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Running an HR Department of One (HRDeptOf1) DONNA ROGERS, SHRM-SCP, SPHR AND DAVE RYAN, SHRM-SCP, SPHR
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  1. 1. Running an HR Department of One (HRDeptOf1) DONNA ROGERS, SHRM-SCP, SPHR AND DAVE RYAN, SHRM-SCP, SPHR
  2. 2. Contact Us! Donna Rogers - @HRWarrior [email protected] (217)414-1297 and Dave Ryan - @DaveTheHRCzar [email protected] (217)971-1144
  3. 3. Program Description Have you ever wondered how other HR professionals do it? You know, those who manage to keep their head above water when they have zero help on a day-to-day basis? Do you sometimes feel like you are all alone? Are there resources available to you, on a zero budget basis that will save you time? What can you do when the boss says they want you to get some HR education and you dont have any time? Spend some time with HR professional who have been there, done that and worked with folks in similar circumstances every day. The information gained in this one hour and fifteen minute program will be invaluable to improving your role as the only HR professional in your workplace. Hear from two HR pros who have both run a one-man shop. They have walked a mile in your shoes. Our mantra is get it for a dime and get it on time!
  4. 4. Learning Objectives They will learn how to be more prepared for the demands of their job and how to make a positive impression on others in the organization. They will learn how to organize the job of HR into manageable segments such as: Recruiting and On-Boarding, Compensation and Benefits, Engagement and Retention, and Compliance. They will be provided tips and tricks which will help the single-person HR shop figure out how to prioritize their work, and what to try to contract with a consultant.
  5. 5. Does this look familiar? As an HR Department of One
  6. 6. We have both worked in #TrenchHRSo We Get It!
  7. 7. From TLNT.com & Tim Sackett Small HR Shop HR Pros skilled in a variety of HR functions think a mile wide and 10 feet deep. HR Pros who are more creative (no money forces the creativity process dont argue with me until you have no money and still have a CEO yelling for results). HR Pros who are skilled at telling executives, No, you cant do that (as in no, you cant hit employees no matter how much they frustrate you). HR Pros who are forced to show exactly how much money will be saved or made for each decision they make direct bottom line impact. HR Pros who are real good fire fighters, and rarely have time to focus on the long term objective of moving the organizational people practices forward. Small HR Cliff notes
  8. 8. First things First Site Reconnaissance Reconnaissance is the military term for exploring beyond the area occupied by friendly forces to gain vital information about enemy forces or features of the environment for later analysis and/or dissemination. Prior Military
  9. 9. For the Dept. of One We have the 6 Buckets of HR
  10. 10. The Buckets
  11. 11. Recruiting & On Boarding
  12. 12. Mobile app Electronic Recruiting A Free Source!
  13. 13. MoreElectronic Recruiting Ben Eubanks Integrating Mail Chimp Its Free too!
  14. 14. FACEBOOK Recruiting
  15. 15. On Boarding http://www.slideshare.net/robinschooling/setting-the- stage-for-successful-employee-onboarding Searching Slide Share I found a presentation on On-Boarding put together by Robin Schooling.
  16. 16. Compensation & Benefits
  17. 17. Compensation Decisions Compensation Philosophy Market/Going Rate - Fully Trained & At Least Meets Performer Lead - Lag - Match Market Pay Level - Administration of Pay - Pay Raises
  18. 18. Compensation Americas Career Infonet BLS Careeronestop.org Dept of Emp Security Indeed.com SAME AS JOBSTAR.com JobBankUSA PayScale.com Salary.com SAME AS Monster.Salary.com and CareerLink.com SalaryExpert.com SAME AS CBSalary (CareerBuilder) Simply Hired State DOL Wages Sites Trade Associations YahooHotJob.com Glassdoor.com Do Not Use Same Database http://ww w.recruiter. com/i/10- great- salary- calculators -to-save- you-time/
  19. 19. Benefits Statements Annual Enrollment Vendor Benefits Training Vendor Health Fairs
  20. 20. Affordable Care Act (ACA) Liability 2016 Reporting Requirements 6055 & 6056 ACA EE Status RESOURCES for 25- 75 employees
  21. 21. Engagement & Retention
  22. 22. Clint Swindall
  23. 23. Engagement Engaged ~ Disengaged ~ Actively Disengaged
  24. 24. Focus on the Engaged!Engagement = http://www.lifehack.org/articles/work/7-traits-rock-star-employees.html https://www.americanexpress.com/us/small-business/openforum/articles/hire-rock-star-employees/ http://recruitloop.com/blog/how-to-attract-a-rockstar-employee/ http://donnarogershr.blogspot.com/2011/08/rock-star-employees.html Read About Rockstar Employees
  25. 25. The Secret to Employee Engagement!
