Category Archives: July 2014

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The Value of Loyal Talent

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Image from www.growthengineering.co.uk

Image from www.growthengineering.co.uk

Companies invest a lot in employees, whether intentionally or not. According to Columbia University, replacing a lost employee can cost 150% of that person’s annual salary, showing the high cost of employee turnover and the monetary savings of loyal employees. The value of employee retention also reaches beyond finances into intangible benefits. Often, employee development that encourages employee loyalty also yields amazing return-on-investment. From regular training to leadership workshops, employees who are engaged in their jobs often remain satisfied and are more likely to work harder to give customers a good experience, encouraging customer satisfaction and return business. Loyal employees are also likely to be more devoted to their jobs, and therefore more productive.

Companies can encourage employee loyalty through a number of ways. For example, an employee who feels his or her company is invested in their employees’ development is more likely to stay with the company, even when looking for opportunities for advancement. Companies that encourage passion often breed innovative and dedicated workers, and employees who feel secure and valued in their positions are more likely to stay.

“Research shows that emotionally connected employees are the best employees because they are engaged and productive, and they feel validated and appreciated.” – Kyle LaMalfa, Top 11 Ways to Increase Your Employee Loyalty

Since employing a loyal workforce is beneficial to the company’s reputation and efficiency, and losing employees hurts a company’s bottom line, it is important to hire individuals that your company is willing to invest in. Cultivate loyalty and hire selectively for positions and company fit, instead of just hiring bodies to fill chairs.


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Strategic Planning

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If employees don’t understand the company mission, vision and values, there may be a clash of priorities and misunderstandings that would hinder the company’s success. Part of getting all employees on board is creating a strategic plan with the organization’s fundamental mission—and bringing these principles to life in a meaningful, relatable way. Profiles Asia Pacific is offering a two-day course that will help you define what you want to do, and how to get everyone on board.

This workshop is recommended for managers, supervisors, HR consultants, and anyone who communications with company leaders and employees to create and implement strategic plans. Participants will learn how to identify the values that support their company, define the company vision, write a mission statement, complete an SWOT analysis, and create a strategic plan that directs all levels of an organization. Participants will also learn ways to implement, evaluation, and review a strategic plan while working with related tools such as a strategy map and balanced scorecard.

Course Outline

  • Understanding strategic planning
  • Identifying our values
  • Designing our vision
  • Writing mission statements
  • Performing a SWOT analysis
  • Setting goals
  • Assigning roles, responsibilities, and accountabilities
  • Gathering support
  • Making the change
  • Presentation options (infographics, reports, etc.)
  • Getting there successfully
  • Plenty of case studies and practice opportunities

This workshop also includes a complimentary ProfilesXT Assessment, a multi-purpose, total person employee assessment used for pre-employment screening, selection, development, training, managing, and succession planning. This employee assessment measures how well an individual fits specific jobs in your organization, and the results can be used during the training or succession planning stages. PROFILEXT is customizable, and peak job performance models can be developed by company, position, manager or geography.

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 6,500PHP + 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 ProfilesAsiaPacific.com or contact Kristy at 635.0016 or [email protected]


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Modern Business Trends: How the Philippines Compares

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The Philippines' leadership style is predominantly modernist

In the Fall of 2013, Grant Thornton conducted an interview to understand what good leadership means around the world. They interviewed 3,500 business leaders in 45 economies to find out how leaders run their teams, how leadership characteristics differ in different regions, whether being in a developing or developed market plays a predictive role in leadership, and how different leadership styles affect business.

The 2014 International Business Report found that emerging markets such as the Philippines are modernist; with leaders who are more likely to use coaching, creativity and intuition. Modernist markets also have more women in leadership positions, and leaders of dynamic businesses are more open to a range of improvement techniques such as skills assessments and developing peer networks. The report also found that integrity, positive attitude and communication are consistent attributes of good leaders across all regions and sectors.

According to the report, 90 percent of businesses in the Philippines have used a business coach, making it the highest number in the world. The Philippines also ranks second for women in senior management, tied with Botswana at 39 percent. Fourty-four percent of business in the Philippines use social media, and 42% of companies report a lack of a skilled workforce.

