Philippines’ Top HR Blog

  • 0

You’re wasting your time in meetings

Do you know how many hours your scheduled meetings are costing the company? We spend 31 unproductive hours in meetings every month, resulting in $37 billion wasted in time every year. This post outlines some common culprits for wasted meetings, and ways to minimize meeting cost while maximizing efficiency.

Reasons for failed meetings


When people aren’t paying attention to the content of the meeting, there’s no point in having that meeting in the first place. Some meeting participants may be daydreaming, others could be playing on their phones or laptops.

No engagement

Lack of engagement leads to multitasking, and hinders meeting participants from absorbing the content of the meeting. If your meeting is more like a lecture, expect participants to zone out.


When meetings get interrupted, it wastes the time of everyone in that room. Even worse, when they get postponed, they interrupt yet another day. Even if meetings are pushed back, that’s still something that gets in the way of a maker’s schedule.

Meetings run too long

The longer your meeting goes, the less is going to get absorbed. The principle of diminishing returns applies to meetings; the longer you make people sit through something interrupting their workday, the less is going to get accomplished.

Tips for efficient meetings

Only call them when needed

Ditch recurring meetings and only call meetings when you need to discuss something. You should also be selective about who you invite to the meeting. If your graphic designer doesn’t need to be there, don’t pull him or her away from other work that could be done.

Lean towards virtual meetings, or emails

Why are you calling the meeting? Can everything you want to go over in the meeting be done over an email? If so, just send the email. If not, lean towards virtual meetings (over Skype or any other chat platform). It’s much more obvious when the meeting is dragging on when it’s on a video call, and they’ll be less likely to drag on just because the room is still full of people.

Have a clear agenda

Don’t let your meetings run too long, and make it clear what the goal of the meeting is beforehand. Send all meeting participants a copy of the meeting agenda so they know what to expect and can prepare their questions beforehand. Follow the agenda and don’t get off track.

Set the default meeting time to 30 minutes or less

Is your default meeting schedule an hour? Change it so that when you schedule a meeting, it only lasts 30 minutes (or even 15). Don’t plan to waste up to an hour for it, or you may find yourself trying to fill the time needlessly.

  • 0

Public Seminar: Balanced Scorecard

The Balanced Scorecard provides feedback around both the internal business processes and external outcomes in order to continuously improve strategic performance and results. From September 6 to 8, we will be having our public seminar on the Balanced Scorecard, from 9 a.m. to 5 p.m. on those three days.

The Balanced Scorecard is a strategic planning and management system that is used extensively in business and industry, government, and nonprofit organizations worldwide. It is used to align business activities to the vision and strategy of the organization, improve internal and external communications, and monitor organization performance against strategic goals. Moreover, it transforms the organization’s strategic plan to action plans, linking and aligning organizational to individual action plans.

Learn more or register here

The training program will go over shared best practices in performance management, and core factors in the implementation of management systems. Participants will draft a balanced scorecard for his or her organization, and develop action plans on how to develop, enhance and sustain the strategic and performance management system within the organization

Course Outline

  • Preparing the Blueprint for Balanced Scorecard (BSC) Implementation
  • Define what a BSC is and identify its benefits
  • Discuss the ingredients of success in the BSC Management System
  • Describe the key elements of the BSC Process
  • Create a Vision Statement for the BSC
  • Understand what corporate values, mission and vision statements are and how they link to the BSC
  • Develop project, communications and training plans for BSC Implementation.
  • Balanced Scorecard Development and Implementation
  • Identify and define the perspectives of the Balanced Scorecard
  • Discuss and describe the performance objectives and measures
  • Understand the cause-and-effect linkages in the BSC
  • Develop strategy map and strategic initiatives
  • Set targets and prioritize initiatives
  • Understand organizational alignment and linkages of performance with other organizational systems

Learn more or register here

For an investment of P12,500 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. Rosario C. Alzona holds a Master’s Degree in Statistics and Ph.D in Organizational Development. She is an accomplished Organizational Development professional with almost 20 years of experience in diverse workplace environments. She has varied experiences in organizational assessment, OD intervention design and implementation, learning and development and process/procedure design and development. Dr. Alzona has taken various Information Technology and OD Consultancy projects with several Consulting firms and has taught for ten years in the Graduate School of several universities and colleges in diverse topics of management and leadership. She is a frequent speaker at various seminars and workshops with topics on Leadership, Team Building, Organizational Assessment, Strategic Planning, Change Management and Appreciative Inquiry. She is a High-energy Trainer and Creative Facilitator, skilled in guiding learners through engaging breakthrough learning opportunities.

