Oct 15, 2024
I’m going to be upfront right from the start. I won’t sugarcoat the reality one bit.
Getting a strategic plan up and running takes serious time and elbow grease. There’s no way around it. However, every minute invested upfront ends up paying back tenfold. I can tell you how worthwhile the effort is, but you really need to see it to believe it.
Of course, to see it in your own organization, you first need to know how to make it happen. So let’s start off on the right foot and establish the steps you need to set the stage for success.
Putting a Team Together
Picture your organization as a winning sports team. If you want to go all the way, you need all-star players in every position, ready to give their considerable best toward achieving a shared victory.
This is not a one-person project. You won’t be able to do it without involving and engaging people who bring specialized strengths to the table – people who can amplify creativity, balance perspectives, and ensure that every voice is heard. Surrounding yourself with a diverse dream team makes all the difference.
Research confirms that I’m not exaggerating the value of true organizational unity. Companies using a formal, team-based strategic planning process simply perform better. We’re talking about a 70% boost in success metrics, according to strategy execution platform Cascade.
So don’t even think about skipping this step! I cannot stress enough how incredibly important your team selection is. You want to be looking for:
- Leaders from every department. Their intimate knowledge of departmental strengths, weaknesses, and inner workings brings invaluable insights. Make sure operations, marketing, product development, finance, human resources (HR), creative, and other key departments all have a spot at the table.
- Frontline staff who engage daily with internal and external customers. Ever heard the saying “boots on the ground”? Frontline perspectives balance out high-level views to yield balanced, holistic strategies. Include cashiers, customer support reps, account managers, and/or others who regularly interact with customers.
- Key external stakeholders. Invite a few select board members, donors, community partners, or advisors to join. They lend an outside vantage point that complements internal insights.
- Third-party experts as needed. If there are skillsets your team lacks, don’t be shy about pulling in trusted outside consultants. They can provide impartial guidance and specialized expertise to strengthen your process. Just be sure internal team members still drive and own the outcomes.
The more diversity of thought and experience you can include, the better. Analytical members guide data-driven rigor. Creative folks supply fresh vision. Tactical doers ground discussions in operational realities. And engaging contributors fosters collaborative dialogue.
When forming your team, consider these characteristics:
- Positivity: enthusiasm and commitment to the process
- Collaboration: the desire to share ideas and listen to others
- Pragmatism: people who consider operational impacts
- Thought diversity: unique but complementary strengths
- Openness: a willingness to consider new perspectives.
Ideally, aim for seven to 12 core members. Too few, and you lose important voices. Too many, and you risk creating an unwieldy process.
Then, once you have your list, connect with each person individually before the official kickoff. Share your vision for an inclusive, productive process. Get their “buy-in” to fully participate. As Kate Gibson, contributor to the Harvard Business School states, “Employee buy-in refers to employees’ commitment to your company’s strategic goals. It’s critical to strategy execution and can profoundly impact organizational performance.”
Once you have that, you’re ready to call the first meeting!
Use this kickoff to establish and clarify everyone’s different roles, the cadence for future meetings, next steps, and guiding principles for working together. And establish a timeline while you’re at it, making sure that everyone understands specific dates to see specific goals accomplished – including the completion date all around.
Commit to a Timeline
Timelines, admittedly, are a topic in and of themselves, starting with the fact that effective strategic planning takes time. I know I already mentioned this exact caution, but it needs to be stressed early on – not just to you but to your team – to keep everyone as on-track and long-term motivated as possible.
I know. I know. As a busy leader, a long timeline makes you want to run for the hills. Or, at the very least, it might spike your anxiety levels. But remember: A rushed process yields shallow strategies with major holes. Thoughtful reflection, analysis, and implementation simply demand ample time.
Fortunately, they yield ample rewards in the process. Therefore, it really is worth your while to embrace the long but rewarding road ahead.
Most companies should shoot for at least a 12-month process to ensure they’re including all key stakeholders and allowing proper time for data collection and analysis. If you’re a startup with fewer employees, it could take far less; we’ve walked some through the process in a mere month. But larger or otherwise more complex organizations could potentially need 18 months.
