Category Archives: September 2017

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Public Seminar: DISC Power

Please join us on October 10, 2017 for a public seminar on DISC Power: Learning Leadership Best Practices via DISC. Disc Power is an in-depth leadership program available that increases the effectiveness of leaders while using concepts presented in the Disc Profile model.

This training program helps leaders:

  • Understand employees’ behaviors at work and their leadership preferences.
  • Learn different leadership styles, characteristics, priorities, and vision.
  • Acquire leadership best practices by understanding the Disc Model.
  • Appreciate the work of leaders’ process: Vision, Alignment, and Execution

Register Now

Public Seminar: DISC Power

Course Outline

  • Understanding how others see you as a Leader
  • Exploring the Eight Approaches to Effective Leadership
  • Learning the Strategies to become a more Effective Leader
  • Priorities to Shape Leadership Experiences
  • Vision, Alignment, and Execution Process
  • Tips for Becoming a Better Leader
  • Your Action Plan

The investment for this seminar is P3,500 plus VAT.

Register Now

About the Facilitator

Dr. Maria Vida G. Caparas is a Wiley-Certified Everything DISC Trainer and a licensed Psychologist. She graduated Summa Cum Laude in her Ph.D. Psychology at UST and obtained a Diploma in Public Management from UP Diliman as a government scholar. Dr. Caparas is an Accredited Trainer of the Philippine Government with extensive and invaluable services in both government and corporate offices. She served as Vice President of HR in New San Jose Builders, Inc. In GMA Network, Inc., she wrote for Kapuso Magazine as Managing Editor. She also became the Dean of the Graduate School at the Manila Central University.

Currently, aside from serving as a Consultant for Profiles Asia Pacific, Inc. and People Dynamics, Inc., she teaches part time at UST and De La Salle University. She has authored three books in Psychology and Human Resource Management. Dr. Caparas is already a fulfilled academician and HR and OD practitioner and has received a number of awards and recognitions.

She’s top-notch and a sought after facilitator, not just in the Philippines but also overseas!


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Profiles Asia Pacific Corporate Strategic Planning 2017

This article was written by Ruby Manalac, and was originally posted on LinkedIn.

Profiles Asia Pacific Corporate Strategic Planning 2017

What I learned during the corporate strategic planning retreat

It was about 5:30 p.m. when we finally got on board the “ferry” boat that would take us to Dalaruan, Puerto Galera, where held our corporate strategic planning retreat. The sea was placid amidst the darkening sky. There was a sense of excitement, anxiety and jovial mood for all generally. It would be the first time that business unit heads put their heads together out-of-town for three days and two nights.

It was outside our comfort zone, but something that we all had hoped and planned to do. We arrived in a vacation home built within the peripherals of mountains surrounded by water. Not much to see but the sound of a security goose compensating in an otherwise quiet night.

The sun was slowly seeping into the crevices of our curtained glass paneled bedroom.After an unceremonious dressing up, we gathered upstairs in the dining room where a beautiful view of the water, the lush greens and a cornucopia of boats gave the scene an almost unrealistic feel. IT WAS BEAUTIFUL!!!

More beautiful things to come as we were cheerfully served a wonderful breakfast of garlic fried rice, bacon, yes bacon, eggs, tomatoes and other good things mornings are made of by the local cooks and house helpers. IT WAS APPETIZING!!!

The strategic presentations went on their way. Each department to present their activities for next year with collaborative efforts with other units. We are moving towards a nimble, adaptive teaming where inputs from the rest are of value. After all, we are all working towards one GOAL. IT WENT REALLY WELL!!!

Part of the planning was an individual developmental plan for the year 2018. We discussed disruptive HR and I thought and had to say it,”We were positively disruptive year 1998 when we first introduced software then migrating to online people management assessments. The market at that time was heavily using pen and paper tests mainly for recruiting. We were at a manpower of 5 at that time now at 50 and continuously getting better before getting any bigger! I WAS AMAZED!!!

The next day was just as amazing with the inputs of Ricky and Corito . We were asked to write letters to everyone in the group including our bosses, owners of Profiles, Malcolm and Jocelyn on the positive things we love about working with them. It took sometime and it was a lengthy exchange of thank you and letter giving. IT WAS INCREDIBLY LIBERATING!!!

Profiles Asia Pacific Corporate Strategic Planning 2017

At the end of the day, I learned or re-learned APPRECIATION…

Appreciation for the organization and how it is now going on its 20th year as the leader and expert in online people management assessments, dynamic learning & development programs, and effective human resource management solutions.

Appreciation for the founders and movers Malcolm and Jocelyn for seeing our strengths and harnessing them towards peak performance.

Appreciation for our Creator, for giving us the opportunity to fill our eyes with His wondrous creations and to fill our spirits with gratefulness.

