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Public Seminar: Establishing Integrity and Accountability in the Workplace

Join us for a one-day workshop on January 20, 2017 to learn about Establishing Integrity and Accountability in the Workplace. This course will be useful for anyone who wants to have a solid reputation as an ethical and accountable employee.

Employees recklessly act but refuse to take responsibility for their actions. Why do we spend so much time and energy looking to pin the blame on someone, usually anyone but ourselves? Fostering workplace integrity and employee accountability develops values and creates a strong company image resulting to a respectful workplace with professional employees.

With this in mind, it’s no wonder that organizations who promote accountability and integrity are more successful and more productive. In this one-day workshop, you will learn about accountability and integrity, how to promote it in your organization, and how to become more accountable and virtuous to yourself and others.

Register Now

Participants will understand what accountability is and what events in history have shaped our view of it, understand the significance of integrity for success, identify the requirements for personal and corporate accountability, apply the cycle of accountability and the fundamental elements required to build an accountable organization, build skills required for accountability, including goal setting, giving and receiving feedback, and delegation, pinpoint ways to build ownership in your organization, and isolate areas for further self-improvement.

Course Outline

  • Defining integrity and accountability
  • Integrity: A way of life
  • Modes of behavior that reflect integrity
  • Dealing with workplace misconduct
  • Work ethics that promote integrity
  • What accountability and liability really mean
  • Creating an accountable organization
  • Admitting mistakes and avoiding cover-ups
  • Reporting acts of misconduct
  • Setting goals and expectations

Register Now

An investment of P4,500 plus VAT includes instruction by an expert facilitator, small group workshops that provide “active learning” which is known to be the most effective method for adult learners, snacks and lunch, a specialized student manual, and a personalized certificate of participation.

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 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. She authored three books on Psychology/HR Management namely “Psychological Assessment: Theory and Practice”, “Uses of Psychological Tests”, and “Human Resource Management”.


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Public Seminar: Retaining Workforce through Positive Motivation

Join us from January 17 to 18 for a workshop on Retaining Workforce through Positive Motivation. Anyone with a direct report can benefit from being able to effectively motivate people.

It’s no secret. Employees who feel they are valued and recognized for the work they do are more motivated, responsible, and productive. This is a two-day workshop to help supervisors and managers create a more dynamic, loyal, and energized workplace. This program is designed specifically to help busy managers and supervisors understand what employees want and to provide them with a starting point for creating champions.

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Course participants will identify what motivation is, learn about common motivational theories and how to apply them, learn when to use the carrot, the whip, and the plant, discover how fear and desire affect employee motivation, and explore ways to create a motivational climate and design a motivating job.

Course Outline

  • What is motivation?
  • Supervising and motivation
  • Motivational theories
  • The carrot, the whip, and the plant
  • Fear and desire
  • Setting goals
  • The role of values
  • Creating a motivational climate
  • The expectancy theory
  • Designing a motivational job
  • A motivational checklist

Register Now

An investment of P8,500 plus VAT includes instruction by an expert facilitator, small group workshops that provide “active learning” which is known to be the most effective method for adult learners, snacks and lunch, a specialized student manual, and a personalized certificate of participation.

About the Facilitator

Ms. Imelda Celestina Lee Monsale has twenty-three years of experience in designing and implementing behavioral training modules, administering psychological assessment, counseling clients with behavioral and emotional disorders, and conducting various research studies in the different fields of psychology. She is an Instructor for Personal Transformation and a consultant of corporate companies where she renders her expertise in training and counseling to address concerns that affect employees’ productivity and well-being. Ms. Monsale has completed all the coursework for a Ph.D. program in Guidance and Counseling at the University of the Philippines Diliman.


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How to Hire Your Top Performers This Year

The success of a business relies on having a good team at your back. When you can delegate and rely on talented professionals, you’ll be able to grow your business well and sustainably. If you want to take things slow, here’s a plan you can follow to hire your top performers this year.

Month-by-month plan to hiring your top performers

This plan can be followed more quickly than is laid out, but we broke the steps down by month to keep from overwhelming your current, already busy team.

Caution: If you leave too much time between a candidate applying and a job offer, you risk losing that candidate to another opportunity.

