Category Archives: Human Resources

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Be ‘Prepared’ to Succeed in Class

By Morgan International Staff Writers 

Studying for a professional certification program is unsurprisingly going to be rather different than a full time academic program. Most students will have a full time job and be trying to fit study around that and all of their other obligations. We are specifically interested in how to effectively prep so that you make the most of the limited time you have in live classes. Making best use of this time will also lay the right foundation for your own study plan. The good news is that the tips we are about to provide are relevant to whichever program you might be pursuing, including the CMA, CPA, and CFA.

Read the material

You will almost always have some pre-reading and perhaps even an exercise to do. It may be tempting not to do the work and ‘wing it’ in the session. However try and find time somehow – perhaps in your work lunch breaks. By not preparing it is not just you that will suffer, but you are likely to hinder the rest of the class too.


Concentrate on the topic at hand. It might be tempting to dive into other chapters – but ensure before you do that you have prepped thoroughly for what is due to be covered in your session.

Jot down questions

As you are covering the material before the session you are likely to have thoughts, questions, and/or queries. Make a note of all of them to take with you. The likelihood is that most of them will be covered off by the tutor, but have a quick check through your list towards the end of the session just to make sure. If not, raise your hand and ask.

In summary

Sometimes it can be challenging to find the time you need to do your prep when you have a really busy schedule. However, if you don’t do it, you will find yourself paying for it in additional time needed to catch up later down the line.


Top 4 HR Trends of 2018

By Morgan International Staff Writers 

HR has been impacted by significant change in the past few years and that is expected to continue into 2018. These are our top 4 predictions:

  • A focus on employee experience

As the importance of millennials within the workspace and the transparency provided by the age of digitalisation both increase, employees are seeking a work experience that goes beyond ‘employee engagement’. The employee experience is more holistic and looks to support the employee as a whole. This includes for example the use of wellness and fitness apps and employee self-service technologies.

  • HR digitalisation

HR has lagged behind other departments with respect to IT transformation. One of the primary reasons for this is that HR as a function has traditionally been risk averse due to legal ramifications of a significant amount of the work they do being overseen by employment legislation. In 2018 expect to see artificial intelligence and machine learning solutions transforming the space.

  • The Gig economy

We have spent the past few years talking about interim roles transforming the permanent workforce. We are now entering the era of the gig economy where freelance labour is coming to the fore. This has been popularised by sites such as Freelancer, Fiverr, and People Per Hour. There is a very interesting move towards decoupling location from productivity.

  • Real time learning

This is not new but has gained a lot of momentum over the past few years and has been a welcome addition since the learning space has been traditionally slow to utilise opportunities offered by technology. Expect to see much more micro learning, gamification, and learning on the move via smart devices. Artificial intelligence will be powering this space, with the delivery of tailored content.

In Summary

It is an exciting time to work within the HR function, as IT plays a transformative role and leadership teams recognise the importance of providing employees with a complete work experience. If you think a career in HR might be for you, please take a look at the course syllabus for the SHRM-CP and SHRM-SCP qualifications.


Forget the New Fitness Plan – Here Are the Resolutions You Really Need to Make in 2018

By Morgan International Staff Writers 

Resolutions are made to be broken. If you make it past the end of January, then you’re probably a robot, and if you actually are a robot, hopefully your New Year’s Resolutions didn’t include “team up with Skynet and take over the world”.

Small changes – certainly in terms of your working habits – are the best kind of resolutions to make, as just a small shift in attitudes and routines can make a huge difference to your professional life. Here are a few ideas to inspire you:

  • Make professional social media work for you – if you have anything to do with your company’s social media, or have ideas for ventures of your own where growing a following would help, it’s worth learning how to do it properly. The internet isn’t just for cat videos and photographs of food, you know.
  • Make the numbers add up – whether you’re considering a career change, or whether you need to develop your professional skills, an accountancy qualification will boost both your CV and your confidence. It’s time to put a head for figures to something more rewarding than adding up the receipt at the supermarket, or impressing your darts team with speedy mental arithmetic.
  • Make time for a break – if you’re planning to improve or increase your skillset over this coming year, make sure you don’t burnout through overwork. You might want to make this the year where you seriously factor in some leisure time as well as adding letters after your name. You could take out that gym membership (although perhaps leave it until February, when the majority of the “I’m going to get fit!” joiners have fallen by the wayside!). A creative pastime will not only relax you but recharge your brain too; why not pick up those childhood piano lessons again?

Once you’re inspired to make this the year you’re going to add to your qualifications, you’ll need to find the right people to help you study. Why not contact us and see what we can offer you to help you make those changes in 2018?


