Author Archives: papeditor

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How do you handle international holiday schedules?

Typically a company only has to follow the local holiday schedule, unless their main clients are in another country (such as a BPO). However, in today’s globalizing workforce, teams are usually made up of multiple nationalities representing different religions and beliefs. With so many different cultures represented, setting holiday schedules can get complicated, but here are a few tips on keeping things streamlined.

Publicize the company-wide holiday schedule to all candidates who reach the interview stage of applications. If anyone has a problem with following local holiday schedules, ask them to let you know before accepting the job to see if you can work it out. If an employee who is already working with you has an issue with the holiday schedule, ask them to bring it up at least 2 weeks before the holiday in question. For example, if someone celebrates the American Independence Day on July 4, they should bring it up with HR mid-June to discuss potential leaves.

Include holiday rules in employee contracts. Having an agreement in writing gives you something to refer to when decisions must be made. It also protects your company since you will establish an agreed-upon schedule, whether it’s to observe local holidays and none other, or any international holidays and ignore the local ones. Changes can be made at the administration’s discretion, but any holidays outside of the schedule will not be required.

Keep track of schedules in an accessible online calendar. Your team should have a place to look to for company holidays. Having a reliable calendar online where employees can check holidays and special events will go a long way to helping everyone plan accordingly. It also gives your HR team a place to record any changes in the regular holiday schedule, and will keep everyone updated.

How do you handle your holiday schedules? Does it go by local calendars, international ones, and do you make special accommodations for your team members visiting from other countries?


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Public Seminar: Emotional Intelligence Emerging as a Competency Needed by All

Join us on July 12, 2017 from 1 to 5 p.m. for a public seminar on Emotional Intelligence: Emerging as a Competency “Needed by All” at The Legend Villas in Mandaluyong. Learn more about Emotional Intelligence and its place in the disruptive dynamic world we are in (and why it’s emerging as a needed competency). Find out global trends in People Capital Management and Development.

Course Outline

  • Welcome to the Digital World (Now and Back to the Future)
  • Workshop: Competencies and Skills 2017 Onwards
  • Presentation of Global Human Capital Trends (From Deloitte)
  • Introduction to Emotional Intelligence
  • The EI Experience
  • Workshop: EI and Its Different Applications
  • Question and Answer

This workshop costs an investment of P1099.

Register Now

About the Facilitator

Ruby Mañalac is at present working for PROFILES ASIA PACIFIC/PEOPLE DYNAMICS, INC. as Director for the development of a distributor network for GENOS, a new Emotional Intelligence assessment introduced last November. Previously she occupied the position of Director for Operations and Marketing. She has been with Profiles on and off since 1999. She has worked with various other organizations mostly in the field of Sales, Marketing, Communications, and Training holding positions with Arc Docendi (Marketing Communications Strategist), Globaltronics (Corporate Marketing and Sales Director), Manila Standard (Circulation Manager) and Manila Bulletin (Assistant Display Ads Manager/Writer/Section Editor).

Further, she has also held positions in the USA in the field of Sales, Marketing, and Business and People Development such as: Group Manager, Sales and Business Development Supreme Health Systems; Business Development with Exquisite Home Products both in (New York) and (New Jersey, USA).

For both companies, she was multi-awarded in the field of sales and people development and was awarded as the TOP ROOKIE Presidents Award in NY and NJ. She believes in working strategically with alliances and being open to new learnings. She also greatly adheres to the importance of the human factor in any given situation.

She is a graduate of AB Major in Communication Arts in UST, a Certificate holder in Human Resources Planning and Acquisition in the University of Makati under PMAP and recently acquired the GENOS Emotional Intelligence Certification as an EI practitioner. She has also received numerous trainings both here and abroad, specifically, she has been with two training events with Profiles International in Texas as well as a Visionary training event in Memphis under Supreme Health Systems.


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Skills series: 6 in-demand skills for marketing

The skills needed to succeed in the modern workplace are evolving. This article is part of our skills series, which investigates what different roles and different departments need in order to do their jobs effectively and efficiently.

