Posts Tagged ‘Workplace’

Grow The Kingdom Of God For Your Employees IHN HR

Grow the Kingdom of God for Your Employees


 1 Timothy 6–10

But godliness with contentment is great gain. 7 For we brought nothing into the world, and we can   take nothing out of it. 8 But if we have food and clothing, we will be content with that. 9 Those who want to get rich fall into temptation and a trap and into many foolish and harmful desires that plunge people into ruin and destruction. 10 For the love of money is a root of all kinds of evil. Some people, eager for money, have wandered from the faith and pierced themselves with many griefs.

In this passage we learn that, if we have food and clothing, we will be content.  But many of us are not content.  Christian Business Leaders must recognize this and take heed: we are to be the light to our employees, to be the beacon and the example.

Church should not be the only place you grow the kingdom for God.

How many times do we fail ourselves and our people when we don’t take the well being of all of our employees into consideration when making decisions? How often do we think only of growing the kingdom for God at our church, but not at our workplace? Where is our heart when it comes to making the hard decision in benefits design, and, rather than encouraging and developing healthy behaviors, we instead punish and increase premiums without appropriate consideration?

If you first love your brothers and sisters within your companies, if you truly care for them by engaging them in the decision making and future building of your company, if you partner with them for the good of themselves and their families, you are building a “Kingdom Minded” company.

Help our community of readers

How have you engaged your employees in the decision making and future building of your company?  What advice would you give to those who have never done so?  Thank you for your thoughts.  Your contribution helps others.

Finding Diamonds In The Rough In HIS Name HR LLC

Finding Diamonds in the Rough


This Post From Guest Blogger Buzz Rooney

I was blessed to spend the early part of my career as a staffing manager for light industrial jobs. One of the most valuable lessons I learned was not to judge people’s work ethic or abilities solely on their aptitude in filling out a job application or writing a resume. Some of the hardest working, most loyal and dedicated employees had the most difficult time writing an explanation of their previous job experience.

Resume writing and everything else that goes along with the job search is stressful. Most people are not taught how to track their performance and work product to build a comprehensive professional profile.  Admittedly, my own resume was a hot mess until I reached out to a professional friend to give it a much needed makeover! Struggle in this area is commonplace. One would think this would make recruiters and hiring managers less critical of applications and resumes.

However, when I made the switch to more traditional HR, I found the exact opposite to be the custom. Candidates were being discarded for minor errors and/or choosing unsophisticated descriptors.

John 7:24 (NLT) – “Look beneath the surface so you can judge correctly”.
In screening and reviewing resumes to find suitable candidates for open positions, look for 3 things:

Experience. Does the person’s work history establish practice in the same or similar type of role? Has the person ever worked in the same or similar industry? Did the person perform the same or similar tasks in a past position? (Romans 2:6 [NLT] – “He will judge everyone according to what they have done”)

Education. Has the person taken courses that would prepare him/her for this position? What kind of coursework has he/she completed that would teach the problem-solving skills necessary for success at this job? (Proverbs 18:15 [NKJ] – “The heart of the prudent acquires knowledge, and the ear of the wise seeks knowledge”)

Enthusiasm. Does the tone of the resume display a positive attitude about work? Are there accomplishments which demonstrate excellence? Is there a pattern of progressive responsibility in the work that shows ambition? Do the projects outline the ability to both lead and provide support within a team? (Colossians 3:23 [NLT] – “Work willingly at whatever you do, as though you were working for the Lord rather than for people”)

Do not be so concerned with superfluous things like formatting, stylized punctuation or accidentally typing “manger” instead of “manager.” Focusing heavily on unessential things will cause us to miss those diamonds in the rough.

We all make errors, both before and during our employment journeys. We have to use caution in judging others too harshly – especially knowing our own skills, abilities and practices are not necessarily at the best level they can be (Matthew 7).

Instead, by focusing on identifying the potential talent in the resumes we receive, we can rest assured we will yield good candidates and build a strong team of staff members to complete the work.

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.

The New Career Normal

The New Career Normal


It was a gray day in the fall of 2003. I looked around the room at all the other walking wounded, the outplaced, downsized, reorganized and laid off professionals I had come to know during the past several weeks. As we were heading into the Christmas season, I would say in jest that we were just stuck in the land of misfit toys. It was funny for a few seconds, until the stark reality of the situation struck our hearts.

There may be times in your career  when you find yourself stuck in the land of misfit toys.

We were participants in outplacement with the firm of Lee Hecht Harris, tucked neatly into the suburbs of Detroit, where thousands would need their services over the next decade. The firm would, of course, enjoy prosperity; however, it was unfortunately at the expense of others. James Craft, the leader of the misfit toys or, better stated, Career Coach, would lead us through this difficult time. Some folks would come and go fairly quickly, but, for the most part, many came but  few left.

