Category Archives: Human Resources

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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


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.



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.


Why are Summer Internships so important?

By Morgan International Staff Writers

In today’s volatile economic climate, the majority of young people are finding it increasingly difficult to make the transition from school, college, or university into the workplace.

This is mainly because the majority of employers prefer potential employees to have some form of work experience under their belt.

With this in mind, summer internships and work experience are now more important than ever before, allowing students to gain valuable, hands on experience in their chosen career.

Allowing candidates to stand out from the competition, a summer internship not only shows potential employers that you are committed and dedicated to securing your dream job, but it also secures you real life experience and exposure.

Here’s our guide to why summer internships are so important and worthwhile:
Valuable towards your career

An internship will allow you to gain a first hand insight into what it is actually like to work in the real world.

It will not only allow you to expand your skills, but it will also allow you to put all of your theoretical knowledge into practice.

Of course, when it comes to attending that all-important interview for your dream role, but it will also give you a lot to talk about and experiences to call upon.

Is the job right for you?
One of the main advantages of a summer internships is that it will help you to decide whether your chosen career path is actually for you. You will be surprised a how many people discover reality does not meet their expectations.

For many interns, the experience is a steep learning curve that not only encourages them to step out of their comfort zone, but also allows them to explore their options when it comes to understanding how they can progress in their chosen career.

Get connected

In the world of business, it’s often the case that it’s not what you know but who you know!

Today, the majority of young people find work through contacting their connections. A summer internship is a great networking opportunity, allowing those looking for work to establish professional relationships in order to advance their professional careers.


Are you being underpaid? – 5 Ways to Find Out


By Morgan International Staff Writers

Financial reward is a huge motivational factor for most people, regardless of what line of work you are in. They say money makes the world go round and let’s face it, not many people choose to work for free. So it is obviously a high priority for employees to ensure they are getting paid the going rate. For years there has been a growing awareness that there is an equality gap when it comes to pay, with many women being left short-changed. Unfairness with respect to salaries is not just a gender issue either; there are many people who find themselves in the situation where they are being underpaid for their services.


Here is how you can find out if you are being underpaid:


  1. Salary Comparison – It is much easier these days to find out the average salary for your role. Unless you have a very unique and uncommon type of job, you should be able to use apps like Glassdoor’s Know Your Worth.


  1. Advertised Jobs – Do a bit of research on what the typical salary is for your role by checking job websites and apps. You might find that salaries have changed significantly for your type of role. For example, there is a much higher demand for highly skilled IT based roles and this has been reflected in pay structures at most businesses.


  1. Speak to recruiters – Even if you’re not looking to move to another company, get linked up with a recruiter and they may be able to give you some inside knowledge into what you should expect to get paid. You may even find that they have a job that is perfect for you and with a better salary!


  1. Self-evaluation – You should have a fairly good idea of how well you are performing against other colleagues in the same role. If you know that you are performing better and not seeing financial recognition for that, or you have been in the same role for a while without a pay rise, you should be asking questions.


  1. Colleague lifestyles – People don’t usually openly discuss their salaries, but if you can see that your same level colleagues are enjoying the high life and you are struggling to make ends meet, then ask yourself why. There could be a simple explanation like they are living beyond their means or you have outgoings that they don’t have, but if there are no obvious reasons for the lifestyle gap then you could be getting underpaid.


Nobody should have to accept being underpaid, and there are so many options to check average salaries that make it easy to work out if you are affected. If you don’t take action now you could be losing out on a huge amount of money over the remainder of your career.

Project Management and Change Management – Both Vital To Strategic Change

Project Management and Change Management – Both Vital To Strategic Change

By Morgan International Staff Writers

It is common for the terms ‘project management’ and ‘change management’ to be used interchangeably, but they are actually two different disciplines. They encroach on one another when an organisation implements strategic change, but their objectives are completely different.
One focuses on implementing change on a practical basis, and the other on how people are affected by that change:
• The aim of a project manager is to ensure that project goals are met on a practical level, using a fixed strategic plan and timeline of events. It is easy to see if a project is falling behind, as milestones are included between the fixed start and end dates.

