Category Archives: Human Resources

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Why Choose To Take a Live Class Over Other Forms of Learning?

 

By Morgan International Staff Writers

While self study is one option for reaching certification, live classes offer a range of benefits that you won’t find by simply opening up books alone at home. If the thought of going back to ‘school’ feels slightly daunting, it certainly shouldn’t, because this is one way of ensuring you get all the help you need to push your studies forward.

For the past 19 years Morgan International has been training people to achieve professional certification and this experience is distilled in each of its live classes, where students interact with an instructor receiving real-time insight and feedback.

But why choose to take a live class over other forms of learning? There are many answers to this question. For one, it provides a great framework to students who require structure and guidance in their studies.

The value of the people leading the classes should also not be underestimated. Not only are they selected for their experience and qualifications, but most of them are also working professionals. This means that what they share with you goes far beyond academic definitions: they can provide you with real-life case studies and perspectives from the workplace, something that you won’t find in your textbooks. Additionally, their certification means that they’ve already sat the exams you will be studying for – in other words they’ve been in your shoes, know how it feels, and can give you tips and hints to maximize your exam preparation.

Of course while your instructor is a goldmine in terms of what you can learn, your co-learners also bring something to the table. A live class gives you the opportunity to interact with other professionals, opening up networking possibilities and useful contacts for your future career. The presence of other learners just like you in your class also creates a mutually beneficial environment, where each person’s input brings gains to the others. Whatever questions they raise will bring with them answers and a fresh perspective from your own.

And let’s not forget: the value of joining a live class goes far beyond the actual time you spend in the classroom. Booking with Morgan International brings with it peace of mind, knowing that from the time of your registration up until to the day of your exam you will be receiving follow-up, guidance and support, as and when you need it.

 

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Behavioral Competencies Explained

By Remie Worrall

 

A successful career in HR relies on a number of key competencies and it is these competencies that will be tested when obtaining a SHRM qualification. In order to stand out as a leader in your organization, you will need to demonstrate the following behavioral competencies.

 

Leadership and Navigation

 

  • In order to be successful in your field, you must be able to demonstrate effective leadership. In times of change, you will be expected to be at the helm of new processes setting the tone while championing the company’s mission.
  • You will not only embody the organization’s culture but set an example to other members of the team.
  • Being able to accomplish tasks in the most efficient manner with minimum guidance is what a career in HR is all about.

 

Business Acumen

 

  • As a HR professional, you are in a position to directly contribute to a company’s success. In order to do this, you should be able to showcase your business acumen skills and your ability to understand the core business functions associated with your company.

 

Ethical Practice

 

  • As a HR professional you will be required to act with integrity at all times and it is your responsibility to help build an ethical working environment.
  • Among other things you will be expected to maintain confidentiality and transparency in the workplace while establishing yourself as a trustworthy and credible resource for other employees.

 

Relationship Management

 

  • The SHRM test will asses you on a number of competencies including relationship management.
  • Here you will be assessed on your ability to build relationships with clients and co-workers. This is all part and parcel of providing excellent customer service to clients but you will also need to showcase yourself as an approachable and credible candidate.

 

Consultation

 

  • You may be expected to address issues related to staff training and development during your role as a HR professional and as such you will be tested on your ability to demonstrate coaching and consultative skills.

 

Critical Evaluation

 

  • This competency relates to decision making and the candidate’s ability to research and analyze information.
  • Being able to use HR metrics in this way will only add value to your role.

 

Global and Cultural Effectiveness

 

  • A HR professional should be able to work with people from all backgrounds and interact with diverse cultures.
  • One of your responsibilities will be to contribute to creating an inclusive working environment.

 

Communication

 

  • One of the main responsibilities as a HR professional is to keep everyone in the organization informed.
  • This can involve everything from keeping employees informed with the development of a project that they are involved in to the effective filtering of information down from management levels to employees.
  • HR employees should be able to demonstrate good oral and written communication skills and will be tested on their ability to plan and deliver oral and written communications effectively.

 

If you want to become SHRM certified, you can find out more about the qualification here.

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Which Type of Learner Are You?

 

Online learning, self study or live classes…? Choosing between the different learning options is not as difficult as you think. Getting the choice right can simply boil down to knowing your personality. Read on to discover which one could be right for you.

