Another Day in the HR Field

It's been so long (too long) since I blogged. It's mostly due to so much family tragedy in my life and unfortunately it's related unnecessary drama not to mention grief. You see I lost my brother a couple months ago to a hit and run driver and my father last year due to cancer. So I'm sure you can imagine if not empathize due to your own family experiences.  However, it's time to move on and focus on the future and the most exciting work related thing in my future is to speak the the Society for Human Resources Annual conference next week in Las Vegas, Missouri SHRM in August and at ILSHRM conference in September. I hope to see old friends and make new. Thanks to everyone's support during these trying times and I look forward to getting back into blogging again. Look for a post on the Women of Management blog right after SHRM15. 

One of the most fulfilling employer training programs I did last year was Empathy In the Workplace.  Another name for it is Sensitivity Training.  You know, when employee's need to think before they speak and say something that either offends someone or makes them depressed. In my clients case they had an employee who did both to the point that the employee was no longer allowed to go to their clients office until they had proof that he had been through some sensitivity training.  Here are the objectives for the program I developed: Empathy In the Workplace Learning Objectives: Increased understanding, insight and self-awareness about ones’ own behavior and its impact on others, including the ways in which others interpret one’s behavior. Increased understanding and sensitivity about the behavior of others, including better interpretation of both verbal and nonverbal clues, which increases awareness and understanding of what the other person is thinking and feel...

It's time once again to complete my annual performance review.  This is a time for reflection, documentation, and most importantly improvement.  I have been participating in the annual review process most of my professional career.  Typically it's been a meeting with my supervisor where they go over a checklist type formatted document that all managers use in the organization and basically tell me how I scored.  In the academic arena the tables are turned a bit where it's you telling a committee in written form what you did, how you were evaluated, and what your going to do about it. The latter is the most important aspect, in my humble opinion, because the process requires you to sit down and determine what your next steps are as it relates to improvement in all areas of your professional work.  For me that is teaching, advising, community service, training, speaking, blogging. consulting and branding.  Part of my reflection is to look at what I have bee...

I'm about to be interviewed by Drive Through HR friends via the list link: http://www.blogtalkradio.com/drivethruhr/2015/02/02/donna-rogers-skowronski-at-lunch-with-drivethruhr Have a listen and join us on the twitter stream via #DTHR

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 leade...

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...