Category Archives: February 2016

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How HR agencies can provide added value to clients

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The core service for HR agencies is to handle the hiring, onboarding and management of businesses’ top talent. This is an impressive feat in itself, but when you’re competing against multiple other HR agencies who provide the same services, it becomes important to provide added value to clients in order to stand out from your competition. Here are 3 ways you can do just that.

1. Provide more information

Aside from just hiring their next top professional, give them all the information you can about that person’s strengths and weaknesses so they know how to best use them in the team. A good way to do this is to make assessments a standard practice, and include the results in your briefing package for new or recommended employees. It can show your clients where they should place their new hires, what skills they need to work on, and more.

2. Keep good records

Have a database of talented professionals to pull from. Keeping good records means you don’t lose track of top talent. If a good employee leaves a company for one reason or another, get feedback from the company and the employee to determine if he or she would be a good fit for another client. The good thing about these employees are they’ve already been tried and tested by a client, so you’re more likely to have more insight into their strengths and weaknesses.

3. Recommend proactively

Match before there is a need. Proactive hiring can mean recommending candidates that seem like a good fit for the company, even if they aren’t hiring. There’s a possibility the candidate suits a role they need but haven’t filled yet, or one that they were considering but putting off.

What are your tips to provide added value to clients? Is there anything your HR agency does that’s special? Let us know in the comments below.


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Public Seminar: Prospecting for Leads Like A Pro

Note: This public seminar has been canceled.

We apologize for any inconvenience. Please visit our Training Calendar to see an updated list of events.

Public Seminar: Prospecting for Leads Like A Pro

Join us on March 9 from 9 a.m. to 5 p.m. for an educational workshop on prospecting for leads. Prospecting is the key to your success. Your success today is a result of the prospecting you did six months ago. Become skilled at networking and remember the old 80/20 rule. Know who to target and how to target them, and remember to do some prospecting every day through warming up cold calls, following up on leads, or networking. Build your personal prospecting plan to ensure your future by planting seeds daily.

Register for Sales Optimizer Series: Prospecting for Leads Like a Pro

Seminar participants will learn how to use a prospect board, the importance of expanding your client base through prospecting, identify target markets and companies with the 80/20 rule in mind and develop and practice networking skills. The workshop will also go over the art of cold calling.

Course Outline

  • The importance of prospecting
  • Targeting your market
  • Your customer profile
  • Making the most of trade shows
  • Setting goals
  • Networking
  • The 80/20 rule
  • Developing and using a prospect board
  • Warming up cold calls
  • Public speaking
  • Regaining lost accounts
  • Going above and beyond

An investment of P4,500 + vat includes instruction by an expert facilitator, small group workshops that provide “active learning” (known to be the most effective method for adult learners), a specialized student manual, snacks and lunch, a free eBook on Successful Prospecting in Sales, and a personalized certificate of participation

Register for Sales Optimizer Series: Prospecting for Leads Like a Pro

About the Facilitator

Maria Victoria Estacio holds a Bachelor’s Degree in Management from the Ateneo de Manila University. She earned a Certificate of Authority for Insurance Commission, and is a Registered Financial Planner. She has worked in the field of Sales and Marketing and Operations in the following roles: Assistant Vice President of Sales and Marketing Department with Philam Life, Manager, Bancassurance with Grepalife, Senior Sales Manager with Yapster, and Unit Head of Front End Acquisitions with Citibank, N.A. Ms. Estacio is a recipient of various awards including the Philam Life Annual Fast Start award for both Credit and Group Life (an award that has never been given to Group Life), and the “Exceptional Performance Award” from Citibank N.A. for participation in the credit card launch in Guam, USA. She also conducts personal financial coaching and training, and has received numerous trainings on strategic management, financial planning, and sales.


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5 Characteristics of the Best Places to Work

5 Characteristics of the Best Places to Work

The best places to work have certain common characteristics between them. This blog post goes over 5 things top workplaces have and how to achieve them.

They pay above minimum wage

When your employees are worrying about getting chores done, paying rent, or making sure their children are taken care of, they aren’t going to be performing at their best at work. Good places to work ensure their employees’ basic needs are taken care of. The best places to work go above and beyond this; some companies pay for house cleaning services, others offer free daycare.

