Category Archives: September 2014

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Employment Testing in the Philippines

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Laszlo Bock – Senior vice president of people operations, Google (from ProfilesSEA)

Employment testing is crucial in the Philippines with the recent population boom, and new waves of job applicants graduating to the workforce. There are simply too many applicants for companies to efficiently field high-potential candidates from those who will slow company growth. How can companies keep up with which traits are important in today’s evolving workforce?

Profiles International SEA recently published an article on what Google thinks about hiring graduates from top schools, which deconstructs some valuable employee traits by explaining Google’s stance on college.

Some of the most important things employers should look for in their candidates include “intellectual humility” and the ability to learn. According to Laszlo Bock, Senior VP at Google, “Ability to learn is much more important than IQ.” Bock says that the most productive employees aren’t too proud to dismiss their own ideas in order to learn from their peers. A lack of humility also makes it hard for many people to fail gracefully, turning team situations into a competition instead of a cooperative effort.

“Google highly appreciates people who have the ability to step back and embrace others’ ideas when they are better.” – Bien Nguyen, Profiles SEA

A resume and interview paints a reasonable but incomplete picture of someone’s strengths, weaknesses, and personality. In order to gauge a more substantial candidate evaluation, hiring managers would benefit from objective assessments. Profiles Asia Pacific skills assessments have been developed to determine how someone will fit into company culture, what type of learner they are, their strengths and weaknesses in a team setting, and more.

Find out if your job candidates are ready to learn by implementing employment testing that will provide insight into their personalities and abilities. Visit the Profiles Asia Pacific solutions page to discover the potential of your candidates and current employees.


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5 Marks of a Good Leader

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Leaders become great, not because of their power, but because of their ability to empower others. – John Maxwell

Image from Forbes.com

Good leaders have been developing tried-and-tested best practices throughout the years, and luckily, many are willing to share their findings. Below is a compilation of five marks of a good leader, referencing various influential sources.

1. Employees are engaged: employees do not crave satisfaction as much as they crave engagement. A good leader cares about employee development and focuses on their strengths. “Companies with an average of 9.3 engaged employees for every actively disengaged employee in 2010-2011 experienced 147% higher earnings per share (EPS) compared with their competition in 2011-2012.” – The Chairman’s Blog

2. Continuous learning. Becoming a leader does not exempt you from continued growth. No leader has the luxury to sit back, stop learning, and rely on his or her formerly acquired skills to manage all future problems and opportunities. “Be prepared to learn from others – including your new team.” – Profiles International SEA

3. Team members are empowered to act and excel. A good leader creates an atmosphere conducive to innovation, productivity and successful employees. “Leaders who understand the strengths of their employees and their potential for more responsibility feel confident in enabling others to take control and initiative.” – Business Leadership Qualities, from the Five Practices of Exemplary Leadership model

4. Good communication practices are a priority. Communication is needed in order to understand employee strengths and weaknesses, gauge opportunities, understand problems, delegate work and spearhead projects. Open lines of communication also create a more productive atmosphere, as information is easily accessible by all team members. “Communication plays a key role in the success of any workplace program or policy.” – Psychologically Healthy Workplace Program (via Small Business Chron)

5. A leader accepts responsibility, whether praise or consequences. Leaders are responsible for their teams. Good leaders don’t blame mishaps on anyone else, they accept fault and work towards finding a solution. Instead of spending time shifting blame, the best leaders find ways to turn problems into opportunities. “Accepting the consequences for failure is not a sign of weakness; it’s a measure of leadership. While no one likes to fail, the sooner you accept what happened, the sooner you can move forward.”– Harvard Business Review blog

Overall, a good leader understands his or herself, employees, and continues to move forward. To view more management strategies and advice, visit the ProfilesAsiaPacific.com blog.


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Conflict Resolution: Dealing with Difficult People

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EDIT: Due to the success of our first seminar, we are holding another one on November 11, 2014! Register or learn more here.

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.

The Conflict Resolution workshop will be beneficial to anyone who wants to learn how to recognize your personal attitudes and the impact actions have on others. Participants will find new and effective techniques for managing negative emotions, develop coping strategies for dealing with difficult people and difficult situations identify times when you have the right to walk away from a difficult situation and learn some 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

In addition to the training seminar, participants will receive 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 3,500PHP + 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 3 participants and receive the 4th seat for free.

Register or find out more online at ProfilesAsiaPacific.com or contact Kristy at 635.0016 or kristy@peopledynamics.co.