Appreciation for Ricky and Corito who has seen from the sideline our roots and our growth.

Appreciation for each other in the company in our sometimes selfless, sometimes selfish efforts to achieve our corporate goals. It is understandable.

Appreciation for the people who willingly with cheer served us the whole time we were there.And for the home owners who graciously shared with us their piece of heaven, a haven of solace and glee in Puerto Galera.

Appreciation that I came, I saw and I appreciated.


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Public Seminar: Testing and Measurement

Testing and Measurement

Please join us on September 28 and 29 for a two-day seminar, from 9 a.m. to 5 p.m., on Testing and Measurement.

The test development program will equip aspiring test developers, HR practitioners & industries with the proper tools and techniques in developing their own standardized test that is valid and reliable. The program covers the basic principles of testing as well as more advanced forms of test validation with a discussion on actual cases, including the phases undergone for each scale.

The basic sections of the seminar will focus on the history of testing, its relevance in the industry, the proper way of writing good items, the ethical considerations as applied to test takers, test administrators and test developers and the relevance of validity and reliability.

For the advanced section, participants will be guided on the step by step process of developing an actual standardized test with application of statistical treatment and analyses.

Course Outline

DAY 1

1. Brief History and Importance of Testing
2. Ethical Considerations in Test Usage and Test Development
3. Test Validity & Reliability Discussion
4. How to Write Good Test Items

DAY 2

1. Steps in Test Development
2. Actual Case Presentation
a. Abstract Reasoning Assessment
b. DISC Personality Profiler
c. Motivational Intensity
d. 360 Feedback Survey

3. Other advanced forms of test validation: CONCERTO, EFA, IRT

Register Now

About the Facilitator

Dr. Mariel Kristine Rubia is a licensed psychologist with experience in human resources for more than 10 years. Her specific areas of specialization include recruitment, labor relations, and learning and development.  Presently, Dr. Rubia is a practicing clinical psychologist who works as Managing Partner and Clinical Psychologist at ME Rubia Psychological Assessment Center. Her other areas of specialization include forensic psychology, specifically an expert witness in annulment cases. She published an international journal under forensic pyschology which is all about Testing and Measurement and currently, she’s writing a book about “understanding the self”, which will be offered to CHED and to be released by 2018. Right now, Dr. Rubia is working as a Research and Development Manager who oversees and monitors test development projects for Profiles Asia Pacific and People Dynamics.

She’s also active in the academe as a part-time Assistant Professor at De La Salle University Manila for College and Graduate School level and a part-time Associate Professor at De La Salle – College of St. Benilde under the Human Resource Management Program. She was a full-time Associate Professor specializing in psychology board exam subjects and Human Resource Management subjects for 8 years at St. Scholastica’s College Manila. Dr. Rubia is hardworking, reliable, well-organized, team player, goal-oriented.


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How competency-based human resources gets better results

Competency-based HR aligns people management with an organization’s overall goals, strategies, and resources. You hire based on determined success factors, such as skills, behaviors, and values. Since this approach to HR is much more considerate of a bigger picture, it tends to get better results in a variety of areas.

Here are a few ways competency-based HR can help your business see better results.

Big-picture mindsets

Hiring with a competency-first mindset instead of a rush-to-fill or out of urgent necessity means you’ll hire highly qualified team members who will fit in with the company long-term. In the bigger picture, these are team members who will be needed and useful even as your company grows and changes. This makes for fewer hiring mistakes and helps you create a team who can see the big picture.

Qualified hires

Instead of studying what the job is, competency-based HR pays special attention to the people who can do the job well and catalog their characteristics and behaviors. This leads to more qualified hires, since you know the skills and behaviors that have been proven to do well for a role.

Lower turnover

When you hire with a holistic consideration of succession, growth, goals (for company and employee) and skills needed for success, you’ll consistently get better fit hires than when you hire with no vision of the future. This will result in lower turnover, because you’ll operate HR with an eye on their future and how well they will do with the company.

Enjoyable workplace culture

Competency includes workplace professionalism and the ability to remain calm and communicate well. Since attitude is taken into consideration, you’ll find yourself working in a team that’s overall more enjoyable to interact with.

Better problem management

Finally, you’ll get a team that has good problem solving skills. This includes internal conflict, issues with a project, and complaints from clients. Competency-based HR actively searches out the candidates with the best problem solving skills compatible with the issues that your company commonly faces. It results in better decisions overall, and fewer problems escalating.

Have you implemented competency-based HR yet? If not, why not?


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Public Seminar: Emotionally Intelligent Leadership (Cebu)

Emotionally Intelligent Leadership (Cebu)

Please join us on September 29, from 1 to 5 p.m. for a public seminar on Emotionally Intelligent Leadership in Cebu.