One key takeaway from my weeks of time with the group and James was something that James harped over again and again: Don’t put your eggs in one basket — diversify your career and time into different areas. Although he made the importance clear to start a side hobby business, invest in a franchise outside your daily job, create a plan to have multiple streams of income, etc., I really did not get it until almost 10 years later. James, I believe, was a visionary; he knew what was coming to the workplace years in advance. But I, like many others, still had an eye toward the past, and yearned for a long-term relationship with a company, just like my father had had.

I guess it was because, in my heart, in my core, my own desire would be to do just that, devote 30 years to a company and then retire. I was still thinking how people should be able to give their time and years of service to the company and have the company return the favor with security. Today’s reality is that only a very small portion of people in the workplace will realize this rare relationship. It is no longer the norm, and definitely scarcer than it was back in 2003.

It is highly unlikely that you will work for one company for the rest of your life. 

It won’t happen. Even people who went into the military and government service are now finding no long-term commitment there. Layoffs have started and will continue in these sectors. As a result, you will work longer than your parents had to work. So, you had best like what you’re doing, because you will be doing it for a long time! Most important, you are going to require multiple income streams to make it. A paycheck is not going to cut it. The quicker you figure this out, accept it and embrace it, the better off you are. Don’t be like me and wait almost 10 years! If I had listened to James, I would be further ahead in developing these streams than I am today.

So what has transpired since 2003 for my own career path? Well, most significant is that I have given my life to Jesus. My personal desire for security through employers has been released and traded for the eternal security of Jesus in my heart. I have navigated through an additional downsizing, followed by two other companies; both of which have shrunk considerably because of the changes in manufacturing coupled with the downturn in the economy.

One way to diversify yourself and enhance your capabilities is by volunteering. I have donated much of my time over the past seven years helping job seekers who have either been laid off, downsized or are just plain unhappy with what they are doing career-wise. By doing so, I inadvertently developed my career coaching skills and also created a model to help people navigate the exploration of the difficult task of redefining their career path.

I have also created various forms of cash streams. A good friend of mine, Allan Collins, of Success in HR, calls it “side hustling.” It means finding something you enjoy doing and monetizing it. Allan sold comic books for years, diversifying his income. Many people start an eBay business or an online portal selling specialty items. I started a Internet Media Business separate from my HR consulting firm that not only provides a cash flow for my retirement savings, but also prospers the sales agent and gives back to a counseling ministry for each sale made.

I launched an additional offering in conjunction with my HR firm, based on my 20-plus years of coaching job seekers: ChristianCareerCoaching.com. This has proved a success for my business beyond my expectations but, as important, has made great impact in righting people in their careers.

I believe that God wants us to be happy at work! 

Work should not be awful. If it is, God is telling us to make a change! 

This new normal requires continuing education, as well. I was fortunate to have received a BA in Human Resources and a Masters in Business Administration. Several years into my career, I attended several Executive Education programs at the University of Michigan. But, after those formal programs, I did little in furthering my knowledge. I did become Green belt, qualified in Six Sigma, and taught many programs through the years in the subject areas of Finance, Human Resources, Supervision, and Training and Development. But delivering training is not the same as working in that field. Except for the occasional seminar, I felt myself stagnating. So, just recently, I invested in myself and my firm and spent time becoming a certified practitioner in the Myers Briggs Type Instrument (MBTI). It was well worth the time and dollar investment, as I increased my skills and my credibility with my clients.

So, the new normal as I see it is that you cannot rely any longer on a long-term commitment by an employer. It is statistically improbable. Volunteer and enrich yourself and others. Follow James’s and Allan’s advice and create a “side hustling” cash stream. And, finally, never stop learning. Step out of your comfort zone and rekindle your relationship with learning. Enter a Master’s program, get certified on a program, get a license for use of a program, or become a practitioner of a tool that can enhance your marketability. If you do all of these, you will become more resilient to the New Career Normal.

Before publishing this, I shared this with several people, all of whom have considered at least one of these points. What are your thoughts? Is there a new normal we are missing? We would love to hear your opinion.

Radio Series Week 10 Managing Nonperformers

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


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

Tune in and enjoy listening to Mark A. Griffin, Chief Consultant, inspire you as he dialogues with host Dee Kovach on, How to get your non-performers off the bus. Let Mark inspire you to be bold in your faith as you learn to navigate the complexities of faith in the workplace. Be encouraged as you learn how to develop a high performing organization through your HR practices.

“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.

Listen or download on iTunes here: Click

 

 

Workplace Grief In HIS Name HR LLC

Workplace Grief: It’s More Common Than You Realize


Guest Blog post this week

I had the privilege being a guest contributor to Sylvia Hepler’s blog:

Launching Lives

Workplace Grief: It’s More Common Than You Realize

Read the full post on Silvia’s website: here

Or read below:

Tell us about your role at In HIS Name HR.

My company provides HR support services to organizations with fifty or more employees. Typically, the organizations we support do not need a VP or Director of HR full time, but greatly benefit from having access to HR expertise consistently, perhaps a few times a month. I use my 20-plus years in HR at both Fortune and smaller sized companies to help develop for them strong, positive-minded HR practices. I have clients throughout Central Pennsylvania and we are expanding into other parts of the U.S.