The disciplined student

If you’re one of those people who never procrastinates, who can set a schedule and stick to it without anyone supervising you, then it’s a safe bet you are naturally disciplined. This is an essential characteristic if you’re considering self study, as setting your own timetable and sticking to it is part of your path to success.

The undisciplined student

Are you someone who feels good putting off till tomorrow what you can’t do today? Or maybe you need a schedule imposed on you to force you to open the books and get cracking. In this case self study is not advised and your best bet is to look into online learning or live classes: in both cases the program is fixed for you, and you will work to a set timetable, giving you that all important direction in your studies.

The busy student

Is your life all about juggling schedules, running from one place to another? Do you prize flexibility when it comes to fitting studying into your life? If so, self study will enable you to shape your timetable around your needs.  If you’re looking for some structure though, online learning could also be considered – your program would be set for you, but you would have the flexibility of connecting from wherever suits you.

The interactive student

Is feedback important to you? Do you feel the need to interact with peers and with instructors? If so, live classes should definitely be top of your list. You will be able to ask questions in real time and benefit from hearing the answers to other questions asked by your peers. Taking part in group discussion and receiving instructor feedback will also enrich the experience that comes with live classes.

Finally, how fast a learner are you?

One other important consideration is how quickly you feel you can absorb knowledge. A live class suits someone who is good at absorbing knowledge and moving on, while self study, with its freedom to revisit texts as often as one wants before moving on, would be a solution for those who like to learn at a slower or more flexible pace.

And the good news?

The good news is that studies have shown that no one type of technology is better than another when it comes to learning, in terms of the results produced. In other words your choice should not be swayed by thinking that one method is technically better than another – it is all about choosing the one that suits you personally and going with it. Good luck!

Explore our learning options here.

 

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Considering a Certification in HR? Consider the SHRM-CP & SHRM-SCP

By Remie Worrall

The HR sector is becoming more and more competitive as more employees strive to become an expert in their field. With this in mind, let’s take a look at how obtaining a SHRM certification could benefit you.

 

It Showcases your Commitment to the HR Profession

 Taking the time and effort to become SHRM qualified notifies an organization of your dedication to your profession.

 

  • It not only shows that you are committed to learning but that you have the same goals as the company you work for.

 

It Demonstrates your Knowledge

 One of the biggest advantages to getting a certification in HR is the confidence it gives you in your ability to shine.

 

  • Having a SHRM-CP or a SHRM-SCP qualification highlights to employers that your knowledge is up to date and relevant and in turn allows them to measure you against your peers.
  • SHRM-CP and SHRM-SCP test your knowledge but also your application of this knowledge which in turn proves to employers that you can showcase this knowledge in real life situations.
  • These practical skills highlight your ability to use behavioral judgment and understand best practices that you may need to put into action during your day to day responsibilities.

 

 It Improves your Career Prospects

 One of the benefits of becoming SHRM qualified is the increased potential for career progression.

 

  • Not only does a SHRM-CP or a SHRM-SCP qualification strengthen your resume and give you an edge over over candidates it can show potential employers your ability to think strategically and encourage them to give you more responsibilities in the workplace.
  • A qualification of this kind is globally recognised giving you the opportunity to work anywhere in the world.

 

 It Makes you an Asset to an Organization

One of the greatest things about obtaining a qualification of this kind is it can boost your credibility and make you feel like a valued addition to a workforce. It validates your skills and shows an employer that you are an asset to them.

Earning the SHRM-CP or SHRM-SCP credential can provide you with a number of benefits from personal validation to positive career prospects. Find out how you can become certified here.

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What are the different personality types at work and how to deal with them

 

By Erika Murigi

 

Every workplace is home to different kinds of people and personalities. Here are five

common workplace personalities and tips on how to manage them:

 

Alphas 

The alpha (male or female) seeks dominance. They tend to be very direct and believe

their way is the right way – always. They prefer to take control, want to see immediate

results and are quick to make a decision. While alphas can be incredibly effective

workers and get a lot done, they can intimidate other employees and take uncalculated

risks.

 

Alphas like to control those around them, which could be construed as bullying. If

necessary, keep your distance, as entering into conflict with an alpha is probably not

worth the stress. If you manage an alpha, offer a lot of praise, as alphas like to be

recognized for their accomplishments.