This article we’ll dive into the marketing skills that are vital for being a successful marketing professional. We’ll take a look at the different facets of marketing, and what to look for when hiring someone for your marketing department.

6 Key Marketing Skills

Inbound expertise

Inbound marketing refers to marketing that drives people to you. Whereas outbound marketing goes to where your audience is (billboards, advertisements, traditional media), inbound marketing is largely digital and works with content marketing to make your customers come to you. For example, if you sell kitchenware online and know your audience is interested in cooking, an inbound marketer will know how to run a recipe blog that will attract your target marketing without having to spend on magazine ads or sales calls.

SEO

Understanding how to get content to rank in relevant search results ties into inbound marketing, because it enables your target audience to find you. Search engine optimization takes into consideration as much as 200 ranking factors, such as internal and external backlinks, author bios, keyword density, and more. A great marketer will understand SEO at least at a basic level, and be able to ensure your content is optimized.

Outreach and communications

Being able to send a great cold email that gets a response is one mark of a great marketer. A marketing department will have to partner often with other brands and external shareholders (or even clients–for testimonials). Good marketers can stay on top of their communications, know when and how to followup, and ultimately get a response.

Time management

Deadlines are a key part of marketing operations, from ad placement deadlines to editorial calendar management. A great marketer will have excellent time management skills and be able to coordinate multiple projects at one, ensuring quality work is delivered on time, every time. Part project manager, part quality assurance, a great marketer can manage time and schedules like a pro.

Target market identification

Being able to identify your target market means having an innate understanding of the product or service, your brand, and the consumer. It shows the ability to research, keep updated records (since sometimes your target market changes), and compose a report highlighting key facts. Great marketers understand the important of identifying, confirming, and regularly reevaluating your target market to ensure conversions.

Analytics and ROI

One of the most in-demand marketing skills is the ability to evaluate data. A marketer needs to be data-driven in order to understand whether what they’re doing is working or not. Look for experience with A/B testing, KPI tracking, and a focus on results and numbers. Good marketers get results, and they have the numbers to back them up.

What marketing skills do you look for in your business? Tell us in the comments below.


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Skills series: 7 in-demand skills for developers

The skills needed to succeed in the modern workplace are evolving. This article is part of our skills series, which investigates what different roles and different departments need in order to do their jobs effectively and efficiently.

Developers build and maintain the backbone of your business tools, such as your website, apps, and any internal management software you may use. They make sure things run smoothly, work well, and stay virtually secure. Here are the key developer skills you should look for when hiring a programmer or web developer.

7 Key Developer Skills

Can work independently or alone

There are times your developer will have to work on a project with a team. For example, a front-end developer will need programmers with different specialties to complete an app build. Hire someone who knows how to work independently, taking initiative and clarifying where needed, as well as someone who can work in a team, coordinating, communicating, and cooperating when needed.

Understands user needs

A good developer understands why he or she is building something, and who it’s for. Understanding the purpose of the website, app, or other software they’re developing is important because it contributes to user experience. For example, if a developer must choose between different hosts for an international website, they’ll need to know what country the target audience is from to make sure a website is hosted nearby (thereby increasing site speeds for the target user).

Problem solving

Things go wrong, websites break, and businesses sometimes need a function that hasn’t been built into a software yet. Knowing how to innovate and solve problems creatively and effectively is an important trait for a developer, whose expertise and problem solving skills can make the difference between an e-commerce website going down (and losing sales) for a few hours or an entire day.

Coding language skills

The core competency of a developer lies in his or her language skills. Do you need someone who knows Ruby on Rails, PHP, Java, Python, or something else? Whatever coding language you want to build with, make sure your developer is experienced and trained in it. A good way to gauge this in the hiring process is to assign them a test task; find and fix a bug, program a function, or something else.

Time management

Development work is time consuming due to the attention to detail needed; each line of code must be reviewed and tested to make sure everything works together well. Since the nature of the job consists of time consuming projects, your developer should have a powerful grasp of time, how quickly he or she works and can complete a project, and a penchant for delivering on deadlines.

