Donna Rogers

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Donna Rogers

Donna Rogers

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Biography

University of Illinois Springfield Springfield - Management

Wife 29yrs|Mom of 2❤️|Gigi of 2💕|HRPro|Educator📚|Consultant👩🏼‍💻|Trainer 👩🏼‍🏫|Speaker🗣|Blogger💻|Volunteer🙋🏼‍♀️|Veteran🇺🇸|Founder Rogers HR Consulting
Management Consulting
Donna
Rogers Skowronski
Springfield, Illinois Area
Donna Rogers is the owner of Rogers HR Consulting and teaches at UIS. She has a Masters in Human Resources Development from UIUC, a Bachelor’s in Public Relations from ISU and two associates’ degrees. She has maintained a senior HR certification since 2001. She regularly delivers numerous presentations among professional at meetings, seminars, and conferences nationwide. She humbly volunteers as the UIS SHRM Student Chapter Co-Advisor and is a former SHRM MAC Representative and ILSHRM Past Director.

Experience

  • Henry Group Industries

    North American HR Director

    Managed HR department on multiples sites including international for over 100 employees with one Benefits Administrator and one HR Assistant. Responsibilities included covering such areas as OSHA, payroll, benefits, workers comp, job design, selection, salary, on-line HR systems, performance management, needs assessment, employee relations, internal investigations, disciplinary actions, terminations, reorganizations, training, HR policies, and compliance with all employment laws.

  • Rogers HR Consulting

    President & CEO | Human Resources Professional | Consultant | Trainer | Speaker | Blogger

    I DO What I Teach: RHRC provides a full range of Human Resources Management & Development Consulting services to all organizations with a special emphasis in small- to medium-sized organizations who do not have an HR professional on-site. Responsibilities include keeping business owners up-to-date on their responsibilities regarding employment-related laws and regulations that affect HR and safety procedures. This includes writing policies and procedures as well as training staff. Please see www.rogershr.com for a full list of services.

  • Robert Morris University

    Adjunct Faculty - Management Department

    I taught MGT 350 Human Resources Management and CMT 350 Career Development.

  • Illinois Manufacturers' Association

    HR Director

    Provided expert advice via phone and e-mail to all association members throughout the State of Illinois in all areas of HR, Training, and OSHA. Produced annual Benefits, Compensation, and Holiday reports as a member benefit. Wrote articles and developed questions and answers for bi-weekly distribution of an electronic newsletter called “HR Memo”. Maintained a library of over 300 informative documents for members in all areas of expertise via www.ima-net.org/infoserve.

  • University of Illinois Springfield

    Instructor, Management Department, College of Business & Management

    I Teach What I DO: Strategic HR, HRM, OB, & OD. I am a professionally qualified instructor in the College of Business & Management of both face-to-face and online courses on a full-time basis. My course load is typically four classes each semester with one in the summer. Courses include: MGT310 Managing Organizational Behavior, MGT431 Human Resources Management, MGT441 Organizational Development, MGT538 Strategic Human Resources Management. I have also taught Career Development at a previous college. My profile: http://www.uis.edu/management/faculty/rogers/

    As part of this position, I am also the College Adviser for the UIS SHRM Chapter. http://www.uis.edu/management/society-for-human-resource-management/

  • University of Illinois Springfield

    The guidance that the chapter advisor provides is the primary element in establishment and continuity of the student group. The advisor's understanding of the human resource field and recognition of benefits of participation in an established professional community guides his or her actions. A general interest in and enthusiasm for the students' efforts and activities and attendance at planned events are important contributions that the advisor makes throughout the year. A chapter may have co-advisors; however, one person should be identified as the primary contact.

    Responsibilities:
    -Primary contact for Society headquarters.
    -Receives chapter materials for distribution to officers.
    -Advises chapter officers on the formation and implementation of the chapter's goals, objectives and programs.
    -Ensures that the chapter understands the role of SHRM as a professional organization.

Education

  • Illinois State University

    Bachelor's degree

    Public Relations

  • University of Illinois at Urbana-Champaign

    Master of Education

    Human Resources Development

  • Community College of the Air Force

    Associate of Science (A.S.)

