Category Archives: September 2016

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HR Salary Overview: How much does a HR professional make in the Philippines?

There is a great need for talented human resource teams in the Philippines. Companies are constantly struggling to find talent, despite the growing population and thousands of Filipinos entering the workforce every year.

HR professionals are responsible for making sure the company runs smoothly in the face of any adversary, such as internal conflict. They navigate complicated benefits and make sure everything is in smooty working order, so your employees can focus on their jobs.

Below we list the average salaries in the HR field in the Philippines.

According to HR Nation, a HR assistant could earn 13,400 to 15,000 a month. A HR officer earns approximately 17,000 to 18,800 a month. A HR supervisor earns around 23,200 to 25,000 a month, and a HR manager typically earns 38,000 to 50,000 a month.

HR manager, the highest position in the HR department, commands an equally high salary. According to PayScale, “A Human Resources (HR) Manager earns an average salary of PHP 481,069 per year.” These managers typically oversee the direction and strategy of the HR department in relation to the overall goals of the business.

The typical skills progression of an HR assistant to manager looks something like this;

  • Begin by doing low-level tasks such as filing, attendance monitoring, and other administrative tasks for the department. This is to learn the mechanics of how the department works on the first level.
  • Once you understand more of the system, you begin managing files, handling recruitment tasks, and administration tasks that deal more with finances (such as salary and benefits).
  • When you’ve gotten your feet wet with recruitment, you graduate to training and onboarding new employees. You deal more with high level strategy, such as goals and objectives of the company, and bring that into your work.
  • Finally, at the top level you have the authority and experience to implement new programs, policies, guidelines and procedures for the company’s talent. You oversee the direction of the department, which leads the direction of recruitment, which leads the direction of the brand.

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Public Seminar: Managing Millennials

Managing Millennials

Please join us on October 14 for a workshop on Managing Millennials. Learn about generational differences, HR aspects and more.

The program focuses on understanding of the generation that is exponentially dominating the global workforce. What motivates this increasing workforce and how to leverage its strengths and identify growth and development opportunities to be able to effectively manage this so-called Gen Y. Prepares and equips leaders with diverse approach in building a culture that will respond to the needs of the new generation.

Register Now

Course participants will learn about generational differences in the workplace, discuss the profile of Millennials in the local work environment, HR’s perspective of the Gen Y, and the transformation in workplace culture. We will also go over modern technologies and social media, as well as how they affect Millennials’ behavior and productivity at work.

The workshop will revisit management styles that respond to the emotional, psychological, and social needs of the Millennials, study work-life balance, and go over how to create a positive, people-focused work environment.

Course Outline

  • Profile of Millennials
  • Changing Times
  • HR Practitioners’ Perspective on Gen Y
  • Recruiting, Engaging and Retaining Gen Y
  • Managing Millennials
  • Work Life Balance
  • Culture Transformation
  • Better Care for and Keeping Millennials

An investment of P4,500 includes snacks and lunch, instruction by an expert facilitator, small group workshops that provide “active learning,” a specialized student workbook and a personalized certificate of completion.

Register Now

About the Facilitator

Mike Grogan is a Lean Management Expert, High Performance Leadership Coach and Keynote Speaker. Mike first got exposed to Lean Management while working with Pharmaceutical Multinational Merck/MSD. There he learned first-hand from Toyota Production System (TPS) Consultants on obtaining a deep understanding of Lean and what is required for Implementation to be successful. Since then he has helped over 100 organizations in eight countries around the world become more efficient and effective. Clients have been from multiples diverse sectors such as Banking, Mining, BPO’s, Government, Manufacturing, and Healthcare, etc. In 2013 Mike was recognized by the Global Lean Movement as the first to successfully bring Lean Management to Healthcare in East Africa. Today Mike is based in Metro Manila where he is committed to engaging more organizations across South East Asia on the world class performance that can be achieved with Lean Management. Mike has a degree in Chemical Engineering from the University College Dublin and is a certified Lean Six Sigma Black Belt. He is the founder of the BestofYou Podcast. For more information, visit

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How to handle distractions in the office

There are so many possible distractions in the office, whether it’s a rude coworker playing loud music, or construction going on in the floor above you. This article provides a few solutions to these productivity-sucking problems, to help you get work done and keep your sanity.

