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.

Monday, February 16, 2015

Employer Mandated Training

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:
  1. 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.
  2. 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 feeling.
  3. Better understanding and awareness of group and inter-group process, both those that facilitate and those that inhibit group functioning.
  4. Increased diagnostic skills in interpersonal inter-group situation. The first three objectives are important for the accomplishment of the fourth objective. 
  5. Increased ability to transform learning into action, so that real life interventions will be more successful increasing employee effectiveness, satisfaction, and output.
  6. Improvement in individuals ability to analyze their own interpersonal behavior, as well as to learn own to help themselves and others with whom they come in contact to achieve more satisfying rewarding and effective interpersonal relationships.
  7. Complete self-assessments to help the employee further understand how the concepts in the program apply personally to them. 
Another program that I delivered for an employer was in response to a harassment and discrimination complaint they had received.  The board of directors made the management training mandatory and I provided some guidelines for management to share some of the slides I developed with the employees so the awareness did not stop there.   Here are the objectives for the program I developed:

Title VII Management Training Learning Objectives
  • Explain what federal discrimination laws are and their basic provisions
  • Define discrimination
  • Define harassment
  • Cite categories of harassment
  • Define retaliation
  • Cite costs involved with violations of federal discrimination laws
  • Describe the organizations policy on discrimination, harassment, and retaliation
  • Describe the organizations complaint process and procedures
  • Explain the responsibilities supervisors have in complying with federal discrimination laws
These are just a couple of topics employers should require to be mandated but often are not even on the radar.  Employees are coming into organizations expecting dignified and respectful treatment. Gone are the days where employees put up with disrespectful and inappropriate treatment. It's important to consider what has previously been termed "soft skills" as important as those needed to do the work because communication is part of the work. It is what helps to engage and retain employees. 

Sunday, February 15, 2015

2014 A Year In Review

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 been writing over the year and I know it's about half as much as I wrote the first few years with only 15 posts this year compared to 23-31 in 2011 to 2013.  I'd say a big part of the first half of year would have had a lot to do with my dad dying, learning about my paternity and new family members, and being hospitalized.  After that it seems the focus has been on catching up and working on getting healthier which is still a focus in 2015.

The year began with a summary of all the 2014 HR Webcast Series that I was doing for the UIS Continuing Education Department that has since been disbanded.  As a then pre-approved provider of HRCI programs I had been providing webinar training for this program for approximately three years.  It was a program that was initially intended to accommodate all types of training from faculty campus wide but the majority of the time only my webinars appeared on the website.  I personally did not have time to market the programs so they started taking up way more hours than what I was getting with only 38% of the revenue.  Personally, I have benefited with extra time the last half of the year since the program was cancelled.

Like this year, I wrote a 2013 Blog Post summary which was then followed by a few posts related to speaking and appearing on HR related programs such as:
The biggest blogging impact I made in the community (and my entire blogging experience since 2010) was related to the big SHRM announcement that rocked the HR world about the new #SHRMCertification.  The entire four part series drew 4,410 views overall.  While I was surprised about the announcement and had my own opinions, I tried to stay neutral and share all the various communications that went about the news in a way that allowed readers to link to what was new up until it started to become old news.  Thus the series consisted of the following posts:
So maybe the service I provided to the community researching and pulling all the writings into one post gaining thousands more viewers than normal made up for the fact that I wrote less in 2014.  Additionally, a few more posts in the year covered an event I attended (Lobby Day in Illinois Success) and an overall review of my consulting business (Lucky 13) celebrating then 13 years in business and over 100 client file reviews conducted over the summer.

A couple students guest blogged on my page this year with an intro related to the topic from me covering Internship and Diversity.  They are: 
Finally, I blogged about my very first STRATEGIC (or should I say BUSINESS) credit approved program from HRCI HR Metrics & Workforce Analytics.  While this may not seem like a big deal, it is not easy to prove to HRCI you have developed a program with enough emphasis on business to get this approval.  I delivered the program in Decatur and Peoria SHRM chapters last year.  This year, I have plans to deliver in Mattoon, Metro East Area, and Springfield.

So while I was feeling kinda down at the beginning of this write up, I guess I didn't do all that bad! Of course, this is only the reflection as it relates to blogging.  This performance evaluation process takes a while.  Good thing it's not due till my birthday.  Happy 2015 to all!!

ADDENDUM: How could I forget Women of HR posts? I had two last year that were very personal and direct.  To keep with the theme of the site itself, I always try to write about personal experiences as a women and learning lessons that can help others in the workplace:


  1. Women Can't Do Anything Right! #BULLSHIT This was a perception based piece that focused on how to overcome this sentiment and understand those in the workplace that may have a defense mechinisim in their personalities that may be based on this belief. 
  2. Is She Really a Bitch in the Workplace This was another perception based piece that focused on women in the workplace who are called a bitch for getthing their job done to include to other related posts from others included one on Forbes.
I also guest blogged on the ILSHRM page regarding the SHRM Certification situation: Some Light Reading of "SHRM Certification Announcement" Communications in May.

Monday, February 2, 2015