Category Archives: January 2018

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Public Seminar: Marketing with Social Media

Join us on January 25 as we discuss Marketing with Social Media. Social media remains an evolving aspect of our daily lives in addition to being a part of our businesses.

This whole day course is designed for people who have some familiarity with social media already. Participants will learn to develop a social media marketing plan as a part of their overall marketing strategy, determine who should be on their team, and choose how they will measure what is taking place. In addition, we will explore some of the major social media sites and look at how specialty sites and social media management tools can take their social media marketing to the next level.

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Participants will learn how to describe the value of social media to marketing plans, create and launch a social media marketing plan, select the right resources for a social media marketing team, and more. At the end of the course, they will be able to define how to use social media to build an internal community, use metrics to measure the impact of a social media plan, and manage difficult social media situations.

This course will also go over features of key social media sites, including Facebook, LinkedIn, and Twitter. Participants will get insight about whether a blog adds value to a social media plan, and how to stay on top of trends and use social media management tools to stay agile.

Course Outline

  • What is social media?
  • Understanding the marketing mix
  • Developing a social media plan
  • Building your social media team
  • Using social media to build internal communities
  • Analyzing your impact with metrics
  • Keeping on top of the trends
  • Damage control
  • Using Facebook, LinkedIn and Twitter
  • Building a blog or vlog (including using YouTube)
  • Using specialty sites (e.g. Pinterest and Yammer)
  • Using social media management tools
  • Launching your plan

The investment for this course is P3,500 plus VAT.

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About the Facilitator

Gene Kenneth M. Ilagan is an MBA Graduate of Colegio de San Juan de Letran. He is also a graduate of Bachelor of Science in Psychology at the University of Santo Tomas. He is a certified and authorized Google Apps Trainer. He is also a training specialist for RAMCAR Food Group and conducted various training programs such as program development, designing and facilitating adult learning, and Google apps user program. He is a recipient of various leadership awards and currently the Chairman of Marketing Committee for UST Association of Thomasian Psychology Alumni and Vice Chairman for Letran Graduate School.


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How emotional intelligence creates more successful businesses

Emotional intelligence, sometimes shortened to EI or EQ, is the ability of individuals to recognize their own and others’ emotions, discern between them, and use that knowledge to guide their thinking, behavior, and actions. The term was first popularized in a 1994 book by Daniel Goleman, “Emotional Intelligence: Why it Can Matter More than IQ“, but the term and the study of the value of using emotions to form behavior and action dates back to a 1964 paper by Michael Beldoch arguing the value of emotional sensitivity in various modes of communication.

Emotional intelligence has a long history, but it’s only recently that business and organizations have begun to see its value. With more modern leadership techniques changing the focus from productivity to individual performance, concepts like emotional intelligence become extremely important.

Direct Impacts on Business Performance

Having leaders and employees who show high emotional intelligence creates a direct business impact by changing how situations are treated, how people respond and disagree, and even how meetings are handled.

Conflict Resolution

Emotional intelligence enables people to see understand the emotions of their counterpart and to judge how to respond appropriately. This, in turn, enables people to handle conflicts without getting angry, can benefit problem solving, and increases instances of compromise between teams and employees in decision making processes.

Employee Satisfaction

When leaders respond with emotional intelligence and compassion, they reward employees for a job well done, recognize top performers, focus on helping others to perform, and respond to personal and emotional problems with compassion and understanding. This creates an environment where employees feel listened to and valued, fosters gratitude and a sense of belonging, and increases employee satisfaction. Over time, it increases productivity while decreasing churn.

Team-building and Trust

When teams know that their colleagues will respond with emotional intelligence, they are more likely to trust each other. A person who knows that his colleague or supervisor will respond with emotional intelligence is more likely to trust that person, and therefore more likely to build a quality working relationship.

Emotional intelligence helps people to work better together, helps leaders to respond well to situations, and improves every level of communication. This will, in turn, improve employee satisfaction, improve leadership, improve communication, and even productivity.


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Public Seminar: Creative Thinking and Innovation

Creative thinking and innovation are vital components in both our personal and professional lives. However, many people feel as though they are lacking in creativity. What most of us do not recognize is that we are creative on a daily basis, whether it’s picking out what clothes to wear in the morning or stretching a tight budget at work. While these tasks may not normally be associated with creativity, there is a great deal of creativity involved to get those jobs done.