Set this expectation upfront with leadership and team members, and secure their commitment to the required time and resources. And be detailed about what’s expected, why, and how. A detailed timeline provides necessary pacing and structure. It balances quick momentum with quality dialogue to yield fully baked strategies. It’s like an invaluable compass guiding your organization’s future.
Give this process its proper due by mapping out target dates and milestones upfront… for three extremely compelling reasons:
- It breaks up tasks, making them appear less overwhelming and more achievable.
- It better matches reality, since implementation takes way longer than planning. This next statement might seem obvious in theory, but it’s important to fully accept it early on to ensure the least frustrating journey in practice. An incredible 98% of leaders report execution takes even MORE time than formulating the strategy itself. That’s according to the aforementioned Cascade Team in its 2022 article, “51 Strategy Statistics And 3 Key Lessons To Help You Succeed.”
Give your team enough runway by determining key milestones and timing targets upfront. For example, you might allot three months for foundational analysis, six to deeply explore strategic options and refine priorities, and two to finalize the polished written strategic plan.
- A clear timeline drives accountability. Like athletes diligently following a training regimen in preparation for the big game, it keeps momentum going even on busy days.
Speaking of momentum, after that first meeting, commit to holding regular check-ins to ask about progress. This is a great way to spot potential delays early so you can course correct. Another way to stay on track is to review timelines at the start of each planning meeting. Celebrate successes, address upcoming milestones, and adjust deadlines if warranted.
You want your timeline to be successful, so find some way – whatever it might be – to keep your people aware and committed to making it happen. Organization-wide allegiance is an absolute MUST for successful execution. And not just in the beginning. Everyone at every level needs to be fully aware of what the greater goal is and how long it’s going to take to get there.
Otherwise, your shiny new strategic plan will just gather dust. There’s just too much room for error.
Consider sobering research from Ted Jackson, which showed that 67% of well-formulated strategies still fail due to poor execution. That’s painful! Poor execution too often stems from a lack of proper communication, which results in a lack of commitment the more time passes. Individual contributors – and even managers – lose their enthusiasm because they get frustrated or confused by the process.
So, again, securing honest, informed, enthusiastic buy-in across ALL levels in the beginning pays huge rewards later on. This can include:
Leadership vocally and visually advocating for the process. The boss must walk the walk for others to take it seriously. Demonstrate your commitment through active participation in planning meetings and spoken support. In other words, lead by example!
Involving people across the organization. Ask for SWOT input on Strengths, Weaknesses, Opportunities and Threats; or find other ways to gather perspectives on draft priorities. Broad involvement breeds engagement and long-lasting enthusiasm. (More on SWOT later.)
Communicate. Communicate. Communicate! Regularly share progress updates, milestones achieved, and details about how the process connects to departmental goals. Don’t keep anyone involved in the dark!
Link the plan to individual goals and decision-making. Set the expectation that the strategic plan will guide choices and actions made by ALL staff on a daily basis.
While you’re at it, make it clear this plan is not just another file. It’s a living document that tangibly shapes your organization’s path forward. None of this is necessarily easy, but I’ll say it yet again…
It’s worth the work.
The next four chapters will cover exactly what that work should look like, step by step by step by step. Take the time to read each one carefully, and feel free to pause over any part you need to.
It might seem overwhelming to take in. But just like it’s worth the work, it’s also doable. Trust me.
I’ve been there. Done this. And with the right amount of time and effort, you can say the same.
Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources, Kingdom Company Building
Jun 27, 2024
FOR IMMEDIATE RELEASE
In HIS Name HR LLC Welcomes Christine Chapman as New Human Resources Partner
Lancaster, PA, US – June 27, 2024 – In HIS Name HR LLC, based in Lancaster, PA, is announcing that Christine Chapman has joined the company as Human Resources Partner.
Chris is an experienced and certified human resources and coaching professional who is passionate about helping individuals and organizations realize their full potential through strategic HR solutions and impactful coaching methodologies. Her diverse and accomplished background spans both public and private sectors, from startups and non-profits to large-scale global enterprises.
Chris’ journey into human resources began in higher education, where she worked for public and private institutions as a leader in residence life. She next transitioned to recruiting and then again into broader human resources roles, spending over a decade at a global pharmaceutical company. There, she supported business teams in North America and Europe in strategic HR initiatives.