• A change manager, on the other hand, does not follow such a rigid plan, although they do use processes and methodologies to achieve their goal of minimising impact. Change management has to be fluid by nature, to address the ongoing concerns of staff and other stakeholders about the project and its effect on them.
What does a project manager do?
The role of a project manager is to ensure the project is delivered on time, using well-established and clearly-defined methodologies. They use their leadership, organisational, and communication skills with the aim of effecting a seamless transition.
• Arranging meetings and communicating progress to other members of the project team, corporate executives, stakeholders, and anyone else involved in the strategic plans
• Ensuring deadlines are met, and that the project stays on track
• Managing the risks inherent in any large-scale project
And what is the role of the change manager?
Reorganisation and transformation can affect staff on many levels, and it is the role of the change manager to make the physical process of making changes smoother, minimising delays caused by stakeholder reluctance.
Change managers will be part of the overall project team, attending meetings, and working to help staff accept and better deal with the forthcoming changes on a day-to-day basis.
• Encouraging stakeholder acceptance of the change
• Promoting the value of its implementation
• Minimising the anxieties and concerns of staff
Project management and change management each require specific knowledge and expertise. Learn the skills needed in a project or change management role and further your career by enrolling on one of our accredited training programs.


Maximising Human Capital in the Middle East


By Morgan International Staff Writers

The importance of having the right people in the right job is instrumental in the success of many businesses around the world. Different workplaces may take differing approaches to how they rate and nurture talent, but few would disagree that people are one of the top assets any business has. Research shows that people management and development is prioritized in different ways according to the area of the world they are in. For example, in the Middle East top management levels are increasingly seeing the importance of talent management and the whole recruit > retain > develop cycle.


There are mixed views on distinguishing between people and talent. Some say that due to the fact that people’s circumstances can change, they should not be labelled as ‘talent’. They could be performing well in one role but then move into another where they are less able to perform at the required level. So categorizing specific people as ‘talent’ is not considered beneficial by some.


Furthermore, it can have a negative impact on those who find themselves to be left out of that designated talent pool. It can be hugely demotivating to see other employees get preferential treatment such as promotions or development programs based on a level of performance they demonstrated at some point in the past. This limits the ability for those deemed as not talented to progress in any way and therefore is cutting off development pathways for many who could have otherwise flourished.


It is interesting to reflect on the current human capital trends in the Middle East. The fact that many workers are expatriates impacts the way that talent is perceived. There is a huge concern that local workers become alienated by the ‘more talented’ people moving to the area to take up high level roles. Due to these worries, the governments in the area encourage a strategy that sees all employees as talent. Rather than closing off opportunities, they keep career pathways open to anyone that can show potential in the future.


According to Deloitte’s 2016 Middle East Human Trends report, The Middle East human capital trends have seen Organizational design take the place as the top overall trend. The global ranking sees Leadership as the top trend and Culture ranks at 6th in the Middle East compared to the global ranking of 3rd. The differences in the trends across the world and in the Middle East are fascinating and next year’s results will be highly anticipated to see how things progress.


3 Top Tips to Start Currency Trading

3 Top Tips to Start Currency Trading

By Morgan International Staff Writers

When most of us think about forex trading, we think of fast paced excitement – the market itself is indeed open 24 hours a day, 5 days per week (except for holidays). For many it is a job, and for others it is more of a sport that they dabble in at the weekends. There are plenty of apps available for those who want to have a go with play money – just to see if they are cut out to be Wolf of Wall Street material. However, playing with hard cash is a different matter altogether, and whilst some may make it look easy, the reality is that those who are successful have a sophisticated understanding of how to buy and sell currencies. These are our top 3 tips to start successfully currency trading:


  • Find a trusted broker

Do your research and find a broker or large market maker who is regulated – preferably in at least two countries. It is paramount that your investment is in good hands, therefore ensure you pick a trusted broker who can evidence good practice and results for their clients.


  • Learn, learn and learn some more

All trades should be made upon a strong foundation of research. Blindly trading is gambling in its purest form. It would be like backing a horse without reading the form first. Forex is a complex market and therefore undertaking advanced analysis is imperative. As it is real time, it is useful to set up news alerts from the internet onto your phone so you know what is happening on the move, and react accordingly.