 

Gossipers 

Talking about other people, spreading rumors, creating dramas – this is the one person

in the office who has all the info, factual or otherwise. Gossipers may think their

behavior is a way to connect with others or create a situation they find entertaining.

Whatever the real reason, gossiping is often a sign of insecurity, often of the gossiper’s

work performance.

 

The best way to deal with a gossip is to avoid engaging in conversation with that person

or sharing personal details or thoughts about work with them. Also, focus on leading by

example. If they start a gossipy conversation with you, tell them you’re not interested in

gossip or rumors and walk away.

 

Complainers 

Every workplace has that one person who loves to complain – about everything! In their

attempt to draw you into listening to their problems and complaints, this personality type,

if not dealt with appropriately, can crush morale and leave everyone around them

exhausted.

 

Dealing with this personality type requires patience. One way to interact with a

complainer is to make constructive suggestions and steer them away from their

complaints or worries. Help them focus on solutions. Another way is to try and

emphasize and offer to help. If neither of these strategies work, set boundaries. If they

try to draw you in, apologize and make it clear that while you know the issue is an

important one, you have to get back work.

 

Controllers 

Often overly critical and pernickety, controllers tend to have extremely high expectations

– for themselves and those around them. Although their perfectionism and attention to

detail can be valuable in the workplace, their need to control outcomes and situations is

less desirable.

 

Provide as much detail as possible about situations or projects, as controllers don’t care

for ambiguity or vagueness. Where possible, give controllers a specific task or part of a

project that they can have sole responsibility over and leave them to it.

 

Non-talkers 

You know those quiet types. They stick to themselves, eat alone at their desk, avoid

conversations and any sort of get together whether it’s a chat by the water cooler or the

office Christmas party. Non-talkers can be confusing because it’s likely you know little

about them personally or how they feel about their work.

 

When dealing with non-talkers, it’s important not to force them to communicate or

socialize. Try to take time to get to know them slowly and let them lead. Remember to

acknowledge their professional contribution to the workplace, even if they are not getting

involved socially.

 

If you’re in a management position, try to understand your staff members’ personality

types and assign tasks that bring out the best in them. There are numerous tests

available that offer insight into personality types. Greater understanding of the

characteristics and needs of different personalities can lead to improved communication,

greater productivity and better team working.

 

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Should HR and Finance Work Together?

 

By Lyndsey Mclaughlin

 

HR and Finance are two functions which have a lot in common, however, it is often the case that the

two don’t really want to work together. The reason for this is quite simple; finance spend their time

trying to control and reduce spending in the business, while HR are responsible for the highest costs

in the business, through human capital. Neither HR or finance are bringing money into the business,

they are both overheads and support functions to the rest of the business. However, when the two

work together, they can help to improve the overall success of the business for various reasons.

 

Better Hiring Decisions

The largest cost for most businesses is payroll and as such, it is important to make the right decision

when hiring new employees. The cost of hiring the wrong person can result in the loss of thousands

of pounds, whereas the right choice can make the business much more profitable. Through working

together on the hiring process, HR and finance can help the business to make better decisions. For

example, instead of focusing purely on budgets, HR can also share their opinions, which enables

both parties to reach a more informed and balanced decision.

 

Achieve Goals

HR and finance may not bring in revenue to the business, but they are both departments who are

responsible for making major strategic decisions for the good of the business. By taking the financial

and personal perspective together, strategies can be more aligned to the goals of the business, thus

making the business more successful.

 

Improve Efficiency

There is often a debate about whether finance and payroll should share systems and what effect this

would have on the business. In many cases, this could actually be highly beneficial for improving

efficiency and reducing costs. With the two departments working closely together, smarter decisions

can be made in terms of what employees want and where there is unnecessary spending within the

business.

 

There are many different sides to HR and this also includes ensuring the structures of the business is

set up in the most efficient way possible. This is often the kind of knowledge which only comes from

proper HR training, where you can learn to improve processes, as well as getting the most out of

your staff for the overall success of the business.

