Compensation/Benefits

This is a critical component to hiring quality employees and keeping them.  We can help you develop competitive Compensation/Benefits Program and Write & Price-Compare Job Descriptions.

Employee Relations 

A harmonious workplace is a productive workplace which is why we want to make sure all things employee related run smoothly.  This includes facilitating Employee Opinion Surveys, investigating Harassment Complaints, and responding to EEOC/Human Rights Complaints.

 Training & Development

Ensuring the management and employees are on the same page happens by using effective tools during training programs.  We offer a variety of Training Topics for all businesses. 

Government Compliance

Government workplace standards are continually being updated and Rogers HR keeps current on these standards.  We are here to help create OSHA Safety Programs, Conduct HR Audits, and Develop HR Policies and Procedures.

HR Technology

Make the day-to-day tasks easier by using information systems designed by the best in the HR industry.  Rogers HR can recommend the appropriate HR information system and vendors for your business which will then assist you with automating HR Processes, and aid in developing effective recruiting Web page content.

Management Coaching

Even the best businesses can use a refresher course on how to navigate various employment issues, and we’re ready and willing to help you polish your managerial skills.

Outplacement Services

We can help facilitate career planning and resume writing to help in situations where employees are displaced.

Staffing 

Decisions on how to handle staffing issues may come up, but with Rogers HR on your advisement team, those problems will be handled professionally and in a timely manner.  We can interview candidates, advise on discipline and termination issues, and prepare a plan for a reduction-in-force.

Strategic Planning

Looking ahead to the future of your business can be both exciting and a bit worrisome.  Our strategic planning program looks at every aspect of the business as we conduct a staffing analysis, needs assessment, develop organizational charts, and even create an HR department.  

Auditors & Investigators

One of the jobs of an HR professional is to ensure the employer maintains compliance within various regulations and recommendations from organizations that focus on employment.  The following is just a short list of some of the organizations that may come for an unexpected audit, typically due to a disgruntled employee complaint. Rogers HR Consulting helps employees strive toward continued compliance by conducting periodic HR Audits upon client request.

• Industrial Commission/Worker's Comp Office

• State Department of Human Rights

• Department of Labor (DOL)

• State Employment Security Office

• National Labor Relations Board (NRLB)

• Occupational Safety and Health Administration

• Office of Equal Employment Opportunity Commission (EEOC)

• Office of Federal Contract Compliance (OFCCP)

• Office of Occupational Safety and Health (OSHA)

Get advice from someone who's made decisions about whether or not a candidate secures an interview and ultimately the job from someone with over 15 years of interviewing and employee selection experience!  Rogers HR Consulting offers services in:

• Career Counseling—Discuss career goals, job and organization fit, and match personality to desired job family.

• Interviewing Skills—Build skills in anticipating and answering interviewer questions, prepare in advance, practice.

• Job Search Assistance —Increase knowledge about current job search sites and networking opportunities.
  

• Resume Development—Update an existing or develop a new resume to be used for all applications or design targeted resumes to fit various objectives.

Consulting Services can be set-up for you in three different formats: 

Project—Several things are considered such as number of employees, number of positions, union or non-union environment, status of HR policies and procedures, and overall expected time frame to complete project. 

Hourly—Generally, work that would go beyond those services covered in a retainer fee and not large enough to be considered a project. Hourly rates are prorated by minute.   Training rate is higher than general HR due to additional preparation required outside the program. The training rate is charged only for the time on-site which includes set-up and tear down before and after the training time frame.

Retainer—E-mail, phone or in person advice on various HR topics. This would include minor research to obtain readily available materials related to policy or procedures, etc. Generally available five days per week.  Evenings and weekends are generally available to accommodate employers who are open beyond the typical work week.

Since we began assisting clients in 2001, we have continually worked to develop HR programs that can be approved for continuing education workshops and seminars that are both engaging and full of useful information.  In that time, our course offerings have expanded to cover topics of interest to HR professionals of all levels—supervisors, executive officers, office administrators, and any individual with employee management, development, and employee relations responsibilities.  Any topic related to HR, OSHA, management, or communications can be developed and tailored to your organizational needs including but not limited to:

Management Development Programs?

• Behavior Based Interviewing
• Coaching for Optimal Performance
• Conducting Effective Performance Appraisals
• Conducting a Salary Comparability Study
• Designing Organizations to Create Value
• Developing Performance Expectations
• Employee Relations Training
• HR Basics
• HR Policy Review
• Human Resources Workshop 
• Job Descriptions & Job Evaluation Process
• Knowledge & Incentives in Organizations
• Labor/Management Relations
• Managing Job Complement
• Managing Organizational Development
• Performance & Salary Review
• Salary Administration Program
• Steps of an Effective Termination Process
• Targeted Selection
• The Future of Leadership & Organizational Climate
• Today's Generational Workforce
• Transition to Management
• What is Organizational Climate?-What Causes it?-How Do We Use it?

Personal & Professional Development Programs

• Business Needs from HR Prospective
• Career/Professional Development
• Combating Job Stress
• Communicating Non-Defensively
• Communications Course
• Conflict Resolution
• Developing Your Presentation Skill
• Empathy/Sensitivity Training
• Employability Skills
• How to Handle Difficult People
• HR Development & Careers
• Impressions Count and So Do YOU!
• Introduction to Communications 
• Living the Values and Principals
• Motivating Others
• New Employee/Hire Orientation
• Professionalism Defined
• Seven Habits of Highly Effective People
• Show Me the Money!
• Working Together: How to Become More Effective in a Multicultural Organization
• Writing Effective Career Objectives
• Working with People
• Your Perfect Image

Technical & HR Specific Development Programs

• Adult Learning & Development
• Annual Employee Discrimination & Harassment Awareness Training
• Annual Policy Review
• Changing Like the Speed of Light: Internet Recruiting
• Conducting Employment Disciplinary Investigations
• Conducting Quality Meetings
• Desk/Procedure Manual Development
• Developing Affirmative Action Plans
• Developing Employee Handbooks
• Employee Discrimination 
• Expanding Your Trainer Horizon
• Family & Medical Leave Act of 1993
• HIPAA Awareness Training
• HR Audit
• HR's Role in Disaster Preparedness
• HR: The Strategic Business Partner
• Maximizing Shareholder Value
• OSHA Training
• Resonable Suspicion
• Safety & Security
• Sexual Harassment
• The HRIS: SAGE System
• Train the Instructor/Trainer
• Variable Pay & Executive Compensation