Meticulous

A great developer is meticulous both when it comes to doing the job right initially as well as keeping everything securely up-to-date. It may cost more time initially, but doing the job right in the first place and building a strong foundation will save time and headaches down the road.

Can teach and learn

This is important for when your developers need to teach others (especially non-developers) how something works. It’s also important for them to go out and do the research to solve problems when they run into them, learning new things along the way.

What developer skills do you look for when hiring a developer or programmer? Share in the comments below.


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Skills series: 9 in-demand skills for designers

The skills needed to succeed in the modern workplace are evolving. This article is part of our skills series, which investigates what different roles and different departments need in order to do their jobs effectively and efficiently.

In this article we’ll be looking at the key skills a graphic designer needs to be successful at his or her job. These include both soft skills and technical ones, such as software and knowledge of typography.

9 Key Designer Skills

Typography

Content is usually a critical part of design. Whether it’s web design, a billboard ad, or a mobile app, the best designers will understand how different fonts play off of each other and the design, as well as how the spacing between letters and lines affect the reader. Typography is a study of multiple aspects that enhance and enable the design and its audience.

UX/UI

Your user interface (UI) is the side of your business your audience interacts with. User experience (UX) is your customers’ complete experience with your brand, from how well your UI works to how easy it is for your customers to figure out what they want to know. A good user experience is highly designed, because you want everything from your website to your mobile app to be intuitive and easy for your customer. Your UI and brand has to work, look great, and make sense to achieve good UX.

Detail-oriented

Designers must be detail-oriented to account for the many little mistakes that customers can make, and the many tiny misunderstandings that spiral into huge problems. An overlooked design detail can mean the difference between a happy customer and a confused would-be customer, who’s now a lost sale.

“The details are not the details. They make the design.” – Charles Eames

Information architecture

Information architecture is the design and organization of information in any brand material, but usually referring to websites and interactive media. It helps your users find the information they’re looking for, and organizes your information in a way that makes it easily searchable and intuitive to navigate. The navigation bar of a website is a good example of information architecture at work, as well as the headings and subheadings in a blog post. Good designers should be able to organize information elements in a way that makes sense to users.

Although information architecture isn’t the same as graphic design, it’s becoming an increasingly complicated and needed skill for designers and marketers alike.

Color theory

Did you know that the color blue implies trust? Color theory is the study of how color affects emotions and the best use and applications of different colors on design. It’s a complex field that a designer could spend years studying, but all good designers have a basic understanding of color theory and use.

Design software

All good artists have their tools, and graphic designers are no different. A good designer should have deep knowledge of how to use design software like Photoshop, Corel and the like. There are also a number of free tools that they can learn and utilize. Good graphic designers have a strong handle on the tools available to them, know how to use them to achieve exactly what they want, and understand which tools are best for what job.

Basic web design

This is an increasingly in-demand designer skill because almost all businesses should have a website. A graphic designer is needed to design the site using color theory, typography, a knowledge of information architecture, and more to ensure it’s visually pleasing and easy to navigate. Then, a developer builds the website, including the images and logos the graphic designer has provided, and an SEO specialist fills it with content.

Communication

Your designer needs to understand the brand and what you’re looking for from a project before he or she can deliver the best results. Good designers understand the need to communicate with their clients about a design, it’s functions, anything they don’t understand, and more to ensure a seamless project and deliverables that produce results.

Objectivity

For a designer, it’s sometimes tough to discard a design that they’ve worked hard on. However, there are times when inspiration and hard work isn’t enough, and a design just isn’t the right fit for a client. Instead of being stubborn and insisting that their design doesn’t need any adjustments, a great graphic designer will be able to view the design with a objective eye to see whether it needs improvement and in which areas. Their knowledge of color theory, typography, UX, and information architecture should lend them a credible voice when discussing changes.

Self-aware, if something looks bad etc why What design skills do you look for when hiring a designer? Share in the comments below.