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Top 5 Reasons Employers Need Certified Employees

 

By Erika Murigi

 

The advantages of having a professional certification are not solely reserved for the

employee; there are also many benefits to employers. As an employer, you might

wonder why you should invest in certifying staff and as an employee you might be

searching for a reason to sign up for a certification course. Either way, there are a

number of valid reasons why certified employees stand apart from their npn-certified

peers, including:

 

Securing a competitive, superior workforce

At its simplest, a certified employee is one that is able to perform his/her job to a

minimum set of skills or tasks. No matter what the industry, certified employees have

completed one or more courses and been formally assessed against industry-defined

standards. Furthermore, most industries require, or certainly encourage, on-going

professional development. For employers with a certified workforce this means knowing

that outputs are skilled, consistent and measurable against industry standards. It also

means employees are fully aware of what’s expected of them and the standard to which

they should adhere.

 

Increasing employee productivity 

Being certified gives employees a great sense of satisfaction and pride in their ability to

carry out their job. It can also build a long-term commitment to their role and to the

profession. For employers, this means increased productivity as you have highly skilled

employees performing with confidence and expertise. Furthermore, certified employees

stand out from their peers because of their dedication to their careers and this helps

employers learn who are their most dedicated members of staff and worthy of additional

investment.

 

Increasing employee satisfaction 

For a large number of employees, money is not the only reason they stay in their job.

Often, employers who have good retention rates are those that are committed to

motivating and inspiring staff, usually through training and development. By encouraging

employees to become certified independently, or by incorporating a training scheme into

your workplace, you can guarantee greater employee satisfaction and in turn, increased

confidence and productivity. For the employer, a happy, productive workforce converts

into increased sales, more clients, and exceptional quality – essentially a better

business.

 

Ensures an up-to- date, lawful workforce 

Regulatory processes are constantly changing. As an employer, you want

knowledgeable, informed employees that keep your business on the right side of legal

and statutory regulations. In addition to legal processes, certified employees will be up-

to-date with new software packages, ways of working and industry expertise, ensuring

that your business remains top in its field.

 

Being an employer of choice 

If you struggle to find and retain highly-skilled staff members, by incorporating a training

package that includes options for certification you are telling your workforce that you

value them and will invest in their long-term career. In addition, if you already have

certified employees on your staff team, you will be seen as a progressive, enterprising

employer and will attract the best talent.

 

Certification is industry’s stamp of approval, recognising expertise, knowledge and

professional status. Whether you are an employer or a potential student, we have a

range of certification courses in accountancy, finance, marketing, human resources or

logistics to suit your needs.

 

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5 Top Tips to Improve Employee Retention Levels

 

By Lyndsey Mclaughlin

 

Training and developing staff takes a lot of time and investment, which is why it is highly frustrating

when they leave to join a competitor. It is worth bearing in mind that most employees don’t really

want to leave, as it can cause an upheaval to move to a new job. However, if they are not completely

happy and a better offer comes along, they are highly likely to consider their options. Companies

who really take time to invest in their employees will have low retention levels, while those who

don’t, will probably have a revolving door. It costs far more to recruit and train new employees than

it does to invest properly in them, so it is worth investing in improving retention levels. These are

some tips to improving employee retention levels within your business.

 

Effective Recruitment

High retention levels can be heavily influenced by the recruitment process, which is why it is vital to

get this part right. There can be some telltale warning signs during the recruitment process, such as

a lack of enthusiasm, slow communication and re-arranging interviews, which might suggest the

person is not right for the job. If you don’t have the in-house skills to recruit, it may be worth looking

to external agencies to help.

 

Competitive Salary

Although it is not the main reason for leaving, it is only natural that employees will be attracted by

better packages. It is important to offer a competitive salary and to regularly analyse salaries to

ensure they are in line with similar businesses and roles. If employees are going above and beyond in

their roles, make sure you reward them. It is not enough to wait until employees hand in their notice

to offer a better salary and in fact, this can often have the opposite effect.

 

Training and Development

Opportunities to develop are as important, if not more, than the salary being offered. Most

employees, particularly those you should really want to retain, will be interested in developing

within the organisation. A business with good levels of retention will often have clear levels of

progression and will offer regular training to their employees.

 

Flexible Working Conditions

The days of the 9-5 are slowly becoming a thing of the past, and pro-active, forward thinking

businesses will provide options for flexible working. Employees feel valued when they have a degree

of flexibility, such as flexible hours and the opportunity to work from home. Everyone has

commitments outside of work and employers who realise this and incorporate it into their business,

will consequently have higher levels of retention.

