Category Archives: May 2014

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The Importance of Performance Models

Performance models are important to help a business resolve talent-related issues. Using a performance model for new hires can help their success and happiness in the role, which affects how well the company performs. A performance model looks at placement of individuals using that individual’s characteristics, as well as the characteristics of top and bottom performers in similar roles, and measures the job match.

Performance models should be thought of as a range, not a “cookie-cutter.” Although a number of different and unique individuals can fit into the desired range, it’s clear who is outside of the model, easily eliminating prospects who aren’t likely to perform well at the given job. A performance model is applicable to all employees in various industries.

In order to properly assess a good “range” for a position, a company must understand a few things.

  • A performance model is needed for each position. Someone who excels in human resources might not do as well in accounting. If you use one performance model for all your positions, you will get the best people for one position in all of your positions.
  • A performance model is recommended for difference branches. Even if you are hiring for the same position, but in a different branch, it’s wise to reassess the performance model you’re using to hire. Someone who has the right characteristics for working with customers in Manila isn’t necessarily going to excel as highly with customers in New York.
  • Employee performance should be evaluated carefully. A good performance model is made based on a company’s employee recommendations. When a company gives their top three and bottom three performers in a position, those employees are used to create a suitable performance model. However, if a company mistakenly sends one top performer, two bottom performers, and three mid-level performers, the performance model may be skewed.
  • Performance models require a business’ hard data to evaluate success. In order to determine whether a performance model has been effective, everything must be evaluated; from sales to turnover.
  • It isn’t just about intelligence. Although it’s vital to look at cognitive performance, both cognitive and behavioral scales should be used in a performance model.

Want to know more about performance models and how your company can utilize them to onboard better talent? Visit ProfilesAsiaPacific.com, email solutions@profilesinternational.ph, or call 635-0016.


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IMPHIL Consultancy Beyond Borders: Implications and Opportunities [venue change]

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IMPHIL Cebu: Consultancy Beyond Borders

Date: June 27, 2014, 9:00 AM to 4:00 PM
Venue: Cebu Grand Convention Center, Arch. Reyes St., Cebu City
Registration: 9:00 AM
Conference Fee: Php 2,000 per participant.
Avail of a 15% Early Bird Discount up to June 20, 2014!
To register or for more information, please call 318-5132 (Cebu) or 812-1880/893-5005/631-0281 (Manila), email imphil_cbb@gmail.com or visit www.imphil.net.

The Institute of Management Consultants of the Philippines (IMPHIL) conference, “Consultancy Beyond Borders,” is designed to prepare professional management consultants and practitioners for the upcoming ASEAN integration. The conference is open to all management consultants, their technical staff, individual consultants who are registered single proprietorships or partnerships in Management Consulting, as well as those unregistered free agents who do consulting work.

Professionals who work with NGOs and provide consultancy and advisory services to farmers, fisherfolk, women’s organizations, cooperatives, small entrepreneurs, small and medium businesses, labor groups, or corporate organizations; on such areas as agriculture, agribusiness, livelihood, arts and crafts, market development, human resources training and development, information technology, technology transfer, empowerment, environment related and oriented systems and solutions, are also most welcome to participate.

The Conference will consist of five main speakers who will describe the scale and scope of the AEC in terms of economic effects; magnitude of change that will take place; strengths and vulnerabilities of Philippine economic sectors; capabili-ties and alliances necessary to face the unprecedented com-petition with special emphasis on Management Consulting; and extent of opportunities that can be tapped to become an ASEAN champion. The topics and schedule are below.

CONSULTANCY BEYOND BORDERS

Advancing Philippine Management Consultants to-wards world class standards of technical competence and professional competitiveness.

  • Forecasts for the Volume of Trade and Services Throughout the Region, and the Extent of Competition for Market Penetration and Dominance.
  • Strong and Vulnerable Sectors in the Philippine Economy.
  • Environmental Issues and Immense Economic Activity
  • Impact of Liberalized Professional Services on Management Consultancy Practice.
  • Alliances and Capability Build-ups for Management Consult ants: “Competitive Advantage of International Management Consultant Certification by a Recognized Institutional Association.”