  • 0

What you love vs. what you’re good at

Should you do what you love, or what you’re good at?

If you’re lucky, the two overlap. However, if they don’t, you should ask yourself where you can add the most value.

This article by Brianna West states that we aren’t meant to do what we love, we’re meant to do what we’re good at. It holds a lot of truth, the most piercing being “People usually can’t differentiate what they really love and what they love the idea of.” It’s quite possible that what you think you love, you wouldn’t actually enjoy. Whereas what you’re good at right now has great potential.

I’ve seen people who are naturally talented at graphic design begin to enjoy their work, because they are good at it and pick things up quickly. On the other side, I’ve seen people who were passionate about what they do, but not very good at it, and it was a long, hard struggle before they ended up switching careers.

Here are a few questions to ask yourself when trying to decide where to start.

  • Do you have the luxury of training yourself to be great at what you love on the side? You may be able to learn the skills needed to be good at what you love in your spare time. This will also help show you whether you truly enjoy it.
  • Have you ever tried doing “what you love” before? Are you sure it’s truly where your passion lies, or is it just a surface assumption?
  • Look at what you’re good at. Is there a way to apply it to an industry you love? For example, if you don’t enjoy accounting, but you’re good at it, can you handle accounting for your favorite brand?
  • Where can you add the most value overall?

  • 0

Public Seminar: Strategic Planning

From September 1 to 2, we will be hosting our public seminar on Strategic Planning. If you and the people who work with you don’t understand where the company is going, they may all develop their own priorities and actually prevent you from getting where you need to be. Part of getting everyone on board is creating a strategic plan complete with the organization’s values, vision, and mission. Then, there’s the challenge of bringing these principles to life in a meaningful way that people can relate to. This two-day course will help you describe what you want to do and get people where you want to go.

Learn more or register here

Participants will learn how to identify the values that support their company, define their company’s vision, write a mission statement, complete a SWOT analysis, and craft a strategic plan. They will also go over tools and techniques to create a strategic plan, such as the strategy map and balanced scorecard.

Course Outline

  • Understanding strategic planning
  • Identifying our values
  • Designing our vision
  • Writing mission statements
  • Performing a SWOT analysis
  • Setting goals
  • Assigning roles, responsibilities, and accountabilities
  • Gathering support
  • Making the change
  • Presentation options (infographics, reports, etc.)
  • Getting there successfully
  • Plenty of case studies and practice opportunities

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.

  • 0

How does personality play a role in competence?

Would you rather hire someone who is incredibly good at what they do, but difficult to work with, or someone with average skills but the right attitude?

Your team’s personality plays a large role in how they will interact with one another, how they’ll treat their responsibilities, and how they’ll take care of your clients. In the article Hire for Attitude, Mark Murphy states that in his research, “when new hires failed, 89% of the time it was for attitudinal reasons and only 11% of the time for a lack of skill.”

However, on the other side of the spectrum, another Forbes article, Want Innovation? Hire for Skills, Not Attitude, states that skills trump attitude when it comes to innovation. Attitude won’t be enough when change is needed, and your team is going to need hard and soft skills to fall back on.

So, what should you do as an HR practitioner faced with the choice between an unpleasant, skilled candidate, and a likable unskilled one?

Make sure your candidate can be coached, has at least an average level of emotional intelligence, and has the basic skills needed to do his or her job (they can learn and specialize as they grow with your company).

Option 1. You could filter out candidates based on the traits you value most, and then look at their skills after that. This is a good option for positions that need easily trainable hard skills, and require great soft skills. Customer service is one such field wherein you should pay close attention to attitude, and invest in training.

Option 2. You could filter out candidates by skill level and then evaluate that smaller pool based on attitude. This sequence is great for jobs that don’t require much teamwork, but are highly technical and hard to train for. Programming and graphic design are examples of jobs that don’t require too much customer interface, and are difficult to train.

How do you test for attitude?

Profiles Asia Pacific specializes in employee assessment, and provides a wide range of scientifically-backed tests to help you gauge your employees’ aptitude and attitude. Developed in Texas with years of refinement and fine-tuning, our internationally trusted tests can reveal things like DISC traits, managerial fit, integrity, and more. You can order tests as stand-alone assessments, or combine them with another from our suite of tools. In the interest of convenience, we also offer online testing. Visit our solutions page to learn more.