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Keys to Successful Organizations: How to Retain Talent

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Image from forumevents.com

“The  complexity  of  the  environments  in  which  businesses  operate  demand  that  HR  takes  a strategic approach.” – Vivian T. Supangco, Philippine Management Review

Any given company is composed of talented individuals who can either make or break business. Ideally, the whole is greater than the sum of its parts, but there are some sad cases where companies suffer due to a lack of talent, or a workforce drain. Have you noticed your best employees jumping ship lately? These are a few tips everyone in management can follow to retain their most talented employees.

Build your teams wisely. Different people interact and perform in various ways. Building harmonious teams requires matching personalities and skills to assemble a cohesive group of individuals who can work together as efficiently as possible. In the best teams, each member has a clearly defined role that he or she excels in, and managers need to understand how each employee performs best to create diverse and effective teams.

Choose candidates for their potential. Don’t limit any of your employees to what they have done. Instead, be on the lookout for other areas of interest that they can excel in. Give your employees a chance to gain experience in different fields, and expose them to different parts of the company to explore their potential. If needed, offer constructive criticism to poor-performers and promote development with employee training.

Equip your HR department. The average HR manager is overloaded with payroll concerns, employees’ personal issues, regulations, and many other obligations. Give your HR managers a means to attain and retain the best talent for each position and for the company itself. Talent recruitment and retention requires testing, screening and continuous check-ins to keep the best people in their ideal positions.

Encourage growth. Support your employees’ ambition for improvement and increased responsibility. Recognize exceptional employees and train them to move up (and sometimes across departments) in the company, showing that growth and achievement is rewarded. Hiring from within also shows other employees the potential career benefits within your company.

Focus on the vision. Remind employees why they come to work every day. Make sure employees understand how their job fits into the company as a whole, and how their work contributes to the success of your organization. Articulate each role into the bigger picture, and show how each job improves the surrounding communities.

Losing employees causes additional hiring costs, lower productivity and lost knowledge. This doesn’t mean poor employees shouldn’t be fired, but every company should avoid losing their good employees by managing their top talent strategically.


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When to Disengage

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A leader should understand when it's time to disengage with ineffective clients, items and relationships.

“Engagement” seems to be a buzzword in the professional world lately. Social media accounts have to engage customers to get further reach, companies must engage their employees for higher productivity, and marketing departments must create “engaging” or interactive materials to support events and campaigns more successfully. Despite the many benefits of engagement, good managers must also learn to disengage for the sake of the company.

Disengage from offerings, markets, and customers that are no longer providing value and profits to the organization.

– Rich Horwath

Horwath warns that leaders must understand when it is time to let go, and make tough decisions in order to keep the company moving forward. If your product, customer or relationship is not generating sufficient revenue, cut ties in order to focus on things that are more productive. Often, companies need to “do less.” Hanging on to too many “distractions” may end up holding your company back, and doesn’t contribute to success.

Passive disengagement happens when managers wait until there is a need for change. In these cases, the changes made are usually insubstantial, and not as effective in increasing revenue. In order to actively disengage, perform a monthly review of resource allocation to identify any efforts that are not providing value. Reallocate these resources to different initiatives until you find something that works.


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Smart Companies are Investing in Learning and Development

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Image from TLNT.com

The following excerpt is from TLNT.com article Investing in Employees: Smart Companies are Increasing their L&D Budgets. The article originally appeared on China Gorman’s blog at ChinaGorman.com.

A 2014 report from Bersin by Deloitte, The Corporate Learning Factbook 2014: Benchmarks, Trends, and Analysis of the U.S. Training Market relays some positive information regarding investment in employee development.

It says that businesses increased training budgets by an average of 15 percent last year, reflecting the highest growth rate in this area in the last seven years. It’s also likely that as the economy continues to mend, organizations are able to reinvest in areas that experienced significant cost cutting during the downturn.

At a time when there is discussion of a lack of specified skills in the talent pool, this would appear to be welcome news, particularly because this investment applies not only to short-term training.

Developing the next generation of leaders

Employers will have greater inventories of skills in-house and may not have to turn to the marketplace as often – or expensively – in coming years to support basic business operations. Additionally, by providing skills development to younger workers who are arriving with significant skills deficits, employers may be staunching the early talent drain from their organizations.

And, employees of all ages continue to need growing support to expand their knowledge and skill bases as the world of work continues to evolve and certain skills get harder and harder to find.

But the opportunity to develop management and leadership skills may be the most valuable investment for both sides of the employee-management relationship. It prepares the next generation of organizational leaders, it communicates a commitment to employees’ futures and it strengthens the ties between these two sides of the employment equation.