    Information Resources Management

Publications

  • 54 Active Job Search Sites

    Rogers HR Consulting

    Researching job sites.

  • Recent Speaking Gig Topics

    Rogers HR Consulting

    Topics I speak on at various events and client offices.

  • 54 Active Job Search Sites

    Rogers HR Consulting

    Researching job sites.

  • Recent Speaking Gig Topics

    Rogers HR Consulting

    Topics I speak on at various events and client offices.

  • 54 Active Job Search Sites

    Rogers HR Consulting

    Researching job sites.

  • Recent Speaking Gig Topics

    Rogers HR Consulting

    Topics I speak on at various events and client offices.

  • 54 Active Job Search Sites

    Rogers HR Consulting

    Researching job sites.

  • Recent Speaking Gig Topics

    Rogers HR Consulting

    Topics I speak on at various events and client offices.

  • 54 Active Job Search Sites

    Rogers HR Consulting

    Researching job sites.

  • Recent Speaking Gig Topics

    Rogers HR Consulting

    Topics I speak on at various events and client offices.

  • Three Platforms for Learning in Blended Classroom

    HR Warrior

    A post written related to my work at UIS as an instructor.

  • 54 Active Job Search Sites

    Rogers HR Consulting

    Researching job sites.

  • Recent Speaking Gig Topics

    Rogers HR Consulting

    Topics I speak on at various events and client offices.

  • Three Platforms for Learning in Blended Classroom

    HR Warrior

    A post written related to my work at UIS as an instructor.

  • Factors Damaging Employee Relations, As Defined by Industry Experts

    Entrepreneur

    Another great article written by Andre where he quotes others and I: "If someone is very task-driven [and] without people skills, they can drive turnover up and cause a toxic relationship with the team they are managing." "Employees need to open up to employers about needs and concerns they have," Rogers said. "They need to build their own self-confidence to have an open dialogue with the organization." "It is a mutual relationship. It's not just about the employer."

  • 54 Active Job Search Sites

    Rogers HR Consulting

    Researching job sites.

  • Recent Speaking Gig Topics

    Rogers HR Consulting

    Topics I speak on at various events and client offices.

  • Three Platforms for Learning in Blended Classroom

    HR Warrior

    A post written related to my work at UIS as an instructor.

  • Factors Damaging Employee Relations, As Defined by Industry Experts

    Entrepreneur

    Another great article written by Andre where he quotes others and I: "If someone is very task-driven [and] without people skills, they can drive turnover up and cause a toxic relationship with the team they are managing." "Employees need to open up to employers about needs and concerns they have," Rogers said. "They need to build their own self-confidence to have an open dialogue with the organization." "It is a mutual relationship. It's not just about the employer."

  • Essential Metrics for People Analytics: 10 HR Thought Leaders Weigh In

    The McQuaig Institute

    I'm one of the 10 HR Thought Leaders Quoted “Turnover is the most important especially when broken down into voluntary and involuntary. There are reasons for both that can be attributed to management but some involuntary is simply the nature of the beast. The real measure is voluntary as it relates to retention. Reasons for high turnover must be addressed. It's costly to the organization in so many ways.”

  • 54 Active Job Search Sites

    Rogers HR Consulting

    Researching job sites.

  • Recent Speaking Gig Topics

    Rogers HR Consulting

    Topics I speak on at various events and client offices.

  • Three Platforms for Learning in Blended Classroom

    HR Warrior

    A post written related to my work at UIS as an instructor.

  • Factors Damaging Employee Relations, As Defined by Industry Experts

    Entrepreneur

    Another great article written by Andre where he quotes others and I: "If someone is very task-driven [and] without people skills, they can drive turnover up and cause a toxic relationship with the team they are managing." "Employees need to open up to employers about needs and concerns they have," Rogers said. "They need to build their own self-confidence to have an open dialogue with the organization." "It is a mutual relationship. It's not just about the employer."

  • Essential Metrics for People Analytics: 10 HR Thought Leaders Weigh In

    The McQuaig Institute

    I'm one of the 10 HR Thought Leaders Quoted “Turnover is the most important especially when broken down into voluntary and involuntary. There are reasons for both that can be attributed to management but some involuntary is simply the nature of the beast. The real measure is voluntary as it relates to retention. Reasons for high turnover must be addressed. It's costly to the organization in so many ways.”