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Skills series: 6 in-demand skills for leaders

The skills needed to succeed in the modern workplace are evolving. This article is part of our skills series, which investigates what different roles and different departments need in order to do their jobs effectively and efficiently.

This article goes over the key leadership skills to look for when hiring or promoting someone to management level. We’ll discuss leadership types and priorities according to our proven executive leadership report.

6 Key Leadership Skills

Innovating Strategic Initiatives

A good leader understands the importance of taking initiative, and is able to come up with and lead innovative and strategic initiatives to further the company. This means that they take the lead on projects, proposals, and processes that are new, high-impact, and aligned with the company vision and mission.

Maximizing Resources

Making full use of your team’s time, talent, and other resources is key for good leadership. Knowing where to allot which resources for maximum returns takes strategy, an understanding of your team’s strengths and weaknesses, and knowledge of your industry and how your business works. These are all marks of an excellent leader.

Utilizing Organizational Synergies

Organizational synergy refers to the various parts of an organization acting together seamlessly.

Like the human system, the organizational system only functions optimally if all of its interdependent parts are working effectively together. Do, for example, the processes, structure, people, metrics, culture and technology come together to support the strategy of the organization?

Organizational Synergies

A good leader will be able to utilize the different ways an organization works together, bringing their teams from simple interactions to effective implementation.

Producing Quality Results

Value depends on output more than input. High-quality input usually produces high-quality output, but when it comes to leadership you want to look at results. When evaluating leaders, look at whether their teams are happy, whether they hit their targets and deadlines, whether they produce results, and how high the quality of their (and their teams’) output is.

Mentoring Others

Being a leader goes beyond simply managing others. A manager will instruct and coordinate, a leader will mentor and train. Instead of taking employees and utilizing their skills, great leaders will equip and empower their team members to ensure growth for both their employees as well as the company.

Maintaining High Personal Standards

Great leaders set a good example for their team, which means continually striving to improve and raise the bar. A good leader “leads by example,” credits their team when things go well, and shoulders the blame (to improve later on) when things go wrong.

What leadership skills do you look for when hiring for a managerial position? Share in the comments below.


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Skills series: 7 in-demand skills for sales

The skills needed to succeed in the modern workplace are evolving. This article is part of our skills series, which investigates what different roles and different departments need in order to do their jobs effectively and efficiently.

Here are some in-demand sales skills that will win you brownie points if you can demonstrate them in an interview or previous experience. These are also skills that HR professionals should be on the lookout for during the hiring process.

7 Key Sales Skills

Patience

Patience is a vital skill in sales because the best salespeople know how to wait on a lead. Patience means not forgetting about that email lead who might become a customer in a few months. It entails knowing how to nurture a lead instead of rushing them. You also need to be patient to provide good customer service, as, needless to say, losing your temper with a customer should be avoided.

Speaking

Good speaking skills are great to have for a sales position because they’ll need to know how to think on their feet, deliver a persuasive speech, and facilitate a comfortable conversation with a potential customer. If you’re a recruiter, look for experience that would indicate healthy speaking skills like giving lectures or seminars. If you’re a job applicant who wants to gain some speaking skills, try taking an improvisation class.

Self-motivated

Salespeople must be self-motivated, because it’s rare for a customer to fall in your lap. Good salespeople implement inbound and outbound marketing to find and close deals, and don’t waste time waiting for the perfect lead to fall into their lap. Indicators for candidates with great motivation include initiating a successful project, leading a team, and having started a business or side project.

Resilience

Resilience is an important trait for sales because good salespeople aren’t discourage when a sale falls through or a long-time customer leaves. Instead, they learn from their mistakes, improve, and remain persistent with their jobs. Look for indicators of resilience in stories of success. If you’re interviewing candidates, ask them to explain a time they overcame an obstacle, or when they demonstrated resilience in the face of a difficult customer.

Storytelling

Sales is all about telling a story; you want consumers to understand the benefits your product or service will bring to their lives, and you do this by painting a picture. Look at the storytelling skills your candidates display in their cover letters and interviews. Ask yourself: how convincing are they? Do they bring the story to life?