They value their employees

Great companies genuinely care about the people working for them. They make sure each team has the equipment they need to perform well, but management also gets to know their team members personally. Understanding that their talent is the backbone of the company, even c-level managers should make an effort to understand the motivations of their employees.

They pay attention to company culture

According to Investopedia, company culture “refers to the beliefs and behaviors that determine how a company’s employees and management interact and handle outside business transactions.” The company culture includes beliefs, morals, values and unspoken codes of conduct. For example, a company could value transparency above all, which means they go with a transparent-first approach to all business decisions. Employees can be confident about copying other team members in any email thread, and so on.

The best places to work make sure the company culture is clear and shared throughout the team, so that everyone is motivated and generally on the same page when it comes to how to behave and interact.

They encourage learning and development

If your team isn’t constantly learning and keeping up with the industry, they will get left behind. This stands true not only for your team, but for the individuals working for you. The best places to work invest in their employees’ growth and skills development, not just so they can do better work for the company, but also so they can grow as individuals.

They have talented teams

Perhaps a by-product of all the other characteristics, this last one is one of the most important indicators of a top workplace. All of the best places to work have amazing teams and employees. Everyone is an expert at what they do, and talented professionals naturally gravitate to the company and brand. Because these companies offer excellent places to work, paired with generous compensation and benefits, they can afford to hire only the best for each position.

What other top workplace characteristics would you like to add? Let us know in the comments below.


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Public Seminar: Conquer the Stage, Be a Trainer in 2 Days!

Public Seminar: Conquer the Stage, Be a Trainer in 2 Days!

This February 23 to 24, 2016, learn some training tips at Train the Trainer: Conquer the Stage, Be a Trainer in 2 Days! If you’re new to training, a subject matter expert that needs to train others or a trainer who is looking for new, more effective approaches to learning, this is the ideal workshop for you.

This course orients the participants with the requisites of a successful training program, helps them understand the principles of adult learning and walks them through the whole gamut of the training process. What particular training methodology to use, how to enliven the training and how to prepare a training course design are just some of the topics covered in the program. The enhancement of the participants’ presentation skills shall also be tackled.

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At the end of a two-day session, the learners are expected to appreciate the dynamics of the training process, learn the art of adopting an effective training methodology, prepare a training course design and enhance his presentation skills.

Course Outline

  • Session 1: Course Overview
  • Session 2: Defining a Successful Training Program
  • Session 3: What Makes a Successful Trainer?
  • Session 4: A Word about Adult Learning
  • Session 5: The Learning Process
  • Session 6: Principles of Adult Learning
  • Session 7: The Learning Cycle
  • Session 8: The Training Process
  • Session 9: Choosing Training Methods
  • Session 10: Adding Games
  • Session 11: Preparing a Training Course Design
  • Session 12: Are You Ready for Anything?
  • Sessions 13 to 17: Presentation Skills
  • Session 18: Evaluation

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An investment of P8,500 + 12%vat includes training tips and course materials, instruction by an expert facilitator, small interactive classes, specialized student workbooks, personalized certificate of completions, snacks and lunch.

About the Facilitator

Dr. Maria Vida G. 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. She authored three books on Psychology/HR Management namely “Psychological Assessment: Theory and Practice”, “Uses of Psychological Tests”, and “Human Resource Management”.


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The HR Guide to Hiring for Startups

Hiring for startups is a complicated matter, because startup employees usually play more roles than employees at large corporations. Whereas an HR professional in a corporate office typically focuses on one specialty, such as hiring, onboarding or retention, a startup HR pro must do all of it. If you’re hiring for a startup, here’s a guide to help you discover, hire, onboard and retain awesome startup employees.

Discover

Networking

You would be surprised at how many talented professionals are in your personal network, waiting to be discovered. Leverage your existing network and reach out to see if anyone knows of talented employees open to new opportunities. You could also use LinkedIn as a tool for this, and reach out to some of your connections to make an introduction.

