Category Archives: August 2014

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The Cost of Doing Too Much

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Image from Serendipity Labs

The phrase “jack of all trades, master of none” refers to an individual who is versed in all trades, but an expert in none. It doesn’t just apply to careers, but everyday tasks as well. Numerous studies have shown that multitasking actually decreases productivity and the quality of work produced.

According to, children did worse on homework when watching television, and employees were more productive when not checking email every five minutes.

“In a 2009 study, Stanford researcher Clifford Nass challenged 262 college students to complete experiments that involved switching among tasks, filtering irrelevant information, and using working memory. Nass and his colleagues expected that frequent multitaskers would outperform nonmultitaskers on at least some of these activities. They found the opposite: Chronic multitaskers were abysmal at all three tasks. The scariest part: Only one of the experiments actually involved multitasking, signaling to Nass that even when they focus on a single activity, frequent multitaskers use their brains less effectively.” – Don’t Multitask: Your Brain Will Thank You,

So what should you do if you do too much?

  • Avoid emails. Studies show that the average industry professional spends 23 percent of the day emailing, according to Nass. Obsessively checking emails both wastes time and causes stress. Focus on one task for longer periods, without switching to your email inbox.
  • Do tasks in 20-minute intervals. Dedicate 20 minutes to perform a task, then switch to a different one for the next 20 minutes.
  • Give your mind a break; get away from your electronics and go for a walk, meditate, or do some yoga.

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Large Corporations vs. Small Companies

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Career decisions are some of the hardest to make, and should not be made without good planning and research. One of the first questions job seekers should ask themselves in a career search is whether to work for a small company or a large one. This question comes with serious considerations, as there are great (sometimes overlooked) benefits to working with both small and large companies.

Advantages for working with a small business

  • Closer relationships in a more intimate group setting. Employees in small companies typically have more direct access to their bosses than in big companies.
  • Diverse roles and experience in a wider breadth of fields. Employees in small companies typically have more responsibilities. For example, someone who handles social media may also be asked to speak with customers.
  • Flexibility and growth. Small companies usually offer more possibilities for rapid and high growth, and have less rigid rules (ie. employees doing multiple jobs instead of specializing in just one). Small companies are also more likely to be more flexible with schedules and more accommodating to employees’ personal lives.

Advantages for working with a big company

  • More job structure. If you’re a specialist, large companies are set up so you can focus on your skills, and nothing else. There are guidelines for everything, and you will rarely be called on to do something that isn’t part of your job description.
  • Diversity. Big companies have a lot of people, of all ages and different backgrounds. Your community will be much bigger than you, and it will be filled with intellectuals, artists, technology gurus and more.
  • The perks. In addition to high salaries, big businesses have great perks. Canteens, gyms, and business trips are luxuries that small businesses usually can’t afford.
  • Security and serenity. Big businesses move at a slower, deliberate pace. Start-ups are often fast-paced with lots to do. Working with a big company means you know exactly what your job is, what you have to do, and that you have enough time to do it. You don’t tend to feel like you have to do 87 different jobs in one day.

Before deciding whether a small start up or big company is right for you, think carefully about what you want and where you will be able to excel.

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How to Retain Employees

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Below are a few employee retention tips to help keep your skilled workforce intact and avoid high turnover costs.

  • Help them understand company goals. Give employees the tools to see the bigger picture, so they understand why their role is important, and how their job fits into the company’s goals. Let your employees see they are a part of something bigger to motivate and encourage them.
  • Provide occasional perks. Small perks such as coffee on Fridays, office contests and financial rewards for good performance will keep employees excited for work and focused on doing a good job.
  • Find out why they are happy or unhappy. Conduct exit interviews when employees leave to figure out why they would rather work somewhere else or be unemployed than continue with your company. Likewise, interview long-term employees to find out what your company is doing right to keep them.
  • Provide for their needs. Aside from paying a livable wage, offer employees a retirement package and insurance. Show an interest in your employees’ health and wellbeing both in and out of the office gives them a sense of security in their jobs and lives.
  • Encourage employee growth. Promoting from within and developing an employee’s skills are both ways to make employees feel valued and productive. Let them know you are willing to invest in their career and skills.
  • Hire a human resources professional. Many companies have a human resource department, but not all of them are professional. Read our previous post about outdated hiring and assessment methods used by HR departments repelling qualified applicants.

Visit our employee retention solutions page for tools any company can use to optimize their workforce.

