Category Archives: Human Resources

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Human Resources (HR) In 2018. What should you look out for?

 

By Morgan International Staff Writers

As the Human Resource landscape continues to grow and develop, it is almost certain that the arrival for the new year will bring with it new trends and tools for HR professionals everywhere.

 

Unsurprisingly, the predicted shift in HR operations for 2018 are largely focused around technology; how to find, hire, retain and even replace the people within an organisation.

 

So, what should we be looking out for in 2018? We look into this further, exploring upcoming trends such as:

  • passive candidates,
  • remote working,
  • non-discriminative hiring and more.

 

Headhunting Passive Candidates Will No Longer Be Enough

While headhunting candidates currently in employment has always been a key HR strategy when it comes to recruitment, relying on workers posting their CV on a career site is no longer enough. The changes and developments in social media mean that HR professionals now have access to new untapped talent pools and the opportunity to take a more targeted approach.

 

Working Anywhere, Any time

Whether working from home, a coffee shop or in the office itself, HR teams should now be prepared to offer employees the option of flexible working. In fact, latest research shows that:

  • The number of employees working partially via telecommuting has quadrupled
  • Meaning, this now stands at 37%!

Ultimately, this means that organisations that want to maximise their employee wellbeing and workplace morale must be prepared to offer remote working as an option. This will be the key to best HR practices throughout 2018, and you can learn more about how to implement this via our courses.

 

Recruitment Without Bias

As bias in the workplace and hiring process becomes an increasingly popular talking point, the easiest way to avoid the issue, and a strong trend we’re predicting for 2018, is the process of ‘blind’ recruitment. By stripping away information such as:

  • name (first name and surname)
  • age
  • race
  • religion

about an applicant which could cause unconscious bias, will open both HR professionals and potential employees up to a fairer recruitment process. This will prompt organisations to find the best fit for the job through a non-biased approach.

 

Is It All Fun and Games?

Well, no. But gamification is a trend which has infiltrated many workplaces, and we suspect it will continue to do so throughout 2018.

By turning the most unlikely processes into a game, i.e. recruitment and personality testing, HR professionals should be able to make use of technology such as smart phones and apps to use gamification.  This includes algorithms and key metrics to devise whether an applicant is a good fit or not.

 

In Summary

For HR workers, the field is ever-changing. This is why it is crucial to stay up to date and ahead of new trends and technologies. Through our programme, we offer insight into what can be expected from 2018, and how this can be implemented into organisations to garner the best possible results.

 

More information is available on our courses, click here or get in touch now to find out exactly what you need to be looking out for in the year ahead.

 

 

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Crafting the perfect resume. What will you need in 2018?

 

By Morgan International Staff Writers

When it comes to creating the perfect resume to help you stand out and be noticed by potential employers, there are two things you need to know.

  1. Resume trends come and go. From QR codes to headshots, there are always new trends to consider!
  2. Some things never change at all, and these are the areas that you have to nail down and get just right to be in with a strong chance of getting your resume noticed.

 

If 2018 is your year for making a career change, getting on the career ladder, or simply polishing up your current resume, here is a definitive list of everything that you will need to get ahead of the game and really stand out.

 

Presentation is Key

Regardless of the role that you are applying for, design and format always make a huge first impression. Keep your format clean and simple, and perhaps add in a burst of colour (if possible/appropriate) to break up the written content without distracting the reader. Similarly, stick with a font which is easy on the eye and doesn’t automatically look old or outdated. For 2018, Times New Roman, is strictly a no!

 

Start Off Strong

Recruiters and employers have many resumes to get through, so it is important that the top one-third of yours really grabs attention. Include the key information that you want employers to notice, and include links to any examples of work or portfolios if possible.
Key things to include are:

  • Contact details (A Gmail address or an address linking to your website – if you have one – are preferable)
  • Links to samples of your work
  • Links to samples of your products (if applicable!)

 

Draw Out Key Skills

Specifically highlighting the value that you can bring to an employer or company is crucial. Therefore, it is important that near the top of your resume, you really emphasize your key skills and the knowledge you can offer.

 

While soft skills are important further down the line, it is better to focus on your hard skills – as this is what will get you noticed by bots and humans alike. A great way of ensuring that your resume makes it into the right pile is by noting the key skills mentioned within the specification of the job you’re applying for, and weaving these into your key skills section.

 

 

 

Don’t Be Shy

Potential employers want to know what can add to their organisation, so it is important that you clearly outline any achievements, stand-out experiences, and key targets hit within your current or most recent employment.