Leaders in business looking to improve their organization’s performance can do so by improving their emotional intelligence: that is, their skill at identifying, understanding and influencing emotion, and applying it in their leadership techniques.

There is a direct link between the way people feel and the way they perform at work. This is one of the most robust and consistent findings in organizational research. In high performing organizations people feel significantly more engaged, cared for, valued, proud, and motivated than those in low performing organizations. Conversely, in low performing organizations, people feel significantly more fearful, stressed, disempowered and uncertain.

Leadership is fundamentally about facilitating performance. Research has proven that a leader’s emotional intelligence is key to their capacity to facilitate emotions in others that drive high performance and employee engagement. This is more than just a moral compass; it’s also a recipe for success. Organizations with emotionally intelligent leaders achieve a critical lever of sustainable competitive advantage: a high-performance culture and customer loyalty. -GENOS INTERNATIONAL

This half day program will focus on the three main components in our Emotional Intelligence competency framework in the following dimensions:

  1. Self-Awareness = is about being aware of the way you feel and the impact your feelings can have on decisions, behavior, and performance.
  2. Self-Management = is about managing one’s own mood and emotions, time and behavior, and continuously improving oneself.   This skill helps people be resilient and manage high work demands and stress rather than being temperamental at work.
  3. Inspiring Performance = is a skill in helping people create a productive environment for others. Positive Influence equips you with the capacity to encourage colleagues to cooperate and work effectively together. People who can positively influence others’ moods, feelings and emotions are empowering to work with and easily motivate those around them.

Register Now

Course Objectives

This half day program is 30 % lecture and 70% discussion, workshops, videos, and structured learning experiences.

  • Be equipped with a firm grasp of knowing oneself better and gaining clarity in how one’s emotions affect behavior, attitude, and performance
  • In this disruptive world, self-management is the key to gaining more resilience in times of stress and pressure while being more flexible and adaptable to changes.
  • As a leader, inspiring others and moving them to positive action is an essential. As such, gurus of leadership today sees Emotional Intelligence and Execution as the two main components of effective leadership.

About the Facilitator

Ruby Mañalac is at present working for PROFILES ASIA PACIFIC/PEOPLE DYNAMICS, INC. as Director for the development of a distributor network for GENOS, a new Emotional Intelligence assessment introduced last November. Previously she occupied the position of Director for Operations and Marketing.

She has been with Profiles on and off since 1999. She has worked with various other organizations mostly in the field of Sales, Marketing, Communications and Training holding positions with Arc Docendi (Marketing Communications Strategist), Globaltronics (Corporate Marketing and Sales Director), Manila Standard (Circulation Manager) and Manila Bulletin (Assistant Display Ads Manager/Writer/Section Editor).

Further, she has also held positions in the USA in the field of Sales, Marketing and Business and People Development such as Group Manager, Sales and Business Development Supreme Health Systems; Business Development with Exquisite Home Products both in (New York) and (New Jersey, USA).

For both companies, she was multi awarded in the field of sales and people development and was awarded as the TOP ROOKIE Presidents Award in NY and NJ. She believes in working strategically with alliances and being open to new learnings. She also greatly adheres to the importance of the human factor in any given situation.

She is a graduate of AB Major in Communication Arts in UST, a Certificate holder in Human Resources Planning and Acquisition in the University of Makati under PMAP and recently acquired the GENOS Emotional Intelligence Certification as an EI practitioner. She has also received numerous trainings both here and abroad, specifically, she has been with two training events with Profiles International in Texas as well as a Visionary training event in Memphis under Supreme Health Systems.


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What is competency-based human resources?

The idea behind competency-based HR is to hire for a role based on the standards that have been identified for that position. It serves as the link between HR and the strategic success of a company, and ensures that each employee is able to perform specific tasks needed for their jobs.

When you implement competency-based systems, the employee benefits from clear blueprints of a role and the picture of success. They receive transparency when it comes to recruitment, succession planning, expectations, and evaluations. Employers benefit from reduced turnover, a high level of competence among their team, good skill matches, and high efficiency.

Although it sounds like it should be common sense (and practice), competency-based human resources isn’t always practiced in the industry.

Here are a few more benefits of competency-based human resources.

  • Enables clear internal employee mobility
  • Creates a framework for clear feedback
  • Clarifies success in a job for employee reviews
  • Provides direction for needed skills
  • Provides goals and benchmarks for professional development
  • Gives employees the tools they need to take initiative and further their competencies

Combining human resources planning with business planning will allow your business to work comprehensively to achieve your mission and vision. It will align your team with your resources and goals, and ensure your personal, team, and department strategies are all working toward the same thing. It will also show any gaps that need to be filled with additional training or planning.


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Public Seminar: Emotionally Intelligent Leadership

Emotionally Intelligent Leadership (Manila)

Please join us on September 19, 2017 from 1 to 5 p.m. for a public seminar on Emotionally Intelligent Leadership in Manila.