January: Research job boards

Be proactive, rather than reactive in your hiring process. In addition to posting job openings on your careers page, go out and find where high performers are. Some platforms allow you to post jobs, and others allow you to peruse profiles to see who you’d like to reach out to.

Identify three or four job boards that you can scour for applicants, and then post your openings on five or six.

February: Put together your top 10 choices from each platform

Once you get all of your information together, put together your top 10 choices (profiles) from each platform, and select your top 10 applicants from the channels where you posted a job listing.

These will be candidates who meet all your minimum requirements on paper, and ideally who also meet your preferred qualifications. They should have relevant experience, and their resumes should demonstrate achievements you want.

March: Reach out to your prospects

Reach out or reply to your top prospects, and get the conversion going about their availability, work permissions in the country, and other factors that may not be stated in their profiles/applications. If everything checks out, and you’d like to move on, go to the next step.

April: Set up a quick interview with HR

Create a calendar where they can schedule times to come in or do a virtual interview with HR. Human resources should be able to gauge whether the candidate is a good cultural fit for the company, and whether his or her behaviors and personality would benefit the company.

May: Select your top candidates for a test task

From there, take your top 5 or so candidates to move to the next step. A test task is still work you’re requiring these candidates to do, so it should be paid.

Make sure the task is something you will use anyway, to avoid wasting time and money vetting these candidates. For example, if you’re hiring a writer, ask for a blog post you can put on your blog. If you’re hiring a developer, have them try to fix a bug or work on a dev task that has to get done anyway.

The test task will bring your candidates into contact with the teams they would be working with, and will demonstrate the candidates’ communication skills, teamwork abilities, and skills in action.

June: Get feedback from your internal teams

After your candidate has completed his or her test task, ask your internal teams for feedback. Anyone who came in contact with them professionally should have an impression of how they work, skill level, and how easy they are to work with.

July: Set up interviews with c-suite and the departments they would work with

Candidates who completed their test task successfully, delivered good work, and weren’t a nightmare to work with should get scheduled for an interview. They should talk to the departments and teams they’ll be working with directly in the position.

August: Make your selection

By now you’ll be armed with the feedback of HR, internal teams, and your candidate’s skill level, ability to deliver, and communication skills. This is enough to make your selection, put together an offer package, and send it out to your candidates.

September: Wait on their replies and signatures

Once you’ve sent your offer, expect negotiations to take some time. They may ask for a while to think on your offer, or accept right away. Some candidates will reject your offer.

For those who accept, get all the paperwork, NDAs, any required medical exams, and other legalities out of the way.

October: Onboarding and introductions

Your new hires should know who they will be working with, in what capacity, and they should understand the company structure.

Onboarding entails they have access to all the accounts they need to work, they are equipped with company email addresses, and understand their role and responsibilities.

November: Ensure they have everything they need for success

Once your new hires have gotten properly introduced and onboarded, make sure they have everything they need to hit the ground running. This could take some time as they settle in to their new roles, and figure out what else they need.

December: Follow-up on their progress, get feedback

When your new team member has been working in his or her role for a few weeks, follow-up and see how their progress is going. You could ask questions like “do you see any gaps in our processes?” or “is there any skill you have that we could be utilizing but aren’t?”

Getting a fresh pair of eyes in an organization is valuable for growth and innovation, and in no time your new hires could evolve into valuable team members.


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Public Seminar: Interviewing Techniques That Work

Join us from January 12 to 13, 2017 and start the new year right by learning interviewing techniques that work. This two-day workshop concentrates on the pre-interview preparation; developing questions and their value; the interview techniques that get specific, behavior-based examples of past performance; and the strategies that follow through on this process. This workshop takes the behavioral interview even further with a discussion of communication techniques and the use of other types of interview questions.

Register Now

This course is for business leaders who are responsible for conducting job interviews, hiring staff and/or recruiting volunteers, and anyone who works with teams and wants to be more confident and effective.

Participants will analyze the costs incurred by an organization when a wrong hiring decision is made, develop a fair and consistent interviewing process for selecting employees, prepare better job advertisements and use a variety of markets, develop a job analysis and position profile, and understand the basic employment and human rights laws that can affect the hiring process.