 

While it may not always feel natural to talk yourself up and promote your own accomplishments, when it comes to creating the perfect resume, it is essential to do so – not only will it enable to you to stand out to hiring managers, but it will very clearly show why you will be the right fit for the job, and what you will be able to bring to the team.

 

In Summary

As we mentioned earlier, resume trends will always come and go, and whether you choose to incorporate them is entirely up to you. But as long as you have perfected the areas above, your resume stands a much stronger chance in 2018 of landing in the ‘yes’ pile rather than in the trash!

 

If you found this article to be of interest, we are certain that you will also find value in one our programs. Please contact us today for further information or you can begin your enrolment now.

 

 

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How to attract out of town talent

 

By Morgan International Staff Writers

Most organizations recognize the importance of diversity in their workforce, not just in terms of gender, ethnicity, age, and religion, but also their geographic location. Furthermore, businesses know that the wider they can cast their net, the higher the chance of attracting the best talent – as they fish from a bigger talent pool. However, attracting out of town talent is not necessarily easy to do as candidates face barriers such as relocation costs and the logistical problems of relocating their family. So what can an organization do to bring down those barriers?

 

  • Consider the candidates point of view

This seems very basic, but take time to think about the specific needs and requirements of an out of town candidate. For example could they possibly commute, or would they need relocation assistance, or perhaps flexible working would be feasible.

 

  • Sell your organization’s company culture

Most candidates will be sold by a company that has a great culture that aligns with their own values and those of their family. Therefore it is important for a business to sell both a work and lifestyle to prospective out of town talent.

 

  • Show off the location

If your organization is in a really great location then shout about it. Most candidates don’t relocate purely based on the role – they will also take into consideration if they want to live in the location.

 

  • Traditional recruitment approaches still apply

When organizations are seeking to connect with out of town talent, they often think immediately of using digital methods such as the web. However don’t forget traditional methods such as employee referrals – just because your employees might be in your location, it does not mean they do not have excellent colleagues that are out of town.

 

In Summary

There is a huge amount of talent out of town that could be hugely beneficial to your organization. Attracting and recruiting them does take a bit of extra consideration, but our tips above should give you a great head start.

 

 

 

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5 Recruitment Trends of 2017

 

By Morgan International Staff Writers

As the end of 2017 fast approaches, we are reflecting on the recruitment trends we have seen so far this year, and almost certainly look to continue into 2018. These are our top 5.

More employee referrals please

Employee referrals have been incredibly important as organizations would prefer to offer a fixed monetary incentive to their own staff rather than incurring the high costs charged by recruitment consultancies. Also, employees will typically have a network of peers from previous roles – often with career profiles similar to their own.

 

More automation tools

Recruitment is labour intensive in the digital age – as applying for a role can be done in the click of a button, organizations can be inundated with applications. Therefore savvy organizations are seeking ways to automate the process and identify the best candidates more easily.

 

More flexible working

Most employees value the ability to work flexibly and are increasingly wanting to understand if this is a possibility during the recruitment process. Therefore expect employers to offer work flexibility as part of their compensation package to employees.

 

Employers thinking mobile

Job seekers are busier than ever, and they expect to be able to hunt for jobs on the move. Therefore expect to see employers putting an emphasis on mobile visibility such as apps and ensuring their websites are optimised across platforms.

 

More social media

Employers will make greater use of social media platforms to reach out to candidates and engage with them in a meaningful way. Expect this to start moving beyond LinkedIn to Instagram and Snapchat.

 

In Summary

The trends of 2017 will almost certainly continue into 2018 as organizations seek to simplify the recruitment process and also lower the costs of attracting talent. To do this they will undoubtedly increasingly rely on information technology such as mobility and social media platforms.

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Do you need an HR department?

 

By Morgan International Staff Writers

It is standard for large organizations to have an HR department, however smaller businesses may not view a dedicated resource/s as commercially feasible or essential. Often the business owners themselves take on tasks such as payroll, employee grievance and recruitment. However there does come a point at which it is more beneficial to set up an HR department, albeit if that starts with just one or two human resource specialists. So where is the tipping point?

 

  • Opportunity cost

There is a point where the opportunity cost for the business owner of not focussing on their core responsibilities outweighs that of employing a resource. In simple terms, the business owner is more valuable doing other tasks than the fully loaded cost of the dedicated HR employee.

 

  • Legislative difficulties

For obvious reasons, the law is stringent with respect to the treatment of employees. Hiring, firing, salaries, promoting, and demoting are all protected from a legislative perspective, and there are consequences for those who do not adhere with the law. Therefore the more complex the business becomes, and the more employees there are, the greater the risk of falling foul of the law becomes.