Use white noise

White noise is a wonderful tool for drowning out distracting sounds like construction, office chatter, any traffic outside, and the general hustle and bustle of a busy building. If you are lucky enough to have your own space, experiment with Coffitivity on your computer. If not, invest in a good pair of headphones.

Get out of the office

Go for a walk if the distractions get too overbearing, or spend a few hours working at a coffee shop instead. Observe the hours where the workplace distractions are the worst, and see what happens when you take those hours away from your usual desk. This could mean walking across the hall and borrowing the meeting room, or going down the street to a cafe with wifi. You may find that the time you spend normally fielding distractions can turn into valuable, productive hours.

Deal with the source

To avoid your workplace distraction becoming a long-term problem, it’s important to address the issue as early as possible. If it’s another coworker, have a chat with them about it over coffee. If it’s noisy construction, find out how long work will be going for, and what hours to expect noise, and you’ll be able to organize your meetings and calls schedule appropriately.

Sample distractions in the office and solutions

A co-worker constantly wants to chat

  • Use headphones to send a subtle but effective message
  • Have a chat with the co-worker and let him or her know you’d love to talk over lunch, but need full concentration to do your work

Loud distracting music in the office

  • Invest in noise-canceling headphones and play ambient noise
  • Ask if the culprit would be willing to play one of your playlists

Too many meetings that break up the work day

  • Schedule all meetings for one day of the week
  • Limit meetings to 30 minutes at most
  • Switch to virtual meetings exclusively

Outside noises, such as construction

  • Find out how long the noise will continue and shift your work hours to avoid it
  • Noise-canceling headphones

Too many stimuli around the office

  • Organize your desk into a nook, using objects around your desk to create barriers
  • If possible, move your desk to a quieter location
  • Step outside for some fresh air or to work at a nearby cafe

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Social Media Recruiting: Finding Top Talent Online

If you aren’t utilizing social media recruiting, it’s time to start. Research shows an increasing number of people turning to the Internet for job information, which means your potential top employees could be actively searching for jobs online right now.

86% of job seekers have an account on at least one of the six online social networks included with this study; Facebook, Linkedin, Google+, Twitter, Instagram, Pinterest. Social job seekers are younger, more highly educated and more likely to be employed full-time. –How to Job Seekers Use Social Media? [Study]

The internet is a top resource for many of today’s job hunters: Among Americans who have looked for work in the last two years, 79% utilized online resources in their most recent job search and 34% say these online resources were the most important tool available to them. –Searching for Work in the Digital Era

Finding top talent online is difficult but rewarding. This post provides some useful social media recruiting tips to help you discover and qualify leads.

Be responsive online

Build relationships with your followers and other professionals in the industry. This will give you a direct line to your potential candidates, and it’ll allow you to interact with them and see how they treat your content. Pay attention to whether they share your blogs, the quality of their posts (grammar, spelling, and content), and how they brand themselves online.

Make it easy for them to apply

Your job candidates shouldn’t have to look to hard to find a place they can apply, even if it’s just sending a resume and having it reach the right person. Set up a dedicated careers page so you can simply link to that page in a social post. That way, if someone reaches out on social you have that URL ready to share.

If you’re actively looking for a job candidate, try adding a URL to your careers page to your social media profiles, sending out Tweets regularly (try different timezones), and allowing them to send a direct message within the social media app to apply. These things will all make it easier for your candidates to get their resumes and credentials to you.

Use hashtags

Research the hashtags that your potential job candidates search to find job openings. For example, if you’re offering a position in HR, try #HRjobs. This will take some online investigation, but the relevance and reach will be worth it.

Tap into your existing workforce

If your current team is willing to reach out to their own network, you can ask them to share your job openings and careers page on their personal social networks. Your team is in a unique position to sell the company culture, since they are a part of it. They can share their experiences with the company, how they’ve grown, and other reasons they enjoy working with your business. Just make sure they have good experiences to share before you ask them to advertise an opening.

Check out this infographic from Betterteam to learn more about social media recruiting.

Please include attribution to with this graphic.
Can Social Recruiting Work for Your Office Space?