While some people seem to be simply bursting with creativity, others find it a struggle to think outside the square. If you fall into the latter category, it is important to understand that boosting your creative and innovative abilities takes practice. Recognizing and honing your own creative potential is a process.

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Our 2-day public seminar will be held January 23 to 24, 9 a.m. to 5 p.m., and will help you do just that. Participants will identify the difference between creativity and innovation in business, recognize their own creativity, learn how to build a creative environment, apply problem-solving steps and tools, use individual and group techniques to help generate creative ideas, and practice implementation.

Course Outline

  • What is Creativity and Innovation?
  • Individual Creativity
  • Get Creative
  • Developing the Right Environment for Creativity
  • Creativity and Innovation in Business
  • Where Does Creativity Fit into the Problem Solving Process?
  • Defining the Problem
  • Creative Techniques
  • Encouraging Creativity in a Team
  • Putting It All Together

Investment: P7,000 plus VAT

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About the Facilitator

Amos V. Manlangit is an educator, special education, and arts practitioner. He completed his Master’s Degree in Special Education and his Bachelor’s Degree in Fine Arts at the University of the Philippines. He was the principal of Headway School for Giftedness in Quezon City and was engaged in teacher’s training and development, parent relations, student affairs and facility management of the institution. The school caters to students with typical and special needs.He is a senior lecturer at the Kalayaan College, a tertiary institution accommodating individuals with typical and special educational needs. He handles subjects in Humanities, Art Education, and Fine Arts.

As a professional artist/educator, Amos holds special single sitting art workshops in landscape painting and mandala plate painting.

His technical fields of expertise: creativity, resilience, wellness, special education, gifted education, art education, educational administration.


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4 Brand new tools to empower HR

This year, we’re unveiling four brand new tools that your HR team can use to equip themselves and hire the best. Profiles Asia Pacific was a disruptor back in 1998, when assessments were being done with pen and paper. We introduced software and online assessments to an industry where human error and inefficiencies slowed down the evaluation and hiring process.

Today, we continue to strive to improve HR with leading technology and tools. We’re introducing 4 brand new tools to analyze your workforce, improve yourself as a leader and manager, and hire the right people.

Profiles Competency Assessment

Competency assessment | HR Assessment Tools

Comprehensive understanding of skills and behaviors

The Profiles Competency Assessment report provides an estimate of an individual’s competency in areas of interest for the organization. These are the traits that are considered important for career progress and success within a company.

The objective of the instrument is to provide a framework for determining an individual’s potential. It should be part of your process for making reasonable judgement about candidates and employees. Get stronger results by taking a holistic approach, and considering both the organization and the individual’s future development.

360° PLUS Feedback System

Feedback system | HR Assessment Tools

Customized competency measurement tool that analyzes self-ratings and feedback from others

The 360° PLUS Feedback System is a multi-rater feedback tool designed to guide individuals in professional and personal development. This tool compares an individual’s self-ratings to the ratings of individuals who regularly interact and observe the “ratee” in a work setting. This is accomplished with ratings from different sets of colleagues; Boss(es), Direct Reports, Peers and Key Stakeholders, together with the self-rating.

Clients may select from over fifty competencies, and create a customized questionnaire based on the selected competencies.

Work Motivation

Motivation insight | HR Assessment Tools

Understand and align what drives your team

Work motivation is a perplexing topic in work and organizational science. In today’s economy, a motivated workforce represents a critical strategic asset and competitive advantage in any organization. Work motivation has been the subject of many theories in organizational research.

But what methods are used to assess motivation? It should be practical, fast, flexible, and accessible through different methods. Simple, short, theory-grounded measures leading to concrete applied venues are key to addressing these organizational needs.

Genos

Emotional intelligence training | HR Assessment Tools

Improve your EQ with an international training and certification program

The GENOS Emotional Intelligence assessments and training programs help professionals apply core emotional intelligence skills that enhance their self-awareness, empathy, leadership and resilience. In our world of “do more with less,” applying emotional intelligence at work is fundamental to success.


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Public Seminar: Crafting a Competency-Based Job Description

Join us on January 17 to 18 as we discuss Crafting a Competency-Based Job Description. This 2-day course goes over how to perform job analysis, with the end goal of crafting a competency-based job description. It follows a workshop style where participants will be conducting job interviews and eventually, writing the corresponding competency-based job descriptions.

