Category Archives: Human Resources

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HR Management Theory and Practice-02

HR Management Theory and Practice

Human resources management is one of the most challenging and dynamic areas within an organisation. Successful leaders know that that people in their corporation is what makes it competitive in today’s world. This is why is important to know how to manage Human Resources effectively.

To answer this question, we first have to understand what is meant by management theory and practice. Management, as we all know, is a challenging skill to master because trends in management styles are constantly changing, the value of the employee is ever increasing and recruitment is becoming a virtual minefield. So where do the new trends come from? The answer is from two different but complimentary directions – management theory, which relies on observation and mathematical probability to create the perfect business model and management practice, which draws upon case studies and genuine experiences to drive improvement.

Is one better than the other?

Actually no; both of these elements need to be combined to achieve truly great management and leadership skills and one of the most important areas in which we must get this balance right, is Human Resources.


Human Resources is about people; fostering appropriate cultures and values, recruiting the right people for the right job and challenging difficult or inappropriate behaviours whilst valuing individuality and diversity. Management theory offers a multitude of valuable advice and techniques for achieving the business ideals. By researching management theory, the HR director will come to understand the best ways to manage a disciplinary procedure, the best format for forms, policies and procedures and the best practice for difficult conversations. The theory will be based on factors such as human psychology, IT advances and proven cost efficiencies.


Management ethics is the application of moral standards into management behaviour. It’s great to understand the theory but unless you also understand the best management practice you will fall short of providing a caring, moral workplace that values the individuality of its employees.


Who Am I and Where Am I Going?

Defining yourself is a highly personal process, and there is no wrong method in the way you define yourself. You are the one who decides what best describes you, whether it be by your job description, your relationship to someone, your belief system, etc.


However, it is important to note that whatever way you chose to define yourself, there is much more to you.

Your identity and path should be an ongoing process. Rather than a fixed status, you should embrace the ups and downs of your life path where you are re-thinking, re-organizing and re-carving.


Think of it this way: How much more flexible and understandable would it be if instead of asking yourself “Who am I”, you asked “How would I like to engage in every step of my life?”


Every one of you should seek a deeper sense of self. However, the more flexible you are with defining who you are, the more you will understand yourself.


The important thing to remember is that who you are in the workplace, at home... are all small pieces of a much greater whole and the key to being true to yourself is to be more than your component parts. You are a product of your upbringing but you also have your own experiences, achievements and enlightenment; you decide upon your own goals and make your own sacrifices to achieve them.


Who you are is determined by the choices you make. Where you are going is entirely up to you. Hard work, determination and dedication - to follow your own path and achieve your own objectives - is what defines you. Your accomplishments motivate you and the confidence you gain from pursuing those accomplishments is what drives you forward to bigger and better ambitions.


At Morgan International we can help you to keep moving forward. To make the decisions that allow you to be yourself and to gain the qualifications, accreditation and achievements that will give you the direction and ambition you are seeking.

5 Common Mistakes for Internal Communication-02

5 Common Mistakes for Internal Communication

As business models change and develop, more and more companies are working remotely, outsourcing globally and having employees working across multiple physical or virtual locations. This makes communication quite challenging at times.


Employees are no longer satisfied with the occasional newsletter detailing good news, achievements, profits, employee of the month etc. Instead, staff wants to know all of the news, good and bad and with the rise of social media it is likely they will find out one way or another. Proactive employers are now looking to improve business communication and to avoid some of the more obvious pitfalls…


  • Newsletters and briefs. These can work really well in a small organisation but in a larger workplace they are not the ideal solution and it’s very likely that something or somebody will be missed. Putting communications on an Intranet and encouraging open access is a far better way forward, especially if it can be cloud based so off site and global workers can reliably receive it too.
  • Being too selective. For obvious reasons it’s not possible to tell every employee everything but keeping too many secrets at management level is bad practice. Far better to have a comprehensive communication plan where most things are kept out in the open and the few things that do have to remain confidential are shared with just a few trusted senior managers.
  • Failing to plan. It sounds obvious - but too many communication strategies are left to chance. The end result is a panicky information overload that fails to reach the target audience. Instead, work out all the methods of communication at your disposal – physical briefs, emails, Intranet, social media. Understand who will use each one, make sure they have unlimited access and make communications timely and regular.
  • Tone and style. Communications that are lengthy and difficult to digest will not encourage employees to absorb the important points. Be creative, imaginative and innovative to keep your updates engaging and fun. Use info graphics, animations and bullet points; be concise and your audience will reward you with improved attention.
  • Failing to measure results. Don’t leave it to chance that your message has gotten out to the workforce – ask them for feedback. There are various ways of doing this – set employees a challenge and see how many of comply, ask select employees’ questions about the content of the brief or circulate questionnaires at the end of each business period. Word will soon get out that you’re checking and engagement will pick up as a result.