Can identify customer needs

One could argue that the best salesperson can sell a motorcycle to a bird, but great salespeople shouldn’t want to do that in the first place. To be successful in sales, you need to have an understanding of who your customers are according to their needs. If someone will not find your product or service useful or a good fit, acknowledge it and don’t sell to them. Instead, a good salesperson accurately identifies a target audience for whom the product or service they’re selling would be useful and welcome.

Good communicators

Look for good communication skills, whether via email, phone, or in-person. A good salesperson should be able to interface with a client on their preferred communication channel, stay on top of their messages so they don’t keep any client waiting too long, and know how to adapt communications for different channels.

What sales skills do you look for when hiring a salesperson? Share in the comments below.


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Skills series: 6 in-demand skills for HR

The skills needed to succeed in the modern workplace are evolving. This article is part of our skills series, which investigates what different roles and different departments need in order to do their jobs effectively and efficiently.

Today we’re looking at the skills needed for someone to be an effective HR professional. We’ll be going through why a marketing background could work to your benefit, and the staple skills like communications and employee relations.

6 Key HR Skills

Relationship and conflict management

All good HR professionals understand how to maintain relationships and resolve conflicts in the office. They’re good mediators and can demonstrate a history of finding resolutions that suit everyone to maintain business operations. When a team, even a team of star players, doesn’t get along with each other or are too focused on arguments, work doesn’t get done as well as it could. HR pros know this and are proactive at maintaining good relationships throughout the entire company.

Marketing

This may sound like a skill more important for sales professionals, but someone in HR should know how to sell a job to great candidates. Marketing comes in handy for HR because part of the job is finding the right candidates to target. Someone who understands marketing will know where to look for top performers (because they can identify a target audience), how to reach them, and how to convince them to apply and accept positions at your company.

Onboarding

Onboarding is no small task. Someone who knows how to design an onboarding process is able to streamline operations, refine processes, and create a consistent experience wherein a new hire learns everything he or she needs to know to succeed at the company. Having experience overseeing or implementing an onboarding process is a valuable skill for any HR pro.

Communications

Having good communication skills is important for any role, and HR is no exception. Being able to communicate well, on multiple platforms (depending on what is most suitable), is an underappreciated skill. There’s a difference between just sending an email versus sending an email that is understood and incites action.

Scheduling

Time management and good scheduling skills are important in HR because their role involves juggling and prioritizing interviews, events, employee evaluations, and more. They have to handle the calendars and schedules to ensure everything that needs to get done for an employee gets done on time. Often, this also includes payroll and other paperwork.

Performance evaluation

Knowing how to evaluate employee performance and ROI is critical for HR. These are the metrics and results that show you who your top performers are, who you need to put on a performance improvement plan, who is ready to take on a leadership role, who needs a bigger team under them, and more. Someone in HR should be able to accurately identify the best paths for each employee, and what movement they should take within the company based on their performance.

What HR skills do you look for in your business? Tell us in the comments below.


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How to Recharge in 5 Minutes

When days get busy, you can find yourself low on time and high on stress. Here are some quick ways to recharge at the office when you only have 5 minutes to spare.

5 Ways to recharge in 5 minutes or less

Do eye exercises

It’s good practice to look at something 20 feet away for 20 seconds, every 20 minutes to prevent eye strain from looking at a screen all day. In addition to that, doing some eye exercises is a good way to take a productive break from what you’re doing.

Clean your screen and workspace

Keeping your workspace clutter-free helps with focus. If you need a quick refresher at work, take 5 minutes to clean your computer screen, wipe down your keyboard, organize your desk, and sanitize your mouse.

Do a breathing exercise

A breathing exercise can help you calm your mind and refocus. Try this: breathe in through your nose and out through your mouth 10 times.

Relax your muscles

Sitting at  a desk for long periods of time can strain muscles throughout your body, like your shoulders. Start by focusing on the top of your head, down to your eyes, facial muscles, neck, shoulders, and so on, relaxing each area as you go.