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Participants will apply basic principles of job analysis and job descriptions, prepare comprehensive job analysis interviews, and write competency-based job descriptions based on thorough job analysis.

Course Outline

  • Conducting Job Analysis
  • Overview of Job Analysis
  • Uses of Job Analysis
  • Scope of Job Analysis
  • Job Analysis Methods
  • Guidelines for Doing Job Analysis
  • Conducting Job Analysis Interviews
  • Writing Competency-Based Job Descriptions
  • Contents of Job Descriptions
  • Knowing the Core, Technical and Leadership Competencies
  • The Language and format of Job Descriptions

The investment for this course is P7,000 plus VAT and includes all course materials.

Register Now

About the Facilitator

Dr. Maria Vida G. Caparas is a Wiley-Certified Everything DISC Trainer and a licensed Psychologist.  She graduated Summa Cum Laude in her Ph.D. Psychology at UST.  She also obtained a Diploma in Public Management from UP Diliman as a government scholar.

Dr. Caparas is an Accredited Trainer of the Philippine Government with extensive and invaluable services in both government and corporate offices. She served as Vice President of HR in New San Jose Builders, Inc. In GMA Network, Inc., she wrote for Kapuso Magazine as Managing Editor. She also became the Dean of the Graduate School at the Manila Central University.

Currently, aside from serving as a Consultant for Profiles Asia Pacific, Inc., she teaches part-time in UST and De La Salle University.  She has authored four books in Psychology and Human Resource Management. Already a fulfilled academician and HR and OD practitioner, she has received a number of awards and recognition.


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5 ways to demonstrate positive engagement on your team

Positive engagement is crucial to driving workforce productivity, reducing turnover, and ensuring adoption of new practices and tools. Having an engaged workforce is an important goal for any HR team, and a crucial element of modern management.

Demonstrating engagement means taking active steps to show that you care about employee well-being and engagement, on an individual level.

How to demonstrate positive engagement

Facilitate Good Communication

Clear and transparent communication between leadership and employees facilitates trust, understanding, and commitment. This means making clear goals linked to daily work, without HR terms and jargon. You need to communicate goals in ways that employees can see what is happening, and how it’s making a difference.

At the same time, creating open channels for real day-to-day communication is equally as important. Any member of a team must feel able and willing to come forward to discuss worries, problems, and obstacles with management, without fear or reprisal.

Offer Compensation and Recognition

Employees who feel respected and recognized for their efforts are more likely to continue to put in additional work, to feel motivated, and to remain passionate about their goals and objectives. The Harvard Business Review found that taking time to recognize and reward achievement and initiative can dramatically improve positive engagement. Good recognition involves a combination of personal “thank you’s” and team recognition, as well as compensation and benefits.

Create Room for Opportunities

Most people don’t want to be in the same role in 10 years. Nearly everyone has a career path or objective in mind. Most people also don’t want to work for a company that is stagnating. Focusing on growth (personal and corporate) both demonstrates and facilitates positive engagement while giving individuals room to move upward without leaving the company and moving to another. This boosts engagement because everyone who wants room to grow to can dedicate themselves to a career inside your company.

Develop Trust in Peers and Leadership

Trust is mandatory for any team to work and perform together. But, many teams either don’t trust their leadership or cannot rely on peers to perform well. SHRM found that 75% of employees in the 2015 Job Satisfaction and Engagement Survey listed trust as the primary reason for company loyalty and dedication.

Implement better communication, including meetings where everyone can contribute, social media, newsletters, and intranet. In addition, hold each person accountable for individual performance to help increase trust throughout the team.

Hold Leadership Accountable

Management and leaders are responsible for going out and engaging with employees. They are the front line between HR and the workforce and their performance and tactics will make or break employee engagement. Holding those in leadership positions accountable for adopting new practices, engaging with employees, and developing trust boosts engagement, and by up to 67% according to a Gallup poll.

Demonstrating positive engagement in your team means taking initiative and working to make individuals feel that they are valued, important, and recognized. It also means facilitating teamwork and upward growth, ensuring that leaders are performing well in their roles, and creating an environment where teams can trust each other.

Over time, this will boost productivity, reduce employee turnover, and increase the quality of work and of life for employees in your team.


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