  26. 26. Retention Ask for Freebies from various local organizations Game Tics Lottery Tics Popcorn Movie Tics Reward Ribbons Thank YOU notes 1001 Ways to Reward & Recognize Employees Management Reward Box
  27. 27. Retention Supervisors need to know two dates for every employee during your MBWA Anniversary Date Birthday Date Everything you learned in Kindergarten Please Thank you Its Simple & Free!
  28. 28. Training Several Types to Consider Online, Classroom & On-the-Job Training
  29. 29. Training Using Google Spreadsheets and Flubaroo for Employee Training Free Solutions To Training Administration
  30. 30. CREATE A GOOGLE FORM CREATE A GOOGLE FORM THE FORM IS YOUR EVALUATION Google Forms & Flubaroo
  31. 31. Google Forms & Flubaroo EMAIL THE FORM HAVE THE EMPLOYEE COMPLETE THE FORM THE TEST ELECTONICALLY, AND THEN SUBMIT IT. Google Forms & Flubaroo
  32. 32. COMPLETED FORM SENT THE EVALUATION RESPONSES ARE IN THE GOOGLE SPREADSHEET, FROM THE FORM THAT WAS CREATED. Google Forms & Flubaroo
  33. 33. Go to TOOL then SCRIPTS and Install the FLUBAROO script With FLUBAROO installed get ready to score your evaluations Google Forms & Flubaroo
  34. 34. With a KEY (the correct answers identified) prepare to grade the assignments Google Forms & Flubaroo
  35. 35. Google Forms & Flubaroo Answers/Responses are scored. Grades are emailed. Questions are evaluated for the number of right and wrong answers, and can be updated as more answers are collected. Google Forms & Flubaroo
  36. 36. Google Docs Fork Lift Training/Testing Inspections Accident Reports http://bit.ly/1d2xZ2w
  37. 37. FREE Safety Training Resource The Chemical Safety Board investigates major chemical accidents. The videos they generate make FABULOUS Training material. The Illiopolis Incident
  38. 38. Compliance
  39. 39. Compliance Department Of Labor Occupational Safety & Health Association US Department Of Transportation National Labor Relations Board O*NET Equal Employment Occupational Commission Office of Federal Contract Compliance & Programs
  40. 40. Other Resources OSHA Top ten Citations https://www.osha.gov/Top_Ten_Standards.html OSHA Training Library https://www.osha.gov/dte/library/index.html Planning for emergencies https://www.osha.gov/Publications/osha3088.pdf Ready.gov http://www.ready.gov/publications
  41. 41. Everything Else
  42. 42. Everything Else! Picnics Holiday Party Morning Coffee Maker Key Manager Fashion Police Smelly Employee Bathroom Stall Artist Cleaning Service Complaints Office Criers Other department Complaints Tours Selling Company Goods on Ebay Other Duties as Assigned
  43. 43. Audience Participation Do you hold a certification in HR? SHRM-CP or SHRM-SCP? PHR, SPHR or GPHR? Any CA folks here? (CA-PHR or CA-SPHR) Compensation or Benefits Certifications? Training Certifications? Labor Relations Certifications? Others Not Mentioned? What are they? Non-Bucket Tips
  44. 44. Free Learning EXAMPLES OF LOW-COST RECERTIFICATION ACTIVITIES As long as you are able to relate the activity back to the subject areas covered on your certification, it can be counted for recertification credits. TEN (10) RECERTIFICATION CREDIT HOURS CAN BE EARNED BY EACH OF THESE ACTIVITIES: Being a national member of SHRM or another national HR association (Professional Membership category). Mentoring an HR professional or HR student through a formal mentoring program (HR Leadership Roles category). Holding a volunteer HR position for a professional organization (HR Leadership Roles category). TWENTY (20) RECERTIFICATION CREDIT HOURS CAN BE EARNED BY EACH OF THESE ACTIVITIES*: Creating an HR budget (On-the-Job category). Developing an employee handbook (On- the-Job category). Teaching a sexual harassment prevention workshop (Instruction category). Leading a performance management seminar (Instruction category). *Only first-time activities are counted for recertification credits. Visit us at www.hrci.org for more ideas. General Business International Credits Available
  45. 45. NETWORK Do UC da Czar? Or da HR Warrior?