Sip a beverage

Making yourself some hot tea on a cool day, or an iced coffee on a summer day gives you something to stop and enjoy while you work. If you find yourself needing a quick break, make yourself a beverage and enjoy it at your desk or in the break room before getting back to your desk.

Do you have a little longer than 5 minutes? Here are a few ways you can disconnect to recharge, from being out in nature to waking up a little earlier every day to give yourself a few hours of silence and meditation.


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5 Popular Work-Life Friendly Policies

Finding the ideal balance between work and personal life is a common struggle among many employees, and contributes to employee retention and satisfaction. It’s something that concerns your top employees, which means it’s something you should be paying attention to as well. Here are 5 popular work-life friendly policies that you should consider adopting in your workplace in order to retain your team members.

5 Work-life friendly policies

1. Offer flexible schedules or job sharing

Offering flexible schedules allows your employees to fit life in where it happens. For example, if you employ a parent who has to pick up kids from school, they can go pick their kids up and then head back to work when they can devote 100% of their attention to it.

Flexible schedules are great for work-life balance because it allows your employees to demonstrate their time management skills and work when they’re most productive. You can give them a weekly hour requirement, or only require core hours (ie. 10 a.m. to 12 p.m. for meetings and to touch base) and give them the responsibility to get the work done if it goes past that time.

In addition to flexible schedules, consider allowing them to work from home a day or two every month. Studies show that remote employees are more productive than their in-office counterparts. Having a few days they can schedule to work from home allows them to make important events or take trips (or stay home with a sick child), with the understanding that they’re responsible for keeping their output and quality of work consistent.

2. Utilize time tracking

Time tracking gets a bad reputation, because it makes it seem like employers don’t trust employees enough with their time. However, time tracking is a great tool to understand when someone is working too much, or spending too much time on a particular task.

If you use a time tracking solution, you’re able to see at a glance who your most productive employees are so you know who to hold on to and who to put on a performance improvement plan. Your top performers will thank you for cutting the team members who don’t carry their own weight (we’ve all had those group mates who didn’t do anything). Plus you’ll be able to help employees avoid burn out by giving them well-deserved time off when they’ve been putting in extra hours.

3. Make time for physical and mental health

Work so often takes priority in life, even at the expense of your employees’ health. To avoid having a team who focuses so much on work it takes a toll on their mind and bodies, promote health initiatives. You can sponsor gym memberships or discounts, provide healthy meals, and even have monthly fitness-centered culture building events like a self defense or yoga class. Some companies have sponsored sports teams, and others take their teams on optional weekend hikes to get out of the city.

What works best for other companies may not work best for your particular team, so spend some time getting to know your employees and what type of health initiatives they’re most likely to take part in.

4. Encourage learning and development

Learning and development programs allow employees to continue to grow their skillsets, but you can use some of this budget as an opportunity to foster hobbies among your team as well. If you notice some employees struggling with what to make for office lunches, offer a healthy eating and cooking class, or bring in someone to teach a quick course on nutrition.

Making sure your employees are engaged and always learning new things goes a long way towards both retention as well as maintaining a healthy work-life balance.

5. Provide paid time off (PTO)

Paid time off can replace paid sick leave, personal days, and paid vacation. General paid time off means you trust employees to spend that time wisely, and allot it where they want. Employees won’t have to worry about how to classify the time spent off, or what requirements are needed to qualify for a sick day (ie a doctor’s note or prescription).

Giving PTO encourages employees to take a certain number of days off a year, giving them an opportunity to rest and rejuvenate. Like flexible schedules, PTO also allows your employees to handle life events such as birthday and graduation parties, any family emergencies, or handling illnesses.

 

Keep in mind that it’s important to lead by example if you want your employees to treat PTO as true time off. When you take time off, set up an autoresponder for your email that says you’re out of the office so your team understands it’s okay to leave their inbox alone while they’re on vacation–just make sure their autoresponder explains who to contact in case of an emergency.

In the end, there is no cookie-cutter solution that will fit every company. Consider your options carefully, know your team, and select the policies that are most likely to benefit your employees the most when it comes to work-life balance.


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