  • What's HOT in HR?

    HR Warrior

  • 54 Active Job Search Sites

    Rogers HR Consulting

    Researching job sites.

  • Recent Speaking Gig Topics

    Rogers HR Consulting

    Topics I speak on at various events and client offices.

  • Three Platforms for Learning in Blended Classroom

    HR Warrior

    A post written related to my work at UIS as an instructor.

  • Factors Damaging Employee Relations, As Defined by Industry Experts

    Entrepreneur

    Another great article written by Andre where he quotes others and I: "If someone is very task-driven [and] without people skills, they can drive turnover up and cause a toxic relationship with the team they are managing." "Employees need to open up to employers about needs and concerns they have," Rogers said. "They need to build their own self-confidence to have an open dialogue with the organization." "It is a mutual relationship. It's not just about the employer."

  • Essential Metrics for People Analytics: 10 HR Thought Leaders Weigh In

    The McQuaig Institute

    I'm one of the 10 HR Thought Leaders Quoted “Turnover is the most important especially when broken down into voluntary and involuntary. There are reasons for both that can be attributed to management but some involuntary is simply the nature of the beast. The real measure is voluntary as it relates to retention. Reasons for high turnover must be addressed. It's costly to the organization in so many ways.”

  • What's HOT in HR?

    HR Warrior

  • Here's What Uber's New CEO -- and All New CEOs -- Can Do To Succeed Where Others Have Failed

    Entreprenuer

    Andre Lavoie, the author of this article interviewed me and others quoted. "Donna Rogers, founder of Rogers HR Consulting, in Springfield Ill., said she believes this lack of communication is actually the most powerful fault of leaders. Often, communication efforts aren’t even enough, she said: A top-down approach must be used, focused on and implemented. It’s also important, she said, to bring employees into strategic meetings to let them know first-hand what is happening under the new leadership. In other words: Don't keep things secretive. “Every company has leaks,” Rogers shared with me via email. “Word gets out and then you have to deal with a firestorm, which possibly turns out to be an internal PR nightmare.”"

  • 54 Active Job Search Sites

    Rogers HR Consulting

    Researching job sites.

  • Recent Speaking Gig Topics

    Rogers HR Consulting

    Topics I speak on at various events and client offices.

  • Three Platforms for Learning in Blended Classroom

    HR Warrior

    A post written related to my work at UIS as an instructor.

  • Factors Damaging Employee Relations, As Defined by Industry Experts

    Entrepreneur

    Another great article written by Andre where he quotes others and I: "If someone is very task-driven [and] without people skills, they can drive turnover up and cause a toxic relationship with the team they are managing." "Employees need to open up to employers about needs and concerns they have," Rogers said. "They need to build their own self-confidence to have an open dialogue with the organization." "It is a mutual relationship. It's not just about the employer."

  • Essential Metrics for People Analytics: 10 HR Thought Leaders Weigh In

    The McQuaig Institute

    I'm one of the 10 HR Thought Leaders Quoted “Turnover is the most important especially when broken down into voluntary and involuntary. There are reasons for both that can be attributed to management but some involuntary is simply the nature of the beast. The real measure is voluntary as it relates to retention. Reasons for high turnover must be addressed. It's costly to the organization in so many ways.”

  • What's HOT in HR?

    HR Warrior

  • Here's What Uber's New CEO -- and All New CEOs -- Can Do To Succeed Where Others Have Failed

    Entreprenuer

    Andre Lavoie, the author of this article interviewed me and others quoted. "Donna Rogers, founder of Rogers HR Consulting, in Springfield Ill., said she believes this lack of communication is actually the most powerful fault of leaders. Often, communication efforts aren’t even enough, she said: A top-down approach must be used, focused on and implemented. It’s also important, she said, to bring employees into strategic meetings to let them know first-hand what is happening under the new leadership. In other words: Don't keep things secretive. “Every company has leaks,” Rogers shared with me via email. “Word gets out and then you have to deal with a firestorm, which possibly turns out to be an internal PR nightmare.”"