In HIS Name HR has been implementing high-performance HR programs for Christian-value-based organizations, including Christian owned for-profit companies, colleges, ministries, camps, and churches, since 2011. With her many years of experience in employee relations investigations, Christine will help support Title IX administration, policy development, and investigations for In HIS Name clients nationally. In addition, she will deliver Bible-based diversity, equity, and inclusion training.
“We are excited to have Christine join our team to help take this HR organization to the next level,” says Mark A. Griffin, president and founder of In HIS Name HR LLC. “Christine’s depth of experience, knowledge, and Title IX administration capabilities complement our growing team of seasoned executives.”
More information about Christine Chapman is available at In HIS Name HR.
In HIS Name HR is guided by Christian values and strives to reflect Christ in all areas. This begins with the view that everyone should be treated with dignity and respect, and that employees are the most important part of any organization.
Read The Full Release Here
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Mark A. Griffin | Christian Higher Ed HR, Events, Human Resources
May 14, 2024
FOR IMMEDIATE RELEASE
LANCASTER, Pa., May 14, 2024 /PRNewswire/ — In HIS Name HR LLC, in partnership with iKeep Institute (operating under The Progressus Companies’ umbrella), has announced a collaborative effort to provide Christian higher-education Title IX and investigational programs.
Christian education has the daunting task of staying ahead of governmental regulations. These requirements can and have pushed some organizations to the brink of collapse. It’s an unfortunate and understandable outcome considering that Title IX requirements change constantly.
In addition, many smaller and mid-sized institutions lack the compliance and human resources (HR) capabilities to meet the training and compliance mandates. That is, until now.
Mark A. Griffin, founder of In HIS Name, and Joshua T. Fischer, Ph.D. – president of The Progressus Companies – led their teams to co-create an outsourced resource. “Compliance Training With a Purpose” provides a turn-key training and investigative program for higher education.
This means that Christian colleges, seminaries, and universities now have access to a likeminded resource designed to investigate Title IX complaints. It’s built to address staffing challenges, maintain objectivity in internal investigations, and help protect against liability and bad publicity.
Employing independent investigators can now:
- Support an organization’s integrity
- Protect the confidentiality of its operations
- Avoid internal conflicts of interest
- Insulate employers from claims of retribution toward whistleblowers.
Compliance Training With a Purpose also gives students unrestricted access to file complaints. Moreover, the subsequent investigations are thorough, reliable, and impartial. The program equally weighs and considers each party’s rights, privileges, opportunities, and desired outcomes to reach the best possible conclusions for everyone involved.
Comprehensive Title IX training may be a legal requirement constructed from a secular mindset. But there is a way to implement it according to Christian guidelines. These programs can (and should) play an important role in educating students, faculty, and staff on their rights and responsibilities to prevent, address, and report sexual misconduct and foster a safe, respectful environment that aligns with their beliefs.
While there were many minds involved in this project, Kevin E. Bish, MEd, deserves special mention. As VP of enrollment management and student services at Asbury Theological Seminary, his many years in Christian higher education proved to be a critical resource in effectively and ethically reaching today’s students.
Throughout the process, Kevin offered expert insight from a biblical worldview. And he’ll continue providing his expertise to strengthen the program that much more.
His kingdom-minded perspective fits in strongly with In HIS Name HR’s overarching mission: to transform organizations into high-performance entities through HR solutions from a Christian perspective.
For more information, contact Joshua T. Fischer, Ph.D. at (918) 895-1185.
Read The Full Release Here
Mark A. Griffin | Christian Higher Ed HR, Events, Human Resources
Apr 26, 2024
May 8th, 2024
Conference 8:00 a.m. – 4:15 p.m.
Breakfast and lunch provided
Networking Reception from 4:15 p.m. – 6:00 p.m.
Hors d’oeuvres and drinks will be served
Cherry Hills Country Club | 4125 S University Blvd, Cherry Hills Village, CO 80113
HR practices that can best help your Kingdom-Minded organization while protecting its mission in today’s hostile world.
Presenter Mark Griffin has seen it all in his more than 25 years of Human Resources experience gained by working with a wide range of organizations, from small businesses to Fortune 500 companies to Christian Colleges, Ministries and Churches.
Let Mark help you by sharing his experiences in helping a variety of organizations manage their beliefs in the reality of today’s workplace.