  46. 46. HRDeptOf1 Show Preview http://www.talentculture.com /leadership/hr-can-you-fly- solo-fly-high-too-tchat- preview/ BLOG POST http://www.talentculture.co m/leadership/survival-tips-for- hr-departments-of-one/ POST SHOW TWITTER CHAT RECAP http://www.talentculture.co m/leadership/hr-generalists- tricks-of-the-trade-tchat- recap/ #TCHAT Show http://www.blogtalkradio.co m/talentculture/2013/12/04/t he-hr-department-of-one http://www.blogging4jobs.co m/hr/tips-managing-hr- department- one/#eKPcOXpDxSzZKuD4.97 Stephanie Hammerwold http://www.hrny.org/blog.asp Joel Peterson Life as HRDept1 Series Our Series
  47. 47. Blogs Help Read HR Blogs! http://new-talent- times.softwareadvice.com/the -hr-department-of-2020-413/ #HRBlogs Steve Brownes HR Net Hashtags used for research in HR Month SHRMNextBlogSchedule Author Aug *Understanding an EMOD Dave Sept *I-9 from paper to electronic Donna Oct *ATS manual vs electronic Dave Nov *Federal State Audits Donna Dec *GoogleSpreadsheets/Flubaroo Dave Jan *Responding to an EEOC/Human Rights Claim Donna Feb *Smart Recruiters Dave Mar *Networking Donna Apr *MSDS Dave May *Recertification Credits Donna Jun *Wellness in the Workplace Dave Jul *Compensation Studies Donna Aug *Employee Handbooks Dave
  48. 48. Challenges Agree to Disagree Personal Integrity Self Selection Out of the Company The Job is Not Always What it is Cracked Up to Be
  49. 49. SHRM Code of Ethics Professional Responsibility Professional Development Ethical Leadership Fairness & Justice Conflicts of Interest Use of Information Challenges
  50. 50. Rules for Survival Manage Your Time Dont let yourself get stressed out Adopt Life Long Learning value Remember Youre Not Alone Youre Not the First To Go through This Dont Be Shy Ask for Help Share Your Experiences with others Challenges
  51. 51. HR Official PerformanceICreate.com HR Warrior WomenOfHR.com THANKS FOR BEING A GREAT AUDIENCE! Everything We Gave You Costs Little to No Dollars
  52. 52. The slides following the close of this presentation are our response to the questions presented to us during the #LASHRM14 conference.
  53. 53. MOSHRM15 Questions and Answers
  54. 54. A new challenge for me: Im the new HR Director and in the construction business. I have employees in the field that I dont see often. I would like to use technology to stay in touch. However, Im learning my employees are not active even an email and they are young. Any suggestions? Dave I was told by one of my children (25 & 28) that email is for old people. Facetime is another alternative for video chatting as well. If you want to go full tilt you could look into trying Go To Meeting and scheduling meetings. GTM also has the ability to capture (record) those meeting. You can get a trial for free. Donna I find young people dont like email. They typically use snapchat and Twitter more often than even Facebook. In addition to Skype you can use Google Hangout. Both are easy to use and easy to train others on how to use. Questions from #MOSHRM15
  55. 55. My owners dont like social media. How do I get them to come to 2015? Dave Perseverance would my suggestion. Also try and show how most things can be done for free via social media. Donna Difficult I know. I have clients like this. As much as you can share the data related to the benefits of using the platforms. Questions from #MOSHRM15
  56. 56. Insurance company requires mandatory participation in their condition management program employees feel very violated/aggravated by this how to alleviate? Dave Communication on both sides. Talk with the employee and get their concerns, and talk with the carrier and get their concerns, and then bring them together on shared concerns. Donna I would have the insurance vendor come in and do some training about the program and benefits. Questions from #MOSHRM15
  57. 57. How to stay energized? Dave You need desire or drive, it is internal, and only YOU can change this. I suggest manage and planning your time as best you can, this should help you make you feel like you have more control over your situation. Donna Get involved as a volunteer in SHRM or related organizations. I have been since 1997 and get my energy from the peers I work with and use them to bounce ideas off. Questions from #MOSHRM15
  58. 58. Can you recommend a learning management system for 100-150 employees? Must have OSHA Compliance courses. Dave Try Noodle.com , DriversAlert.com or OpenSesame.com. You should try to get your insurance carrier, of insurance broker to help pay for part or all of any LMS cost, as a way to reduce insurance claims. Donna OSHA has etools which is extremely informative regarding any of their standards. https://www.osha.gov/dts/osta/oshasoft/index.ht ml Questions from #MOSHRM15
  59. 59. SHRM15 Questions and Answers
  60. 60. Do you know of a training tracking software thats inexpensive: Dave I would use the google spreadsheets and Flubaroo discussed in the session. Donna Check with your payroll provider. Also, here is a comparison between the best softwares available this year: http://www.capterra.com/training- software/ Questions from #SHRM15
  61. 61. Please advise where to get a copy of your slides from 7/1/15 presentation. Dave it is on the SHRM website and the SHRM app. Donna We have uploaded a copy to our website: www.hrdepartmentofone.com Questions from #SHRM15
