Category Archives: November 2012

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Questions to Ask on an Employee Engagement Survey

Coaching and Mentoring

Having happy, fulfilled employees leads to better productivity, higher retention rates and increased engagement. An employee engagement survey can give you insight into what areas the company is failing at when it comes to engaging employees and which areas are doing well.

Below are a few questions you can ask in the survey to learn what your business can do better to improve employee loyalty, morale and satisfaction. If your company has the resources to do so, we recommend discussing these survey questions one-on-one with employees, or in small groups of no more than five people.

  • Take me through your morning ritual
  • What are you usually thinking of or feeling as you get ready for work?
  • What is the ratio of days you feel like coming to work versus the days that you don’t?
  • Do the people you work with inspire you?
  • Does your manager inspire and teach you on a consistent basis?
  • How often do you tell people where you work? Do you feel proud when you tell them?
  • Select three positive words and three negative words that describe how you feel about coming to work.
  • Do you have all the tools and resources you need to create the best work you can here?
  • How often do you question the validity of information provided to you?
  • How well does the company structure enable you to do your job effectively?
  • Are you able to discuss the major decisions that affect you and your job?
  • Do you know how your role contributes to the business’ overall success? Could you describe the value to a stranger?
  • Do you feel valued for the work you produce?

What questions did we miss? Let us know what you ask in your engagement surveys and what insight you found in the comments below.

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Public Seminar: Presentation Survival School

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Presentation Survival School

Learn how to deliver insightful presentations that inspire your audience to action with our Presentation Survival School seminar. This workshop is part of our communication series, and will be held May 20 to 21 from 9 a.m. to 5 p.m. at the OMM Citra Building on San Miguel Avenue.

A great presenter has two unique qualities: appropriate skills and personal confidence. This confidence comes from knowing what you want to say and being comfortable with your communication skills. In this two day workshop, you will master the skills that will make you a better speaker and presenter. Participants will identify ways to gain rapport with your audience, learn techniques to reduce nervousness and fear, recognize how visual aids can create impact and attention, develop techniques to create a professional presence and learn some different ways to prepare and organize information. All participants will prepare, practice and deliver a short presentation.

Register Now

Course Outline

  • Communication skills
  • How to edit your conversation
  • Appropriately sharing yourself with others
  • Trust
  • Positive self-talk
  • Making the most of meetings
  • Body language
  • Sticky situations
  • Advantages of oral presentations
  • Planning your presentation with PAFEO
  • Overcoming nervousness
  • The STARR pattern
  • Start writing!
  • How to limit your information
  • Creating an audience profile
  • Your speaking voice
  • Adding punch to your presentation
  • Presentation practice

This course is ideal for anyone who wants to gain the skills to clearly and effectively present materials to teams, organizations, or public groups. It will help build confidence in presenting to small groups or large audiences.

The investment for this course is P8,500 + VAT.

Register Now

About the Facilitator

Ms. Blesilda “Baebee” Reynoso holds a Master’s Degree in Educational Technology and Literature. She is a Creative Communications and Personality Enhancement Consultant specializing in training programs on Communication Skills, Learning Strategies, Team Building and Corporate Image. Ms. Reynoso, as an artist-educator, also conducts lectures in Humanities and Art Appreciation for students and teachers. She also conceptualizes and organizes heritage tours, art conventions, seminars, and exhibitions. She is also an author/consultant for publishing houses.

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Leadership Charisma

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Leadership CharismaThe following content is paraphrased from a Profiles International presentation on leadership charisma. Learn more about it by downloading their whitepaper here.

What is the most important challenge to leaders in any economy?

Getting positive results.

No matter what challenges any business has, the bottom line is that they need to improve results, whether it’s sales results, networking results, hiring results or anything else in the business realm.

Trimming costs, reworking business processes, and even reducing your workforce are all examples of things you can do to help your company improve its results. However, these are tactical tasks that can only be used for so much. To see consistently positive results, focus on improving productivity. Your team’s contribution to business success will be directly related to how engaged they are with the business and their jobs.

