abilities and strong communication skills.

Requires some work experience with high end personal donor touch and handling of ministry supporters/donors as related to advancement and/or major donor cultivation efforts. At times, may supervise other support staff. A premium is paid for specific industry or market experience in the advancement/development areas.

Advanced computer skills with the ability to train others in system usage is preferred.

Some Of The Responsibilities May include but are not limited to: 

• Handle Phone Calls (both incoming and outgoing).
• Process Daily Mail for Corporate Advancement & Foundation team.
• Maintain COO’s and President of the Foundation’s calendar and schedule to coordinate work flow and meetings.
• Work to maintain effective interdepartmental relations and communications within Corporate Advancement, Foundation and Home Office operations.
• Time Card Manager & Benefits Charts Bi-Monthly (Cross-train with Planned Giving & Advancement Support Assistants).
• May supervise volunteers and other support personnel (Cross-train as needed).
• Maintain confidentiality in all aspects of constituent, staff and organizational information.
• Support Corporate Advancement staff in project-based work.
• Compile, transcribe and distribute minutes of meetings.
• Prepare agendas and make arrangements for meetings – including the Board Finance & Audit Committee and Foundation Meetings.
• Annual Board communications to Finance & Audit Committee and Foundation Board Members.
• May conduct research, compile date and prepare reports for consideration and presentation to Staff and Board members.

In addition to these primary responsibilities listed above, this position will also be available to assist and be “cross-trained” with supporting the Advancement team in a variety of  areas:

Some Of The Qualifications May Include:

• Proficient in Microsoft Office Suite; Preferred familiarity with some type of Donor Management software.
• Proficient in typing.
• Good writing, analytical and problem-solving skills.

Education:

• Minimum High School Diploma; Preferred BA, BSBA or AA degree.

Some Of The Physical Demands and Work Environment May Include:

While performing the duties of this job, the employee is regularly required to sit for long periods of time; talk or hear; perform fine motor, hand and finger skills in the use of a keyboard, telephone, or writing. The employee is frequently required to stand; walk; and reach with arms and/or hands.

Necessary Attributes:

• Takes initiative
• Energetic and deadline oriented
• Strong communication skills
• Able to work alone or in a team environment
• Cheerful
• Self-disciplined

Christian Life:

As an employee of this Organization you are an important member of a Christian organization. As such, all staff members are considered 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.

All Employees must: 

1. Be a current and active member and/or      regular attendee of a local Bible-believing church.
2. Be able to fully support the      organizations core mission, vision, values, and ministry philosophy.

For consideration, please submit your cover letter and resume to HR@InHISNameHR.com

To receive updates on other positions we are recruiting for as well as our weekly blog updates, subscribe here: Click

Mark A. Griffin | Blog, Now Recruiting For

Good News for Tumultuous Business Times- Radio Series Launched to Inspire Christian Business Owners

Feb 14, 2012

Good News for Tumultuous Business Times- Radio Series Launched to Inspire Christian Business Owners  

Contact: Keith Wilson, Praise His Name, 740.264.4604; Mark A.Griffin, In HIS Name HR LLC, 717.572.2183.

Wintersville, OH – FEB 14,2012 /Christian Newswire/ “Praise HIS Name” in partnership with “In HIS Name HR LLC” announce the launch of a twelve week radio series highlighting faith in the Christian owned workplace. Tune in and enjoy listening to Mark A. Griffin, Chief Consultant, inspire you as he dialogues with host Dee Kovach, exploring twelve inspiring weeks of Christian Business topics.

Week 1-Why do you need to build a “Kingdom Minded” company?

Week 2-What is a “Kingdom Minded” company?

Week 3- What is an Organizational Mission?

Week 4- What is an Organizational Vision?

Week 5- What are Organizational Core Values?

Week 6- HR Practices, what are they?