Job boards

Job boards are the traditional way of finding employees. These are useful because they’re the go-do for many job seekers. Although physical job boards and postings are still done, there are many online job boards that have more reach. If you’re hiring for an international startup or a virtual one, then online job boards are your best bet because they can potentially reach professionals from around the world.

Online channels

Aside from online job boards, you can also advertise positions via your social media accounts and website. For example, you could place a careers page listing all your openings with their job descriptions, or you can add a section for people to submit their resumes virtually to see if there’s a fit. On social media, you have the option of sending out targeted ads, which can be used to promote a job listing.

Hire

Ace the interview

Interview tips are usually aimed towards job candidates, but it’s important for interviewers to do a good job, too. If you attract a high potential candidate, you don’t want to scare them away by wasting their time making them wait, or a bad overall interview experience. Remember, interviews are a chance for the job candidates to truly gauge whether or not they like the job. The evaluation goes both ways.

Place wisely

You need to look at more than a candidate’s qualifications when making a hire. You have to make sure he or she fits the company culture and position. Do this by evaluating their behaviors, strengths, weaknesses and overall personality.

Move quickly, but deliberately

Decide whether or not you want to hire a job candidate quickly, and inform them immediately with an offer. The longer you wait, the more likely that candidate is to accept another job. Plus, it looks bad on the startup if they keep their job candidates in the dark for too long, since it indicates their time isn’t valued.

Onboard

Use mentors

Once you have your hires, be sure to assign mentors to facilitate a smooth onboarding process. In a startup, there aren’t many people to begin with, but having someone there to guide new hires can make the difference between frantic employees and a well-informed, functioning team.

Clarify roles and responsibilities

There are rarely defined “roles” in a startup, depending on how large the size. That being said, it’s important that your new hires know what their priorities are, and who to go to when they need help with different things. That means that you need to define the responsibilities of both the new hires, and the people they will be working with.

Check in regularly

Make sure things are going smoothly by taking the time to check in with new hires and see if they need anything else to succeed at their jobs.

Retain

Pay market rate

This one is a no-brainer, but startups must pay market rate for their talent. Many startups try to under-pay their talent, giving the excuse that the startup doesn’t have much income yet. However, top professionals are unlikely to work for under market rate, even if they are passionate about what a startup is doing.

Communicate

Keep open lines of communication to alert you of anything that may be bothering your team, or hindering their performance. Make sure they can ask you about anything and that their concerns get addressed. In fact, Forbes lists poor communication as a top team killer.

Equip

No employee is going to last very long at a startup if they don’t have the resources to do their job well. It could be as simple as making sure they have efficient computers, or it could be as large as hiring an external auditor to prepare for a new accountant. Be in tune with what your employees need to succeed, and chances are they will.

What are your tips on hiring for startups?

Let us know in the comments below!


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Public Seminar: Organization Development

Public Seminar: Organization Development

Join us February 17 – 18, 2016 for a two-day seminar on Organization Development (OD). There is one constant thing in life, especially in organizational life, and that is change. The nature of business is changing dramatically, specifically due to globalization, Information Technology and managerial/leadership innovation. Organizations experience more rapid change, and the leaders who implement it must be good at organization development in order to keep things running smoothly.

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This seminar-workshop will provide an introduction to OD, explains why OD is needed by organizations to adapt in a complex and rapidly changing world, and present the process and practice of OD in a logical flow. It’s ideal for human resources and organizational development practitioners, team leaders, external and internal consultants and planners who want to learn about leading-edge methodology for understanding and achieving optimal organization development.

Participants will learn what organization development is and its relevant to the business, understand the OD processes, and learn different OD interventions to apply for top results.

 

Register Now

An investment of P8,500 + 12%vat includes instruction by an expert facilitator, small interactive classes, specialized student workbook and course materials, personalized certificate of completion, snacks and lunch.

About the Facilitator

Dr. Rosario Alzona holds a Master’s Degree in Statistics and Ph.D in Organizational Development. She is an accomplished Organizational Development professional with almost 20 years of experience in diverse workplace environments. She has varied experiences in organizational assessment, OD intervention design and implementation, learning and development and process/procedure design and development. Dr. Alzona has taken various Information Technology and OD Consultancy projects with several Consulting firms and has taught for ten years in the Graduate School of several universities and colleges in diverse topics of management and leadership. She is a frequent speaker at various seminars and workshops with topics on Leadership, Team Building, Organizational Assessment, Strategic Planning, Change Management and Appreciative Inquiry. She is a High-energy Trainer and Creative Facilitator, skilled in guiding learners through engaging breakthrough learning opportunities.