  • 21 Prezi's Last Year + 25 Clients

    HR Warrior

  • 54 Active Job Search Sites

    Rogers HR Consulting

    Researching job sites.

  • Recent Speaking Gig Topics

    Rogers HR Consulting

    Topics I speak on at various events and client offices.

  • Three Platforms for Learning in Blended Classroom

    HR Warrior

    A post written related to my work at UIS as an instructor.

  • Factors Damaging Employee Relations, As Defined by Industry Experts

    Entrepreneur

    Another great article written by Andre where he quotes others and I: "If someone is very task-driven [and] without people skills, they can drive turnover up and cause a toxic relationship with the team they are managing." "Employees need to open up to employers about needs and concerns they have," Rogers said. "They need to build their own self-confidence to have an open dialogue with the organization." "It is a mutual relationship. It's not just about the employer."

  • Essential Metrics for People Analytics: 10 HR Thought Leaders Weigh In

    The McQuaig Institute

    I'm one of the 10 HR Thought Leaders Quoted “Turnover is the most important especially when broken down into voluntary and involuntary. There are reasons for both that can be attributed to management but some involuntary is simply the nature of the beast. The real measure is voluntary as it relates to retention. Reasons for high turnover must be addressed. It's costly to the organization in so many ways.”

  • What's HOT in HR?

    HR Warrior

  • Here's What Uber's New CEO -- and All New CEOs -- Can Do To Succeed Where Others Have Failed

    Entreprenuer

    Andre Lavoie, the author of this article interviewed me and others quoted. "Donna Rogers, founder of Rogers HR Consulting, in Springfield Ill., said she believes this lack of communication is actually the most powerful fault of leaders. Often, communication efforts aren’t even enough, she said: A top-down approach must be used, focused on and implemented. It’s also important, she said, to bring employees into strategic meetings to let them know first-hand what is happening under the new leadership. In other words: Don't keep things secretive. “Every company has leaks,” Rogers shared with me via email. “Word gets out and then you have to deal with a firestorm, which possibly turns out to be an internal PR nightmare.”"

  • 21 Prezi's Last Year + 25 Clients

    HR Warrior

  • Life's Too Short to Live with Conflict

    Women of HR

  • 54 Active Job Search Sites

    Rogers HR Consulting

    Researching job sites.

  • Recent Speaking Gig Topics

    Rogers HR Consulting

    Topics I speak on at various events and client offices.

  • Three Platforms for Learning in Blended Classroom

    HR Warrior

    A post written related to my work at UIS as an instructor.

  • Factors Damaging Employee Relations, As Defined by Industry Experts

    Entrepreneur

    Another great article written by Andre where he quotes others and I: "If someone is very task-driven [and] without people skills, they can drive turnover up and cause a toxic relationship with the team they are managing." "Employees need to open up to employers about needs and concerns they have," Rogers said. "They need to build their own self-confidence to have an open dialogue with the organization." "It is a mutual relationship. It's not just about the employer."

  • Essential Metrics for People Analytics: 10 HR Thought Leaders Weigh In

    The McQuaig Institute

    I'm one of the 10 HR Thought Leaders Quoted “Turnover is the most important especially when broken down into voluntary and involuntary. There are reasons for both that can be attributed to management but some involuntary is simply the nature of the beast. The real measure is voluntary as it relates to retention. Reasons for high turnover must be addressed. It's costly to the organization in so many ways.”

  • What's HOT in HR?

    HR Warrior

  • Here's What Uber's New CEO -- and All New CEOs -- Can Do To Succeed Where Others Have Failed

    Entreprenuer

    Andre Lavoie, the author of this article interviewed me and others quoted. "Donna Rogers, founder of Rogers HR Consulting, in Springfield Ill., said she believes this lack of communication is actually the most powerful fault of leaders. Often, communication efforts aren’t even enough, she said: A top-down approach must be used, focused on and implemented. It’s also important, she said, to bring employees into strategic meetings to let them know first-hand what is happening under the new leadership. In other words: Don't keep things secretive. “Every company has leaks,” Rogers shared with me via email. “Word gets out and then you have to deal with a firestorm, which possibly turns out to be an internal PR nightmare.”"