Week 7-How to integrate Your Mission, Vision and Core Values into your HR Practices

Week 8-How to hire the best candidates for your company

Week 9- How to manage employees to their potential within your company

Week 10- How to get your non-performers off the bus

Week 11- Ways to effectively introduce Christ into your workplace

Week 12- How best to develop and manage your Company Culture

In HIS Name HR LLC specializes in Christian business consulting for Christian owned companies who want to integrate Christ into their workplaces through the implementation of High Performance Organization HR practices.

In HIS Name HR LLC’s mission is to provide world class business consulting by assisting our clients in their quest to be prosperous and “Kingdom Minded.” We provide progressive Human Resources programs that will increase profitability, eliminate non-value added practices, increase productivity, improve quality and, most importantly, enhance employee well being.

“Praise His Name” is the place where listeners can tune in and hear interviews, music from today’s best Christian artists, inspirational messages, sermons from area pastors, talk shows with a Christian-based theme and yes, even comedy. Praise his Name is an Internet based radio station that allows on demand listening to what you want to hear, when you want to hear it. Best of all, the station is available 24-hours a day.

Praise His Name’sMission is to be the Voice calling out on the Internet!  An oasis of Peace, Truth, Grace and Love in a world looking for real answers.

Learn more about Mark A. Griffin and his quest to help the Christian owned company live their faith by visiting him at www.InHISNameHR.com, or call him 717.572.2183 or contact him on www.Twitter.com/InHISNameHR.

Mark A. Griffin | Blog, Events, Kingdom Company Building

Accounting Professionals Lancaster County PA Positions

Feb 10, 2012

Accounting Professionals

We are proud to be retained in assisting several profitable companies with filling several accounting positions for their Lancaster County PA locations.

Senior Accountant

• BA/BS Degree in Accounting
• 8-12 Years Experience
• Not yet at the Controller or CFO level
• Seeking a salary that would not surpass 60K

Controller

• BA/BS Degree in Accounting
• 15+ Years Experience
• Currently at Controller or small company CFO position
• Seeking a salary that would not surpass 80K

Resumes held in the strictest of confidence.

Principles only no agencies or recruiters  please.

Send Resume and salary expectations to: HR@InHISNameHR.com

Mark A. Griffin | Blog, Now Recruiting For

What to Do Next and Wrapping It All Up

Feb 8, 2012

What to Do Next

So there you have it. The past few blog postings have given you plenty of ideas on how to integrate your MVV into the culture of your organization through your HR practices. There is a lot to digest, especially if you are not an HR practitioner. Don’t be overwhelmed by the possibilities before you. Simply work out a plan with your Team.

The first step is to create your Mission Vision and Values. Always include your employees in the process. Hire a good facilitator if necessary, but get this done for the sake of your organization.

The second step is to document what HR practices you currently have in place and what practices you still need. This may be a good time to bring in an HR expert to, at minimum, consult with you to help you understand what practices would serve your organization best.

My firm specializes in conducting a thorough examination through a rigorous HR assessment. Contact us today if you are interested in powering your organization to the next levels of performance through the development of HR practices that drive yourMissionand support your Vision in a way that personifies your wonderful Christian values.

Wrapping It All Up

Family-owned companies, as well as non-profits, have a distinct advantage over their secular counterparts. This advantage is the flexibility to state where they are coming from and how and why they are founded, without being accused of proselytizing in the workplace. Simply stating that your organization is “founded on Christian principles” is enough to let the public know where you are coming from and clear the air that you are not requiring your employees to commit to a certain faith’s principles.

We all have choices to make as leaders. We can choose to leave behind a legacy that our families, employees and communities can remember, or we can take an easier route, put our heads down, and reflect the politically correct agenda to which we have all been assimilated. The decision is yours and yours alone. Of course, the Holy Spirit has a lot to do with it, and I am confident that, when you consult with Him, you will choose the right path — the right path to avoid worrying about sharing your faith through your MVV with your employees, community, customers and vendors.

