Another Day in the HR Field

Look who is speaking a SHRM Annual on July 1, 2015 in Las Vegas -BABY! Oh Yeah we (@DaveTheHRCzar and I) made it to the BIG TIME with HR Department of One thanks to #LASHRM giving us our first break Robin Schooling 

Thanks to sponsors Manpower and the Land of Lincoln Training Center the following program was made possible.  I attended as well as fellow chapter members, UIS Student SHRM members , and students of my Managing Organizational Behavior & Human Resources Management courses . The following is posted with permission:  By Libby J. Bair, Managing Organizational Behavior Student An event made possible by the Central Illinois Chapter of the Society for Human Resource Management , this event featured Steve Wingert, CLM, and Liz Mikos. The two worked in tandem to explain the key concepts of the presentation. The presentation began with a short introduction to significant terms given by Steve. Particularly, it was important for participants to understand how exactly leaders, followers, and culture of an organization should be defined; this is important because each of the three factors, with effective intersection, are the main crucial components of a leadership model.

I am so excited to be presenting my first "Business" HRCI approved program for two of our ILSHRM chapters over the next couple of days. The first one is in Decatur and the second is in Peoria. Regardless of the size of the organization, HR metrics and workforce analytics are becoming increasingly beneficial. With the transition of HR metrics and analytics over the past 30 years, managers are now finding it easier to balance the costs and benefits of decisions due to improved HR infrastructures. However, HR metrics and workforce analytics are not a guaranteed return on investment. You need to be able to decipher what data is appropriate to collect. Learn how to use this information to increase managerial decision-making efficiency. This program will help you understand workforce and HR metrics with HR objectives, business strategies, and organizational goals. It will also teach you how to implement HR metrics and workforce analytics to improve organizational results. Lea

Over the years, I have worked with a number of interns who are meeting requirements of their degree by interning at Rogers HR Consulting.  Most of them have been undergrad students with barely any professional business experience.  Some have been returning vs. traditional students who have had a career and relevant business work experience, but those are rare.  Even more rare is my opportunity to work with grad students who are working on an MBA or a tailored Masters program with an emphasis in HR.  I prefer grad students only because they take less time to coach, teach, and manage  which helps me focus on billable client hours.  Honestly, I spend hours of non-billable time with these students helping them hone their communications, time management, and business skills in addition to helping them learn a little about the world of HR, entrepreneurship, and small business management.  I work very hard at maintaining my patience and understanding as they often make mistakes (sometime

A Letter to Family, Friends,Clients, & Business Associates: The summer HR intern and I have been conducting a full client file review for all organizations Rogers HR Consulting (RHRC) has worked with and/or provided proposals for since I began the business in 2001. While this was a big project and well overdue it was essential to learn from each client where we stand as a vendor and see how we can support the organizations goals in the future. What we discovered in this process was just how lucky RHRC has been to support such a vast variety of organizations over these past 13 years. Most of our success is because of the word of mouth from people like you. We don't have a budget to advertise and frankly don't have time due to my teaching responsibilities throughout the year in addition to client work. Thus your referrals are and will continue to be greatly appreciated! The following is a summary of the services we have provided to over 100 organizations in order from m

So the last months have been upheaval in our profession due to the SHRM/HRCI separation. The only other times I remember the HR community being this "moved" is when the SHRM Members for Transparency concerns where made public and the "I Hate HR" article was published. I know the later dates me a but but I have been passionate and incredibly supportive of the "Profession" society I have been a very active advocate for most of my business career.   As expected, over the last few days at #SHRM14, I have heard comments both positive and negative about both SHRM and HRCI. However, I consider myself to be a reasonable person and I don't take everyone's comments to heart. Nor do I believe everything I hear.  But (and not my first BUT) what I can't get over is the absence and uneasy feeling that has been so obviously present during this conference.  That absence is everything HRCI- PHR/SPHR/GPHR and so on.  HRCI,  who by the way, has been an organizati

As you read in my most recent posts, SHRM has announced new certifications that will be available in 2015.  Several have referred to the fiasco with the announcement and relationship with HRCI as a DIVORCE .  While that may or may not be true as the two organizations proceed, SHRM has announced the name of what I have referred to above as their new Baby.  They are the SHRM-CP (Society for Human Resources Management - Certified Professional) and SHRM-SCP (Society for Human Resources Management - SENIOR Certified Professional).  Here is what the logo's will look like: Of course, as a career long volunteer for SHRM, I don't mean that in a condescending way.  However, it should be treated as such due to the delicate situation that has been created between the two organizations and primarily within the community who is very concerned about the impression this makes on the non-HR community.  I know the latter, is by far my biggest concern as I have worked so hard over the yea

Are they really or is this a chance for improvement for both of them?  I tend to think yes! Over the last week, I have participated in phone calls, read press releases, articles, and blog posts, as well as brief my local chapter members about the facts surrounding the SHRM Certification Announcement of May 12, 2014. During this time, I have stayed away from "as much as possible" communicating my personal opinions about the situation.  Now after all scheduled communications that I knew I would take part in have passed, it's time to let the cat out of the bag.  Well it's not as dramatic as all that but I do have a few opinions and suggestions to offer current and potential HRCI certificants regardless of your SHRM member status (because there are certificants who are not SHRM members).  My comments below are in no particular order. If you were planning to test this year for any of the HRCI certifications, do it!  Continue to be proud of your PHR, SPHR, GPHR, HRM