  • 21 Prezi's Last Year + 25 Clients

    HR Warrior

  • Life's Too Short to Live with Conflict

    Women of HR

  • 10 Quick Tips for Conflict Management

    Talent Culture

Positions

  • Illinois Women in Leadership (IWIL)

    Member

  • Illinois Women in Leadership (IWIL)

    Member

  • Women Entreprenuers(WE)

    Member

    urn:li:fs_position:(ACoAAAFt6coBWbaxqj2j-_f22O_wvY-tfUaDTsA,53871794)

  • Illinois Women in Leadership (IWIL)

    Member

  • Women Entreprenuers(WE)

    Member

    urn:li:fs_position:(ACoAAAFt6coBWbaxqj2j-_f22O_wvY-tfUaDTsA,53871794)

  • Illinois Women in Leadership (IWIL)

    Member

  • Women Entreprenuers(WE)

    Member

    urn:li:fs_position:(ACoAAAFt6coBWbaxqj2j-_f22O_wvY-tfUaDTsA,53871794)

  • Illinois Women in Leadership (IWIL)

    Member

  • Women Entreprenuers(WE)

    Member

    urn:li:fs_position:(ACoAAAFt6coBWbaxqj2j-_f22O_wvY-tfUaDTsA,53871794)

  • Illinois Women in Leadership (IWIL)

    Member

  • Women Entreprenuers(WE)

    Member

    urn:li:fs_position:(ACoAAAFt6coBWbaxqj2j-_f22O_wvY-tfUaDTsA,53871794)

  • Illinois Women in Leadership (IWIL)

    Member

  • Women Entreprenuers(WE)

    Member

    urn:li:fs_position:(ACoAAAFt6coBWbaxqj2j-_f22O_wvY-tfUaDTsA,53871794)

  • Illinois Women in Leadership (IWIL)

    Member

  • Women Entreprenuers(WE)

    Member

    urn:li:fs_position:(ACoAAAFt6coBWbaxqj2j-_f22O_wvY-tfUaDTsA,53871794)

  • Illinois Women in Leadership (IWIL)

    Member

  • Women Entreprenuers(WE)

    Member

    urn:li:fs_position:(ACoAAAFt6coBWbaxqj2j-_f22O_wvY-tfUaDTsA,53871794)

  • Illinois Women in Leadership (IWIL)

    Member

  • Women Entreprenuers(WE)

    Member

    urn:li:fs_position:(ACoAAAFt6coBWbaxqj2j-_f22O_wvY-tfUaDTsA,53871794)

  • Illinois Women in Leadership (IWIL)

    Member

  • Women Entreprenuers(WE)

    Member

    urn:li:fs_position:(ACoAAAFt6coBWbaxqj2j-_f22O_wvY-tfUaDTsA,53871794)

  • Illinois Women in Leadership (IWIL)

    Member

  • Women Entreprenuers(WE)

    Member

    urn:li:fs_position:(ACoAAAFt6coBWbaxqj2j-_f22O_wvY-tfUaDTsA,53871794)

  • Illinois Women in Leadership (IWIL)

    Member

  • Women Entreprenuers(WE)

    Member

    urn:li:fs_position:(ACoAAAFt6coBWbaxqj2j-_f22O_wvY-tfUaDTsA,53871794)

  • Illinois Women in Leadership (IWIL)

    Member

  • Women Entreprenuers(WE)

    Member

    urn:li:fs_position:(ACoAAAFt6coBWbaxqj2j-_f22O_wvY-tfUaDTsA,53871794)

  • Illinois Women in Leadership (IWIL)

    Member

  • Women Entreprenuers(WE)

    Member

    urn:li:fs_position:(ACoAAAFt6coBWbaxqj2j-_f22O_wvY-tfUaDTsA,53871794)

310

2(1)

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online

MGT 310

2.6(7)

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  • Credit hours: 0
online

MGT 3310

2(1)

  • Level:
  • Credit hours: 0

MGT 431

2.2(11)

  • Level:
  • Credit hours: 0
online

MGT 538

3(4)

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  • Credit hours: 0
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