The most important message when it comes to effective communication is to be professional but to keep it engaging and making your employees feel valued by sharing as much as you can, both good and bad. To learn more about human resources, consider the SHRM-CP and SHRM-SCP certifications.


5 Incentives for Improving Employee Skills in the Workplace


By Lyndsey Mclaughlin

In order to improve retention levels and to get the most out of your talent, it is important to ensure that employee skills are always kept up-to-date. The more you are prepared to invest in your staff, the more you will get out of them. This will not only improve the success of your business, but it can also be more cost effective than constantly hiring new people. These are some ways to keep your employee skills current in the workplace.

Training Programs

In order to improve the knowledge and skills of employees, it is important to invest in training programs for them. Training programs can improve the depth of knowledge of employees and this can not only benefit the employee, but the business as a whole.

New Opportunities

Instead of recruiting externally to fill new roles in the business, it is important to identify current staff who may be able to move into these jobs. A pro-active company will have a talent pipeline in place, which will help them to understand where employees can move within the organization. This will improve the skills of employees and also, increase retention levels.

Performance Management

Regularly monitoring the performance of employees can help both parties to identify any potential gaps in knowledge and skills, so training can be put in place to fill these gaps. Performance management can also allow achievable goals to be set, so that performance is continuously improved.

Improve Networking

Employees can improve their skills through access to a network of people who can offer advice and support for them to grow in their career. It is important for employers to provide access to networking opportunities for employees and the opportunity to attend networking events. This can also help to improve representation for the business, as well as increasing the employee’s knowledge and skills.

Essential Resources

An employee is only ever going to be as good as the resources they are supplied with, so if you want to improve your employee’s skills, you need to ensure they have the most effective tools to support them. For example, the most up-to-date software and the best technology to allow them to fulfill their role to the highest standard. This kind of investment in employees will pay off in the future success of the business.

HR employees can learn more about specific HR functions, including HR policies, recruitment and talent management, through the SHRM-CP or SHRM-SCP certification programs. This investment can help HR staff to gain in-depth knowledge into how to improve the skills of employees in the workplace.



Why Work-Life Integration is the New Work-Life Balance?

By Lyndsey Mclaughlin

The term work-life balance has been around for a long time and this is used to describe the need to draw a line between our working life and personal life. We spend a great deal of time at work and due an increase in mental health issues, there has been a huge focus on getting the balance right between how long we spend working and how much time we spent on our personal lives. Life includes spending time with our families, relaxing, exercising, holidays and time spent on our hobbies. When the balance isn’t quite right, for example, those who spend too much time working and not enough on other activities, it can lead to stress and depression. It seems like there has been a shift over the last few years and the term work-life integration is slowly replacing work-life balance.

Working Life

The working life has changed significantly, with an increasing number of people feeling like the line between life and work has become blurred. This is primarily down to the fact that use of technology has increased significantly and we are now living in an era where we are connected 24/7 and this means we are working, even in our spare time. Gone are the days when a holiday from work means a holiday, there is now an unwritten expectation to always be available to answer calls and emails. This is particularly the case for those who run their own business and with levels of self-employment at a record high, work life balance has now been replaced with work-life integration.

What is Work-Life Integration?

While work life balance is about dividing your time between work and life, work-life integration is more concerned with combining the two; and this isn’t necessarily a bad thing. With an increase in flexible working, many people can use work-life integration to their advantage. For example, the ability to work from home, while also spending time with family. This is particularly important for parents who, even with work-life balance, don’t get to spend enough time with their children. With the constant improvements in technology giving us the opportunity to work anywhere and at any time, work-life integration seems like a much more positive way of moving forward.

With the every changing world of work, it is imperative for HR to keep up to date with trends and to improve knowledge and skills in this area. This can be achieved through a SHRM certification, which provides HR staff with knowledge on issues affecting HR, such as policies, recruitment, and talent management.


Why Every Role is Important – No-one is Above or Below You

By Luci Iley

There’s a nasty habit in the business world of individuals self-imposing a kind-of hierarchy within the workplace. It seems that where titles are divided by skill level, salary or function, many people will begin to automatically see themselves as ‘better’ or ‘more important’ than those who work underneath them.

The truth is, every function within a company needs to be carried out effectively for the company to perform well. Jobs do not exist by accident and every role is created for a reason. Therefore, this societal hierarchy needs to stop – just because someone earns more money than another, does not make him any more vital to the companies’ activities – in fact, it is likely that there are more people lining up to replace the specialist than the office handyman.