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Onboarding checklist for your new hire and existing team

Bringing in a new team member is challenging not just for that new hire, but also for the team. This onboarding checklist is a guideline to help you achieve a smooth transition for your new hires as well as the teams they’re joining.

Before the candidate search

  • Consult with the team that has an opening to find out their wants and needs.
  • Ask the department head what the ideal candidate looks like.
  • Draft the job description, outlining responsibilities, qualifications, and expectations.
  • Include a qualifier in the job description (ie. instructions to include a special word in the application).

During recruitment

  • Get the team that will be accepting the new hire involved in the recruitment process.
  • Have people from the team take turns interviewing different applicants.
  • Utilize assessments to effectively match candidate skills and personalities with the team.
  • Ask the candidate about any concerns they may have with taking the job.
  • Asl the team about any concerns they have with the top 3 candidates.

Once someone has been hired

  • Call them to let them know they’ve gotten the job.
  • Send an email introducing the company and team more thoroughly.
  • Have their future team introduce themselves to the new hire, and share one thing about each of themselves.
  • Send any forms that need to be completed beforehand, so their first day is efficient right from the start.
  • Assign a mentor to guide them through the first few days.
  • Schedule frequent (once a week) check-ins during the first few months.
  • Have the employee rotate around a few different departments to see how their job will affect others.
  • Provide a guide to office policy and give them a tour of the processes and facilities.


  • Check in with the new hire regularly to discuss concerns, praise, and gauge progress.
  • Check in with the team regularly to see how the new hire is contributing to the team.
  • Provide regular learning and development opportunities to keep your team updated in the industry.
  • Maintain teamwork by hosting regular team building activities.

Additional onboarding checklist resources

Need more help? Learn more about onboarding employees and how we can assist.

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Public Seminar: Work-Life Balance

We’re hosting a work-life balance seminar this September 28 to 29. One’s busy lifestyle requires a balance between his or her personal and professional life. It becomes an important concern of the organization to help the workforce acquire skills in maintaining wellness while working under pressure. As one becomes effective in the workplace, it is desired that the time spent at home is also maximized, while minimizing the adverse effects of work pressure.

Learn more or register here

Course Outline

Day 1

  • Work Life Balance
  • Analyzing Work Life Balance
  • Things people deal with on a daily basis
  • Personal and Professional Life Pattern
  • Self-Assessment: How balanced are you?
  • Complete your Life Balance Wheel
  • Looking into One’s Imbalance: What do you have control, influence or no control over?
  • One’s Sphere of Influence
  • The Balancing Acts: Work Life Balance Tools and Techniques
  • Knowing your Values, Priorities and Personal Barriers

Day 2

  • Work Life Triangle
  • Work: What we do, careers, housework, chores
  • Relationships: Personal, friendships, partners, spouses, children
  • Self-Care: Spiritual, physical, intellectual, emotional, health, and wellness
  • Managing Stress and Pressures at Home and in the Workplace
  • Achieving Productivity, Effectiveness and Efficiency in the Workplace
  • Maintaining Love, Harmony and Affection at Home
  • Your Personal Work-Life Balance SWOT
  • Drafting a Work-Life Balance Action Plan

Learn more or register here

For an investment of P8,500 plus VAT, you’ll get a specialized student workbook and materials, a personalized certificate, and instruction from an expert facilitator. Snacks and lunch are included.

About the Facilitator

Dr. Maria Vida G. 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 namely “Psychological Assessment: Theory and Practice”, “Uses of Psychological Tests”, and “Human Resource 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.

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The Freelance Economy in the Philippines

The freelance economy in the Philippines is booming, yet it’s a talent pool that many of our local companies ignore. There is a wealth of skill in our local sectors; writers, programmers, graphic designers, even freelance project managers are getting more and more prevalent as the workforce evolves toward a more mobile structure. The motivations for many local Filipinos going remote include a higher salary, access to international jobs, and a more flexible work schedule. Given that most remote workers are more productive anyway, employers should be happy to provide these trade-offs between traditional employees.

In 2015, there were more than a million Filipino freelancers, which means we have no shortage of talent. They tend to earn between $10 to $50 an hour, which is well above the local minimum wage. Freelancing is also great for keeping unemployment rates down and for work flexibility.

