Welcome to Donna Rogers, MEd., SPHR Blog Site!

I share insights into the field of Human Resources Management from my perspective and experience, information upcoming conferences and seminars I participate in, as well as a bit about my personal life from time to time as it relates to my profession. I hope you enjoy and encourage you to connect with me on other social media platforms.

Friday, November 21, 2014

Made it to the BiG Time - Speaking at #SHRM15

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 

Sunday, October 19, 2014

Inclusive Leadership: Leverage your Diversity for Optimal Results

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. Leadership, according to Liz, is a process about the “whys” of business process, while management is focused on the “how,” i.e. how to get things done in the business. Diversity and inclusion must be effectively intersected within these two pieces of an organization.

To explain the concept of diversity, Liz used an interesting comparison: an iceberg. Diversity, by broad definition, refers to the differences in people. Where the iceberg comes into play is to represent those differences we see in people and those we don’t see, which are more of a cognitive nature. According to Liz, companies are more and more realizing the importance of cognitive diversity in their everyday activity.

Inclusion was explained as the process of including those who show themselves as diverse individuals. In short, it is very easy for an organization to be diverse without being inclusive, just as it is also relatively simple for an organization to be inclusive without really being diverse at all. The purpose of the presentation Liz and Steve gave was to show leaders how to effectively implement diversity and inclusion in their organizations in ways that become second nature to a person’s internal thought processes.

A big part of implementing inclusion is leading others to combat their own unconscious biases and micro aggressions. Unconscious biases lead people to cling to people and things that are familiar to them, and steer away from the unknown, otherwise known as creating a “halo effect” around those who we identify closest to. As humans we are filled with constructed, complicated biases that deeply influence our actions but jeopardize our chances of success to sticking with what we see as a known quantity. Such biases greatly inhibit team performance.

Liz explained how convergent and divergent thinking may produce much different attitudes during group activity. Divergent thinking can produce fragmentation between individuals, as well as sub-division between those with those who see themselves as like-minded. When divergent thinking is harnessed into convergent thinking, along with a set of established criteria and evaluation for group work, inclusion is more likely to accompany the diversity that each team member brings to the table.

Liz and Steve introduced self-check methods for participants to use to ensure they are carefully questioning their own motivations for biases in their work/leadership position. Such methods include questioning whether a particular thought about a person or idea is helping you protect your own motivations vs. helping further along the best interests of the organization/group.

Essentially, the concepts modeled in the presentation are building blocks to practicing what Liz and Steve call “inclusive leadership,” which needs to be made a concerted effort by each leader. Proximity to diversity doesn’t create inclusion alone; active understanding of varying viewpoints, backgrounds, and personalities without prior judgment is necessary to transform diversity into full-blown inclusion. Liz and Steve encouraged all in attendance to think about how diversity and inclusion needs embraced throughout entire organizations, not just specific departments that appear to need a hand in these strategies more than others.

Through the ending case study, participants got a change to put the concept of keeping unconscious biases in check into action. Through screening 10 potential candidates for a diversity senior management board of 5, groups were encouraged to examine how unconscious biases based on the names and biographies given might have affected their final choices. This case study truly left participants, including myself, with an active mind; one must bring their unconscious biases to the forefront before they can work to alleviate them from their routinized thinking patterns.

Monday, September 8, 2014

HR Metrics & Workforce Analytics


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.