Visit www.internationalbusinessreport.com to read the full report. To make sure you hire, develop and encourage leaders in your skilled workforce, visit ProfilesAsiaPacific.com for a list of assessments and training programs.


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Becoming a Trainer

The Profiles Asia Pacific Train the Trainer workshop is a two-day session that orients the participants with the requisites of a successful training program. Participants study the principles of adult learning, which particular training methodology to use, how to enliven the training and how to prepare a training course design. At the end of the course, participants would have studied the dynamics of the training process, learned the art of adopting an effective training methodology, prepared a training course design and enhanced his or her 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

This workshop also includes a complimentary ProfilesXT assessment, a multi-purpose, total person employee assessment used for pre-employment screening, selection, development, training, managing, and succession planning. This employee assessment measures how well an individual fits specific jobs in your organization, and the results can be used during the training or succession planning stages. PROFILEXT® is customizable, and peak job performance models can be developed by company, position, manager or geography.

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 6,500PHP + 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 ProfilesAsiaPacific.com or contact Kristy at 635.0016 or [email protected]


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Personal Mastery

Personal Mastery improves teamwork and helps individuals improve themselves. The Profiles Asia Pacific Personal Mastery workshop is designed for anyone who wants to increase their effectiveness and performance at the organizational, interpersonal and personal levels. This two-day workshop, held from July 23 to 24 from 9 a.m. to 5 p.m., will teach you how to effectively manage your energy, re-frame your self-image, and use proper approaches for influencing people. This workshop is aimed at anyone who wants to gain full understanding of their strengths and weaknesses to leverage personal growth and maximize their skills with the right attitude.

Personal Mastery Course Outline

MENDING THE MIND : Maximize Yourself & Life

  • Power of the (God –given) mind: Conscious and Subconscious
  • Levels of Thoughts/Mental Diet
  • Develop a Positive Self-Concept/Healthy Self-Image—Reprogramming

MINDING THE BODY

  • Mind-Body Connection
  • Stress and Relaxation (Laugh, Play, Rest/Sleep)
  • Breathing Exercises and Stretching
  • ‘9 Joints’ Exercises

NURTURING THE SPIRIT

  • Peace of Mind Square
  • Managing Anger
  • Money Matters
  • Lengthen the LOVE Line

KNOWING YOUR PATH : Discover your Gifts
CONNECTING WITH YOUR ORGANIZATION : Perform & Behave

  • Are you aligned with your organizations goals?
  • What makes a healthy relationship with your organization?
  • How can you help promote a culture of Performance?
  • 17 Qualities of a Team Player (by John Maxwell)

ACHIEVING BALANCE : Making it in the Work World (without much regret)

The Personal Mastery workshop also includes a complimentary Profiles Personality Profiler Assessment, a short pre-screening assessment designed to assess the primary personality type of an individual. It is based on the 4-factor model of personality on which there is a wealth of research and information dating back over many years.

The workshop will be led by Ms. Elvira Ramos-Balinang, who has more than 20 years of consulting experience in Training and Organizational Development for various private and government organizations. She is an expert in handling several projects in the areas of Management and Human Relations Training, Values Enhancement, Self-Esteem/Self-Image Building, Change Process, Poverty Alleviation, and LGU Empowerment. Ms. Bi also specializes in curriculum development, conceptualization of frameworks and OD interventions.

The workshop fee is 6,500PHP + tax, and includes a specialized student workbook, free e-books, a personalized certificate of participation, snacks and lunch. Register or find out more online at ProfilesAsiaPacific.com or contact Kristy at 635.0016 or [email protected]


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Are Your Outdated Assessments Driving Away Qualified Applicants?

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High school standardized tests belong in a classroom, not an interview.

Is your company employing grade school level workers, or qualified industry professionals? Although it is easy to declare your company is composed of great minds and professionals with lots of ideas, if your Human Resources’ interview process is outdated, it renders your hiring process ineffective.

