Running an HR Department of One

Running an HR Department
of One (HRDeptOf1)
DONNA ROGERS, SHRM-SCP, SPHR AND DAVE RYAN, SHRM-SCP, SPHR

Contact Us!
Donna Rogers - @HRWarrior
Donna@RogersHR.com – (217)414-1297
and
Dave Ryan - @DaveTheHRCzar
DRyan@Mel-O-Cream.com – (217)971-1144

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 don’t 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!”

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.

Does this look familiar?
As an HR Department of One

We have both
worked in
#TrenchHRSo We “Get It!

 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 – don’t 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 can’t do
that” (as in no, you can’t 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

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

For the Dept. of One…
We have the
6 Buckets of HR

Mobile
app
Electronic
Recruiting A Free Source!

More…Electronic
Recruiting
Ben Eubanks
Integrating Mail Chimp –
It’s Free too!

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.

Compensation
Decisions
Compensation Philosophy
Market/Going Rate - Fully Trained & At
Least Meets Performer
Lead - Lag - Match Market
Pay Level - Administration of Pay - Pay
Raises

Compensation
America’s 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/

Benefits Statements
Annual Enrollment
Vendor Benefits
Training
Vendor Health Fairs

Affordable Care
Act (ACA) Liability
2016 Reporting
Requirements
6055 & 6056 ACA
EE Status
RESOURCES for 25-
75 employees

Engagement
Engaged ~ Disengaged ~ Actively Disengaged

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

The Secret to Employee Engagement!

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

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
It’s Simple & Free!

Training
Several Types to Consider
Online, Classroom & On-the-Job
Training

Training
Using Google
Spreadsheets
and
Flubaroo for
Employee Training
Free Solutions To Training Administration

CREATE A GOOGLE
FORM
CREATE A GOOGLE FORM
THE FORM IS YOUR EVALUATION
Google Forms
& Flubaroo

Google Forms & Flubaroo
EMAIL THE FORM
HAVE THE EMPLOYEE COMPLETE
THE FORM – THE TEST
ELECTONICALLY, AND THEN
SUBMIT IT.
Google Forms
& Flubaroo

COMPLETED FORM SENT
THE EVALUATION RESPONSES ARE IN THE
GOOGLE SPREADSHEET, FROM THE FORM THAT
WAS CREATED.
Google Forms
& Flubaroo

Go to TOOL then SCRIPTS
and Install the FLUBAROO
script
With FLUBAROO installed
get ready to score your
evaluations
Google Forms
& Flubaroo

With a “KEY” (the correct answers identified) prepare to grade the
assignments
Google Forms
& Flubaroo

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

Google Docs Fork Lift Training/Testing
Inspections
Accident Reports
http://bit.ly/1d2xZ2w

FREE Safety
Training Resource
The Chemical Safety Board investigates major chemical
accidents. The videos they generate make FABULOUS Training
material.
The Illiopolis Incident

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

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

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

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

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

NETWORK
Do UC da
Czar?
Or da
HR Warrior?

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

Blogs Help
Read HR Blogs!
http://new-talent-
times.softwareadvice.com/the
-hr-department-of-2020-413/
#HRBlogs
Steve Browne’s 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

Challenges
Agree to Disagree
Personal Integrity
Self Selection Out of
the Company
The Job is Not Always What it is Cracked Up to Be

SHRM Code of Ethics
Professional Responsibility
Professional Development
Ethical Leadership
Fairness & Justice
Conflicts of Interest
Use of Information
Challenges

Rules for Survival
Manage Your Time
Don’t let yourself get stressed out
Adopt “Life Long Learning” value
Remember
• You’re Not Alone
• You’re Not the First To Go through This
Don’t Be Shy
Ask for Help
Share Your Experiences with others
Challenges

 HR Official – PerformanceICreate.com
 HR Warrior – WomenOfHR.com
THANKS FOR BEING A GREAT AUDIENCE!
Everything We Gave You Costs Little
to No Dollars

The slides following the close of this presentation are our response to the questions presented
to us during the #LASHRM14 conference.

MOSHRM15
Questions and Answers

A new challenge for me: I’m the new HR Director and in the
construction business. I have employees in the field that I don’t
see often. I would like to use technology to stay in touch.
However, I’m 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 don’t 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

My owners don’t 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.

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.

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.

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

Do you know of a training tracking software
that’s 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

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

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.

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.

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 don’t 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.

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

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.

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

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 don’t read to them
exactly what is on the slide.

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.

What can you do if the President of your college will only use
80% of their CUPA survey range to hire people, even if it’s
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.

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).

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 don’t come
through them as a temp. They may or may not charge
you for the testing service.

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 “what’s 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. Don’t 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.

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