Having met with hundreds of people regarding the process of building Kingdom-Minded organizations, one thing is for certain: many recipients of this are frightened by the thought of sharing the message of Jesus with their employees. They are even frightened at the thought of insinuating that they are believers. I try to comfort them; I try to console them; I pray with them and I pray for them. But, at the end of the day, they need to make the decision for their organizations. They need to decide that the message of Jesus Christ is and will always be first and foremost, ahead of their companies and their own uncertainties.

When I started my HR consulting firm in April of 2011, I, too, had a decision to make. I could take the easy route and mask my purpose under a secular type of business model, content to secretly connect with Christian leaders to help them develop their companies to be Kingdom-Minded, or I could step out in faith and “out” myself as a Christ follower to my world of secular business associates. Having friends and contacts in senior level positions at some of the most politically correct organizations in the world made me understandably somewhat nervous as to how they would perceive the path I had chosen to take. Some of these executives are at such companies as Pepsi, Merck, Kodak, Armstrong, PayChex — the list goes on. Although most of what I do does not fit within these organizations, most of these specific executives have helped by connecting me to Christian-minded business people who could help prosper my business.

Ultimately, I decided to “out” myself, and, since then, I have received incredible, gratifying, heartfelt compliments spanning across my secular business network. What made me decide to go outward and name my firm “In HIS Name HR, Christian Business Consulting” was my reflection upon the passage of Matthew 25:14–30 NIV Edition

His master replied, “Well done, good and faithful servant! You have been faithful with a few things; I will put you in charge of many things. Come and share your master’s happiness!”

So, let me ask: if this was your last day and you were to meet God tomorrow, would you feel as if you had shared the message of Jesus with all whom you knew? Are you truly a good and faithful servant? I know that, when that day comes, I want to be able to look in God’s eyes and ask, “Father, was I pleasing? Was I a good and faithful servant?” I want to hear that, yes, I was.

What are you going to hear when you ask?

Mark A. Griffin | Blog, Kingdom Company Building

Rules Weren’t Made To Be Broken

Feb 1, 2012

This Post From Guest Blogger Buzz Rooney

As a manager and HR professional, I encounter a lot of foolishness and hatefulness in the workplace. Passive-aggressive behavior, back-stabbing, finger-pointing, laziness, discrimination, bullying and flagrant insubordination are all too real! This is part of the reason I enjoy working in HR. I get to help find justice for wronged individuals; I get to help train and develop other managers to overcome these same issues and prevent them for the future.

There are times, however, when the responsibility to protect the employer I work for and mitigate potential liability feels like it clashes with my faith. There are times where I feel like a hitman sent to take out a pesky adversary like something out of mobster film. Terminating employees doesn’t feel good. Negotiating ‘no-fault’ separation agreements doesn’t feel good. Denying employee requests doesn’t feel good.

So what do I do about it? Why do I keep going to work and doing this stuff every day?! How have I managed to stay in this career for almost 15 years?!?

I adhere to the rules and the spirit in which they were intended.

NLT Romans 15:4 – “For whatever things were written before were written for our learning”

In the workplace, this verse of Scripture applies to the policies, procedures, training documents, handbooks and manuals. These governing documents are the ideal way for the business of the workplaces to be conducted. The documents are typically not written with the intention of causing hurt, harm, danger or confusion. On the contrary, they are written to be consistent, effective, efficient and fair in our workplace dealings. They are written for our learning.

Therefore, I choose to believe the processes and practices that derive from them are also intended for the good of the people in our workplaces. I see God in the order which comes from enforcing and upholding the standards set forth in policies, procedures, training documents, handbooks and manuals. So I focus on that as I handle the challenges which come my way (Philippians 4:8).

When someone violates regulations that are intended for good, that person is out of order and should be corrected. When someone is violated by someone who misused regulations to cause harm, there is a responsibility to correct that also. But that may not necessarily mean the wronged individual can keep working. And it may mean more than just a warning for the person who broke the rules. It may mean letting people go. And, no matter how often you do it, that never gets easier – especially in these times where our economy is suffering and unemployment is so high!