Employee engagement will affect the extent to which employees genuinely want to do well in their jobs and help their organization achieve its desired results. It affects their discretionary efforts; how far they are willing to go beyond their job responsibilities in order to help their organization. When employees are motivated enough to give discretionary efforts (without feeling pressure to do so from the company), you are going to see their best possible results.

According to the Towers Perin “Global Workforce Study,” companies with high employee engagement enjoyed increases in operating income and financial growth. Conversely, low levels of employee engagement showed a drop in income and decline of earnings per share. Disengaged employees could cost you the results that your organization needs to succeed.

What factors contribute to employee engagement?

  • Benefits – These include salary, health benefits, bonuses, etc. However, the motivational force behind bonuses only lasts until your employees receive (and spend) it.
  • Environment – It’s hard to improve employee engagement if their work environment is oppressive or boring. Try to inspire innovation in your office environment with a few creative tweaks.
  • Relationships – Employees who have good office relationships are more likely to enjoy their jobs and stay with the company. Good, productive relationships help keep an employee invested in the welfare of the company, whereas negative relationships could cause disengagement.
  • Job Satisfaction – Employees with jobs that fit their personality, spark their interest and suits their skill set will be engaged simply because they enjoy what they do. If they are capable of doing something they love, engagement will follow.
  • Leadership – Managers and leaders are critical to employee engagement. Even if an employee has good benefits, work environment, relationships and job satisfaction, a bad leader can sabotage employee engagement.

The two most important factors in driving engagement are job fit and leadership, with substantial long-term impact.

Job fit depends on an employees ability to meet the skill requirements of a job, the match between an employees behaviors and the position, and the interest an employee has in doing the job. If there is a bad job fit, good management is impossible. In order to be a good leader, you need to make sure all your positions are filled well, by the right people.

What factors contribute to being a good leader?

  • Engaged employees – Good leaders engage their employees at a high level and get high quality results from them.
  • Charisma – Leaders engage their employees through charisma and high expectations of themselves and their teams. Leaders’ expectations become employees’ expectations. Charismatic leaders also know how to encourage their employees, communicate well, and recognize the strengths and weaknesses of their employees.

6 Critical Behaviors of Charismatic Leaders

  1. Be a Beacon of Positivity
  2. Communicate Effectively
  3. Tailor Your Vision
  4. Be Energetic & Enthusiastic
  5. Recognize the Greatness in Others
  6. Use the Charismatic Power of Belief in People

Being a charismatic leader results in engaged employees, increased productivity, and positive results.

How can you tell if you have good leadership charisma?

Next step: Discover your leadership quotient and develop your leadership charisma with our leadership solutions.

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Business Leadership: Becoming Management Material

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Join Profiles Asia Pacific’s Business Leadership workshop November 18 to 20, 9 a.m. to 5 p.m.! This two-day workshop would be beneficial for anyone who interacts with internal or external customers, project managers, employees who serve on teams, and anyone who wants to enhance their leadership skills in order to achieve outstanding results. It is designed to help create and accomplish your personal best and help you lead others excel. At its core, leadership means setting goals, lighting a path, and persuading others to follow. But the responsibility entails much more. By accepting the challenge to lead, you come to realize that the only limits are those you place on yourself.

Participants will learn to identify their leadership profile and explore how to use this knowledge to take control of their future, assess leadership competencies and learn how to develop strengths, identify additional skills and tools to make a better leader, develop the ability to influence and communicate with others, become a better problem-solver and decision-maker, discover how to prepare for and embrace the forces of change, and create a strategy to actively use these skills in the workplace.

Course Outline

  • Leadership profile and competencies to highlight your strengths and challenges
  • Directional and consequential thinking and how to develop these skills
  • Strategies for influencing others through improved communication and interaction
  • Your role in making meetings effective, both as a leader and as a participant
  • Critical problem-solving skills and the tools and techniques you can use
  • Strategic planning with a SWOT analysis to introduce change
  • Ways to manage the change process effectively for sustainable growth

This course will be facilitated by Dr. Maria Vida 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 workshop fee is PHP10,500 and includes instruction by an expert facilitator, small group workshops that promote “active learning,” a specialized student workbook, a free eBook, personalized certificate of participation, snacks and lunch, and a free management skills test. This assessment is designed to measure knowledge and understanding of general management and organization principles. The test assesses competencies that have been identified as important through extensive studies of management positions in a wide range of of organizations and settings. The measures include performance management, coaching and development, planning, organization, scheduling, problem solving, interpersonal relations, communications, flexibility, dependability, ethical conduct and overall performance.