So, how can you kick-start the change in the workplace?


Start with Yourself

Begin by reflecting on how you talk to and treat those who work ‘below’ your position – if you are in a managerial position, how do you treat your team? Try to also analyse how your ‘superiors’ treat you. Do you imitate their actions and is that necessarily a good thing? Noticing how you act yourself and working to change that is the first step to all-round improvement.


Talk to Those Around You

A sudden change in behaviour may pique some interest, so if your colleagues begin to ask why your attitude has changed recently, speak calmly and explain that you are working towards working in an environment which doesn’t impose a hierarchy of importance and rather, respects each member for the contribution they make.


Watch your ‘Equals’ Closely

Individuals working at the same level as you can act as a mirror. Watch how they talk to their teams and superiors and analyse how their relationships are formed. This may lead to the discovery of a new role-model, or an opportunity to introduce your aims to your colleague and suggest a joint effort.


Discourage Negative Attitudes

It can be hard to speak up to those you perceive as being ‘above’ you – but it is important to have your views heard – play it cautiously, though – being too stubborn may cost you your job. Be as open as possible by reading the appropriateness of your surroundings and the atmosphere in the room.


Trying to spearhead a change can be daunting, but the first step is to realise the changes you need to make, before preaching to others. Maybe try to call an office meeting, if you work with highly receptive individuals, or send a company-wide memo, if possible, to start your journey.


Tips on Passing the SHRM-CP and SHRM-SCP Exam


By Remie Worrall


Taking any kind of exam can be daunting and the SHRM-CP or SHRM-SCP is no exception. If you are considering taking the exam, we’ve put together a list of tips to help you pass first time.


Time Management


  • Don’t rush
  • Budget your time
  • Read each question thoroughly


A key factor when taking any test is time management. You should have adequate time to address and answer each question thoroughly and it is important not to rush this process. Rushing through the exam can lead to silly mistakes so don’t be afraid to take your time.


Eliminate Obvious Distractions


  • Take ear plugs
  • Dress in layers
  • Minimize fluid intake


During the SHRM-CP or SHARM-SCP exam you will need to make use of every minute and you can help to make the most of your time by eliminating any obvious distractions from the offset. Make sure you are hydrated and dress for comfort using layers to ensure you are not too hot or too cold. Be prepared for a noisy test room and take ear plugs if you need them. Lastly, don’t bombard your body with fluids during the exam as this may lead to distractions due to a full bladder.


Go with your Gut Instinct


  • Don’t over analyze
  • Trust your first impression
  • Think about the answer before you read the choices


When faced with multiple choice questions, it is easy to over analyze. When you read each question, make a note of your first impression and if in doubt go with your gut feeling. Searching for the answer in your head before you read the choices can also help you to determine the correct answer quickly and efficiently.


Mark and Review


  • Mark questions you are unsure of
  • Cross out any obvious wrong answers
  • Go back to review


There may be a number of questions that you are unsure of and in this case guessing the right answer will do you no favours. Simply leave a mark next to the question and return back to it once you have answered all of the questions you are sure of. You may not be able to ascertain the right answer but you can cross out any obvious wrong answers, narrowing it down to make the selection process that little bit easier on the second time around. This way, you can look at it through fresh eyes at the end and you will have more of an idea of the time remaining.


If you want to further your career, you can find out more about becoming SHRM-CP and SHRM-SCP qualified here.


Save Money on a Limited Income – The Secrets

By Luci Iley

For many people, the first time living with a limited income can be terrifying – whether it’s paying for a new house, starting a new job or leaving the parental house for the first time. The main thing to remember is that a fear of the unknown is the main culprit and saving money whilst living on limited means is definitely a possibility – millions of people do it every day!

Here are the top 4 tips for saving money and living within your means for the first time;


Create a Written Budget

Having a chart, list or table of your expected incomings and outgoings can make things look a lot more manageable than imagined. With no frame of reference, our minds tend to be over cautious or worried – but by writing down the essential payments for each month or week, and comparing it to your income, you will see that your budget is reasonable and manageable and hopefully begin to feel calmer.


Plan Ahead

Buying the supplies, you will need for the rest of the month as soon as you get paid is one of the easiest ways to save money. For example, food shopping – buying the ingredients for your main meal everyday can quickly become expensive – however, planning meals in advance and buying groceries in bulk can provide huge savings and ensures that you have something to eat even when funds are low.


Avoid Credit Cards

Unless managed properly, credit cards are bad news. The temptation to spend the money just because it is available can be overwhelming and, if you have no means of paying the balance when it is due, your credit history and bank balances can take the hit – affecting your whole future, not just your monthly budget.