 

  • HR is only viewed as transactional

When HR is managed by a non-HR professional, it tends to be seen as a transactional activity, and it is not recognised as a strategic function that has opportunity to offer organisational benefit. This perspective restricts or prevents the huge strategic benefit that most organisations now recognise what HR has to offer to their business.

 

In Summary

With the opening of any new department, or indeed simply dedicating just one resource, there are a number of implications to the organisation – typically primarily cost. Therefore it should be a cost benefit analysis of having an HR department, versus not having one. The points provided above are typical factors in the decision making process.

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When to change how you lead

By Morgan International Staff Writers

It’s fair to say that the world of business is becoming increasingly demanding due to the fast paced and often challenging times we live in.

This often means that business leaders are forced to respond to change faster than ever before. But does this mean that you have to change the way you lead? And, if it does, when’s the right time to change?

There are a number of different leadership styles, all offering their own pros and cons, and each potentially effective in their own way. However, that’s not to say that all leadership styles are appropriate or effective for all businesses, employees, and leaders.

The main management styles are:

• Directive

The leader closely controls employees and motivates them through threats and discipline. The classic, “do it the way I tell you” manager.

This style of leadership is most effective when there is a crisis or when deviations are risky, but is not effective with underdeveloped or highly skilled employees.

• Authoritative

The firm but fair manager who gives employees clear direction and motivates through persuasion and feedback on performance.

This style of leadership is most effective when the leader is credible and when clear directions and standards are needed, but ineffective when employees are underdeveloped or the leader is not credible.

• Affiliative

The people first, task second manager who avoids conflict, focuses on good personal relationships between employees, and motivates by trying to keep people happy.

This style of leadership is most effective when used in conjunction with other leadership styles, for routine tasks, and managing conflict. It is not effective when performance is inadequate or when a crisis situation requires direction.
• Participative

The everyone has input manager who encourages employee input in decision making and motivates by rewarding team effort.

This style of leadership is most effective when employees are working together, when staff have experience and credibility, and in a steady working environment. It is least effective when employees must be co-ordinated, when there is a crisis, or when there is a lack of competency.

• Pacesetting

The ‘do it myself’ manager who performs many tasks personally and expects employees to follow by example. Motivates by setting high standards and expects self-direction from employees.

This type of leadership is most effective when people are highly motivated and competent, requiring little direction or co-ordination.

• Coaching

The developmental manager who helps and encourages employees to develop their strengths and improve their performance. Motivates by providing opportunities for professional development.

This leadership style is most effective when skills need to be developed and when employees are motivated and keen to embrace development.

Before you change your leadership style, it’s important that you understand what type of leader you are and why change is needed.

Changing your management style certainly isn’t easy, but it’s worth it in the long term. There are a number of times in which change can be highly effective, or even essential.

Of course, you might not see results instantly, and it can be all too tempting to fall back into your old ways. But stay aware of your personal progress and keep yourself on track.

But that’s not to say that you can’t rethink your approach. If you find that, despite your best efforts, your new management methods aren’t proving beneficial for your team, you might need to alter your approach again.

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Is it time to outsource your family business’ HR activity?

By Morgan International Staff Writers

When you’re a family run business, it can be difficult to know when to keep your business activities in house, and within the family, and when to outsource them to external parties.

 

The importance of HR within a family business

 

HR is important within any business or organisation. However, within a family-run business, it plays a more crucial role. Why? Here are just a couple of reasons:

 

  • Family businesses often treat their employees as family (even if they aren’t). This makes it more important that HR issues are handled with the necessary care and respect.
  • Family dynamics can complicate the emotional environment of a family business.
  • The family’s relationships and reputation are at stake.
  • The livelihoods and fortunes of business families are tied up in the companies they run, so they need to secure maximum value out of the business.

 

Why Outsource?

 

Due to the factors outlined above, HR can contribute a great deal to a family run business. And bringing in an external HR professional can be highly advantageous.

 

Although HR is frequently perceived to be a relatively easy business function, creating processes and systems that optimise engagement, productivity, and satisfaction is far from simple. And in a family run business, it’s important its done right.

 

Save Time

 

Most family business owners are all too familiar with the frustrations of spending their valuable time on human resources activities. Outsourcing your HR will free you up to spend more time on revenue generating activities.

 

Skills and Knowledge

 

An external HR consultant will be a skilled and experienced HR expert who will utilise those skills to ensure that your HR activities offer optimum performance, impact, and results.

 

Save Money

 

Rather than paying a full time wage for an in house HR consultant, outsourcing will allow you to pay just for what you need, when you need it.