Learning objectives from this session:
  1. How to develop and implement HR metrics and workforce analytics to measure organizational results vs. its goals and objectives (SPHR Functional Area 01-06). 
  2. When and how to align and incorporate metrics into business plans to achieve growth and improve revenue (SPHR Functional Area 01-12). 
  3. How to use metrics to conduct cost/benefit analyses and increase managerial decision-making capacity (SPHR Functional Area 01-12). 
  4. How to select the important and appropriate data to collect and analyze. 
PRESENTED IN 2014
Decatur meeting announcement: http://decatur.shrm.org/events/2014/09/september-meeting-metrics

Peoria meeting announcement: http://heartofillinois.shrm.org/events/2014/09/september-hihrc-lunch-and-meeting-metrics-workforce-analytic

PRESENTED IN 2015
Human Resources Association of Central Illinois (HRA) on May 8, 2015

Metro East meeting announcement: http://meishrm.shrm.org/events/2015/05/mei-chapter-meeting-date-change-now-may-21st 

Central Illinois Human Resources Group Announcement: http://cihrg.shrm.org/events/2015/09/september-luncheon-metrics-workforce-analytics

Monday, August 18, 2014

The Value of an Unpaid Internship

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 (sometimes reflecting poorly on the company) and take a lot longer to do something than what you would expect from a paid employee.  All this is to be expected but what is often not expected from the applicant's are the reasons they are not paid and more importantly why that should not be the only aspect of the internship that is important to them.   Sure I would like to pay them if they actually brought in money to pay for themselves but honestly they cost me money by taking my time away from billable client hours. So what business person would say that is a good investment when the goal of an internship is for the student to learn and not for the business to benefit.  The following reflection from an actual intern briefly outlines just a few of the reasons paid internships are not the end-all be-all of business education. 

The Value of an Unpaid Internship

by Rogers HR Intern, Samantha Willits, Summer 2014

            The summer internship is a staple of the college experience and while the right placement offers experience, knowledge, and a potential job offer, is it worth the cost? Taking an unpaid internship meant not only giving up three months of my salary, but paying tuition for the opportunity. Yes, you read that right; I PAID to work. Now that the summer has reached an end, I ask, “Was it worth it? What did I learn?”

1.      Relevant Experience. In just three short months I issued invoices, managed a marketing project, worked on an Affirmative Action Plan, got involved with the TChat community, researched HR metrics and analytics for a training presentation, and volunteered for the 2014 ILSHRM conference. From my conversations with other professionals I’ve learned that in the field of HR, most companies will not hire you without at least 1 - 2 years minimum of relevant experience, no matter what your degree level is.

2.      Working from home is harder than it sounds. It takes a great deal of self-discipline to not be distracted by dishes and laundry and well-intentioned family members who think the phrase, “working from home” means they can call five times a day. Unlike grad school where mid-day naps and midnight paper sessions are acceptable, working from home still requires respecting the standard 9-5 day because the quality and timeliness of your work effects more than just yourself.

3.      Internships are uncomfortable. It takes the average employee three months to a year to experience a complete cycle of the position, learn job responsibilities, and become a fully functioning member of the team. A three month internship is barely enough time to get your sea legs. It is uncertain, uncomfortable, and full of mistakes. But if you can recognize this challenge from the beginning and find the humility and drive to invest your time and energy anyway, you will learn more than you ever thought possible and be less likely to make those mistakes in the future.

4.      Your relationship with your supervisor is your responsibility. Learning your supervisor’s expectations in three months is a challenge! He or she will not know which topics you have learned and which ones are brand new so it is your job to ask questions. Find out which tasks they consider priority, when you can take creative freedom, and when you must follow directions to a T. Ask about their expectations for communication: in-person or electronically? Daily or weekly? Do they want to approve every step of the project or wait until the end? Having these conversations at the beginning saves a great deal of frustration later on.

5.      Your grade is the least important part. Instead of worrying about your letter grade, learn your job responsibilities and your supervisor’s expectations. Show up early, dressed appropriately, mentally prepared, and enthusiastic. Read relevant material, ask questions, and submit all assignments on time. If you do these things, the grade will take care of itself.

6.      Take time to write weekly reflections. How does your internship relate to the rest of your degree? Your career? What are you doing well and what adjustments do you need to make to be more effective? Taking time to reflect will help you get the most out of your internship and become a better employee.
7.      Strive for excellence. Whether you are making coffee or writing the annual report, you should understand how your responsibilities contribute to the overall purpose of the organization and commit to doing your role with excellence and integrity.