The study also found that Filipinos chose to do freelance work because it allows them to work from anywhere (74.8%) and leaves them enough time to “pursue their passion” (71.2%). – More Filipinos working freelance online

Here are a few reasons your company should look into employing more freelancers.

Pay for help only when you need it

When you have a full-time team, you might feel like you’re scrambling to fill their days. This may result in giving them “busy work,” which is low-level low-cognitive tasks that are essentially a waste of their time. It may also get stressful for the business owner to feel like he isn’t providing enough challenging tasks for his team, whereas freelancers can simply take another job if they aren’t feeling challenged.

This is also good for your bottom line, because even though you might pay more for a freelancer’s time, you probably won’t employ them a full 40 hours a week. Plus, you can stagger hourly rates based on the skill and specialization needed for the task, which brings us to our next point.

Better rates for specialized skills

When you hire a freelancer, you can hire someone who is an expert in their field. That means instead of hiring a full-time general marketer, you can hire a team of skilled freelancers. Hire a specialist in SEO, a specialist in content strategy, a specialist in advertising, and so on. You wouldn’t employ any of them full-time, but you still get the benefit of their expertise at a better rate than hiring all of these people online. Plus, you get more in-depth knowledge into your brand.

Global talent pool

Working with freelancers can expand your talent pool exponentially. Instead of hiring from small local pool of people who are willing to commute to your office, you can hire people from around the world. This opens you up to different skills, experience, and levels of expertise. It also creates a diverse and creative workforce that can give great feedback thanks to the different backgrounds.

Do you work with freelancers? What are your reasons for hiring them, or if you wouldn’t hire a freelancer, why not? Share in the comments below!

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Public Seminar: Marketing with Social Media

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

Join us on September 20 to 21 for our Marketing with Social Media seminar. Participants will learn the value of social media marketing, create and launch a plan, select the right resources for your social marketing team, and learn how to use social media to build community. The workshop will go over measuring metrics to gauge impact, how to manage difficult situations, and stay on top of social media trends. You’ll learn about the features of key social media sites, as well as specialty sites, and determine whether a blog will add value to the plan.

Learn more or register here

Course Outline

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

Learn more or register here

For an investment of P8,500 plus VAT, you’ll get a specialized student workbook and materials, a personalized certificate, and instruction from an expert facilitator. Snacks and lunch are included.

About the Facilitator

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

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How to Market a Job Opening

Crafting the perfect job description is just the first step. Once you know exactly what kind of candidate you need, their responsibilities, and the ideal skill set for the job, you still need to get the right person to apply. That’s where knowing how to market a job opening comes in. Below are a few tips for getting your job posting in front of the right people.

Write about the team’s culture

Capable young professionals usually keep up with the happenings in their industry by reading about what’s going on in the space. If you have an influential blog, a popular side project, or a service that might be used by your potential candidates, make sure you advertise your posting there.

One increasingly popular way to market a job opening is to blog about something interesting in the industry; a new method your business is trying out, the company culture, or something else. Then, put a disclaimer at the bottom that says you’re hiring and link to your careers page. As people read and share the article, they will also be sharing your job posting. Plus, since it’s at the bottom you know only the candidates who took the time to read your entire article will find it.

Partner with affiliated businesses

If you have awesome partnerships with businesses that will potentially reach your target candidate, see if they would be open to some cross-promotion. For example, ask them if they would be willing to share your job listing on their social media profiles if you share one of their blog posts on yours. You might also consider writing a guest article for their blog, which could reach readers who don’t see your blog.

Find relevant job boards

You could spend money posting your opening on all the online job boards available, or you could select a key few to invest in. Look for job boards that you’ve had previous success with, research their reviews, or browse through their candidate profiles to see the quality of job seekers who regularly visit that site. Upload your job description and make it easy for applicants to reach you.

Go where your best applicants are

Usually, going where your applicants are means social media or in-person networking. Go to local industry events and observe the attendees, what kind of questions they ask, and how they communicate. You should also observe the people working at the event to see their level of professionalism and skill, since you never know when someone is open to new opportunities. For social media, reach out to people who interact with your brand regularly, since it shows that they care about the business personally. You can also say hello to people who publish content you enjoy, and see if they would be interested in applying.

How do you market your job openings? Any additional tips?

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