To learn more or register, please visit

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Identify. Enable. Retain. – Optimizing Your HR Functions

Last May 21, Profiles launched its executive search and corporate training services, branded as Jobmatch and peoplEnable, respectively, at the Linden Suites, Ortigas Center. The event was highlighted with two learning sessions entitled, “The Art of Hiring Smart” and “Realizing ROI through Training”, facilitated by our very own Training Head, Ms. Maria Vida G. Caparas, Ph.D.

The facilitator, Dr. Caparas.

The attendees having fun with an icebreaker.

Launch was attended by several companies from various industries, both from the private and public sectors, namely: AJV Management Consultancy, Candy Corner Philippines, CD Technologies Asia, Inc., Citistores, Inc., Colliers International, Cordlife Medical, Development Academy of the Philippines, Diversified Technology Solutions International, Department of Social Welfare and Development, Ecolab, Energy World Philippines, Engage Outsourcing Worldwide, Equicom Savings Bank, FDC Utilities, Inc., Fortune Sources, Inc., Finmat International Resources, Inc., Global City Innovative College, Grepcore Diamond, JG Summit Holdings, Inc., Monde Nissin Philippines, Morong Ecozone Inc., Nityo Infotech, NNIT Philippines, Pascual Laboratories, Inc., PBCOM, Pharex Philusa Corporation, PJ Lhuillier, Playweb Games, Inc., Pepsi Cola Products Philippines, Inc., Public-Private Partnership Center of the Philippines, Robinsons Handyman, Inc., San Miguel Corporation, Schenker Philippines, Inc., STI College – Fairview, Super Sumo Sam Foods, Toyota Batangas City, Inc., Transnational Diversified Group, Trends and Technologies, Inc., Wilson Group of Companies Professional Parking, and Wyeth Philippines, Inc.

Aimee Arriola, Head of Organizational Development at Honda Cars Philippines, giving a testimonial about Profiles' products and services.

Jobmatch and peoplEnable staff being introduced.

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Civil Service Commission-Civil Service Institute and Profiles Asia Pacific, Inc. Collaborate for a Seminar-Workshop

Last May 7 and 8., Profiles Asia Pacific, Inc. (PAP) was a proud local service provider to Civil Service Commission-Civil Service Institute (CSC-CSI) for a seminar-workshop entitled “Raising the Bench in HR Practices”.

Conducted by HR & OD practitioner and Profiles’ Director for Special Projects, Dr. Vida G. Caparas, the public seminar helped 17 attendees from different local government units and organizations level up their HR practices, by knowing the latest trends and current issues in the world of Human Resources.

Attendees from the Department of Justice, Department of Labor and Employment, WV College of Science, UP Manila, Department of Budget and Management, US Embassy, Cygnus Industries, Philippine Retirement Authority, City Government of Tanauan, LGU Tanauan City, and Senate of the Philippines benefited in the seminar by getting equipped with ideas on the roles of HR in the industry, major HR functions being practiced by most industries, the concepts in comparing the current work application of HR vs. its traditional method, the current HR Trends; and the effects of globalization and web-based technology to HR practices.

Profiles online assessments, particularly the  Profiles Performance Indicator (PPI) were also given to the attendees which provided them with valuable insight into how an individual can be motivated and managed to operate at peak performance. The PPI also provides recommendations for improving employee performance.

All in all the collaboration was a success, and according to Agnes Padilla, Director  IV, Human Resource Development Office, CSC will still be collaborating with Profiles Asia Pacific in their next public runs. For a training calendar, go to

Civil Service Commission-Civil Service Institute is a local government unit that provides direct training and personnel development interventions to all government officials and employees. CSC-CSI provides competency-based training and development as well as best practices consulting services to all civil servants and government agencies- specifically focusing on HR/OD and Leadership Capacity Development, and Foundation Programs-to support them in their functions and in recognition of their ability to extend the work and mandate of CSI and ultimately influence the capabilities and capacities of civil servants. For more details, go to

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Congratulations Dr. Lisa Grace S. Bernales, National Statistician

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Profies Asia Pacific, Inc. together with People Dynamics, Inc. congratulate Dr. Lisa Grace S. Bersales on her appointment as the first National Statistician of the newly formed Philippine Statistics Authority (PSA).