8.      Take initiative. Even though you are the new wo(man) on the totem pole, look for opportunities to make connections, suggest new ideas, and take on new projects. Taking initiative shows that you are engaged beyond earning course credit. My decision to volunteer for the ILSHRM14 Conference was one of the best decisions I made! Not only did I get to learn about the field from the best thinkers and managers around, but I got to connect with over a hundred professionals I would have otherwise never met.

9.      Being professional is NOT synonymous with being boring. At the ILSHRM14 conference I was amazed at the number of authentic, passionate, and opinionated HR professionals I met with a killer fashion sense! Jennifer Mclure said it best in her keynote presentation: CEO’s will only give HR a seat at the table if you can make decisions, have an informed opinion, and are brave enough to share your expertise. Success goes to the professionals who have the courage to step out.

My decision to do an unpaid summer internship was invaluable. It bridged the gap between the theory I’ve learned and the practical knowledge needed in the field. It helped me connect with over a dozen HR professionals in my area and pushed me to get involved with the SHRM community. While internships are not the magic ingredient to finding a job after school, the knowledge, experience, and connections you gain will continue to build on one another and lead to more and more opportunities.
So what do you think? Are unpaid internships worth the investment?
           


Wednesday, July 30, 2014

Lucky 13


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 most to least popular.

· Employee & Management Training
· Employee Handbooks
· HR Department Audit
· Career Development
· Recruiting, Interview, & Selection Advice
· Employment Law Advice/Compliance
· Management Advice
· Safety Plan Development
· Job Descriptions
· Salary Plan Development
· Compensation Studies
· HR Forms Development
· Affirmative Action Plans
· Exemption Status Audit
· Staff Planning
· Employee Opinion Surveys

This next list is an example of the various types of organizations we have served:

· Associations
· Banks
· Chambers of Commerce
· City Government Offices
· Colleges and Universities
· Construction and Engineering Companies
· Dentist Offices
· Factories
· Farm Supply Companies
· Food Service Providers
· Insurance Agencies
· Jewelry, Retail, and Home Decor Stores
· Labor Unions
· Manufacturers
· Medical Offices
· Non-Profits
· Pharmaceutical Companies
· Photography Studios
· Private Elementary Schools
· Professional and Trade Organizations
· Rental Companies
· Seminar and Training Providers
· Social Service Agencies
· Staffing and Employment Agencies
· Utility Providers
· Vet Clinics

Quality HR expertise and customer service is very important to us and we would like to do our best to serve business leaders like yourself and those you refer to us in the future. I continue to give all new potential clients their first hour free so all inquiries are zero obligation. I appreciate your continued support so feel free to pass this along: check us out at www.rogershr.com, call me at 2174141297 or email me at donna@rogershr.com.

Thanks Again! Take care and have a fabulous summer.

Tuesday, June 24, 2014

Absence Doesn't ALWAYS Make the Heart Grow Fonder: My Thoughts on SHRM Actions of Late

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 organization that has supported our profession since it's inception and still does!  Yeah maybe our current testing and certification process needed an upgrade. BUT (and I do mean a BIG BUT) do we have to make an obvious disagreement at the highest levels of the organization so very blatant especially to the average SHRM member and non members? Do we have to portray a perception of being the BIGGER Kid on the block (the Bully) who will do whatever they want to get their way? Do we have be so careful and purposely talk as if the current certification is irrelevant and unimportant? Do we have to "bully" the little guy? Isn't bullying an issues we deal with in the workplace? Are we not better than that? Are we not professional business people? Are we not suppose to set the example for the workplace? Seriously, I am ashamed of the organization I have supported, cheered for, promoted, and grown fond of over the years to the point that I feel SHRM is a part of who I am. They are why I am who I am. I now don't feel comfortable with my own thoughts and feelings:

When the HRCI board is not in the front seats of this conference along side the SHRM and SHRM Foundation boards who's members all work so very hard to advance our profession. 