UPDATE 5/21: Added one more post and link below from Workforce.com not found last night when I originally wrote this post. On the eve of my attempt to help our local CIC-SHRM members make sense of the news of last week at our bi-monthly meeting tomorrow, I did another search. Again, I will wait to comment fully about my own understanding and opinions until after I get a response from SHRM regarding a question I have that has yet to be addressed and I hear again from our regional MAC rep on a call I am scheduled to participate in on Thursday. However, I do want to rescind and revise a comment I made in my earlier post. Last week I stated the following which is not entirely true: “The fact that the HRCI Executive Director did not receive advance notification leaves me a bit disappointed for a variety of reasons.” The HRCI Executive Director did know about SHRMs plans because she is part of the board where the topic was discussed. However, she did not know the communication would go

Here is a link to the Updated Post regarding this topic which consists of a full list of articles and links as of 5/21/14:  http://donnarogershr.blogspot.com/2014/05/more-consolidated-list-of-shrm.html Needless to say, HR professionals all across the world are a bit confused this week by SHRM’s announcement of a competency based certification.  Personally, I believe, this confusion could have been prevented with a little more strategic planning and communication from those who made the decision to release this information.  The fact that the HRCI Executive Director did not receive advance notification leaves me a bit disappointed for a variety of reasons.  Mainly, because just last year I was among four other representatives from across the country who shared with the SHRM board that membership in general feels “their house is not in order”.  There is a lot that goes into that statement based on some research that we conducted from a volunteer sample of the members.  However, t

This is a post I started in April and just getting a chance to publish. My apologies for the delay.  It's been a few years since Tami Ireland and I started the state legislative conference with then ILSHRM Director, Carolyn Spherl.  With continued support we have had our ups and downs but yesterday put a smile on both of our faces for a couple reasons. Those reasons center around two things: 1) Growth & 2) Opportunity.  Both of us have visited Capitol Hill in DC during the SHRM sponsored Lobby Day and have mirrored our approach as closely as possible. However, some years  have not even come close to this year especially as it relates to opportunity.  If you compare the picture of our first year to this years, you can see the growth in number of participants. It's obvious to us that even though growth has been slow it is still growth. Can't wait to see what the 2015 ILSHRM / CICSHRM legislative event will bring next Spring.  The opportunity I was referring to is seeing a

Well that was a blast! Hanging with long time HR friend, Dave Ryan, talking about Running an HR Department of One down south in the state of Louisiana. It was more than a blast...it was a great learning experience. I have always considered Dave mentor on areas of HR where I had little experience. One of those areas is Labor Relations. This go around I learned a lot about some new technologies that will help get the job done more effectively and efficiently.  Among my list of takeaways from Dave include Smart Recruiters, Work for Us, Flubaroo, and Google Docs. Mobile apps have been the rave for a couple of years now but Smart Recruiters seem to have an edge on the recruiting space. The app allows cost conscious HR professionals to post job openings for free and then get picked up by a host of other online job banks. On top of your return on investment for a pinch of your time, it's relatively easy to learn and use. Another related Facebook add on is called Work For Use which do

I  admit, I am not the most polished among my peers in the HR speakers community. Nor do I attest to "know it all" or have the most interesting "stories". I especially have not worked at a Fortune "any number" organization which usually are the only ones who actually get paid to speak. Well there are those who have authored a book who get paid. I'm not there yet either.  What I do know is how to pick a great partner in crime, what topics are not usually to the level of detail I feel is sufficient and how to dress for the occasion. Like the latter even matters, right? Well you will find a few shopping trip posts on social media where it has mattered to some (myself included).  I also admit that less than a handful of speaking gigs hardly qualify one to be "on the circuit". What I confess to be true about speaking at a conference is:  *I have a fabulous time helping others.  *I meet a great deal of wonderful HR professionals as w

Annually, I am required to do a review of my work for submission to the college review board.  Blogging is just an add on because the academic world does not recognize blogging as a legit contribution to the profession as does most of the media.  Regardless, it takes time and based on feedback I have received on occasion it helps people now and then.  So here is a list of my blog posts written for five different sites ( Talent Culture , Women of HR , IL SHRM , IL Chamber to include this one previously known as DonnaRogersHR) in 2013. 2013 Blog List Location  Date  Title  Women of HR 17-Jan-13 SHRM Conference Highlight: Meet the Illinois State Council of SHRM  Donna Rogers HR  1-Feb-13 Where Does Time Go? Productive or trash worthy?  Donna Rogers HR  10-Feb-13 #ILSHRM13 - You, Your Team and Your Culture, We've Got You Covered!  IL Chamber 11-Feb-13 Can Social Media Positively Impact Wellness?

Guess What? With all the stress in my life of late (since November), I finally got around to getting my 2014 HR Webcast Schedule put together! These are all pre-approved for 2 General HRCI Credits.  Please share! https://uisapp-s.uis.edu/ows/continuing_education/index.php?q=catalog%2F1 04/17/14 - Understanding the PPACA and How it Impacts Your Business 05/01/14 - Conducting Employee Opinion Surveys 05/15/14 - Developing or Revising Your Company Handbook 05/22/14 - Employee Harassment and Discrimination Awareness Training 05/29/14 - Conducting Your Own HR Audit 08/21/14 - Affirmative Action Plan: Where do I start? 09/11/14 - Conducting a Salary Comparability Study 09/25/14 - Social Media for Employers 10/09/14 - Conducting Employee Disciplinary Investigations 10/23/14 - Hire and Develop Top Employees 11/13/14 - Ready or Not!!! Good Employee Relations is Here to Stay 12/11/14 - Administering ADA/F