  • Pick a trading platform that suits you

Brokers use different types of software, and some invest more or less heavily in functionality, cross platform use, and the user interface. Most brokers allow you to set up a demo account and test out the software before committing to trading with real money. It is advisable to have a demo of their software and check that it works for you.


The media does a great job at making the Forex markets seem like an exciting and lucrative place to be. However, it is typically lucrative only for those who are experienced and well researched in the market itself. That said, a great place to start is with a demo account, having a go, and then taking it from there.


Masters of Scale



4 Tips to Personalize the Employee Experience


By Morgan International Staff Writers

The importance of personalizing the employee experience is often overlooked and underrated by employers with severe and often unacknowledged consequences. Providing a personalized experience to an employee plays a vital role in their overall engagement with the company and ultimately influences whether they choose to remain working for them. When you consider the financial implications of recruiting new employees, putting more effort into retaining employees makes huge commercial sense.


  1. Utilize recognition schemes


Recognition takes many forms and even a small gesture can go a long way in personalizing an employee’s experience. Even if you don’t have a large budget to work with, improvise with alternatives to financial rewards. A popular way to do this is to use intranets or similar digital platforms to enable colleagues to provide peer-to-peer recognition as well as management acknowledgements.


  1. Develop a talent management program


Professional development is a major motivational factor for employees. An employee who feels that there is no career pathway or way for them to further develop their skillset will become disengaged and demotivated. Developing an effective talent program will not only boost engagement levels of existing employees, it will also help to attract high calibre job applicants.


  1. Conduct regular evaluations/appraisals


Dedicating time to review and feed back on employee performance is hugely beneficial for both enhancing the personalized experience and to help reach business targets. Constructive feedback from management on a regular basis will help to boost performance and make the employee feel valued and more motivated.


  1. Build strong relationships


Whilst all of the first three tips are highly effective, for some employees they will still feel it is part of a corporate process. To really personalize the employee experience, putting in genuine effort to know and understand an employee can make a huge impact.


In summary, providing a personalized experience for employees is a critical aspect of a successful business and should never be taken for granted. The business benefits that can be gained are huge and although the overall results can be difficult to measure, the costs of employee retention vs. recruitment will ensure that it is a very worthwhile exercise.

Let Criticism Nourish Rather Than Destroy You

Let Criticism Nourish Rather Than Destroy You

By Morgan International Staff Writers

Criticism can be draining, especially when you feel it’s unjustified, but learning to deal with it in a healthy way helps you grow as an individual, in everyday life and business. Unfortunately, as a leader or business figurehead, you’re a perfect target for criticism.

Accepting this, and making plans to deal with it rationally and intentionally, will reduce the damage some critics hope to inflict. So here’s what you can do to deal with your critics, maintain your composure, and carry on.
• Acknowledge the criticism
Show respect by acknowledging your critic’s words, even if you don’t agree with them. Everyone is entitled to their own opinion, and as long as they aren’t being too aggressive, remaining calm and collected will place you in a good light.
• Don’t take it personally
Some criticism is designed purely to extract a reaction from you, so don’t give them the satisfaction. Your instincts should tell you whether the comments were made in the heat of the moment, or intentionally derisory.
• Don’t lie or become defensive
You don’t need to defend yourself against criticism - take a step back, retain your composure, and have faith in your own abilities. Don’t lie about any past failures and stay true to yourself, as people will know if you’re not being genuine.
• Be open-minded and truly listen
Active listening is a useful skill when you’re being criticised. It allows you to absorb the overall message without taking every word to heart. Having had their words truly heard rather than simply brushed off, you may develop a mutual respect with your critic.
• Consider whether there’s any truth in it
Decide whether you think the criticism might be accurate. You could ask your colleagues or business partners for their opinion, to get a better idea of whether the comments are justified.
Your own perspective on criticism shapes the way it affects you. Reacting negatively all the time could ultimately affect your health, but if you reframe criticsm as ‘feedback’ you can view the message in a more positive light.
Being able to deal calmly with criticism is invaluable in business. Search our website for courses and qualifications that could help you stay in control, even when faced with the harshest critic.