An all-too-often overlooked issue in HR is the low quality of tests used to screen applicants. Is your HR department implementing any of these inefficient testing methods?

  • Assuming SAT scores and low-level standardized tests indicate whether someone will be a good fit for a position. If your tests are repurposed grade school assessments, it indicates an unprofessional company that does not value employee intelligence. Using standardized tests meant for grade school students will reflect grade-level results and grade-level applicants.
  • Generalizing all positions and subjecting all applicants to the same hiring criteria. If your tests generalize applicants and positions, it hinders the acquisition of unique and specialized talent. A marketing manager has a different job from a financial supervisor, so why would they have the same hiring qualifications? Each department and position should have a unique set of responsibilities and desired skills.
  • Testing for the wrong position or for unrelated skills. If you test for skills you are not employing for, the test will tell you nothing about an applicant’s suitability for the job in question. Make sure to tailor your tests for the unique needs of each position, to ensure you get the best candidate possible for the job.

If your company makes any or all of these mistakes, you could be driving away qualified applicants who understand that their professional skills cannot be measured with a standardized test meant for high school students.

First thing tomorrow morning, find your way into the HR department of your company and make sure your hiring process is conducive to hiring qualified professionals, not employees with a grade-school mindset. Visit ProfilesAsiaPacific.com for a list of on-boarding assessments designed to challenge and identify the most qualified candidates.


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Where to Find Your Connections

Your network is one of the most valuable assets in the business world. It is important to leverage your connections to find business opportunities, career advice, and mentors in your industry, so be sure to keep your network strong and continually expanding. Many professionals have a rich but underutilized network. This article lists some of the places where you can find the connections you’ve already made, so you can leverage your network.

  • Email – Look through your email address book at your old connections. Do any of them work in the same industry you do? Send them a quick email asking to get in touch via LinkedIn or for coffee to discuss recent industry trends or changes.
  • Classmates and colleagues – Your old classmates, coworkers, colleagues and even former college professors are all valuable connections. Old college department friends are most likely in a relevant industry as you, so be sure to connect with them on LinkedIn and see if they live nearby. Keep in touch with your former college professors, as they are often amazing mentors after college, too.
  • Your friends – Don’t forget your friends’ friends. These connections may not necessarily be in the same industry, dealing with the same work and career you are, but they can be valuable for new investments, ideas, and business. For example, you may find out that your friends’ friend works for a company you’d like to supply to. Or you could meet someone whose hiring method you’d like to implement in your own company. If there is someone in your extended network you’d like to meet, ask your friends in common if they would be willing to introduce you.
  • LinkedIn groups – Join a popular LinkedIn group in your industry and begin interacting with fellow members. If you are in the same industry, chances are you share some of the same work habits, problems and questions. Connect with the fellow members, and even the group owner and add them to your network.

Make the most out of your network by finding your connections and keeping in touch on LinkedIn, sending a quick email, or setting up a lunch meeting. If you’d like to learn a little more about LinkedIn, please see our previous posts about LinkedIn basics.


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What Should Companies Look At When Hiring?

When making the hard decision of who to interview, and ultimately hire, among thousands of applicants, there are some easy ways to weed out who still need a little refinement.

Weed out whoever didn’t follow directions.

Many companies ask for more than just a standard resume, in order to gauge the personality, creativity, and writing skills of an applicant (in addition to their qualifications). The application instructions could ask for anything from a work sample to a hand-drawn picture. If an applicant fails to follow special instructions, it shows that he or she does not pay close attention.

Weed out whoever has spelling or grammar mistakes in their application materials.

Companies want applicants who are accurate, detail-oriented, and organized. If a resume or cover letter is littered with mistakes, it means that applicant is lazy, has inferior spelling and grammar skills, or just doesn’t care that much about the job.

Weed out whoever sends just a resume.

Applicants should include at least a cover letter with their applications, to show they are serious about the job and not just applying everywhere. A cover letter should be read through meticulously, should apply directly to the position they’re applying for, and should have spectacular grammar. A cover letter is also a great way to gauge a candidate’s creativity and personality, so a cover letter provides significantly more insight into a potential hire than just a resume.