More about IMPHIL
IMPHIL is the brainchild of a handful of Filipino professionals engaged in management consulting services in the Philippines. The idea for its creation stemmed from the realization that Filipino Consultants can make a marked difference in the development of their own country; from the perspective of knowing its culture, traits, history, needs, and the basic principle that Filipinos know best what can make their nation truly independent and genuinely sovereign. It was incorporated as a non-stock, non-profit organization in 1985.

IMPHIL is a member of the Confederation of Filipino Consultants (COFILCO), the umbrella organization of consulting organizations engaged in various technical fields of expertise. COFILCO is the government’s private sector appointed body tasked to accredit consulting firms bidding for projects. COFILCO has assigned IMPHIL to handle the accreditation of Consultants and the validation of claimed expertise and accomplishments.

Recently, IMPHIL has been given the authority to provide Certification to Filipino professionals as International Consultants by the ICMC, a globally recognized body of consulting practitioners. This will give Filipino Management Consultants a competitive edge in bidding for projects with institutions worldwide.


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Motivating Your Workforce

It’s no secret that employees who feel valued and recognized for their work are more motivated, responsible, and productive. On May 28, Profiles Asia Pacific will offer a public Motivation Training seminar that will equip participants with the tools to motivate and inspire your workforce. This is a busy one-day workshop to help supervisors and managers create a more dynamic, loyal, and energized workplace. This program is designed specifically to help busy managers and supervisors understand what employees want and to provide them with a starting point for creating champions.

Participants will discover how fear and desire affect employee motivation, explore ways to create a motivational climate, and design a motivating job. The seminar will also investigate common motivational theories and how to apply them, as well as when to use the carrot, the whip, and the plant.

Course Outline

  • What is motivation?
  • Supervising and motivation
  • Motivational theories
  • The carrot, the whip, and the plant
  • Fear and desire
  • Setting goals
  • The role of values
  • Creating a motivational climate
  • The expectancy theory

Register online at Profilesasiapacific.com. The seminar fee is 3,500PHP and includes instruction by an expert facilitator in a small interactive class setting, specialized student workbook and course materials, personalized certificate of completion, snacks and lunch, and a complimentary Profiles Performance Indicator Assessment.

The Profiles Performance Indicator Assessment Tool is a DISC personality-style employee performance test, which is used to understand employees’ behavioral characteristics and to use this knowledge to increase performance of employees. This assessment also provides recommendations for improving employee performance. Recommendations include: how to respond to job-related stress, frustration and conflict; how to stimulate employee motivation; how to conduct effective performance appraisal; and how to determine whether the employee is internally motivated or will need external stimulation.

The Motivational Training seminar will be led by Ms. Imelda Celestina Lee Monsale. Monsale 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. Monsale has completed all the coursework for a Ph.D. program in Guidance and Counseling at the University of the Philippines Diliman.


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Bringing PMAP To Malaysia


Philippine KL Labor Attache Nelia Olivera with Profiles Asia Pacific Managing Director Jocelyn Pick taken at the KL Philippine Embassy

In line with its 2014 Agenda of bringing the People Management Association of the Philippines (PMAP) to the ASEAN Integration, and to expand beyond borders by establishing chapters in various ASEAN countries, PMAP President Atty. Josephus B. Jimenez reports from the sixty-third floor of Tower One of the PETRONAS Twin Towers. Jimenez was meeting with Encik Dr Rizal Abdullah, and Puan Amy Abrizah Ab Asiz, senior HR executives of Petronas and their staff. They have confirmed that the top HR official of Petronas will come to the Cebu on September 17 for the PMAP National Conference to share “Malaysian Best HR Practices Across the ASEAN Region In The Context of the Integration.” Earlier, the PMAP delegation visited the corporate headquarters of MAYBANK to meet an Industrial Relations Expert in Malaysia, who has agreed to join PMAP in Cebu to speak on “IR Challenges and Opportunities in the ASEAN Economic Community.”