In this unique role, Dr. Bersales will be leading the PSA in streamlining and making more accessible the services provided by the National Statistics Office, the National Statistical Coordination Board, the Department of Agriculture’s Bureau of Agricultural Statistics, and the Department of Labor and Employment’s Bureau of Labor and Employment Statistics.

PAP and PDI extends its pride and fullest support to her appointment and the newly organized PSA with the vision of a cohesive nation enlightened and made dynamic by facts-based decision making.

Dr. Bersales served as UP Vice President for Planning and Finance since February 10, 2011, and was a member of the UP Diliman faculty for more than 30 years. She was the Dean of UP’s School of Statistics in the late 1990s and earned her bachelor’s degree in Statistics in 1978, M.S. in Statistics in 1981, and Ph.D. in Statistics in 1989.

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Learning the 4Bs of Talent Acquisition

By Jabrielle Vincee Delfin
Marketing Associate, Profiles Asia Pacific

Talent acquisition has become the heavy artillery in the war for talent. In the ultra-competitive world in which we live, organizations with the right people in the right jobs at the right time stand to win big.

Last Wednesday, People Dynamics Inc. held a learning session on The 4Bs of Talent Acquisition. Conducted by Mr. Malcolm Pick, CEO of People Dynamics Inc. and Dr. Vida Caparas, Ph. D., the 4Bs of Talent Acquisition helped 16 attendees from different organizations determine which approach is the best in talent acquisition.

Attendees from KLMA Philippines, Hafele Philippines Inc., Aboitiz Jebsen Company Inc., Jamila & Company Security Services Inc., Shangri-La Plaza, For His Glory Multipurpose Cooperative, Philippine Veterans Bank and Philippines Public Safety College benefited from the said seminar, discovering how to develop internal talent (build), how to redeploy talent (bounce), how to recruit outside talent(buy), and how to procure contingent or contract labor (borrow).

All in all the learning session was a productive one, and it surely made the attendees come back for more learning sessions and training programs. For a list of all our other programs, click on our training calendar here. For a gallery of the event, click <a>here</a>.

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592nd PMAP General Membership Meeting and Annual Induction Ceremony

By Jabrielle Vincee Delfin
Marketing Associate, Profiles Asia Pacific

Distinguishing the important role of people managers in the ASEAN integration, The Honorable Jose S. Brillantes, Undersecretary for Special and Oceans Concern of the Department of Foreign Affairs recently inducted Individual Member Atty. Josephus B. Jimenez, FPM as 2014 President of the People Management Association of the Philippines (PMAP).

Atty. Josephus is joined in the PMAP officers roster by Vice President Luz Co-Laguitao,FPM; Secretary Ma. Lourdes L. Fernando; Treasurer Teresita dela Cruz; and Board of Directors Marvin P. Adolfo; Corazon W. Austria; Jesse Francis N. Rebustillo; Emma V. Cruz; Atty. Eliseo M. Zuniga Jr.; Ericson A. Del Castillo; Leo S., Gellor; Atty. Delia T. Uy; Leah D. Morado; Michelle G. Guce; Marcelito G. Ortiz; Wilma G. Magdale; and Profiles Asia Pacific’s Managing Director Jocelyn R. Pick.

The event coincided with PMAP’s 592nd General Membership Meeting last January 29, 2014 at the Makati Shangri-La Hotel in Makati City.

Kicking off the ceremony was a Mass celebrated by Rev. Fr. Francis Gustillo, SBD followed by the Ecumenical Invocation by Ms. Jeanne Vicars. The Center for Pop Music Philippines, Inc. entertained everyone with their ASEAN dances. After which, Ms. Evelyn Grace C. Sorongon, outgoing PMAP president delivered her valedictory address. In her speech, she enumerated all the activities and accomplishments for the past year . The induction ceremonies followed thereafter and concluding the ceremony was the inaugural speech by incoming PMAP president, Atty. Josephus B. Jimenez, FPM.