How does personality play a role in competence?

  • 0

Public Seminar: Selling Smarter and Better

On August 26, we’ll be hosting our Selling Smarter and Better workshop from 9 a.m. to 5 p.m. The course is designed to teach participants how to find new clients and network effectively.

It’s no secret that the sales industry continues to change and evolve rapidly. This is an exciting and dynamic profession, although it is often underrated and misunderstood. The back-slapping, high pressure, joke-telling sales person has disappeared. In his place is a new generation of sales professionals: highly trained and well groomed, with the characteristics of honesty, trustworthiness, and competence. This one-day workshop will help you learn how to be one of those smart sales professionals!

Learn more or register here

Participants will learn how to explain and apply customer-focused selling, use goal-setting techniques, and maximize the use of their time with productivity tactics.

Course Outline

  • Selling skills
  • The sales cycle
  • Framing success
  • Setting goals with SPIRIT
  • The path to efficiency
  • Customer service
  • Selling more
  • Ten major mistakes
  • Finding new clients
  • Selling price

Learn more or register here

For an investment of P4,500 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

Randolf M. Isabelo, Jr. is a graduate of B. S. Electronics and Communications Engineering at the Don Bosco Technical College. His successful career in Sales and Marketing has been consistent across several industries such as production, manufacturing, distribution and networking. He is recognized as one of the 100 Top Distributors in South East Asia and is a member of the prestigious Million-Peso Circle Club. He has been consistently awarded for Top Business Builder, Top Group Sales Volume and Top Sponsor. He has received training from prestigious companies here and abroad and is currently an Independent Trainer.

  • 0

Malcolm Pick on Hiring and Talent

Josiah Go featured our CEO, Malcolm Pick’s advice on client retention rate, hiring decisions, and finding the right talent. Below are a few key notes from Q&A with Profiles Asia Pacific President Malcolm Pick on Finding The Right Talent.

  • Many small businesses aren’t making use of assessments. Pick recently asked a group of HR professionals and discovered 70 percent weren’t using online testing, and a little under half weren’t using any testing at all.
  • HR professions have become more strategic.
  • The HR industry in the Philippines is fairly well developed, and we employ tests such as cognitive, personality, skills, and integrity testing.
  • In terms of assessments and profiling, the size of the organization (conglomerations vs small businesses) isn’t as important as the investment a company is willing to make for its personnel.
  • Our Client Support team is composed of licensed Psychometricians, who help us keep our retention rate high. Our current client retention rate is 95 percent.
  • Reliable assessments are shown to improve company hiring, promoting, career, and succession planning.

You can read the full interview on Josiah Go’s website.

  • 0

Profiles Asia Pacific Featured in Feedspot’s Top HR Blogs

We are proud to announce that we’ve made it to Feedspot’s Top 200 HR Blogs list. These top HR blogs are specially curated for human resource and talent management experts.

In order to make this curated list, each blog has to meet the following;

  • Contribute thoughtful insights and analysis to the HR industry
  • Have a loyal readership (thanks to everyone reading this!)
  • Offer a unique voice and perspective in HR topics
  • Publish regularly, at least once a month (you can look forward to new posts twice a week)

Blogs included on the list have passed Feedspot’s editorial team review, and were found to have consistently high quality writing.

Thank you to all of our readers, who have continued to follow our work. As always, any comments and feedback is appreciated. Just leave a note to let us know about your HR-related questions.

  • 0

Unconventional Methods to Hire Independent Thinkers

Trying to hire independent thinkers can be surprisingly tough in a country where the available workforce is so large. One of the most challenging things about finding independent thinkers is that you cannot measure this trait. You may be able to find a skilled worker, or an educated one, but that’s no guarantee they are great independent thinkers. independent thinkers are usually the best at customer service, because they can be innovative when it comes to solving problems. They are also able to make choices under pressure, when there is no manager around to consult.

Independent thinkers are the backbone of every company, which is why so many leading brands turn to unconventional methods to recruit them. Some companies have virtual recruitment games to see how well candidates handle typical workday challenges, other companies go out and pose as their rival’s competitors to find the best hires in their industry.

No matter which industry you’re in, here are a few ideas to hire independent thinkers.

