Category Archives: Human Resources

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Work Smart, Not Hard-02

Work smart, not hard

By Bilal Sadiq K

We all know how difficult it can become to cope with numerous things at once; not everybody is good at multi-tasking. You would have been working harder and harder, yet that goal doesn’t seem close enough. This is how this article can help you as it's time you start working smarter, rather than dwelling on hard and long working hours. These 12 tips will for sure help you in attaining your goals the smart way. Master these concepts well in order to succeed.

  1. Prioritise your life: You must understand that every task comes with a priority tag on it. You cannot simply pile up everything and think of accomplishing them simultaneously. A step by step approach is necessary to ensure that every goal is attained one step at a time.
  2. Expect failure: Failure is a part of life, and yes, it can get ugly, but you must learn to deal with it. It should not be feared but rather considered as a learning curve.
  3. Right questions: Always remember to ask the appropriate questions. This way you can save up some time, collect more information, and eliminate unnecessary details.
  4. Learn to say no: Try to avoid over-scheduling yourself and be more pragmatic about it. You must cut off activities that are not beneficial, tiresome and unfruitful.
  5. Your Phone: You might be implementing this already, but it’ always worth mentioning. Instead of always referring to your laptop or computer to respond to emails, keep everything updated on your phone in order to save time.
  6. MACRO usage: Working on excel, and that too very hard? Try learning MACROS to get everything done in single clicks.
  7. Be concise: Stop rambling, and try to sharpen your ‘elevator speech’, which means telling the entire story in around 30 seconds. Save your time!
  8. Valuing your greatest resource: If you think your biggest resource is your time, you’re wrong. It’s YOU. You must nurture yourself by getting proper sleep and nutrition. Value yourself!
  9. Shortcuts: You must have heard people saying that there is no shortcut in life. Well, if you can find some to help get your work done faster and easily then what’s the harm then?
  10. Avoid procrastination: It’s not a new word to our ears but we all need to avoid delaying and consider prioritisation to get things done.
  11. Be flexible: Your day might not go as you would have planned that’s okay. Try a new approach without being to harsh on yourself. Be smart about it.
  12. Diminishing Returns: Understand this term and stop working yourself to the point of exhaustion, where you would not be able to put in more effort. Rest, get fresh, and realise that you might have gotten prone to mistakes, so it’s normal.
HR’s Hidden Truth-02

HR’s hidden truths

By Leanne Howe

HR professionals, are they there for the good of management or the workforce? Well actually neither.  Why, because HR is a strategic function, the role is to maximise output from the human capital resources for the greater good, in this case the organisational objectives.

These hidden truths illustrate the importance and influence of the HR function, how it is more than merely administrative and how HR professionals need to possess the knowledge and skills to deliver on the role. There are many opportunities where HR professionals can seek assistance and development for career development and for the good of an organsation.

  1. Dispute resolution

During times of change or turbulence this aspect of HR is called upon more often. Whilst HR is there to ensure that there is a positive outcome. Ultimately the decisions made from this process are those that are best aligned with the company’s objectives and not one individuals (accused or accuser).  If this is an area you consider needs more development, the strategic HRM courses offered (SHRM-CP and SHRM-SCP) can help develop this competency.

  1. Wiggle Room!

Whilst there is always a ‘c0mpany policy’ on contractual arrangements, salaries etc. Organisations and HR departments will always have room to create the ‘right’ package to attract and retain talent they consider as essential. Whilst this seems unfair, knowing that a key role of HR is to make the most of the organisations’ human capital it is quite understandable.  Considering it costs more to train than to retain staff, it is important to remember that doing what you can in a competitive recruitment environment is imperative. Remember as people and families are time poor, these packages do not have to be purely monetary offers.

  1. Remember who signs off the Performance Appraisal

Whilst HR looks after the organisational welfare and development policies throughout the year, they also deal with the annual appraisals. The opinion HR has of an employee is based upon the data held by the department; attendance, punctuality, team performance, work rate, disciplinary and grievances raised can all build a profile of an employee. This is important as this can influence the outcome of the appraisal and any promotion decision.  Therefore, HR professionals need to be aware of how to use data effectively.

  1. Digital Stamp

Whilst HR has can listen in confidence to any issues an employee has, the department is not obligated to retain this confidentiality. HR has access to digital profiles and social media accounts of potential and existing personnel and whilst HR cannot dictate how to spend out of work time, any behavior that constitutes illegality or against company interest then action can be taken whether it has been found on these sites or confided to them.