Mark will share why he believes Christ-centered organizations experience:
- Lower absenteeism
- Higher quality products
- Fewer employee morale issues
- Safer work environments
- Better perceptions by customers and vendors
Let Mark help you by sharing his experiences in helping a variety of organizations manage their Christian beliefs in the reality of today’s workplace. Leading your organization with Christ-centered values makes organizational sense; learn how to develop HR practices that reflect your core values and build a high-performance organization.
You Will Learn Employment Laws To Consider:
- Duty to Protect
- Current Supreme Court Rulings
- DEI From a Biblical Perspective
Our goal is to help create courageous leaders who are informed on pertinent HR issues, trends and solutions. Knowledge will inspire participants to take action.
Mark is a human resources professional with 25-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 by utilizing best practices while leading organizations with strong values.
About The Presenter
Mark A. Griffin, MBA
President and Founder In HIS Name HR LLC
Speaker, accomplished HR consultant, and the author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these increasingly complex times. Mark and his wife live in Lancaster PA and have two adult children.
Presented and hosted by the Christian Leadership C-Suite Summit.
To see the list of other speakers or to learn more about the event visit them here.
Mark A. Griffin | Blog, Christian Higher Ed HR, Events, Human Resources, Kingdom Company Building
Apr 10, 2024
Just a couple of decades ago, the term “Generative AI” may have sounded like a Star Wars concept or character. Today though, you’d be hard-pressed to find any large (or small) organization that doesn’t have its finger on the pulse of artificial intelligence innovation.
As Matt White wrote in his 2023 Medium article, “A Brief History of Generative AI”:
“ Generative AI will be the most disruptive technological innovation since the advent of the personal computer and the inception of the internet, with the potential to create tens of millions of new jobs, permanently alter the way we work, fuel the creator economy, and displace or augment hundreds of millions of workers in roles from computer programmers to computer graphics artists, photographers, video editors, digital marketers, and yes, even journalists. Even with all the hype around generative AI this year, its true power has not yet been seen or felt.”
And there has been plenty of hype. Yet, believe it or not, generative AI is not a brand-new concept.
It’s been researched and even primitively implemented since the 1960s, when Joseph Weizenbaum developed the first chatbot named ELIZA. A natural language processing (NLP) program, it was designed to simulate conversations with a human user by generating responses based on the text it received.
This technology and research only increased over the next few decades. In 2012, for instance, Geoffrey Hinton and his team used convolutional neural networks (CNNs) in the field of speech recognition. And then in 2022, a variety of diffusion-based image services were released – including OpenAI’s ChatGPT.
A recent Salesforce survey showed that 45% of the U.S. population is now using generative AI. It also found that:
- 65% of these users are Millennials or Gen Z.
- 75% are looking to automate tasks at work, particularly for communications.
- 68% say it will help them better serve their customers.
The full group of people exploring this technology include college students, independent contractors, and CEOs of Fortune 500 companies. And as generative AI stands now, it appears there’s no going back.
This might sound intimidating, but think about it this way… With 65% of employees experiencing burnout in 2023, this may just be the innovative solution we’ve been looking for.
One of the many organizational operations that’s seeing a major shift via generative AI-based question-answering capability is HR service delivery. And as deployments bring productivity and fresh insights to the staff function, this engagement will likely rise.
The Role of Generative AI in 3 Key HR Processes
Executive teams already expect HR to be an insightful partner across their organizations, and GenAI brings this future to life. Moreover, this technological partnership can act as a model for other departments on using this vital, still-evolving technology in innovative ways.
Knowing that, let’s look at the role of generative AI in HR development and how it can affect the future of the workplace.
“Strive to use this evolving technology to drive the entire organization forward through your HR processes while keeping people productive, satisfied, and engaged.”
– Mark A. Griffin
Efficient and Targeted Recruitment
Recruiting requires assessing applications, shortlisting prospects, and arranging interviews – all of which take time. Often lots of it.
But AI algorithms can quickly review applications, determine relevant skills and expertise, and present comprehensive lists of qualified individuals. So HR managers can use them to save valuable energy, time, and resources.