PMAP and the Malaysian Institute of Human Resource Management (MIHRM) has concluded that PMAP and its counterparts in Malaysia, Thailand, Singapore, Vietnam, Indonesia, Myanmar, Laos, Cambodia and Brunei will be coming to the Philippines to organize the HR Support Commission for the ASEAN Economic Community (and the ASEAN integration). There will be three meetings with Petronas, Maybank and the MIRHM as the three anchors of PMAP’s official mission to Malaysia.

The ASEAN integration is a tough nut to crack. Some of our neighboring countries have been preparing their human capital for the integration as early as 1997, but the Philippines is doing well despite concerns.

PMAP’s advocacy this year to take advantage of the opportunities and safeguard against threats to our human capital that will result from ASEAN integration. The Filipino Workers’ Resource Center (FWRC) has also been briefed on the integration process and prospects for our migrant workers.


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Building Better Teams

Teams have become a principle building block of successful organizations. Managers, supervisors, and team leaders who want to enhance team-building and leadership skills will have a chance to participate in a public seminar on Building Better Teams from May 22 to 23. Participants will leave the workshop with plans for both personal and team development.

This seminar will give participants useful feedback about your team player style with a complimentary assessment. The seminar will also help identify how you can improve, better understand and appreciate differences among team members, identify how your team can improve and create an action plan.

A critical element of this workshop is the Profiles Performance Indicator, a DISC personality-style employee performance test that will help you understand and identify an individual’s behavioral characteristics and use this knowledge to increase job performance of employees. It will help you identify your primary team player style, help you increase your personal effectiveness in team situations, and help you effectively develop your group into a high performing team.

Course Outline

  • Your team player style
  • The strengths of each style
  • The challenges for each style
  • Establishing team norms
  • Building team trust
  • Working through the stages of team development
  • Communication skills

The seminar fee is 6,500PHP and includes instruction by an expert facilitator, specialized student workbook and course materials, personalized certificate of completion, snacks and lunch, and a complimentary Profiles Performance Indicator Assessment. Register online at Profilesasiapacific.com.

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 Optimize Your LinkedIn Company Page – Finding and Using Talent

LinkedIn is social media networking site designed for professionals and businesses. As such, it is a wonderful channel to both find, and utilize your human capital. Finding talent on LinkedIn consists of networking and well-placed job openings, whereas using talent to grow your LinkedIn influence capitalizes on team cooperation and diversity of skills.

Finding Talent

  • The careers tab, featured on your homepage, is a great place to list job openings at your company. List open positions in the order you want them shown.
  • In order to get more reach for your openings, try starting a LinkedIn group in your related industry. Start relevant, interesting and useful conversations in the group to attract quality members.

Using Talent

  • The success of a LinkedIn page is a team effort. Ask your employees to generate thoughts, updates and contributions. This will result in a wide variety of topics and create interest throughout multiple groups.
  • Get employees and LinkedIn members excited about your page by adding value for them. Tie LinkedIn contribution to annual bonuses, or make it a point in employee evaluations.
  • Provide training and opportunities for employees to create full LinkedIn profiles that they enjoy investing time in. Expose employees to compelling information that they can share on LinkedIn and help them become LinkedIn thought leaders in your company’s industry.

Recognize that your company’s human capital is the most important part in maintaining your LinkedIn page for influence, quality content, and thoughtful conversations. Find your most intelligent and insightful employees and encourage them to contribute to your LinkedIn page and groups. If you have even as few as three different, unique points of view on your page, posting once a week, you will be generating useful conversations multiple times weekly.


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How to Optimize Your LinkedIn Company Page – Features and Content

A LinkedIn Company page offers a number of different features to optimize content and convey important information to visitors. The page design has been tested and developed so that a company can feature what they want, and garner attention with well-placed call-to-actions.

Products and Services

  • The Products and Services sidebar on your homepage is a way for visitors to see what your company offers immediately. Get visitors interested in how you can help them, and drive engagement.
  • Feature your primary product so it shows up first, and order your products and services according to prominence in the company.
  • The Products and Services sidebar does not have to be exclusively products or services; it could feature an event, such as a conference, or a downloadable report.
  • Ask for recommendations! Good recommendations from people who have tried your products and services can drive more consumers to take action and purchase.

