Category Archives: Human Resources

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Technical HR vs. Strategic HR: Are Both Essential?


By Lyndsey Mclaughlin

Over the years, the function of HR has increased significantly from basic personnel administration to an imperative department within every organization. Even in small organizations, there will be some kind of HR function, even if is outsourced on an as and when required basis. HR are now responsible for recruiting key talent into the organization, managing employee relations, and generally improving the success of the business. In many cases, businesses would fall apart without the support of HR. In general, HR is composed of both technical and strategic HR.

Technical HR

HR is responsible for managing employee pay and benefits, which can be very complex. In order to do this effectively, it could be argued that there is the need for strong strategic HR support. Strategic HR is concerned with implementing and managing policies and procedures, as well as being able to answer complex questions from employees. A strategic HR will constantly monitor the financial side of HR, to ensure the company remains competitive and that improvements are made along the way.

Strategic HR

On the other hand, strategic HR focuses on managing the recruitment process and taking care of the employment relationship. Strategic HR will focus on the overall goals of the business and develop training and performance to ensure staff are aligned with business goals. They will also be involved in managing any changes within the business.

Do we need both?

The need for both would depend on the size of the organization. Strategic HR is necessary for any organization, as it is imperative that recruitment is managed effectively and that employee relations are kept at a high standard. These essential functions will ultimately determine the success of the business. A large organization, however, will have the need for both strategic and technical HR, as they will have a large number of employees, all working in different roles and with different benefits. A small organization will probably have terms which will apply to all staff across the board, so there will be less of a need to have both strategic and technical HR in place. Strategic HR, however, is essential.

Whether you are looking to develop your strategic or technical HR, or both in your organization, it is worth considering offering staff the opportunity to pursue the SHRM-CP or SHRM-SCP certification program. This can help staff to learn valuable information regarding policies, recruitment and talent management.



Time is Money – But Why?

By Luci Iley

We all know that time is valuable, and, as the saying goes, ‘time is money’. But what is it that makes us equate time with money, rather than other valuable items?

The basis of this come from the business industry, where every minute and every activity counts towards the ultimate aim of generating a profit – any time lost results in a loss of profit for the company, so how can we make sure that our time – both professional and personal – is used in the most efficient ways?


Making the Most of Your Time

Understanding the value of time is an important first step to using it wisely. Spending time doing productive activities is the best way to utilise time to your advantage, but that does not mean that your life has to be all work and no play. Valuable ways to use your time include; taking time for yourself, looking after your own mental and physical wellbeing, spending time with family, friends and loved ones and getting enough sleep.

The best way to make sure that your time is used wisely is to form a routine, so that insignificant tasks become automatic and do not use too much energy to complete – saving the rest of your time for more important activities.


Learning to Prioritise

                Prioritisation can be difficult for many people – having to decide which tasks are most important, when they are all due to be completed soon can feel like an impossible riddle to answer – but it does not need to be that hard.

Segmenting your time each day can be a major help when it comes to prioritisation. If 9AM-11AM and 12PM – 4PM are set as ‘work’ time – then work-related tasks become a higher priority than household chores. Whereas, if you have set 6PM-9Pm as ‘family’ time, then helping your children with their homework should be placed above checking your e-mail during those hours.

Many of us, when faced with a big opportunity, will automatically think of all of the reasons to say ‘no’. Retraining yourself to find time to take these opportunities will open the door to bigger and better things in your future, so learn to say ‘yes’ and fit the important opportunities into your schedule. Making time is better than regretting a lost chance at success.


Taking note of the above tips can really improve your overall efficiency and make you more productive when you need to be. A Morgan Itl. Course may be the big opportunity you need to increase the value of your time and help you toward success.



Essential Soft Skills to Attract Hiring Managers


By Lyndsey Mclaughlin

Soft skills are general skills which are more about social capabilities than technical ability. They are characteristics and attributes possessed by candidates which can help to determine their overall ability to perform well in their role. Although soft skills can be taught, it is not as easy to do this as it would be for technical skills. For example, some candidates will leave University with great technical skills, however, through a lack of experience in the working environment, they may not possess the necessary soft skills. These are some of the most important soft skills which attract hiring managers.


Although it is important for employees to have the technical knowledge and ability to perform in their role, they also need to be able to communicate well with other people. A hiring manager does not want to recruit an individual who wants to just sit at their desk, do their work but not engage with other people. They want employees who will fit in to the culture, will get along with their colleagues and will communicate well with clients. Strong communication and interpersonal skills are one of the most important soft skills which hiring managers will seek from candidates.

Positive Attitude

There is nothing worse than an employee who is constantly complaining about their job (or just life in general!) This negative attitude can quite quickly affect everyone in the workplace and it can lead to a lack of motivation and low morale within the business. One person with a negative attitude can bring everyone else down, so hiring managers will look for those individuals who are motivated, positive and have a happy demeanor.

Strong Work Ethic

In general, a strong work ethic is not something that can be taught. It may be developed over time but most people either have this, or they don’t. There is no point in hiring a candidate who is great at their job, but never turns up or is continuously late. This suggests a lack of professionalism and dedication to the company. This can also start to affect other employees, as they will need to pick up the workload. Hiring managers are attracted to those who not only demonstrate their ability to perform in the role, but also those who have the work ethic to get up on time and turn up for work, without excuses.

Problem Solving

Although it is perfectly acceptable to just be able to perform in the role, hiring managers are more likely to recruit someone who can demonstrate their ability to come up with innovative ideas to solve problems. This soft skill can really help to drive the business forward.

You can learn more about all aspects of recruitment and talent management by enrolling in a SHRM certification program, which provides information all areas of the HR process.



Gain and Maintain the SHRM-CP Credential

By Rebecca Langdon

If you are interested in undertaking the SHRM-CP credential, you will need to meet the prerequisites which are a combination of educational background and work experience:


  • If you have less than a bachelor’s degree but have perhaps an associate degree in an HR related subject, you will also need three years of experience in an HR role. If your associate degree was not in an HR related subject, you will require four years’ experience in an HR role.
  • If you have a bachelor’s degree in an HR related subject, you need just one year in an HR role. If your bachelor’s degree is non HR related you will need two years in an HR role.
  • If you have a master’s degree in an HR related subject, you can access the SHRM-CP straightaway. If your master’s degree is in a non HR related subject, you will need to gain one years’ experience in an HR role.


At Morgan we offer the SHRM-CP programme and for more information about the course just click here. Once you have passed your exam you will have the SHRM-CP accreditation and even if you have a current role in HR, you may be looking for that next step in your career. As one of the many Morgan alumni who have successfully passed their exams, you will have free access to Morgan Connect, which is an online portal connecting globally renowned employers with qualified candidates.


Once you have the SHRM-CP, you may consider looking into undertaking the SHRM-SCP, but in the meantime you will want to ensure you maintain your current accreditation. To do this you will need to:

  • Earn 60 Professional Development Credits (PDCs) every 3 years,
  • or
  • Retake the certification exam every three years.


Whichever maintenance route you decide upon, feel free to speak to Morgan to get useful guidance and tips.


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.



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.




  • 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.




  • 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.


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.



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.


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:



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



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.



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.



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



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.



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.



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.



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



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.