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Are Your Employees Wasting Time?

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The biggest time-wasters according to Interact Intranet Blog

Do your employees have enough work to keep them motivated and engaged throughout the day, or are they saddled with busy-work to fill a 40-hour workweek?

According to David Cain of, “the average office worker gets less than three hours of work done in 8 hours.” That means, with the advances in technology and innovation, efficient, motivated workers can get their work done within a 15-hour workweek. So, what are employees doing with the rest of their time?

Profiles International says that 43 percent of employees waste time by chatting with their coworkers, 28 percent surf the web, and 12 percent either text, take personal calls, or use social media. Employees slack off due to lack of incentive, job dissatisfaction, or boredom. Almost 50 percent of employees waste time on Fridays, with 3 to 5 p.m. being the most common window of time for employees to stray. Common workplace occurrences can also be distractions for employees. Nineteen percent of employees in a survey reported too many meetings being a distraction, with 17 percent reporting inefficient team members, and 17 percent reporting coworkers as major distractions.

Cut down on wasted time in the office by keeping employees engaged and dedicated to their jobs. Provide interesting work and help employees understand the bigger picture so they can invest in their roles. Employers can also offer performance incentives, and should use proven assessments to retain high-potential employees instead of distracting employees. Consider maintaining a flexible office schedule to take advantage of each employee’s peak productivity time and maintain a healthy office balance between fun and work.

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Profiles Asia Pacific Receives ISO 9001:2008 Certification

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Profiles Asia Pacific ISO Certification Ceremony

Profiles Asia Pacific receives ISO 9001:2008 Certification

We are proud to announce that Profiles Asia Pacific, Inc. and its affiliate People Dynamics, Inc. have joined the global benchmark for quality assurance and quality management as a certified ISO 9001:2008 company!

The ISO 9001:2008 Quality Management Systems certification is a recognition which is given to only the highest quality of management companies, after a rigorous auditing process. It indicates that a company is committed to meeting and maintaining world standards for quality, continual improvement, and customer satisfaction.

According to, “this standard is based on a number of quality management principles including a strong customer focus, the motivation and implication of top management, the process approach and continual improvement…Using ISO 9001:2008 helps ensure that customers get consistent, good quality products and services, which in turn brings many business benefits.”

Learn more about Profiles Asia Pacific and People Dynamics by visiting them online!

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Sales Training: Selling Smarter

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It’s no secret that selling has changed in recent years. We are all working harder, with more responsibilities. High pressure selling is no longer effective. Customers want involvement. They want to be recognized and listened to. And they don’t want you to forget them once the sale is made. Two key objectives of this one-day workshop are to help employees feel more comfortable and skilled in selling to their customers, and to help them identify and address some of their customer service challenges.

Workshop participants will learn to use goal-setting techniques as a way to focus on what you want to accomplish and develop strategies for getting there. The workshop will teach different types of selling for different situations, different ways to identify clients and network effectively, and ways to recognize the difference between features and benefits of products and services. Participants will also learn to identify and be able to better present the competitive strengths of products and services, in order to be proactive in handling objections and more successful at asking for the business.

Course Outline

  • Essential selling skills
  • What is selling?
  • Features and benefits
  • Setting SMART goals
  • Time management tips
  • Customer service
  • Types of selling
  • Ten major mistakes
  • Finding new clients
  • Selling price

The workshop includes a complimentary Profiles Sales Assessment, used for selecting and motivating sales people in order to maximize and increase sales performance. The sales assessment enables you to evaluate an individual based on the qualities required to perform successfully. It also predicts on-the-job performance in seven critical sales behaviors: prospecting, call reluctance, closing the sale, self-starting, working with a team, building and maintaining relationships, and compensation preference.

This workshop will be facilitated by Dr. Leonardo Garcia Jr. Dr. Garcia holds a Master’s Degree in Communication and Doctoral Degree in Business Administration. He also took up an advanced course on Advanced Marketing Management Program. He is an Agora Awardee for Outstanding Achievement in Marketing Education and a Certified Professional Marketer. He is also an Accredited Marketing Educator and a professorial lecturer in several universities. Dr. Garcia is the past President of Phil., Marketing Association and the past President of the Association of Marketing Educators.

The course fee is 3,500PHP + tax and includes small group workshops that provide “active learning” (known to be most effective for adult learners), a specialized student workbook, personalized certificate of participation, free eBook, snacks and lunch.