What is workplace grief and how common is it?

It is more common than most may realize. Many employees are already bearing the staggering burden of navigating the pressures of a weak global economy, political turmoil and personal financial hardships. Add to that the fact that our population is aging. Many organizations have employees whose loved ones are elderly. So, when faced with a death in the family, it is often the last straw, completely breaking the employee down emotionally.

How would you advise a grieving employee?

This is an excellent question because employers should approach this from two perspectives, and prepare by having both a preventative and reactionary standpoint.

First, take a preventive approach by not waiting for it to happen before deciding how to deal with it. If you are a manager or a leader in an organization, take the initiative now to talk with HR and develop a strategy on how to handle such a situation. Not every department manager is comfortable with or capable of assisting an employee who’s dealing with grief. Identify two or three key people in your organization who will step in to help (and whom you will subsequently arrange to have trained to cope with the various situations and cultures in order to be prepared to react). Another alternative would be to retain the services of a chaplain to assist in these types of situations. Several of my clients use chaplain and have found this to be successful.

From the reactionary perspective, these same two or three people that you’ve chosen within your organization will have been trained and should be prepared as to how they will relate to the person suffering grief. In the Jewish culture, for example, it is common for people to visit a friend’s home when they lose a loved one and just sit with them, saying nothing. Sometimes just being there with someone shows you care. It is important to know that just being there for your employees, rather than avoiding the uncomfortable situation, can prove helpful.

How would you advise supervisors and colleagues to interact with a grieving co-worker?

The best advice is to not change anything and keep the routine as normal as possible. I would suggest that the manager calls all the employees together and asks that anyone who has a relationship with the grieving employee feel free to offer condolences. Those who don’t should not feel obligated, it can look phony and superficial to the grieving employee.

How can grieving and loss affect job performance?

Oftentimes, employees may have attendance issues or slight decreases in performance after the death of a loved one. It is important to keep the communication consistent and constant with the employees. Letting them know you care about their personal situation, but also giving them continued feedback, can go a long way. Offering assistance is a great way to show you care — offer a solution but also set the bar. Use language like, “I realize it is hard getting back into the swing of things, but we need your performance for the Team’s objectives. Can I get you some help from a co-worker?

Any closing comments?

Yes. Thank you for the opportunity to share my perspective with your readers. Death is an inevitable part of living; we must always be prepared for it. The best preparation is making sure you have staff that is prepared to offer empathy in a time of loss. Let’s hope your readers will not need to employ this advice in 2012!

Mark Griffin, of In His Name HR. In His Name HR provides human resource consulting for small- and medium-sized organizations. Mark has served in the US Air Force, has extensive educational credentials, including a BA in HR, an MBA, and several Executive Education certifications from the University of Michigan. In addition to serving as VP of Human Resources for an international agricultural equipment manufacturer, Mark has also worked in a variety of HR leadership roles for Fortune companies, such as Merck, Kodak and Quaker Oats, as well as privately held and employee-owned companies, such as Woolrich and Townsends.

Find Mark at InHisNameHR.comTwitterLinkedIn, and Facebook.

Radio Series Week 9 Manage Employees To Their Potential

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


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

Tune in and enjoy listening to Mark A. Griffin, Chief Consultant, inspire you as he dialogues with host Dee Kovach on, How to manage employees to their potential within your company.  Let Mark inspire you to be bold in your faith as you learn to navigate the complexities of faith in the workplace. Be encouraged as you learn how to develop a high performing organization through your HR practices.

“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.

Listen or download on iTunes here: Click

 

 

Because Outlook Told Me So

Because Outlook Told Me So


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.

Radio Series Week 7 Integrate Your Mission, Vision and Core Values

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


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

Tune in and enjoy listening to Mark A. Griffin, Chief Consultant, inspire you as he dialogues with host Dee Kovach on, How to integrate Your Mission, Vision and Core Values into your HR Practices.   Let Mark inspire you to be bold in your faith as you learn to navigate the complexities of faith in the workplace. Be encouraged as you learn how to develop a high performing organization through your HR practices.

“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.

Listen or download on iTunes here: Click

Radio Series Week 5 Defining Organizational Core Values

Week 5- What are Organizational Core Values?


Tune in and enjoy listening to Mark A. Griffin, Chief Consultant, inspire you as he dialogues with host Dee Kovach on, What are Organizational Core Values? Let Mark inspire you to be bold in your faith as you learn to navigate the complexities of faith in the workplace. Be encouraged as you learn how to develop a high performing organization through your HR practices.

“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.

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’s Mission 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.

Listen or download on iTunes here: Click

 

 

Finishing Team Supervisor Myerstown PA


Keystone Collections by Martins.

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

Keystone Collections by Martins, Myerstown PA manufacturing location is currently seeking 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