One such platform already implementing this is Eightfold’s Talent Intelligence Platform. The company states on its website:
“Our deep-learning AI Talent Intelligence Platform uses the world’s largest talent data set to provide unmatched clarity into internal and external talent so you can make confident decisions and drive real change across your organization.”
With technology rapidly increasing each year, more platforms like Talent Intelligence are bound to appear.
Data-Driven Decision Making
Generative AI can also assist HR managers in making decisions by evaluating tremendous amounts of employee data. From there, it can take that information and generate useful insights.
By exploring historical behaviors and trends, for instance, AI algorithms can identify elements that impact staff satisfaction, current skill gaps, and future workforce needs. This data-driven strategy enables HR departments to:
- Align their objectives with organizational mission, vision and values
- Helping leaders and employees set goals aligned to organizational KPI’s
- Make enlightened workforce planning decisions
- Come up with effective talent management plans.
It’s hard to overstate the value capability here. Just think how much more productive an organization would be with those areas properly assessed and sorted out!
Retention, Wellbeing, and Engagement Analysis
Finally, AI-powered insights can have a significant, positive impact on staff engagement, retention, and satisfaction.
Organizations dealing with staff exhaustion and motivation issues could utilize this tool to analyze data more efficiently and reach viable conclusions more quickly. To say nothing about how they can uncover hidden threads and patterns that traditional surveys might otherwise overlook.
Overworked and/or understaffed HR departments will somehow, someway fall short of properly addressing their companies’ goals. It’s inevitable. But AI can step in to lower their burdens, giving them the capability to act on information in much more productive ways.
There’s Plenty More Where Generative AI Came From
In summary, AI is transforming HR processes in sectors such as:
- Talent management
- Employee experience
- Training
- Career growth
- Performance management
- Retention
And who knows how many more areas it can positively affect from here!
By integrating AI technologies, HR managers can streamline operations, improve customization, and make data-driven decisions that benefit everyone – their larger organizations, individual employees, and customers alike. This “new” universe we’re experiencing might seem intimidating at first glance.
But it doesn’t have to be.
You just have to know how to put it to good use. Once you do, you might be surprised at how much more you and your organization can accomplish.
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Concerned about the HR programs at your organization? The benefits of having a trusted partner to guide you and your team are invaluable.
That’s what In HIS Name HR is here for – to guide you and your employees to the bigger and better places you envision.
When you contact us, make sure to ask about our high-performance remote human-resource programs to help find great people! Email us here today.
Mark A. Griffin is president and founder of In HIS Name HR LLC. Connect with him on LinkedIn and Twitter.
Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources, Job Shepherd Employer
Nov 20, 2023
HR practices that can best help your Kingdom-Minded Camp while protecting its mission in today’s hostile world.
CCCA Sectional
White Sulphur Springs
4500 Milligans Cove Road
Manns Choice, PA 15550
Monday, February 26, 2024
4:00pm
Presenter Mark Griffin has seen it all in his more than 25 years of Human Resources experience gained by working with a wide range of organizations, from small businesses to Fortune 500 companies to Christian Colleges, Ministries and Churches.
Let Mark help you by sharing his experiences in helping a variety of organizations manage their beliefs in the reality of today’s workplace.
Leading your Camp with Christ-centered values makes organizational sense.
Mark will share why he believes Christ-centered organizations experience:
- Lower absenteeism
- Higher quality products
- Fewer employee morale issues
- Safer work environments
- Better perceptions by customers and vendors
Mark will also share how he helps organizations develop HR practices that reflect their core values and still build a high performance organization.
Topics to be Covered
- DEI and Biblical alternatives why is this important?
- Protecting your religious liberty
- Dangers from proposed laws
- Current state of religious liberty in court
- 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
- How the Civil Rights Act administrative guidance affects your Camp
Mark is a human resources professional with 25-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 by utilizing best practices while leading organizations with strong values.
About The Presenter
Mark A. Griffin, MBA
President and Founder In HIS Name HR LLC
Speaker, accomplished HR consultant, and the author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these increasingly complex times. Mark and his wife live in Lancaster PA and have two adult children.
Presented and hosted by the Christian Camp and Conference Association Allegheny Region. For ticket information visit them here.
Mark A. Griffin | Blog, Christian Higher Ed HR, Events, Human Resources, Kingdom Company Building
Jul 21, 2023
Presented and hosted by Christian Business Partnership Ohio’s Christian Chamber of Commerce.