Whatever the outcome of any decision or process that HR is involved in, it is made in the best possible scenario for the organisation as a whole.

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Why Self-Study is For You

 By Morgan International Staff Writers

Choosing which method of learning to reach your ultimate goal of professional certification can feel difficult at times. With several options on the table – live classes, online learning and self study – it’s important to take the time to pick the one that suits you. When it comes to self study, though, the benefits and reasons for choosing it are very clear-cut.

One of the biggest advantages self-study offers is freedom. With no fixed timetable or schedule, you are free to study whenever and wherever you feel like it. This is ideal for anyone who has a busy schedule or hectic lifestyle: there is no one dictating what to study or when – it is all down to you.

Of course the flip side to this is that as the only person driving your studies, you need to possess discipline and motivation. For this reason, those that opt for self-study should not do so lightly. You will need to take responsibility for setting your own schedule and making sure that your scope of study adequately prepares you for the exams ahead. Here, though, lies another major advantage of self study, too. As the person in charge of your own learning schedule, you are free to study at your own pace. Perhaps you know there are certain areas that require more time to absorb the information, or you feel the need to go over a course module again: anything is possible when you are the one in control. Likewise you can also speed up in places where you feel on top of the subject matter and are comfortable enough to move ahead. Therefore, self study really gives you the power of versatility, letting you tailor the program to your own specific needs and speed.

Although your success depends very much on yourself, don’t forget that even with the self study option you are supported by Morgan International’s reputation for quality courseware. This is a reputation built on 21 years of expertise in helping professionals gain certification in their chosen fields. Between your own determination and Morgan International’s trusted support, the self study option should place you well on your way to achieving your career goals.

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Managing Millennials – Five Trends the HR Function Needs To Consider To Manage This New ‘Talent’

By Leanne Howe

Successful organisations realise human capital is an organisation’s best asset to sustain competitive advantage and deliver on strategy.  The Human Resources (HR) function plays a role in ensuring an organisation can compete and manage the competency of its’ workforce.

HR professionals need to ensure they possess the skills to drive strategy; a course such as SHRM-CP and SHRM-SCP will provide the necessary credentials, regardless of position. There are five key trends HR professionals need to embrace to manage the talent pipeline:

  1. HR as a strategic partner

HR needs to become a strategic thinker with a place at the board table, ensuring the organisations’ capabilities are aligned with every function.  The role of the HR generalist has no place in the current environment. HR as a strategic partner needs to work collaboratively across functions to ensure the required skills and capabilities are identified, to successfully achieve the organisations goals. This cannot be an outsourced skill, as a full understanding of the organisation is required.

 

  1. Talent mapping and recruitment

It is no longer productive to fit a person to a role. Tasks should be skilled mapped not roles. Talent should be utilised based on competencies in these skill areas. HR will require a more scientific approach to recruitment; a more data driven and technological approach to recruitment.  Platforms such as LinkedIn are going to require HR professionals to be more proactive than reactive.

  1. Considering the needs of Millennials – one size fits one approach

Millennials are the future workforce and need to be managed differently. Attracting and retaining this talent can be a challenge. Many ‘millennials’ do not want traditional working hours and 58% of 18-to 36-year-old workers are thinking about their next job opportunity.  HR must understand ‘millennials’ needs, for example flexibility, providing opportunities for job enrichment, job rotation to lock in talent. The use of technology and social media to acquire and engage is increasingly important.

  1. Using Big Data

HR sits on a large amount of data and are drivers for data collection. Performance data and metrics are increasingly important as organisations’ seek to maximise productivity from their workforce.

  1. Managing a wider and remote workforce

The rise of the gig economy has increased workforce flexibility and access to talent. HR in its’ proactive role will need to identify talent effectively, as well as developing employee engagement policies and practice to reflect this changing workforce. Talent will need to be managed internally and externally.

HR needs to be focused on achievement not process, it is imperative that HR professionals understand the environment and develop and identify talent now, for the future and undertake skills development themselves to ensure that they deliver.

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Must we inherit our career genes?

When we are very little we look up to our parents as the ultimate role models. As we get older we realize it’s not as simple; life is about making our own choices and being our own person – and those decisions come with difficulties that we may not have foreseen.