That high performing employers are spending 40 percent of corporate learning dollars on their future leadership talent would be a compelling component of any employer’s employee value proposition.

Read the full article at TLNT.com and visit ProfilesAsiaPacific.com for employee development solutions.


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Leadership Skills for Supervisors: Communication, Coaching and Conflict

Supervisors represent an important force in the economy. They have the power to turn on or turn off the productivity of the people who report to them. They are the crucial interface between the employee on the shop floor or the service desk and the managers of the organization. Although supervisors usually have more technical experience than the employees they supervise, they may not have had a lot of leadership experience. This one-day course will teach skills in communication, coaching, and conflict needed to be successful.

Workshop participants will identify their leadership style, develop leadership flexibility, and learn how to prioritize, plan and manage their time. They will also learn ways to meet the needs of employees and co-workers through communication and coaching, and how to make conflict a powerful force for creative, well-rounded solutions to problems.

Course Outline

  • Pre-assignment review
  • What’s your type? How about mine?
  • Understanding leadership
  • Managing your time and your energy
  • The commitment curve
  • Employee development models
  • Dealing with conflict and difficult issues
  • What successful leaders do

This workshop also includes a complimentary Supervisory Skills Test, which measures the essential components of supervisory behaviors, including seven behavioral factors; Management of Performance Quality, Staffing / Personnel Actions, Communications, Interpersonal Relations, Problem Analysis / Resolution, Project Planning and Direct Supervision.

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 3,500PHP + 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 kristy@peopledynamics.co.


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Managing Pressure and Maintaining Balance

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When things are extremely busy at work and your hands are full with multiple tasks and difficult people, having skills to draw on is essential for peace of mind and growth. The one-day Managing Pressure and Maintaining Balance course will help participants understand the causes and costs of workplace pressure, the benefits of creating balance, and how to identify pressure points. They will also learn how to apply emotional intelligence, increase optimism and resilience, and develop strategies for getting ahead.

This workshop is beneficial for anyone who wants to know more about how to handle pressure and prevent stress, and employees at all levels who are facing expanding workloads, tight deadlines and multiple projects. Participants will learn to apply a direct understanding of pressure points and their costs and payoffs, speak in terms related to emotional intelligence, optimism, and resilience, create a personalized toolkit for managing stressors and anger, and define priorities to achieve defined goals.

Course Outline

  • Under pressure!
  • Getting to the heart of the matter (including identifying pressure points and creating an action plan)
  • Emotional intelligence
  • Coping toolkit (including anger and stress management)
  • Getting organized
  • The course fee is PHP3,500 + VAT, and includes instruction by an expert facilitator, small group workshops that provide “active learning,” specialized student workbooks, a personalized certificate of participation, a free eBook, snacks and lunch, and a free Profiles Performance Indicator Assessment Tool; 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; and how to determine whether the employee is internally motivated or will need external stimulation.

    The workshop facilitator, Ms. Maricel Laraya, is a Certified Professional Life Coach who caters to corporate clients by giving seminars, talks and workshops for their employee development requirements. She offers individual coaching on personal issues, career path, business goals and professional goals. Ms. Laraya, as a Business/ Executive Coach, also provides assistance to business owners and executives in coming up with good business models for new and existing companies. As a Life Coach, she is very passionate in partnering with clients in reaching success in life.

    To register or for more information, please visit ProfilesAsiaPacific.com


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    Presentation Survival School

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    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 Presentation Survival School, a two day workshop from Profiles Asia Pacific, you will master the skills that will make you a better speaker and presenter. The workshop will be held from September 10 to 11, 9 a.m. to 5 p.m. at Unit 502 OMM Citra Building, San Miguel Ave., Ortigas Center, Pasig City.

    This workshop is beneficial for anyone who wants to gain the skills to clearly and effectively present materials to teams, organizations, or public groups, and anyone who wants to build confidence in presenting to small groups or large audiences. Workshop participants will identify ways to gain rapport with different audiences, study techniques to reduce nervousness and fear, learn the benefits of visual aids, develop techniques to create a professional presence and study information organization techniques. Participants will also prepare, practice, and present a short presentation.

    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
  • The course fee is PHP6,500 plus VAT. This fee includes instruction by an expert facilitator, small group workshops, a specialized student workbook, a free eBook, personalized certificate of participation, snacks and lunch, and a free Profiles Personality Profiler Assessment. This is a short pre-screening assessment is 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 four factors being assessed have many names, but are often 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 course facilitator will be Ms. Blesilda “Baebee” Reynoso. She 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.

    To register or for more information, please visit ProfilesAsiaPacific.com.


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