 

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Job descriptions – why they’re important and how they can prove beneficial to your company

By Morgan International Staff Writers

A job description is essential part of the recruitment and staffing process, helping potential candidates to clearly see if they possess the necessary skills, knowledge, and expernce to fill the role.

But did you know that an effective job description can also be a powerful management tool?

Here’s a rundown of the range of uses of a good job description:

• Performance Management

A well-crafted job description provides a clear and comprehensive outline of the duties that are assigned to the role. Within a performance management context, these can be used to set goals and targets and then monitor progress.

• Training and Development

Job descriptions can also be used to encourage on-going training and development. If your employees can clearly see what steps they need to take to reach their next role or position within the company, they are more likely to pursue the relevant training and development options.

• Pay Grades

An accurate, well-written job description can be incredibly helpful when it comes to standardising pay grades and outlining the upper and lower limits for each role.

• Reward and Recognition

As the job description will clearly outline the minimum expected from each employee, you can encourage them to go above and beyond their job description as part of your reward and recognition scheme.

On the other hand, if employees are under-performing, the job description can be used to highlight problem areas and illustrate the level of performance expected.

• Essential Job Function Analysis

A thorough, well-written job description will provide details on the essential functions of a position. This can be extremely useful when it comes to Equality and Diversity in the work place, highlighting the essential prerequisites for each role and also providing a defence against charges of employment discrimination

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What makes a CEO exceptional?

There are a number of qualities, skills, and characteristics that you need to possess in order to become an exceptional CEO. After all, although the life of a CEO can be extremely fulfilling, it can also be challenging and daunting.

 

From making strategic decisions on a daily basis through to assembling and leading management teams, CEOs are responsible for ensuring that a business is not only profitable, but also successful and credible.

 

The role of a CEO is not only to lead organisations through prosperous times, but also to take control during periods of uncertainty. In fact, the majority of CEOs are appointed to guide a company through bankruptcy proceedings and strategically reposition them in some of the most challenging economic conditions.

 

With this in mind, it’s easy to see why exceptional leadership skills are required from any acting CEO. But what makes a CEO exceptional?

 

The ability to make a decision with conviction

 

Some of the world’s best CEOs not only understand how to steer a company in the right direction, but they also have the rare ability to make decisions with conviction.

 

An exceptional CEO is able to make decisions earlier, faster and with the upmost conviction, which are qualities that often needed in a fast paced and often volatile world of business.

 

 

An outside perspective

 

Some of the world’s most exceptional CEOs are those that are hired outside of the company, meaning they are able to conduct their role with a fresh pair of eyes and open mind.  There has been a significant amount of research that has also indicated that CEOs hired externally are much more likely to enforce more strategic levers.

 

 

The ability to take action 

 

 

A great CEO will also approach every challenge, objective and barrier with a strategic plan of action. This allows CEOs to re-position low performing companies, build trust and increase credibility.

 

But most importantly, every successful CEO must adopt a transparent approach to the way they run their company. This is not only vital from an outside perspective but it’s also important that all employees trust and respect their business decisions.

 

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4 Performance Trends All Organizations Must Consider In 2017

By: Morgan International Staff Writers

Here are 4 key performance trends that your organisation should consider this year:

1. Positive Employee Experience

Keeping your employees happy and engaged is not only key for a successful workplace, but it is also beneficial to the recruitment process. After all, if your employees or former employees share reports of their bad experience working for you, this could well put off prospective candidates.

In fact, a recent Workplace Trends study found that 83% of HR professionals believe that a positive employee experience is key to the overall success of an organisation.

With this in mind, 2017 sees an increasing focus on employee engagement, with the employee experience fast becoming as crucial as the customer experience.
2. Coaching and Development

According to recent trends, it’s time to move away from annual performance reviews and instead focus on performance growth and development. This change in leadership focus sees managers take a more hands on approach to leadership, helping to develop their employees’ skill sets.

This trend is being driven by the increasing desire of employees for evolution and progression within their roles. So get together with your team on a regular basis, talk through their strengths and weaknesses, and provide tools and opportunities to develop their skills.
3. Freelancers

It’s clear to see that the gig economy is on the rise, as freelancing becomes an increasingly appealing option for many. And this trend is set to continue, with Forbes predicting that over 40% of the workforce will be freelance within the next couple of years.

With this in mind, you can expect to see more workforces that are made up of a mixture of freelancers, full time, and part time staff. This, in turn, will increase the need for effective strategies to engage freelancers.
4. Perks that Work

Whilst perks and rewards are a key element in employee engagement, they don’t have to cost the earth. Current trends are steering employers to cheap, creative perks. Think a more relaxed dress code, the flexibility to work from home, and more.