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How to Become a Most Desired Workplace

How to Become a Most Desired Workplace

Becoming a great place to work isn’t easy, but it’ll be worth the top talent running through your doors. Being a great place to work helps onboarding outstanding employees, keeping morale and retention high, and increasing productivity. To help you achieve this, we put together a list of best practices and how to become a most desired workplace.

Clarify roles and responsibilities

Making sure everyone understands the tasks they are responsible for will go a long way to reducing conflict, confusion and redundancy. Be sure each member in a team has accountability to make sure the job gets done well and on time so that the process can move forward.

Having clear roles is important to become a most desired workplace because it enables your employees to take responsibility and ownership for their domain. It will make the workplace easier to maneuver and overall enable your team to do their jobs better.

Respect individuality

The best workplaces understand that one graphic designer may be different from another. The management styles of one project manager may be different from another. Great companies embrace these differences in their employees and help facilitate individuality that overall works for the better of the company. For example, having two different graphic designers with unique art styles will provide more choice, and different management styles means your teams can decide whose managerial methods work best for them.

Match the job with the employee

This is a big one. You can have the most amazing company, but it won’t go well for employees if they’re placed in the wrong positions. Make sure each team member is doing a job that he or she is interested in and can excel in. For example, if you’re having a talented programmer work on graphic design, he or she is not going to produce high caliber work. Place each person where they are most likely to thrive.

Provide competitive compensation and benefits

The base of being a good workplace is providing your employees with what they need to survive. To go above and beyond, to become a most desired workplace is to go above and beyond that, providing competitive compensation for the industry and area you’re in, plus added benefits. For example, if parking is difficult in your area, provide employee parking spots. If you notice there aren’t any good places to grab lunch nearby, provide lunch for the office.

Offer learning and development opportunities

The final thing we want to touch on in this list is continuing education. Industries are continually changing and growing. In order for your workforce to keep up, and for their own personal development, you should offer courses and other learning opportunities. You could start a continuing education fund for employees who want to take classes at a local college, any online courses, or a seminar or workshop in the area.

What did we miss?

What else does a company need in order to be viewed as a most desired workplace? Let us know your thoughts in the comments below!


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Public Seminar: Conflict Resolution – Dealing with Difficult People

Conflict Resolution - Dealing with Difficult People

Our public seminar on Conflict Resolution: Dealing with Difficult People is an ideal way for professionals and managers to enhance their ability to deal with conflict situations productively. Join us from February 4 to 5, 2016 as we go over how our attitudes and actions impact others and explore new and effective techniques for managing negative emotions.

Edward Deming, the father of quality management, has said that people can face almost any problem except the problem of people. They can work long hours, face declining business, even the loss of a job, but they can’t deal with the difficult people in their lives. This workshop will help you identify some of the ways you may be contributing to these problems and give you some strategies you can adopt, at work and in your personal life.

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Participants will learn how to develop coping strategies for dealing with difficult people and difficult situations, identify those times when you have the right to walk away from a difficult situation and learn techniques for managing and dealing with anger.

Course Outline

  • Interactions with others
  • Reciprocal relationships
  • Anthony Robbins’ Agreement Frame
  • Dealing with change
  • The five-step process
  • Managing your anger
  • Managing other people’s anger
  • Why don’t people do what they are supposed to?
  • Causes of difficult behavior
  • De-stress options

Register Now

An investment of P8,500 includes instruction by an expert facilitator, small interactive classes, specialized student workbook and course materials, FREE e-book: Dealing with Conflict and Complaints, personalized certificate of completion, snacks and lunch.

About the Facilitator

Dr. Maria Vida G. 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. She authored three books on Psychology/HR Management namely “Psychological Assessment: Theory and Practice”, “Uses of Psychological Tests”, and “Human Resource Management”.


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