When you walk into the SHRM Store and see zero PHR, SPHR, and GPHR imprinted items that we are all so use to seeing all these years. 

When you have to go offsite to participate in HRCI events. 

When HRCI is not even mentioned when discussing the new certification (referred to as the other or present certification). 

When the obvious feeling of absence of a key player is so distinctly obvious all over the conference almost as if HRCI is a curse word. 

Honesty, I am very very disappointed with the actions of SHRM. The absence of anything related to my certification does not make my heart grow fonder for the organization I have loved for so long! 

SHRM you expected us to get certified in the new competency model. Sections of which are new to the old model. Sections for which I and many others don't feel you are portraying. Seriously, if you expect professionalism of your members, why don't you walk the talk? 

Tuesday, June 17, 2014

SHRM's New Baby Named!

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 years to advance this profession and serve the professional.  I do realize the latter is in the plan from SHRM to allow current professionals to obtain the new certifications very easily once they are available. So from what I understand when I go through the certification steps mentioned in a previous blog post, my name will appear as the following in all my professional signatures:


Wow, that’s a lot of letters.  I'm glad I don't have to introduce myself as such.  Just kidding.  In addition, to the name, SHRM has also announced how this certification process will be governed. 



As you can see above, SHRM has also decided how the credits will be handled via SHRM affiliates.  What I don't have an answer to yet is, how they will handle pre-approved providers like my company, Rogers HR Consulting, who has been a provider of PHR/SPHR HRCI certified programs since 2007.  I have sent my question to the email about and waiting to hear back.  I am sure a lot of organizations like myself as well as associations, universities, etc. are very curious.

Having just completed my year as a Membership Advisory Committee (MAC) for SHRM in December, I was considering applying to serve on the HRCI board.  Now it seems I will need to make a choice as whether I apply to SHRM's new governance board or the stick with my original plan.  Both will have an impact on the certification/educational needs of the professionals I have been serving as a volunteer for SHRM affiliates since 1997.  Of course, neither of them may elect me, if I applied so it could be a non-issue.  End of my SHRM volunteer career? Who knows? I am still on the ILSHRM board as College Relations Director and I am one of the co-advisors for the UIS Student Chapter aka PStarHR so it's not likely.

If your are going to #SHRM14 be sure to stop by one of the three offered SHRM Certification Town Hall meetings hosted by my friend Brian Dickson and his team.  I am sure they will answer all your questions.  Remember, HRCI is not going away!  Connect with me on LinkedIn and Twitter and give me a shout out to meet in real life (IRL) at the conference if you plan to be there.

Thursday, May 22, 2014

An Unfortunate Reality: SHRM & HRCI At Odds

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.