In those moments, I focus on the fact that God is able. He provides for me and He protects me. And I know He does the same for others! I remember that all things work together for good to those who love God (Romans 8:28) and what may seem like a terrible outcome could be part of God’s plan to bring about good things in the future (Genesis 50:20). And I pray before, during and after major decisions for His will to be done, even when it doesn’t feel good to me and/or when I don’t understand.

My hope is that this is enough. Amen.

Buzz Rooney is a practicing HR Professional with over a decade of experience in the production, manufacturing and retail industries. She has Bachelor’s Degree in Communication Studies with a focus on Organizational Communication and Leadership as well as a Master’s Degree in Human Resources Management. Buzz is also a blogger and part-time HR consultant. Read more of her writings, connect and contact her at www.thebuzzonhr.com

Mark A. Griffin | Blog, Inspiration

Integrate — Job Descriptions Make a Difference

Jan 16, 2012

Integrate — Job Descriptions Make a Difference

For many years I have witnessed leadership at a variety of levels at several companies struggle to see the value of certain HR practices.  One practice of uncertain value from them within HR that always seems to pop up is Job Descriptions.

Why do you need job descriptions? Do companies really use them?  We created some 5 years ago, will they work?  Are they just an old school personnel requirement? Well, you actually need them for a variety of reasons, such as to:

• Reiterate your Mission, Vision and Values (MVVs)
• Align employees to shared goals
• Use as an effective hiring tool
• Reinforce what is required from your employees and why

Reiteration of your Mission Vision and Values

Job descriptions should remind employees what the overall objective is for their position. Why? Because that objective should tie in to whatever the Mission and Vision of the company are. Absent a clear objective statement, both new and current employees won’t understand why it is they do what they are asked to do. That might sound a little crazy, but I have met hundreds of employees over the years who, when asked why they do what they do at work, they had no answer. I do know that when employees know the objective and why they exist in their roles, they are self-driven to exceed that objective.

 We are not becoming lazy as a nation; we are coming unguided!

It is the greatest fallacy of the workplace that we have become merely lazy, when, in fact, it all stems from lack of leadership and experience in guiding employees to excellence.

Align employees 

Employees should be involved in the development of their job descriptions. They should gain ownership in the process and fully understand how their position relates to others within the company, and how each position depends on the other for performance. Of course, HR can champion the process, providing the process and keeping track of the descriptions themselves.

 The creation of the description should be done by the employee and employee’s manager.

One of the best-run companies I have had the pleasure to work with linked all the descriptions for each of their positions on a shared Local Area Network while also visually linking all employees together via an electronic organizational chart. It left no one wondering who was responsible for doing what, while reporting to whom, and why?

A hiring tool 

A candidate should never be interviewed without a formal job description in hand. There is no way to assess a candidate fairly without this basic tool. High-performing companies have recruitment processes that included the revision of the job description while, at the same time, the development of relevant questions for the interview process itself. Want to inspire interest in a candidate? Give them the job description, because almost no organizations do this. When people know what it is they are required to do, it creates interest and potential ownership once they are hired.

Reinforcement of what is required and why

Repetition is a good thing. When job descriptions repeat important information that is reflected in other areas of the company, it reinforces the importance of that information.

When employees see the same messages over and over from a variety of sources, and tied to several processes, it means something to them. It leaves an imprint.

This is why building in language that reiterates the commitment to living up to your Company’s Mission and striving for your Vision will help get your employees going in the right direction collectively. It is also important to capture in the job description the behaviors that are required and that relate to the Values of your organization.

Essential to all job descriptions are the Purpose of the Position, Position Requirements (Education and or Experience), and Physical Requirements/Environmental Conditions. Of course you should always include the statement: “This description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of an incumbent. An incumbent may be asked to perform other duties as required.” This statement ensures that you don’t have folks walking around saying, “That’s not in my job description!”

What good and bad experiences have you had in dealing with job descriptions? Are they a waste of time from your perspective or have you witnessed employees flourish when using them? Please leave us your comments below. Thank you.

Mark A. Griffin | Blog, Kingdom Company Building