Embrace Coupon Culture

Whilst coupons might have a societally-enforced bad image, they are actually very useful. Search online for discounts in your local shops, or enrol in loyalty schemes, where coupons are sent as rewards for collecting points. It is important to note that loyalty cards are different to store credit cards, which should be avoided just like bank credit cards.


Living on a budget may seem scary at first, but remembering to apply logic, sensible purchasing habits and forethought can work wonders for your bank balance, credit score and even your savings account.


If a limited income or financial worries are holding you back from enrolling in your dream course, worry not – contact us today to discuss your situation and see how we can help.



Why Consultants Love Data Driven Recruiting

By Lyndsey Mclaughlin

The recruitment process can reveal an abundance of information, which can be key for making recruiters more effective. The analysis of this data can help to make the recruitment process more effective and this is known as data driven recruiting. Data driven recruiting is becoming more common, although it is still not being used as widely as it could be. The purpose of data driven recruiting is to use data to identify important information and trends, which can make the process more successful. There are many reasons why data driven recruiting can be an essential tool for the recruitment process.

Improve Candidate Engagement

Without using data driven recruiting, recruiters often don’t have a clear understanding of where candidates are in the process. This often leads them to advertise roles which could easily be filled by those who are already on the books. Data driven recruiting can give recruiters a better understanding of the candidate pipeline, therefore improving candidate engagement and reducing costs.

Identify Social Media Trends

A substantial amount of time is spent sourcing candidates for roles and quite often, these may be ineffective without recruiters realizing. Unless recruiters physically spend time working out where candidates are coming from, which is not realistic, they have no idea of which social media platforms are most effective. Data driven recruiting can help recruiters to identify social media trends and gain an understanding of which methods are most effective. This can improve the overall recruitment process.

Increase Knowledge

In addition to enrolling in essential programs such as the SHRM-CP or SHRM-SCP certification programs for developing HR skills and knowledge, data driven recruiting can vastly increase the knowledge of consultants. Without using data, consultants are generally just going on observations or gut instincts, rather than being able to identify successes and trends. This increase in knowledge can substantially benefits consultants in their roles.

Potential Issues

Data driven recruiting can also help to identify any potential issues in the process, which may be affecting performance. For example, recruiters may not be making use of suitable inactive candidates from their database to fill live roles and this could be causing inefficiencies, without the recruiters realizing it. Data driven recruiting can help to support this.


The 3 Reasons Your Dreams are Unachievable

By Luci Iley

Everyone has a dream – it could be a career aim, perfect house or even a complete relocation. They are the ultimate thing we aim for, our reason for working hard and something to give us hope during the harder times.

When it comes to career goals and the dream job, many people spend their whole professional lives working toward the ideal. But there are a few things that5 can hold us back – without us even realising it.


Whether it’s the unknown, failure or feeling unfulfilled, fear is the biggest factor holding you back from achieving your dreams. It is perfectly natural to be scared of the unknown – not knowing what happens if you don’t succeed right away, how you will cope financially, emotionally and professionally. All of these factors may place a burden on your mental health, personal relationships and even your physical wellbeing.

The important thing to remember is that, whilst failure, obstacles and pitfalls are genuine concerns – you really will never know if you don’t try. There’s no harm in setting up safety nets to fall back on, but if you never take the first step, you have zero chance of success.

Waiting for the ‘Right Moment’

The elusive ‘right moment’ haunts most people, whether it’s waiting until our children are old enough, or looking for a more spiritual sign from the universe, there is an overwhelming number of people with the ‘ideal’ moment in mind. This is the time when they will start working toward their dreams, the stars will align and everything will work out perfectly.

One problem - it doesn’t exist. The ‘right moment’ is a procrastination method, linking back to our first point -fear. Waiting for the ideal time is our mind’s way of trying to protect us from potential failure – the truth is, once that moment comes, another moment will conveniently pop up – and progress is never made.

Not having Enough Time

Most people’s dreams will take time and effort to achieve, they are big goals which cannot be achieved overnight. The issue with this is that once you factor in your job, personal care, relationships, family time and hobbies, there just doesn’t seem to be enough hours in the day to get started on that big dream you have.

Again, this is procrastination. When we decide that something is important, we make time – no, it’s not always easy and it may start as a very small amount of time each week – but the first step to success is actually beginning.


Making big changes is scary, we’ve covered that. But, convincing yourself that your current circumstances are the only ones you will ever experience is simply dangerous. Getting stuck in a rut is the worst way to live life and giving yourself a boost to progress and achieve something more is vital for a fulfilling life.


No matter what the reason for thinking that you can’t, we’re here to show you that you can. With courses in a range of professions, the first step towards achieving your dream is here.