Leaders in business looking to improve their organization’s performance can do so by improving their emotional intelligence: that is, their skill at identifying, understanding and influencing emotion, and applying it in their leadership techniques.

There is a direct link between the way people feel and the way they perform at work. This is one of the most robust and consistent findings in organizational research. In high performing organizations people feel significantly more engaged, cared for, valued, proud, and motivated than those in low performing organizations. Conversely, in low performing organizations, people feel significantly more fearful, stressed, disempowered and uncertain.

Leadership is fundamentally about facilitating performance. Research has proven that a leader’s emotional intelligence is key to their capacity to facilitate emotions in others that drive high performance and employee engagement. This is more than just a moral compass; it’s also a recipe for success. Organizations with emotionally intelligent leaders achieve a critical lever of sustainable competitive advantage: a high-performance culture and customer loyalty. -GENOS INTERNATIONAL

This half day program will focus on the three main components in our Emotional Intelligence competency framework in the following dimensions:

  1. Self-Awareness = is about being aware of the way you feel and the impact your feelings can have on decisions, behavior, and performance.
  2. Self-Management = is about managing one’s own mood and emotions, time and behavior, and continuously improving oneself.   This skill helps people be resilient and manage high work demands and stress rather than being temperamental at work.
  3. Inspiring Performance = is a skill in helping people create a productive environment for others. Positive Influence equips you with the capacity to encourage colleagues to cooperate and work effectively together. People who can positively influence others’ moods, feelings and emotions are empowering to work with and easily motivate those around them.

Register Now

Course Objectives

This half day program is 30 % lecture and 70% discussion, workshops, videos, and structured learning experiences.

  • Be equipped with a firm grasp of knowing oneself better and gaining clarity in how one’s emotions affect behavior, attitude, and performance
  • In this disruptive world, self-management is the key to gaining more resilience in times of stress and pressure while being more flexible and adaptable to changes.
  • As a leader, inspiring others and moving them to positive action is an essential. As such, gurus of leadership today sees Emotional Intelligence and Execution as the two main components of effective leadership.

About the Facilitator

Reggie Garganera has more than 20 years of progressive and combined professional experience in various human resource management functions and strategic business leadership gained from  FMCG, Banking, and Finance, Human Resouce Consulting  Services,  Land, and Sea-based industries.

From human resource corporate leadership, she transitioned to entrepreneurship and eventually, as an across all level coach, facilitator and people management consultant.

An engaging and passionate speaker, Reggie practices uncomplicated approach to give more depth but digestible take-outs.  Her strategic posts in various organizations combined with her own business experiences provide more empowering insights and practical tools to use in the workplace or even at home or areas closest to one’s heart.

She has reached audiences working locally and globally.  From the baby boomer to the millennial markets.

Reggie is a BS Psychology, AB Guidance and Counseling and Marketing Management graduate from St. Scholastica’s College, Manila.   She is also an MBA candidate at the Ateneo de Manila University. Recently, she got her certification as a facilitator of Genos Emotional Intelligence.


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How to equip your human resources department

If you want your business to attract and retain high-quality candidates, you’ll need to equip your human resources department with options, skills, tools, and good teammates. Here’s how to do it.

4 ways to equip your HR department

Education budget

Give your HR department an education budget to subsidize any training or classes they want to take. This could be a week-long course, or an industry conference. Talk to your team about where they need to improve, what would be most useful to learn, and different opportunities to enhance their skills. Allow them to choose how to spend their education budget, but ensure it’s used to learn something relevant to their jobs and help them improve at work.

Assessments

Assessments in the realm of HR help your team determine who is well-matched to work together, the personal and professional strengths and weaknesses of a candidate, and how well someone will do in a position (via benchmarking).

These aren’t basic IQ tests, or personality tests you can get online by selecting your favorite colors. The assessments your HR department needs must be backed by science and testing. For the level of complexity and study that goes into a good assessment, take a look at our library of assessments and note the number of subjects that come in each category.

Training seminars

Training seminars are short classes that can teach your HR team valuable skills, allow them to network with others in the industry, learn about current best practices, and see what different companies are doing. They’re valuable for equipping your HR team with the skills they need to do their job well. Look for training seminars in Manila and across the Philippines, and give your team an option to take the day off to attend.

Qualified teammates

Your HR department should function well together. That means rather than individuals trying to step over each other to get things done, they need to be able to work together as a team to accomplish more than what they could alone. This is difficult to do when one team member is under-qualified, because others will have to overcompensate. Make sure your team is matched well, so that their skills, strengths, and weaknesses play off of each other. The best team is one that learns from each other and knows when to pitch in a little extra effort.

How else do you equip your HR departments?


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