Restoring the American Promise. Together.
3PM EST Tuesday, August 22nd, 2023
HR practices that can best help your “Kingdom-Minded” organization and business protect its mission in today’s hostile world.
Click Here To Register
Presenter Mark Griffin has seen it all in his more than 25 years of Human Resources experience gained by working with a wide range of organizations, from small businesses to Fortune 500 companies to Christian Colleges, Ministries and Churches.
Let Mark help you by sharing his experiences in helping a variety of organizations manage their beliefs in the reality of today’s workplace.
Leading an organization with Christ-centered values makes organizational sense.
Mark will share why he believes Christ-centered organizations experience:
- Lower absenteeism
- Higher quality products
- Fewer employee morale issues
- Safer work environments
- Better perceptions by customers and vendors
Mark will also share how he helps organizations develop HR practices that reflect their core values and still build a high performance organization.
Topics to be Covered
- DEI and Biblical alternatives why is this important?
- Protecting your religious liberty
- Dangers from proposed laws
- Current state of religious liberty in court
- Creating a high performance culture through practical HR competency development
Click Here For Tickets
About The Host
Christian Business Partnership exists not only to defend your rights in the economy, but to ensure a business environment friendly to businesses throughout Ohio. Their mission is to aggressively advocate for the religious liberty of Christian employers and for a fair and free marketplace that enables entrepreneurs to thrive and compete. Learn more or join here!
About The Presenter
Mark A. Griffin, MBA
President and Founder In HIS Name HR LLC
Mark is a human resources professional with 25-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 by utilizing best practices while leading organizations with strong values.
Speaker, accomplished HR consultant, and the author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these increasingly complex times. Mark and his wife live in Lancaster PA and have two adult children.
Mark A. Griffin | Blog, Christian Higher Ed HR, Events, Human Resources, Kingdom Company Building
Jul 5, 2023
HR practices that can best help your “Kingdom-Minded” organization and business protect its mission in today’s hostile world.
The Junction Center
1875 Junction Rd,
Manheim, PA 17545
September 7, 2023
9AM-1PM
Lunch Included!
Click Here For Tickets
Presenter Mark Griffin has seen it all in his more than 25 years of Human Resources experience gained by working with a wide range of organizations, from small businesses to Fortune 500 companies to Christian Colleges, Ministries and Churches.
Presenter Randall Wenger Esq. has a myriad of experiences from all his years of working on religious liberty cases in Pennsylvania including the Conestoga Wood Specialties case that resulted in a landmark victory in the US Supreme Court for religious liberty and the sanctity of life. Randy understands the pressures and dangers that are facing those who want to run their businesses and organizations in line with their Christian values.
Let Mark and Randy help you by sharing their experiences in helping a variety of organizations manage their beliefs in the reality of today’s workplace.
Leading an organization with Christ-centered values makes organizational sense.
Mark will share why he believes Christ-centered organizations experience:
- Lower absenteeism
- Higher quality products
- Fewer employee morale issues
- Safer work environments
- Better perceptions by customers and vendors
Mark will also share how he helps organizations develop HR practices that reflect their core values and still build a high performance organization.
Topics to be Covered
- DEI and Biblical alternatives why is this important?
- Protecting your religious liberty
- Dangers from proposed laws
- Current state of religious liberty in court
- 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
- How the Civil Rights Act administrative guidance affects your business
Click Here For Tickets
Map To The Junction Center (Map)
About The Pennsylvania Family Institute
The Mission of the Pennsylvania Family Institute is to strengthen families by restoring to public life the traditional, foundational principles and values essential for the well-being of society. It is the only full-time professionally staffed non-profit organization representing family values—your values—in the state capitol. It encourages responsible citizenship and involvement in civic affairs to promote respect for life, family, marriage and religious liberty.
About The Presenters
Randall L. Wenger, Esq.
COO & Chief Counsel
Randall Wenger is Chief Counsel of the Independence Law Center in Harrisburg, a pro-bono law center affiliated with the Pennsylvania Family Institute and dedicated to maintaining those liberties that have made America great and free. He has litigated in federal courts all around the county, and his cases have included the free exercise of religion, freedom of speech, bodily privacy, and pro-life issues. In addition to his role with the Independence Law Center, he is COO of the Pennsylvania Family Institute.
