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September 11, 2015

Moira House, Director of Operations for the Memphis office was named Human Resource Practitioner of the Year by the Memphis Chapter of the Society for Human Resource Management (SHRM) at Wednesday’s awards ceremony.  This award is given to an individual that has demonstrated significant impact to the Human Resource function- specifically recognizing examples of strategy implementation that have directly contributed to firm achievements, innovation and unique approaches to addressing key business issues, and quantifiable contributions to overall business strategy.

Awards were also presented in the following categories: Executive of the Year, Emerging Leader, Innovative Deployment of HR Technology, and Student of the Year. Trish Holliday, Assistant Commissioner and Chief Learning Officer in the Department of Human Resources for the State of Tennessee, was the keynote speaker.

To read more about Moira's nomination and role in our Memphis office, visit our previous blog post.  To read more about the awards, visit the Memphis Business Journal article for more details.




August 27, 2015

Moira House, Director of Operations for the Memphis office, has been named a finalist for Human Resource Practitioner of the Year.  Sponsored by the Memphis Chapter of the Society for Human Resource Management (SHRM), this award is given to an individual that has demonstrated significant impact to the Human Resource function- specifically recognizing examples of strategy implementation that have directly contributed to firm achievements, innovation and unique approaches to addressing key business issues, and quantifiable contributions to overall business strategy.

Eustis Corrigan, Senior Managing Director, commented "Moira has brought a more intensified focus to our office on diversity and other human resources issues. She is clearly an expert in her field and has a great way of communicating with others. Her creative thinking in terms of performance management and goal-setting has set a new gold standard for our office that other practices within the firm are following."

In her role for the Memphis Office, Moira partners with key practice leaders to increase growth, profitability, efficiency and effectiveness. Further, she adds strength to our risk management focus to ensure an effective plan is in place to mitigate all areas of possible risk to our employees, business information, physical assets and finances. Moira oversees Human Resources as well as direct the workflow of administrative services to our internal and external clients.

To attend the HR Excellence Awards on September 9, visit the SHRM website for more details.



September 4, 2014
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Our local office of CBIZ MHM has been awarded by the When Work Works National Partners, Families and Work Institute (FWI) and The Society for Human Resource Management (SHRM) as a winner of the 2014 When Work Works Award, formerly known as the Alfred P. Sloan Award for Excellence in Workplace Effectiveness and Flexibility.

 

The When Work Works team has identified us as a "leading employer of choice by demonstrating success in using flexibility as part of an effective workplace strategy to achieve business goals and benefit employees by helping them meet their responsibilities on and off the job."

"Locally, we could not be any prouder to receive this award because it asks current employees for their input during the selection process. We are grateful to those who participated in the survey, and we hope to continue this culture of flexibility in an industry known for its deadline-driven long hours," notes Moira House, HR Director.

The selection process for this award involved an evaluation of our programs and practices and a confidential employee survey. We now rank in the top 20% of employers nationally in terms of our programs, policies and culture for creating an effective and flexible workplace.

 



May 22, 2014

When you hear the term “bedside manner,” you probably think about the medical profession. The term refers to how doctors and other medical professionals interact and communicate with their patients.  Reflected in the attitude of any doctor is the time crunch they now feel as a result of more patients needed to be seen in the effort to meet financial goals.

Read any article on bedside manner, and you will immediately see connections to other professional services industries.  The public accounting industry is no different. We need to exude patience and empathy while offering exceptional client service in an environment of ever changing regulations and compliance issues. For purposes of this post, the focus will be on the manager-staff relationship.  A manager with a poor bedside manner may actually cause staff to be less engaged and less inclined to develop a solid career.  

It is critical for managers to embrace the personnel development side of their responsibilities. Managers who do not listen, or are abrupt, arrogant or dismissive with their staff will result in staff missing out on critical information and learning opportunities. This type of behavior only leads to a team unresponsive and unwilling to listen to your needs. 

Positive interactions create an environment where engagement is fostered.  Thus, in addition to developing solid technical skills in our young CPAs, we must also focus on displaying and developing strong soft skills. Poor relationship management today will lead to a generation of poor bedside manner in the future. So, where do we begin to end this vicious cycle? 

At CBIZ, we offer two distinct programs (Associate Professional Development and Senior Professional Development) to help smooth the transition of associates from school to the professional world, and from there, we ensure they have an understanding of the expectations of their role. Recognition of the core values and competencies expected and rewarded within a workplace helps the associate gain knowledge of the potential career opportunities available. Employee engagement and career development are arguably more important in the overall production and retention of staff than the understanding of regulations and compliance. Moving forward, technical skills will take a backseat to these soft skills, and management must recognize this distinction in order to thrive in their careers as well as help staff flourish in their own.

Moira House is the Director of Human Resources for the Memphis office of CBIZ MHM. She manages all aspects of HR including strategic planning, compliance, employee relations, performance management, recruiting and day-to-day administration. Contact her by email at mhouse@cbiz.com or by phone at (901) 685-5575.