  1. If you were planning to test this year for any of the HRCI certifications, do it! 
  2. Continue to be proud of your PHR, SPHR, GPHR, HRMP, HRBP! You earned them, they still mean something, and you have a choice to continue them.  I would recommend you do so at least for now.
  3. When reading communications from anyone other than SHRM or HRCI (including myself), take them with a grain of salt. 
  4. Question SHRM and HRCI directly when you feel there is a discrepancy in communications like I noticed about pricing of the SHRM learning system between what Hank was quoted as saying and what the SHRM FAQ documented.
  5. Continue to check back with the SHRM and HRCI FAQ documents for more answers as they are both living documents and currently updated daily.
  6. Understand that a SHRM affiliated chapter and state council volunteer must support their affiliation which is SHRM and not HRCI.  That is not to say those individuals don't have their personal opinions but they may be quiet on the HRCI side because they have to be. So do your own homework and respect their position. Employees and independent contracts for SHRM are in the same boat.
  7. Realize that SHRM and HRCI are separate organizations as are their now separate certification offerings. They have separate boards and management staff even though they share space with SHRM on Duke street in Alexandria.
  8. Re-certify or test if that was what you were planning to do prior to this announcement. If you are an HRCI certificant holder on 1/1/15 in good standing there is not a lot you will have to do to earn the new SHRM certification.  Basically it is a three step process: 1) Show documentation of certification; 2) Sign the SHRM Code of Ethics statement; and 3) Complete a one hour (or less) online webinar (that you won't have to study for).
  9.  If you wondered why you received an extension on your HRCI certification in the mail this week, understand that this had nothing to do with the announcement.  They were qued to ship before the announcement was communicated.  There was a letter explaining the transition to original certification dates versus calendar year in case you did not see it.  This has been in the works since late last year as I heard this first hand from HRCI in our November MAC meetings.
  10. Take advantage of the offerings SHRM is making to current certificants, if to do nothing else but add some more tools to your toolbox.  If you fail an HRCI certification test this year, be sure to ask for your new SHRM certification learning system for free because it's available.
  11. If you are a pre-approved provider like my company, Rogers HR Consulting, is, keep waiting because there are currently no answers for you like there are for SHRM affiliates and Universities teaching the SHRM Learning Systems.
  12. Pray that all this confusion, additional lettering, frustration, hard feelings, and whatever else anyone wants to call what I am calling an unfortunate reality does not negatively affect our profession in the eyes of other business leaders and professions.  This personally is my biggest fear after participating in a strong STP/ATP SHRM campaign for years.  STP - Serve the professional and ATP Advance the PROFESSION.  The latter is where I am concerned we just took steps backwards.  Hopefully my fears are proven wrong!
  13. Finally, realize that in the end it's up to you.  You now have more choices before you than you had on May 11th.  You can chose to maintain your current certifications, add new, or trash them all (although I don't recommend the latter).  As employers we will ultimately have the final say as to what is the preferred in the long run.
So take the high road, stay positive, and keep smiling because that's all we can do when it comes to change.  It's always going to be there and with all change comes improvement.  Regardless of SHRM and HRCI board, management, and staff feelings today, this too shall pass and both organizations will become better.  I'm choosing to be optimistic.  Won't you join me?

For a list with links of articles, blog posts, and articles related to this announcement see my post from yesterday here: http://donnarogershr.blogspot.com/2014/05/more-consolidated-list-of-shrm.html 

Tuesday, May 20, 2014

MORE Consolidated List of SHRM Certification Announcement Posts with LINKS (Updated)



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 out so fast and obviously did not have time to prepare current certificant’s as well as staff to handle questions.

I have separated the links to show those from SHRM, HRCI, and OTHERS separately.

In addition to doing a Google search on this topic you can go to a variety of LinkedIn groups where there is a great deal of conversation following these communications. The following lists of articles and links contain the most recent posts from this week first (under the appropriate header) then below them is a copy of the link from last week’s post starting with the words: “FROM LAST WEEK:”

From SHRM
From SHRM Board Director: http://www.weknownext.com/blog/shrm-certification-its-personal-to-me



SHRM-HRCI Dramedy: Time to Set the Record Straight http://www.workforce.com/blogs/4-whatever-works/post/20478-shrm-hrci-dramedy-time-to-set-the-record-straight

The Last Word: SHRM’s Door Swings Open for Whom? http://www.workforce.com/articles/print/20481-the-last-word-shrms-door-swings-open-for-whom

The CYA Report E62: The SHRM Certification Fiasco http://fistfuloftalent.com/2014/05/cya-report-podcast-shrm-certification-fiasco.html

The Top Nine People SHRM Hurt When It Said Goodbye to HRCI... http://www.workforce.com/articles/20477-the-top-nine-people-shrm-hurt-when-it-said-goodbye-to-hrci

Weekly Wrap: Just How Important Is an HR Certification, Anyway? http://www.tlnt.com/2014/05/16/weekly-wrap-just-how-important-is-a-hr-certification-anyway/