Do you know your SHRM-CP from your SHRM-SCP?

By Morgan International Staff Writers 

There are many reasons you may want to obtain a SHRM certification. If you want to learn and develop within the HR field, this accreditation shows that you have the knowledge and skills to benefit both your career growth and those of the organisation as a whole. These competency based certifications are the only within the HR field and many HR professional find them extremely valuable for career growth. There are two different types of certification; the SHRM-CP (SHRM Certified Professional) and SHRM-SCP (SHRM Senior Certified Professional.) So, which is best suited to you and how do you know if you qualify? There are quite clear differences between the two, both in terms of eligibility and suitability.

SHRM Certified Professional

The SHRM-CP is most beneficial for HR professionals who either are or plan to be involved in the implementation of policies and who will be acting as support for staff. If you are currently working as an HR Consultant or HR Advisor, it would be worthwhile undertaking the SHRM certification. It would also be suitable for those working in other HR roles, such as HR Administrator or HR Assistant and are looking to progress to HR Advisor/Consultant level. There are some criteria you need to meet though, before you are able to sit the SHRM-CP exam. If you don't have a Bachelor's Degree, but the qualification you have is HR related, you must have 3 years experience in an HR role. If the qualification is not HR related, you will need 4 years experience in an HR role. If you have a Bachelor's Degree, and it is HR related, you will only require one years' experience within an HR role. If it is not HR related, you will need to have two years experience in an HR role. With an HR related graduate degree, you should be in an HR role or non related graduate degree, you should be in the role for one year.

SHRM Senior Certified Professional

The SHRM-SCP is for HR professionals who lead the HR function or hope to do this in the future. An example would be an HR Business Partner who is responsible for developing HR strategies and analysing performance. There is also specific eligibility criteria for the SHRM-SCP Degree. With less than a Bachelor's Degree, you must have 6 years' experience in an HR role, if you're undertaking an HR related program or 7 years if its an unrelated program. If you have an HR related  Bachelor's Degree, you need to have 4 years experience in an HR role or 5 years if it is an unrelated Bachelor's Degree.

If you want to find out more about sitting the SHRM-CP or SHRM-SCP, get in touch with us and we will be happy to advise you.

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Office politics. How it Contaminates the Nomination of High-Potential Employees


By Morgan International Staff Writers

Human Research practitioners and academic researchers are so obsessed with who will be the next rising star or the next influential leader that they are overlooking the efforts of high-potential employees. Scientific theories and robotic tools are now being used to determine the future effectiveness of organisations, while in reality, honest organisational practices are falling apart due to office politics.

Office politics cannot be avoided because it’s a fact of life, says executive coach Bonnie Marcus. In fact, it is one of the most powerful activities that takes place in organisations, and can contaminates the nomination of high-potential employees.

There are several political factors that contribute to the rise of office politics. Because of these factors, organisations fail to identify the right employees for promotion or even develop their skills for leadership roles.

Let’s examine four of these factors:

  • Are You among The Favourites?

The politics of favouritism is a widespread practice in most organisations and can have a significant impact on the nomination of high-potential employees. If you are not among the favourites, it is most likely that, despite your talents and efforts you will be overlooked for upcoming promotions.


  • Old vs Young

Many organisations prefer to promote or reward older employees because of their years of experience. But, the politics of ageism can also result in older employees being ignored, while younger high-profile employees are pushed to the forefront simply because they maybe more internet savvy. Furthermore, the internet of things is now creating young managers and leaders with less working experience.


  • Male vs Female

It has been a constant trend for high-potential female employees to be bypassed for leadership roles. This is because in the eyes of male, women are not good leaders but rather great shoppers! Moreover, they believe that women cannot lead strategically. So, what is happening? Experience females are quitting their executive positions to start their own businesses, simply because their contributions are being underrated by the politics of gender.


  • What’s in It for Me?

It is human tendency to be interested in their own affairs rather than the affairs of others. So, with the politics of self-interest, those in authority of identifying high-profile employees that are worthy of a promotion, usually think about the “what’s in it for me?’ question before making their decisions. Furthermore, some managers or leaders who think about their own self-interest, do not want to know that someone else is in the spotlight and they are left behind.

Key Points

Whether positive or negative office politics exists and will not fade away. Furthermore, genuine organisational policies are now being pushed aside while decisions are being made based on office politics.

Finally, this article emphasized that the politics of favouritism, ageism, gender, and self-interest contaminate the nomination of high-profile employees who are fit for leadership roles.

If you found this article interesting or beneficial, please let us know. Also, if you are having problem with office politics or gossip please contact us, or you can enroll in one our program which will help you to develop an effective strategy to cope.


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.




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.





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.


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.