In his inaugural address, Atty. Josephus reiterated the PMAP’s leadership role in entering the arena of ASEAN in the context of integration into the ASEAN economic community. Together with the officers and board members, they vowed to be committed into the PRAI: PMAP roadmap to ASEAN integration. “Bawal ang tamad sa PMAP. I have obtained the permission of my wife, and my wife will sign it today, a deed of donation, donating me to PMAP for one year” Atty. Josephus jokingly said as he promised that 2014 will be a hardcore year for PMAP.

He concluded his speech with “Alone we cannot do it, but together we can do it. We will do it. Mabuhay and Pilipinas!”

The People Management Association of the Philippines (PMAP) is strictly a professional, non-stock, not-for-profit organization of over 1,800 member companies and individual management executives engaged or interested in Human Resource Management (HRM) and Industrial Relations (IR) work. Founded more than 56 years ago, PMAP continue the tradition of its forefathers in advancing the profession, the science, and the art of Human Resource Management.

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Using Power in the Workplace

By Jabrielle Vincee Delfin
Marketing Associate, Profiles Asia Pacific

Power, as defined by is “the characteristic of those having authority or influence”.  So when we use power; we’re making the most out of our authority to get something. But as power is connected to influence, it is also connected to credibility. Everyone has power.  Everyone. “Power tends to get to people’s heads,” says Nicole Lipkin, author of What Keeps Leaders Up At Night. “We’re not really trained to handle power well.” But, I don’t believe that power is a bad thing. The issue happens to be what kind of power a person has and how someone uses that power. Here are special types of power found in the workplace, and why it’s important for leaders in the organization to understand what type of power they’re using.

Coercive power is correlated with people who are in a position to punish others. No matter how good of a leader you are, if you’re wielding coercive power and people fear the consequences of not doing what has been asked of them, you are leading with fear. This won’t win the respect and loyalty from your employees for long.

Connection power is based upon who you know.  This person knows of other powerful people within the organization. This power creates influence by proxy and is all about networking. You can attain this power by gaining favor and being a source of information for the people you connect with.

Expert power comes from a person’s expertise – from top-level skills and years of experience.  This is commonly a person with an acclaimed skill or accomplishment. Once you hold this knowledge, your peers will regard you as an expert. The great thing about this power is that no one can take it away from you. It’s knowledge that you hold. And in the words of Francis Bacon, “Knowledge is power”. However, in order to remain an expert and to keep your status and influence, you need to continue learning and improving.

Informational power is a short-term power that doesn’t necessarily influence or build credibility. For example, a project manager may have all the information for a specific project, and that will give her “informational power.” But it’s hard for a person to keep this power for long, and eventually this information will be released. This should not be a long-term strategy.

Legitimate power comes from the position a person holds.  This is related to a person’s title and job responsibilities.  This power happens when someone is in a higher position, giving them control over others. If you have this power, it’s necessary that you understand that this power was given to you (and can be taken away), so don’t abuse it.

Reward power is based upon a person’s ability to bestow rewards. This power is held by those who can motivate people to respond in order to win rewards. Those rewards might come in the form of job assignments, schedules, pay or benefits.

Referent power is possessed by people who are well-liked and respected. This is the most important and real power that leaders should adopt, because it’s all about the quality of the relationship developed with others and how those relationships are built. In short, when people perceive you in a power position, they are relying on you and there’s a lot you can achieve through influence.

Now, the two biggest mistakes I see with people’s use of power revolve around (1) trying to use power they don’t have and (2) using the wrong kind of power to achieve results.

To help you identify your ‘power zone’, take a moment and think about how you try to influence action from others.  You could use the descriptions above as a pseudo self-assessment.  Rate yourself on a scale of 1-5 in each of the different kinds of power – with 1 being not at all characteristic of you and 5 being quite characteristic.

Not only will it help you identify the power you tend to use, but it can help you identify the way others use power with you.

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