SHRM Rolls Out New Certification from HR Executive Online http://blog.hreonline.com/2014/05/13/shrm-rolls-new-certification/

FROM LAST WEEK: Workforce held an online chat today: http://www.workforce.com/articles/hrci-shrm-live-chat
FROM LAST WEEK: HRCI: Surprised by SHRM Plan to Offer HR Certifications: http://www.workforce.com/articles/20474-hrci-surprised-by-shrm-plan-to-offer-hr-certifications
FROM LAST WEEK: New #SHRM Certification Raises More Questions Than It Answers (Update X 2)
http://truefaithhr.blogspot.com/2014/05/new-shrm-certification-raises-more.html
FROM LAST WEEK: SHRM to Stop Supporting PHR, SPHR Certifications http://upstarthr.com/shrm-stop-supporting-phrsphr/
FROM LAST WEEK: J.J. Keller on SHRM approves plan for new human resource certification based on competencies http://www.jjkeller.com/shop/content_home__article_SHRM-approves-plan-for-new-human-resource-certification-based-on-competencies*052014_10151_-1_10551

Thursday, May 15, 2014

A Summary (with Links) of ALL “SHRM Certification Announcement”Communications Thus Far (UPDATED)


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, the bottom line is that the comment related to turnover, previous problems with transparency perception, and communication between the other two organizations so closely related to SHRM (the foundation and HRCI).  Just last month I attended a student SHRM conference where I heard from a fellow volunteer that they were on a newly created committee with members of all three organizations with the goal to improve communications.  Basically the idea which supported our recommendation was to consistently let the right hand known what the left hand is doing.  Unfortunately, this week’s announcement took the whole effort backwards in my humble opinion.

Yesterday, I was contacted by the president of my local chapter to help explain what is going on to the membership at next week’s general membership meeting.  They had a board meeting just after the announcement hit in boxes but before other communications came out from both SHRM and HRCI.  So needless to say, the board was at a loss to answer a multitude of questions that arose at the board meeting and from members.  Just after that I received an email from a local member and another today.  I am certainly no expert and I really don’t want to be misquoted or take a chance at being misunderstood by interpreting something that is still a little unclear in my own mind even after reading all I can about the subject.  So instead of clarifying for you, I have done a search for all communications I can locate up to this point about the topic so you can find them all in one place.  I am sure in the coming days, weeks, and months, more details will unfold.  Until that time, try to stay afloat in the muddy water as the rest of the 14k certified individuals, myself included, will do the same (not to mention those unsure about whether to move forward with certification which I am guessing is also in the thousands). 

Here is what I have located so far (readers please add additional links in the comments section):

From SHRM


From HRCI


Various Posts Not from SHRM or HRCI




Friday, April 11, 2014

Lobby Day in Illinois Success

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 an HR related bill being discussed in detail on the Illinois House floor. In this case the Pregnancy discrimination bill introduced by representative Flowers (which has now been passed). In past years we visited the gallery but they have primarily been discussing issues not related to the workplace. 

So as I mentioned earlier both growth and opportunity has put a smile on our face and made us proud to have started this event on the first place. HR should be more involved in the goings on with thier state capitols much more than they are overall thought out the USA. Legislators have no idea how thier bills affect the workplace and employers in our state unless we tell them. Please visit your representives and senators! 

Thursday, April 10, 2014

#LASHRM Down - What's Next?

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 does have a cost but seemed worth the price. 

The most useful tool I learned about would have come in real handy when I was responsible for safety training. Now I share the idea with clients and hope they will check it out. It's a combination of Fluberoo and Google Docs which allows you to set up a document that produces a link you can share with employees. The player follows the link to take a quiz about the training they just leaned. For example, fork lift training typically requires a test for understanding which can be documented on google docs using Flubaroo to score the test and provide feedback to the HR department. Dave provided a quick demonstration which made the whole process look easy to use and implement. 