August 6, 2013

We held our bi-annual office-wide meeting this past Thursday, August 1st. The two hour event featured an opening presentation from Senior Managing Director, Steve Dunavant, who spoke on Q1, Q2 and projected local office numbers for the next six months. He also introduced new Managing Director, Eustis Corrigan, who was attending his first office-wide meeting since his start in May. Corrigan noted the talent and potential for the Memphis office to expand its reach in the Greater Memphis Area and surrounding markets. Other speakers included representatives from the tax, audit and marketing departments, as well as more light-hearted presentations from the social and community involvement committees. Moira House, Director of Human Resources, spoke on the new renovations and updates made to the Memphis office facilities. Construction began on the 29th and 30th floors of Clark Tower earlier this summer. New office space, technology upgrades and additional conference rooms will be the end result of an almost two-month long project.

The office-wide event concluded with an address by Gordon Thompson, Managing Director and founding partner of Thompson Dunavant PLC. He commented, "I think the services, growth and opportunity we have seen in the past two years shows that we made the right move by joining CBIZ. The presentations and leadership we've seen today are a testament to your hard work."

Indeed, the overall consensus is that CBIZ MHM Memphis is on track for a great 2013 and an even greater next few years.




May 30, 2013

For years HR professionals have been measuring employee satisfaction as a tool for gaining insight into the workforce and determining what actions need to be taken in order to maintain a positive and productive environment. Job satisfaction has remained a constant concern in employee surveys, a subject all too familiar to those in the human relations industry.

However, focus has shifted from the metric of employee satisfaction to the level of employee engagement within organizations and knowing why could be the difference in retaining your employees and losing them to your competition. According to ADP Research Institute's White Paper Report the two terms are defined as the following:

  • Employee Satisfaction: A measurement of an employee's "happiness" with current job and conditions; it does not measure how much effort the employee is willing to expend
  • Employee Engagement: A measurement of an employee's emotional commitment to an organization; it takes into account the amount of discretionary effort an employee expends on behalf of the organization

The Society for Human Resource Management (SHRM) 2012 Employee Satisfaction and Engagement Report shows a unique difference in the contributing factors to both measurements. Similar to the definitions above, what employees need to feel engaged is on a deeper level an "emotional commitment" rather than a feeling of "happiness," and includes personal contribution to a company, aside from just being content. The SHRM report has only been measuring employee engagement for two years, but 4 of the 5 top contributing aspects to this metric have remained the same and all have been rated highly by 70% or above of the employees surveyed:

- I am determined to accomplish my work goals and confident I can meet them - Relationship with co-workers - Opportunities to use skills/abilities - Contribution of work to organization's business goals - Relationship with immediate supervisor

What employees need to feel engaged comes in the form of personal relationships and playing a role in larger business decisions.  In short, the vision of your leadership team and an opportunity to contribute to that vision is important to your employees. Workers have the opportunity for advancement through becoming more engaged in their work, and in return will help the overall success of your company. The benefits of engagement show an increase in workforce productivity and retention, results invaluable to your business. Living in a fluctuating economy that sometimes does not allow for advancement of employees, community involvement and corporate philanthropy remain a positive and effective way for employees to feel engaged and contribute to a larger cause.

This blog post was written by Moira House, Director of HR for our Memphis office. Contact her by phone: (901) 685.5575 or email, mhouse@cbiz.com. Moira manages all aspects of HR including strategic planning, compliance, employee relations, performance management, recruiting and day-to-day administration.




April 2, 2013

The Memphis Business Journal recently partnered with Healthiest Employers, a wellness technology and data research firm focused on corporate health, to spotlight companies in the Mid-South who have outstanding health and wellness initiatives and cultures. The Memphis office of CBIZ MHM was selected as a finalist in the '2-99 Employees' category and was honored at an awards breakfast Thursday, March 28, at the Hilton Memphis.

Honorees were selected based on their participation in a survey that measured their workplace wellness efforts. Our office-wide fitness challenges, including our Biggest Loser and Pedometer Challenges, coupled with our CBIZ Great Health Program, are instrumental in our wellness success. We also implemented a Flexible Work Arrangement, unique to our Memphis office, giving our employees an opportunity to balance their work and life schedules, reducing their stress and improving their overall health.

During our busiest times of the year, we boost productivity by maintaining a healthy workplace environment. We provide weekly fruit deliveries during this time and implement fitness challenges to supplement healthy eating habits. Our most successful fitness programs were suggested by employees, as they take ownership in their own well-being and create a culture they want to be a part of and contribute to. Our Biggest Loser challenge encourages healthy eating and daily exercise habits. The team dynamic provides large amounts of support and last year's group lost a total of over 80 pounds. Another challenge currently in progress is our Pedometer Challenge. We show that getting in shape doesn't have to be complicated -- it can be as simple as walking.

As an incentive to participate, we allow employees to join in on the fun free of cost and make the challenges competitive, giving prizes to the overall winners. Additionally, we are fortunate to have national resources such as the CBIZ Great Health program easily accessible to all of our employees. The Memphis office is proud to have been selected as a finalist in these awards and is committed to maintaining these high standards of health and wellness in our workplace.




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