Randall has an economics degree from the University of Chicago and earned his J.D. at the University of Pennsylvania. He lives in Lancaster County, and he and his wife Tina have seven children.
Mark A. Griffin, MBA
President and Founder In HIS Name HR LLC
Mark is a human resources professional with 25-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 by utilizing best practices while leading organizations with strong values.
Speaker, accomplished HR consultant, and the author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these increasingly complex times. Mark and his wife live in Lancaster PA and have two adult children.
Mark A. Griffin | Blog, Christian Higher Ed HR, Events, Human Resources, Kingdom Company Building
Apr 4, 2023
FOR IMMEDIATE RELEASE
Amy E. Fineman Joins In HIS Name HR LLC
Lancaster, PA, US – April 4, 2023 – In HIS Name HR LLC, based in Lancaster, PA, has announced that Amy E. Fineman has joined the company as Human Resources Partner.
Amy possesses extensive recruitment and HR industry experience. Previously, Amy led talent sourcing and recruitment efforts for Fortune 500 companies such as Gap Inc., Tesla, and Microsoft. She has a wide range of industry experience including finance, marketing, communications, engineering, and technology and has recruited for all levels of organizations, including executive positions.
Amy brings the ability to connect strategy to action while building strong relationships with her clients, leadership, and teams whom she works with. Amy is a trusted advisor and collaborative talent acquisition partner. With her experience, she will leverage strategy, research, and relationship to ignite long-term mutual impact between individuals and the organizations she supports.
In HIS Name HR has been implementing high-performance HR programs for Christian-value-based for-profit companies and organizations, including Christian colleges, ministries, camps and churches, since 2011. In this new role as Human Resources Partner, Amy will support organizations to achieve their goals with her extensive recruitment experience. Additionally, Amy will deliver Biblically based diversity, equity and inclusion training to clients nationally.
“We are excited to have Amy join our team to help take this HR organization to the next level,” says Mark A. Griffin, president and founder of In HIS Name HR LLC. “Amy’s depth of experience, knowledge and recruitment capabilities complement our growing team of seasoned executives.”
More information about Amy Fineman is available at: In HIS Name HR
PR Newswire Press Release Here
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 employees are the most important part of all organizations.
Official Links:
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Twitter
Facebook
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Mark A. Griffin | Christian Higher Ed HR, Events, Human Resources
Feb 9, 2023
Presented and hosted by Christian Business Partnership Ohio’s Christian Chamber of Commerce.
Restoring the American Promise. Together.
1:30PM EST Monday, April 3rd, 2023
It’s no secret that your organization wants to succeed. It should come as no surprise that your employees also 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 to answer: How can organizations most effectively find, train, motivate and encourage employees’ success?
Topics We Cover
- Marketing your organization in today’s difficult labor situation.
- What should we have in place to be attractive?
- Where do high-performing organizations find employees?
- What are the three most important steps of an effective hiring process?
This presentation will also help prepare people within your organization who may want to move into an HR role. The presentation is positive, inspiring and provides the participant the opportunity to learn concepts used within high-performing organizations.
About The Host
Christian Business Partnership exists not only to defend your rights in the economy, but to ensure a business environment friendly to businesses throughout Ohio. Their mission is to aggressively advocate for the religious liberty of Christian employers and for a fair and free marketplace that enables entrepreneurs to thrive and compete. Learn more or join here!
About the Speaker
Mark A. Griffin is the founder of In HIS Name HR LLC, a human resources outsourcing and career coaching firm created to help organizations pilot the complex issues of managing HR.
As a human resources professional with 30-plus years of experience in both public (Quaker Oats, Kodak, Merck) and private companies (Woolrich, Conestoga Wood Specialties, Valco), Mark is passionate about building high-performance workplaces by utilizing best practices while leading organizations with strong values.
Mark and his wife Gail have two adult children and attend LCBC Church. Mark has coached leaders on “Business as Mission” as far away as Eastern Europe, India, Haiti, Honduras, Nicaragua and the Dominican Republic.
Speaker, accomplished HR consultant, and author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these increasingly complex times.
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Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources, Kingdom Company Building