I'll have to try it out myself and share it with clients so they too can benefit from his wisdom. So what's next? Only time will tell. In the meantime check out our slides which actually contains a video on how to use google docs and Flubaroo together. The website is www.HRDepartmentOfOne.com. 


Monday, April 7, 2014

Psyched for Year 2 on HR Speaking Circuit

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 well as vendors serving the HR field. 
*I always learn something new, see something I have never seen before, and overhear some very clever souls sharing their HR secrets. 
*I never regret the time I take away from potential "billable hours" in a week. 

All and all, it's simply my pleasure to serve the HR community by giving of my time and making life easier for someone else by sharing one nugget of information not previously know to the attendee. 

I go on stage tomorrow at the Louisiana State Council of SHRM HR Conference for the first time at one of these state HR Conference with a dear friend, client, and mentor who I have known and worked with for over a decade and I could not be more excited. Dave Ryan and I will be sharing our experiences, tips, short cuts, and cost savers as current and former members of the HR Department of One Community. Our slides are available at www.HRDepartmentOfOne.com. This is one of two conferences I am a scheduled to speak at this year. Missouri SHRM will be my second this August. I have applications pending at other state conferences.  In addition, Dave and I would like to do our gig at another conference later this year or early next year before the information we poured into this program becomes too stale. 

Last year, I had the pleasure of speaking at three state HR conferences (Kansas, Wisconsin, and Minnesota). The evals all came back great which is what Dave and I are hoping for tomorrow. 

If you will be at one of the conferences mentioned, please look me up or tweet me at @HRWarrior.  I'd love to meet you in real life and always look forward to expanding our mutual HR network. 

Friday, February 28, 2014

2013 Blog Posts

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?
ILSHRM 13-Feb-13 The Future’s So Bright I Gotta Wear Shades
Donna Rogers HR  14-Feb-13  A Look in the Mirror: 2012 A Year in Review  
Donna Rogers HR  18-Feb-13  What is the MAC? A "SHRM" Term  
Donna Rogers HR  27-Feb-13 Job Opening  
Donna Rogers HR  15-Mar-13 2013 HRCI Approved HR Webinars - 2HRs Each 
Donna Rogers HR  15-Mar-13 Register for ILSHRM/CIC-SHRM Legislative Conference 
Donna Rogers HR & ILSHRM 25-Mar-13 A Students Look at 2013 Illinois State HR Games 
Donna Rogers HR  7-Apr-13  Tell the SHRM Mac What You Think  
Donna Rogers HR  21-Apr-13 HR & Religious Institutions  
Donna Rogers HR  24-Apr-13 Would it all Fall apart if Human Resource Professionals Did Not Exist? 
Donna Rogers HR  25-Apr-13 Live on "Internet Radio"  
Donna Rogers HR  10-May-13 2013 1st Official NCR SHRM MAC Update  
Donna Rogers HR  22-May-13 Pre-Approved HR Webinars 
Donna Rogers HR  28-Jun-13 SHRM NCR MAC Update 
Donna Rogers HR  2-Jul-13 Independence Keepers- It's all in the family 
Donna Rogers HR  12-Jul-13 MAC Meetings With "the Boards" Feedback  
Donna Rogers HR  30-Jul-13 Will I See You At ILSHRM13? 
Donna Rogers HR  28-Oct-13 My First State Conference Prezi  
Donna Rogers HR  1-Nov-13 Fall North Central MAC Update  
Women of HR 12-Nov-13 School Selection Compared to Job Selection
Donna Rogers HR  13-Nov-13 Concealed Carry Signage for IL Business 
Donna Rogers HR  25-Nov-13 Post Leadership North Central MAC Update  
Talent Culture  29-Nov-13 Survival Tips for HR Departments of One  

Thursday, February 20, 2014

2014 HR Webcast Series Now Available

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/FMLA in the Workplace