Don’t weed out a great candidate who doesn’t fit the job description perfectly.

There may be a lot of great applicants who are hardworking, creative and a good fit for the company culture, but just don’t have the skills you’re looking for. Don’t weed them out just yet! Skills can be taught on the job. If they can demonstrate the ability to master new skills and adapt quickly, give them another look.


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Stress Relief and Reduction

A balanced and stress-free lifestyle can result in increased productivity and satisfaction.

Stress seems like an inevitable part of life. The demands of work, home, and society can place a lot of stress on just about anyone. That’s why Profiles Asia Pacific is offering a one-day workshop on July 10 to help you identify your personal stressors. The workshop will explore a few ways to manage and prevent stress.

The workshop will help participants learn to understand stress, deal with stressful situations, become more stress-resilient, personalize stress-managing techniques, and develop time management and problem solving skills. It is recommended for anyone with stress problems, such as managers in high-pressure environments, teams who want to develop a balanced working environment, and employees at all levels.

Course Outline

  • Module 1: Understanding Stress
  • Module 2: Dealing with Stressful Situations
  • Module 3: Becoming Stress Resilient
  • Module 4: Managing Stress
  • Module 5: Managing Time to Prevent Stress

The training workshop will also include a complimentary Profiles Personality Profiler Assessment, which is a short pre-screening assessment designed to assess the primary personality type of an individual based on the 4-factor personality model known as DISC; Dominant or Driver (Powerful Choleric), Influencer or Inducer (Popular Sanguine), Steady or Stable (Peaceful Phlegmatic), and Compliant or Conventional (Perfect Melancholy).

The workshop will be facilitated by Ms. Imelda Celestina Lee Monsale, who has twenty-three years of experience in designing and implementing behavioral training modules, administering psychological assessment, counseling clients with behavioral and emotional disorders, and conducting various research studies in the different fields of psychology. She is an Instructor for Personal Transformation and a consultant of corporate companies where she renders her expertise in training and counseling to address concerns that affect employees’ productivity and well-being. Ms. Monsale has completed all the coursework for a Ph.D. program in Guidance and Counseling at the University of the Philippines Diliman.

A workshop fee of 3,500PHP plus tax includes a specialized student workbook, personalized certificate of participation, snacks and lunch. Register three participants to get the fourth seat free! Please visit ProfilesAsiaPacific.com to register.


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Essentials of Workplace Communication

The single biggest problem in communication is the illusion that it has taken place. George Bernard Shaw

A business is essentially a large-scale team, and every successful team needs good communication. There are many different ways to encourage healthy communication habits in employees, but below are some of our top suggestions to inspire workplace communication that results in efficient work and well-informed employees.

Prioritize your teams. Communicate the most often with your immediate team members and be sure about where you stand as a team before reporting facts to any other department. For example, if you need to get marketing materials created for your department, make sure you finalize the copy before sending it to the marketing department to design.

Consider time-management obligations. Communication is about sharing information, and sometimes that communication is made with a tangible goal in mind. If you need your team member to finish a 2-day project, don’t let them know 2 hours before the deadline. Make work requests and give “fyi’s” in advance and follow-up to make sure communication was successful.

Confirm email receipt. It’s hard to keep track of which team members have understood a message–or read an email. To make it easier for all parties, when you receive an important email, send a quick reply to let the sender know you got the message.

Keep it short but efficient. Make sure your grammar and spelling (on written communications) is correct, and your message is what you want it to be.

Schedule regular touch points. Having an open door policy is great, but regular meetings ensure communication happens and that bad news gets delivered instead of being pushed back—often creating bigger problems. Try holding open meetings, where any team member can share ideas about a particular project or strategy.

Know the communication habits of who you’re talking to. Understand both the problem and the person you’re addressing. Some people communicate better by speaking, and some prefer emails. Figure out the best way to communicate with your team and figure out if they are listeners, readers, or experiential learners.

Finally, be yourself. Don’t write a sentence in an email that you wouldn’t say in real life. Keep in mind that you are talking to your team members, not taking an oral exam on your professional speaking skills.


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