 

Relaxed Culture

The right kind of culture is also vital for improving levels of retention. Employees want to feel

comfortable and relaxed in the environment they work and not worried, stressed or anxious. If the

right culture is created for employees, they will be more likely to be productive and to want to stay

and grow within the business.

 

To gain professional high level HR knowledge and credentials and learn more about improving retention and other important

aspects of growing your business, take a look at our SHRM-CP & SHRM-SCP programs.

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How To Be the World’s Worst Manager

 

By Rebecca Langdon

 

Most people have had a terrible Manager or Boss, who they would claim is the world’s worst. But

was yours really the worst? Here are my top 10 traits of the world’s worst manager.

 

1- Threatened by their staff progressing

Unfortunately there are too many Managers who feel threatened by the progression of their own

staff, or fear they may topple them off of their own perch.

 

2- Bad mouth the team

The Manager has a responsibility to protect their team and not expose them. The worst Managers

expose their teams when things go wrong, and bad mouth them publically.

 

3- Kingdom building

Some Managers want to grow the size of their team, and their own responsibilities, at the expense

of all else.

 

4- Not sharing information

There will always be information which can’t be shared with the wider team because it is of a

sensitive nature. However, too many Managers do not divulge organisational information to the

team when they could and should.

 

5- Demanding presenteeism

Poor Managers expect employees to be present in the office beyond business hours, even where

there is no work to be done. This happens all too often and is a weakness of the Manager.

 

6- Last minute.com

This is where Managers sit on work which will need to be done, and then delegate it to employees

with frighteningly short deadlines. This increases the pressure and stress on employees

unnecessarily.

 

7- Poor or no objective setting

It is important for employees to understand what is expected from them and have something to

work towards. Having performance objectives set and regularly reviewed is important.

 

8- Being a bully

This relates to all Managers that feel the need to bully and intimidate their employees.

 

9- Promotes a blame culture

When anything goes wrong, the Manager goes on a witch hunt to find someone to use as a

scapegoat. This creates a culture of fear amongst the team.

 

10- Blocks team progression

Some Managers block their team from making moves within the organisation as they don’t want to

have to find a replacement, or train someone new.

 

Unfortunately there are many more terrible traits and characteristics of Managers; but these are our

top ten which all Managers should avoid. What’s your take on this?

 

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Top Questions Recruiters Should Never Ask

 

By Lyndsey Mclaughlin

 

Interviews can be nerve wracking for everyone involved, not just the person being interviewed. It is

often the case that recruiters also find themselves getting tongue tied during interviews, particularly

if responses are shorter than expected and there’s still plenty of time left. It is important to think

about interviews as a chat to find out more about the candidate, rather than creating a pressured

environment for them and asking awkward questions. The more relaxed and comfortable they are,

the better the interview will go and the more likely you will be to see the real person. These are

some questions recruiters should never ask.

 

Personal Questions

Although it is nice to show an interest in the candidate, it is not really relevant to start asking about

their personal life. Many recruiters feel that this is a good way to find out more about whether the

candidate fits within the company, but in fact, it can actually make the candidate feel awkward or

even lead to discrimination cases. There is nothing wrong with asking what the candidate likes to do

in their spare time, but asking about their marital status, children etc., is not suitable for an

interview. You never know what’s going on in someone’s personal life, so these types of questions

should be avoided. If the candidate brings up any personal information of their own accord then it’s

fine to discuss it, but otherwise, stay away from questions which are too personal. It is a job

interview after all.

 

Strengths and Weaknesses

This is a question which many recruiters ask and is one which candidates fear being asked. The

bottom line with this question is that it is highly likely the candidate will make up the answer to their

weakness. They won’t say they find it difficult to get out of bed or that they don’t really pay

attention to detail. It is therefore, pointless asking it. You should be able to get a good indication of

where their strengths lie when discussing their career history and skills they have developed. As for

weaknesses, this is probably only something you will find out after they are hired and let’s face it,

none of us are perfect.

 

What Makes You Better?

Asking candidates what makes them better than others is not a good question to ask, as it creates a

sense of competition. Instead, it is more effective to ask what they think they can bring to the role

and the company. Asking them to compare themselves to others, will only put them under

unnecessary pressure.

 

The world of HR is ever changing and it is important to keep on track and ensuring your training is

up-to-date is one way to do it. Take a look at our human resources certifications, where you can

learn about current techniques for recruiting and managing talent, as well as various other

important elements of HR.