  62. 62. You should not be alone in the hiring process. Partner with you managers. The people you hire will work for them. Get their buy in. Dave this was simply a comment but a good one. Donna Agree with Dave. Questions from #SHRM15
  63. 63. Where can an early career person go to find a mentor? Dave get to know someone you respect and ask them to be your mentor. Find someone on social media. Donna You could check with your local chapter to see if they have a formal mentoring program. Questions from #SHRM15
  64. 64. How much time per week do you set aside to read about compliance issues, etc.? Dave 10-15 minutes a day as information flows by me via email, twitter, linked in, Facebook and blogs. Donna I dont set a specific amount of time. I typically do my research on a just in time basis. However, if something comes up on my feeds I read it as posted. Questions from #SHRM15
  65. 65. Is there a resource/institution that provides HR Audit to help companies prepare for IPO requirements (something like GAP analysis? Dave & Donna Here are two links we recommend: http://www.workforce.com/articles/dear- workforce-how-should-hr-prepare-for-an-ipo http://www.shrm.org/hrdisciplines/compens ation/articles/pages/ipo-compensation.aspx Questions from #SHRM15
  66. 66. HR professionals are so very busy how can I make mentoring not be a burden? Dave Come up with solutions first to bounce off of your mentor. Donna A true mentor will not consider their time with you a burden. Questions from #SHRM15
  67. 67. LASHRM14
  68. 68. You should not be alone in the hiring process. Partner with you managers. The people you hire will work for them. Get their buy in. Dave this was simply a comment but a good one. Donna Agree with Dave. Questions from #LASHRM14
  69. 69. I was thinking of creating a power point for our company orientation. Do you think this seems to impersonal? Dave No not at all, Power point is a very effective communication tool. Go create! Donna No, most people are visual learners and reinforcement of what your saying will help with retention. Just dont read to them exactly what is on the slide. Questions from #LASHRM14
  70. 70. Post jobs with state workforce websites for free. Local/State workforce agencies will host job fairs for employers. Dave yet another great idea of getting something done for little or no cost. Good stuff! Donna It seems like this too is a comment vs. a question. Very true statements about free resources which I have personally used in the past. Questions from #LASHRM14
  71. 71. What can you do if the President of your college will only use 80% of their CUPA survey range to hire people, even if its below the going rate? Dave Short answer, not much. Longer term keep track of candidates you do not hire due to compensation. Talk with others in your area and do your own salary analysis. Donna Agree with Dave. In addition, research the cost of not hiring via time to fill, lost production, etc. and present to president. Savings in pay may not result in overall bottom line savings. Questions from #LASHRM14
  72. 72. Any free programs to tally the cost of all benefits to show how much the Company is actually paying employees for benefits (show actual $$$)? Dave I am not aware of an app. There is Google Spreadsheets. I will look for some type of tool. Donna I often find templates like this on Microsoft Office Templates. I have provided a few samples of what you might see on that site on the next slide. You can search the site for anything you are looking for but may need to change the wording out if you come up short (ex. Pay vs Salary). Questions from #LASHRM14
  73. 73. What testing is available for Excel and Word to assess a potential employees experience during the application or interview process? Dave I have used testing from Kenexa . The tests cost $25 1 off. If you buy more tests they are cheaper. There are many out there. Donna Call your local temp agencies as they may be willing to test your applicants even if they dont come through them as a temp. They may or may not charge you for the testing service. Questions from #LASHRM14
  74. 74. What suggestions would you have for starting up a training/continuing education program? There are so many service (training companies) out there that it can be difficult to find the ones with value. Specifically management training for a company (small 100+ employees) that has never had any prior training. Dave - I think I would start small and do it yourself. Get a book, like Who Moved My Cheese, My Iceberg is Melting, the One Minute Manager and have your people read it. Then get together and discuss it, noting parallels from the book to your worksite. See who others in the area have used for training and check out the trainers profile on LinkedIn. See who they are connected to and contact some of their associates. Donna I agree with Dave. Roundtable discussions and management participation will go a long way in relevance and retention. Always keep in mind the audience wants to know whats in it for them. In addition, as a 13 year raining consultant veteran, I can say there are most likely some local consultants who can do this type of training for you at a reasonable cost. Dont go to the big box or accounting consulting firms because you will be paying for a name. A local consultant who works out of their home and does not have a lot of overhead by having walls (an office) can cut the cost. Questions from #LASHRM14

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