Content

  • The overview section of your company page shows up at the top, and should create interest immediately. Include a call to action and use it to drive engagement.
  • Update often with interesting, relevant, and valuable information.
  • Tip: Once you link an article on a status update, LinkedIn will automatically find the webpage and image. Once a preview has shown up, you can delete the original URL to keep your update short and sweet.
  • Always include a call-to-action or engaging content in your updates. Some unique ideas include holding a contest or drawing, linking to a downloadable resource, or using an infographic to illustrate your message.

Keep an eye out on the Profiles Asia Pacific blog for further tips on optimizing your LinkedIn page. Our next article will cover finding and using talent to increase your social impact on LinkedIn.


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How to Optimize Your LinkedIn Company Page – The Basics

A company LinkedIn page is vital for connecting to talent and opportunities. Having a LinkedIn presence is great for business-to-business as well as business-to-consumer companies since it shows what services are available through your company. A LinkedIn profile is the equivalent of a Facebook profile for the business world, and is a company’s social networking “face.” Below are a few simple ways to optimize your LinkedIn company page for great results, aesthetics and connections.

  • Upon creating your company page, get followers by emailing employees and current customers. Utilize email lists, newsletters, and databases to get the word out. Insert a follow button on your website and blogs, and promote your new LinkedIn profile on other social media channels.
  • Make sure your company profile picture is your logo for the sake of brand recognition.
  • LinkedIn banner images similar to Facebook cover images. They are 646 x 220 pixel images displayed at the top of your company page. Make it eye-catching and it can bring your page to life! It can include a call-to-action, your company colors, or your brand.
  • Your company “about” information should be up-to-date, free of spelling or grammar errors, and succinct. This is a great place to insert your mission statement and a little bit of history.
  • Choose your specialties wisely, and only use relevant keywords to describe your company so that you will show up on relevant LinkedIn searches.

Begin optimizing your LinkedIn company page today, and find talent, clients and exposure for your company. Keep an eye out on the Profiles Asia Pacific blog for further tips on optimizing your LinkedIn page.


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Emotional Intelligence: Enhancing Leadership Effectiveness

Intelligence quotient (IQ) measures intelligence and reveals a person’s cognitive ability and logical thinking. Emotional quotient (EQ) reveals a person’s ability to identify, assess and control the emotions of others. Studies show that EQ may have an even stronger influence on company executives’ effectiveness than IQ or technical competence. With every organization’s commitment to efficiency, it’s becoming increasingly vital to learn about EQ.

On May 15 from 8:30 a.m. to 5 p.m., Profiles Asia Pacific will offer a public seminar on Enhancing Leadership Effectiveness that will educate participants about the effect of a leaders’ EQ on an organization and its human capital. Seminar participants will learn to identify and define different types of intelligence, and investigate research findings on the importance of emotional intelligence. In addition to EQ education, participants will also get a chance to apply their knowledge by identifying different Emotional Intelligence Models and their components, and design action plans for both individuals and organizations.

Course Outline

1. Leadership and Its Impact on the Organization and Its People

2. Intelligence

  • Cognitive Intelligence
  • Technical Intelligence
  • Emotional Intelligence
  • Moral/Spiritual Intelligence

3. Emotional Intelligence

  • Definitions
  • Importance of Emotional Intelligence
  • Emotional Intelligence Models (Components, Tests and Applications)

4. Individual Action Plans and Commitments

The course fee for the seminar is 3,500PHP and includes instruction from an expert facilitator, specialized student workbook and course materials, personalized certificate of completion, snacks and lunch, as well as a complimentary Emotional Stability EQ Profiler assessment. This assessment will cover seven dimensions of interest to examine an individual’s emotional stability/instability, including self-esteem, happiness, anxiety, obsessive tendencies, autonomy, hypochondriasis, and guilt. Register online at Profilesasiapacific.com.

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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