Use social networks

You can tell a lot about a person based on what they share. If you’re looking for a marketer, do a quick Twitter search to see the top Tweets surrounding marketing. Take a deeper look into their profiles to see the type of content they share and whether they do so consistently. Are the posting interesting, thought-provoking articles that indicate they’re up-to-date in the industry? If you like their voice or personal brand, find out whether they have a website and how to contact them.

Find the best already in the field

Some companies’ HR departments go undercover to scope out the competition. For example, if you run a chain of restaurants, leave your card with any server who went above and beyond expectations. If you need people who deal with customers and customer service, you may try purchasing an item from a store and then returning it to gauge the level of service of someone. If anyone stands out, reach out and ask if they’re open to new opportunities.

Make it a game

Develop a mobile app that allows people to play out common scenarios in your business. It could be a marketing game, a restaurant game that demonstrates ability to multi-task, or something else. Google developed a marketing course that goes over the fundamentals of analytics, mobile advertising, and more. If you create something like this, you can reach out to everyone who completes the course and see if they’d like to apply.

Host industry events

Industry events show you who is involved enough to keep up with the industry. Observe both the participants and the employees from other companies who were sent to handle booths. Look at how attentive the booth managers are, how well they can answer questions, and their overall behavior. For the attendee side, do some networking, ask questions about the companies they’re currently with, and discuss current trends in the industry. You’ll start to see who is knowledgeable in the industry, but more importantly you’ll see their conversational skills.

Utilize your website

Use your website to attract employees who use your services. For example, if you run a freelancer directory, look at all of the complete, all-star profiles. Out of those, you should find a few freelancers you can reach out to in order to see if they’d like to work with you. If you use a blogging service that shows site visits and numbers, and you’re trying to fill an analytics position, place an unobtrusive note that you’re hiring.

Have contests

Your business could also hold a contest to discover new talent. If you’re looking for a coder, host a contest wherein the prize is an award to a coding camp. Then, once they finish the camp courses, reach out to see if they’d like to apply. You can also hold a writing contest to find a content coordinator, or a new tagline and logo contest to find a designer.

What are some other unconventional ways to hire independent thinkers? Have you tried any of the methods above? Share your experiences and ideas in the comments.

  • 0

Public Seminar: Lean Management

From August 24 to 25, we’ll he hosting a 2-day workshop on lean management and how it can benefit your business. The course is ideal for senior executives, managers and leaders from both the manufacturing and service (including banking and finance, logistics, healthcare, government and public service) sectors.

We will have special guest speaker, Mike Grogan with us to discuss lean management concept and principles, as well as an overview of tools.

Register Now

Lean Management is the proven management approach to world class performance. 10,000s of organizations around the globe in almost every industry (both manufacturing and service based) have implemented Lean Management with overwhelming success. Lean Management implementation significantly improves quality, reduces lead times and lower costs enabling your business to fundamentally become more productive and competitive.

The Lean Executive Overview will help participants be fully aware of their roles as change enablers, better equip them to facilitate transformation and remove obstacles, and participants will learn which metrics drive lean behavior and how to measure them at different levels of the organization. The seminar will show us how to drive bottom line results and techniques to ensure lean projects are adequately supported and completed on time.

Course Outline

Definition and Principals of Lean Management
What Problems Lean Management can help you solve

Lean Management Principal Number 1 – Visual Tools
Making the invisible – visible
Successful Case Studies from around the world

Designing for your organization Part 1
Designing your first Visual Tool
Presentation and Feedback to class

Lean Management Principal Number 2 – Standard Work
What is standard work and why do we need it
Creating Standard Work for your Lean Management System

Lean Management Principal Number 3 – Leadership Behaviours
The Red Bead Experiment
The Good, the Bad and the Ugly – Leadership Behaviours
What Lean Leaders say and do

Designing for your organization Part 2
Designing your second Visual Tool
Presentation and Feedback to class

How to start Lean Management in your organization
How to manage People Resistance
Tips for success: What to do and what not to do

Questions and Answers

Register Now

For an investment of 8,500 plus VAT, participants will get instruction by an expert facilitator, small group workshops that provide “active learning” which is known to be the most effective method for adult learners, a specialized student manual, a personalized certificate of participation, snacks and lunch.

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

Show Buttons
Share On Facebook
Share On Twitter
Share On Google Plus
Share On Linkedin
Hide Buttons