Blogging Elsewhere

Over the last couple weeks I have been compiling my required annual faculty performance review which summarizes teaching, scholarly work (which is not required for my professionally qualified (PQ) position as opposed to AQ for those with PhDs) and service to the university, community and the profession. Since I had to compile the following information as part of my blogging contribution (service to the profession), I thought I would share the links here especially as it relates to the two sites I have contributed to in addition to my own. I have not shared on this site in the past that I have blog posts elsewhere. So the following is exert from my performance review:

“While I do not write scholarly works, I do write for my students, clients, and the HR community via blogging which I started in 2010. In addition, I am a contributing author for two other blogs called Women of HR and Illinois State Council SHRM). In 2011, I wrote a total of 41 posts between the three sites.

DonnaRogersHR Author (31 Posts)

I have been officially blogging since July 30, 2010 – This year my posts increased from eight (8) to 31 which included a series of ten (10) posts dedicated to Teaching/Training with Technology. This eight (8) week series is labeled Part 1 through 8 and has two follow-up posts called 23 Ideas for Online Instructors/Trainers and a Trailer. I have had a few guest writers but primarily I write about ILSHRM and a variety of HR topics. This year I discussed topics such as: Email, Bias, CEOs Thinking Differently, Second Life, Rock Star Employees, HRs Role on Disaster Preparedness, Why I teach HR and more. I feel like this is a great way to contribute from an educational and informational standpoint beyond what I do in the classroom.

Women of HR Contributing Author (3 Posts)

· The Perfect 10 on February 4, 2011 about Workplace Flexibility

· Bride to Be = Discouraged Employee on June 17, 2011 about Harassment & Discrimination

· Is the Good Ol’ Boy Network Just a Myth? on October 3, 2011 about Gender Issues in the Workplace

ILSHRM Contributing Author (7 Posts)

· About Me & My ISC-SHRM Goals for the Next 2 Years on January 7, 2011 on Strategic Planning Goals for ILSHRM

· Upcoming Illinois Legislative Conference April 1, 2011 about Employment Laws

· Membership Queries Via Texting June 22, 2011 about Polling Services

· Strategy Equals Improved Bottom Line on September 19, 2011 about Strategic HR

· Birds Fly…Supervisors Die! on October 8, 2011 about Supervision

· ILSHRM Represented at SHRM Strategy Conference on October 5 about the SHRM Strategy Conference

· SHRM Strategy Conference Wrap-Up on October 18 about the SHRM Strategy Conference

· SHRM Diversity & Inclusion Conference Access Denied on October 25 about Conference Planning Tips”

I look forward to more contributions to the profession in 2012 on all three of the sites. I hope to be invited to share on other sites as I have time to do so. Recently, I agreed to be a contributing author to another multi-contributor HR site called Project SocialHR. I am really looking forward to that opportunity. Thank you for reading my posts and please feel free to comment as I enjoy hearing your perspective as well.

55 Active Job Search Sites (Updated 7/19)

I had a company encouraging me to update this list over the last couple of months. Since they focus on veteran hiring and I am a veteran supporting other veterans I am happy to add the following to this original posting from 2017. Silent Professionals is a free veteran recruitment service. Their differentiating factor is that they focus on a very specific subset of veteran employment which is the combat arms veteran. Their site is much more than just a job board because they actually provide a service behind it which is all free to the veteran. As combat veterans themselves, with a vast amount of experience in the private security sector, they are able to use that experience and influence within the industry to act as trusted advocates for the veteran candidate. They boast an incredible 84% job placement success rate for candidates that they recommend to employers. One of the reasons they're able to do that is because of their focus on jobs for combat veterans who are seek

Honest, Vulnerable, and Transparent Communications Can Be a Curse for Women

As we approach yet another end to Women’s History Month where organizations make a sincere concerted effort to raise awareness to the issues women face in the workplace with hope for continued change, I am skeptical. Not because I do not believe in the effort. Not because I have not heard story after story of women who have made history and are honored and respected highly for women’s suffrage progress they have made. Not because I do not believe in change. I do believe strongly in the effort that brings these stories to the public causing change. However, the reason I am skeptical is the same reason so many other women question the possibility of real change. Why, because we have been victims who feel defeated repeatedly and constantly reminded of the loss experienced. When you feel you have taken two steps forward and knocked five steps back every time that original wound opens and reminds us of the curse lived just because we are a woman. I had to be quiet about the real reason I

HR Assessment Risk Summary

In summarizing the potential for risk in the human resources and personnel practices of organizations visited over the past few years, the highest risk of audits, investigations, grievances and the resulting potential for penalties, fines and legal concerns come from six primary sources. The main reason for concerns are because certain federal and state agencies are making it a priority to investigate: Misclassification of employees as exempt, Illinois led the nation in active investigations 3,635 involving 19,765 misclassifications, 245.6 million in unreported taxable wages, 5.1 million in unemployment tax unreported, 270,570 employees impacted. The U.S. Equal Employment Opportunity Commission (EEOC) recently announced that 84,254 workplace discrimination charges were filed with the federal agency nationwide during fiscal year (FY) 2017, and secured $398 million for victims in the private sector and state and local government workplaces through voluntary resolutions and litiga

Another Day in the HR Field

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