 

As you’d imagine there are both pros and cons to pursuing the same career as a parent. You may be able to work in the family business with a view to taking it on as your own further down the road. Similarly, a parent can be a great ‘foot in the door’ if you choose to work in the same field. It means you always have an expert on hand for advice and guidance; you can learn from them at home as well as in the work place, giving you an advantage over your peers and you will have the background knowledge to progress faster than most into prestigious management positions.

 

Sometimes however, for some of us our parent career is not something we feel passionate about, or we have our own vocational calling. So should we follow them anyway because it would be the path of least resistance? Some people would argue that you’d get used to it, develop the necessary skills and settle in to the family ideals, others would say you should make your own decisions and pursue your own path. Is there a right and a wrong answer?

 

Of course there is. The right answer is that you need to pursue the career path that makes you feel happy and fulfilled. For more than 20 years Morgan International has been helping people to find the right career path and setting them on the road to success. Whether you choose to follow in your parent’s footsteps or not needs to be your choice and yours alone and rest assured, when you make it as an inspiring professional your parents are going to be proud no matter which direction you decided to take.

 

Changing Trends in HR Job Titles-02

Changing Trends in HR Job Titles

Think about what the term ‘Human Resources’ really means. The implication is that a person is a resource and whilst that is true in a business sense, in the modern world of employment where the emphasis is on the value of individuals and treating everyone with fairness and equality, the term ‘human resource’ just isn’t approachable enough anymore. Many companies are now driving forward a change in order to attract the right employees and embrace a culture of value and respect.

 

The first step in making a change is to think about what an HR Manager/HR Executive is actually responsible for. The obvious answer is people but of course it’s more than that; it’s about recruitment, culture, behaviour, values and overall performance management to ensure the right people are embedded in the right roles and are happy and productive. You may need to retain the authority in the role by keeping the term manager, director or chief but you need to move away from the idea that your people are simply a resource.

 

In many leading companies around the globe you’ll no longer find Chief Human Resources Officers, Head of Human Resources or HR Manager. What you’ll find instead is a plethora of far more self-explanatory and approachable titles… Chief People Officer; Head of Culture and Values, Head of People Operations and Recruitment and Performance Manager are just some of the great changes we have seen.

 

The key to choosing the right title is to understand the relationship between a title and the sort of behaviours and values you want the people in your company to display. We all know that happy employees are productive employees and we have all learned that happiness is easiest to foster in a slightly less formal and more approachable working environment.

A ‘Human Resources Department’ no longer fits the bill for a proactive and progressive workplace. It emphasizes people as resources or numbers (FTE rather than individuals,) and suggests that individuality may actually not be valued. Change the title to something more approachable, such as ‘Department of People and Culture’ (as well as adjusting your values to make the change meaningful) and you’re on your way to a trendy business model that will attract the modern, versatile and skilled employees that you want working for you. To learn more, consider the SHRM-CP and SHRM-SCP certifications.

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Is It Time To Go on a Digital Diet?

Spending too much time on the internet could impact us negatively. But how much is too much? When the digital worlds starts dominating your life allowing no time for other activities, this is when you know you should start a digital diet.

 

Ask yourself the following questions:

Do you often feel the urge to stay in and go online instead of going out? Do you feel anxious if you’re offline for a period of time? Do you often feel the urge to take your phone out while having a conversation with someone? Do you feel like you need to document a lot of the events that happen in your life?

 

If the answer is yes to the above questions, then a digital diet is in need. It can help moderate technology use in order to have more time for conversations and real life interactions.

 

Here is how you can go on a digital diet:

  • Step 1: Consider how technology has taken control and the effect it has brought on your own physical, mental and emotional health.
  • Step 2: Calculate your “Virtual Weight Index”. It is a formula that calculates how your mind is weighed down by online platforms and gadgets.
  • Step 3:Learn how to deal with technology in a healthy way. Optimize your time online.
  • Step 4: Restore the relationships that were harmed by the technology in your life.

 

No one is suggesting that you cut yourself off. A ‘digital diet’ is not a detox; it is a break. Not a whole week, or even a whole day – but somewhere in your daily routine, for at least an hour. To keep the use of technology healthy and advantageous try incorporating some periods of down time into your day. Have a no-tech rule for half an hour and take the advantage to reflect on your own and with others. Learn more about the digital world with the PDDM certification.

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.

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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.

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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.