Register or find out more online at or contact Kristy at 635.0016 or

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Leadership Skills for Supervisors

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Supervisors represent an important force in the economy. They have the power to turn on or turn off the productivity of the people who report to them. They are the crucial interface between the employee on the shop floor or the service desk and the managers of the organization. Although supervisors usually have more technical experience than the employees they supervise, they may not have had a lot of leadership experience. This one-day course will teach skills in communication, coaching, and conflict needed to be successful.

Workshop participants will identify their leadership style, develop leadership flexibility, and learn how to prioritize, plan and manage their time. They will also learn ways to meet the needs of employees and co-workers through communication and coaching, and how to make conflict a powerful force for creative, well-rounded solutions to problems.

Course Outline

  • Pre-assignment review
  • What’s your type? How about mine?
  • Understanding leadership
  • Managing your time and your energy
  • The commitment curve
  • Employee development models
  • Dealing with conflict and difficult issues
  • What successful leaders do

This workshop also includes a complimentary Supervisory Skills Test, which measures the essential components of supervisory behaviors, including seven behavioral factors; Management of Performance Quality, Staffing / Personnel Actions, Communications, Interpersonal Relations, Problem Analysis / Resolution, Project Planning and Direct Supervision.

The course will be led by Dr. Maria Vida G. Caparas. Dr. Caparas holds a Master’s Degree and Ph.D., Summa Cum Laude, in Psychology. She is an Accredited Trainer of the Philippine Government with invaluable experiences in Organizational Development as a Human Resource, Training and OD practitioner. She authored three books on Psychology/HR Management and was a Trainer Delegate of DFA-Foreign Service Institute in Italy and Singapore in 1999-2000. Dr. Caparas is a recipient of various national awards and also a professor in prestigious universities.

The course fee is 3,500PHP + tax and includes small group workshops that provide “active learning” (known to be most effective for adult learners), a specialized student workbook, personalized certificate of participation, free eBook, snacks and lunch.

Register or find out more online at or contact Kristy at 635.0016 or

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Wiley Acquires CrossKnowledge: New Player in Corporate Learning

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Wiley, the same company that acquired Profiles International, continues to expand it’s portfolio by acquiring CrossKnowledge, a learning experience platform focused on online corporate education. CrossKnowledge has a library of “high-quality video and simulation-based content” (from that integrates content, technology and services to provide business learning solutions.

According to Josh Bersin of, Wiley’s digital assets are large and broad. Many of the major authors in learning, HR, and leadership publish under the Wiley brand – so the company has access to digital assets which make any corporate training department interested.”

CrossKnowledge joins Profiles International as a partner under Wiley’s global network. “Inscape [another business in Wiley’s portfolio] operates in 30 languages, Profiles International in 20, and Cross Knowledge in 17, with 9 global locations.” (Bersin)

Learn more about Wiley and visit Profiles Asia Pacific to discover how employment testing in the Philippines can help your company.

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Leadership: Transparency in Business

Transparent business involves multiple departments

“Transparency clearly matters — especially to your company’s bottom line.” – Ilya Pozin, How Transparent is Too Transparent in Business? (Forbes)

A transparent business model keeps employees engaged, and motivates employees at all levels of the company by helping them understand their impact. Business transparency is as good for clients as it is for the business itself. Transparent businesses show, without a doubt and for everyone to see, that they deal in expertise, so clients know they are working with a competent company. Leadership works in a similar way; when a leader is open, honest and truthful with his or her employees, it shows expertise and skill. It gives that leader the opportunity to demonstrate his or her capability, earning the respect of employees and helping a company run more smoothly. Transparent leadership, wherein the end goal is clearly laid out to everyone, will equip all employees with a clear vision of their task and goals. Below are a few tips on encouraging transparency in your company.

  • Keep your transparency focused on productivity and improvement. A clear business strategy is useful, what everyone had for breakfast may not be.
  • Be authentic in addition to transparent. Transparency means information being easily accessible, whereas authenticity translates to genuine trustworthiness.
  • Maintain levels of transparency with all your markets; influences such as bloggers, advocates who are enthusiastic about your brand, and employees who have the most intimate knowledge of your business.
  • Seek simplicity. There is little use sending out detailed reports meant to inform employees and consumers when the recipients don’t understand them.

Invest in the knowledge of employees and customers with clear goals and motivators, measure results, and find the right balance of transparency for your company.

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