You will also learn to use traditional, behavioral, achievement oriented, holistic, and situational (critical incident technique) interview questions, enhance your communication skills, effectively interview difficult applicants, and check references more effectively.

Course Outline

  • History of the Interviewing Process
  • The Recruitment and Selection Process
  • Factors in the Hiring Process
  • Cost Analysis
  • Job Analysis and Position Profiles
  • Determining the Skills You Need
  • Finding Candidates
  • Advertising Guidelines
  • Screening Resumes
  • Performance Assessments

Register Now

An investment of P8,500 plus VAT includes instruction by an expert facilitator, small group workshops that provide “active learning” which is known to be the most effective method for adult learners, snacks and lunch, a specialized student manual, and a personalized certificate of participation.

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 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. She authored three books on Psychology/HR Management namely “Psychological Assessment: Theory and Practice”, “Uses of Psychological Tests”, and “Human Resource Management”.


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3 Things to Start Your New Business Year Right

As we say goodbye to 2016 and welcome 2017, we welcome an entirely new year of opportunities and challenges. Businesses usually implement their strategies and plans annually, with tactics and goals broken down into quarters.

Here are 3 actionable tips and resources to help you, your business, and your team start 2017 on the right foot.

1. Make sure your financials are in order

It’s hard to start off on the right foot and stay organized when you’re building on top of a disorganized base. If you have any outstanding issues, address them or separate them from your 2017 accounts to keep things in the new fiscal year clean and clear. Even if your fiscal year doesn’t begin with the new year, get all your ducks in a row to make things easier once it’s time to file for the previous year.

Further reading: Starting a New Fiscal Year

2. Start with inbox 0

Answer every email that needs a reply in your inbox, and file away the rest. As you delve into the new year and your new business strategic plan, tie up any loose ends that might get in the way.

Further reading: The Ultimate Way to get to Inbox Zero

3. Identify learning opportunities

Expand your teams skill set this year by identifying opportunities for growth, learning, and development. Look at both soft skills and hard skills. For example, don’t just send them to a coding or marketing analytics bootcamp, teach them about leadership, empathy, and how to be accountable for their responsibilities.

Further reading: People Dynamics Training Calendar


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Happy holidays!

Merry Christmas, happy Hanukkah, and best wishes all around. The holiday season is a time to be grateful for all that we have, reflect on what we’ve accomplished together, and look forward to future endeavors.

A sincere thank you from the team at Profiles Asia Pacific. We wish all of our clients, partners, and their families a very happy holiday season.

Happy holidays


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Improving Employee Morale

Keeping motivation high as the year comes to a close is important to keep your teams working well, instead of checking out early on vacation. Boosting employee morale not only helps your retention rates, it can also improve performance. Happy employees are more helpful, proactive, and productive; traits that go on to benefit your customers and your business.

Here are a few different ways you can improve morale in the office.

  • Have a hard stop. Don’t schedule your holiday party one week before work lets out. Once you’ve had that celebration, let your employees shift mindset to vacation mode, but no sooner.
  • Show you care and notice good work by telling your employees what you appreciate the most. If your team is small enough, do this individually. It’s a great opportunity to show that you’ve been paying attention to the meticulousness of one salesperson, or the innovation of an HR manager.
  • Give incentive to finish strong by showing numbers. If you’re close to hitting a goal, make those numbers internally transparent so your team can monitor how far they have to go to hit the targets.
  • Look for non-monetary incentives. Although a end-of-year bonus is a common expectation, not all companies (especially new ones or startups) can afford it. Even if your business does provide financial bonuses, you can also surprise and delight your teams. Lean toward experiences, or thoughtful gifts you know they could use.

Want more ideas? Here’s some extra reading material to help you get started.

Keep an eye on our public seminars, as we occasionally host a Motivating Your Workforce seminar.


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Stay productive despite holiday traffic

Stay productive despite holiday traffic

Sitting in traffic sucks, and it’s especially bad during the holidays. The mix of people on their way to parties, friends and relatives back in town, and last minute shoppers scrambling for gifts can create a truly terrifying “carmageddon.”

However, it’s important not to let the unusually congested roads cut into your productivity. Here are a few tips to remain engaged and productive on the road.

Invest in a portable WiFi device

Having an Internet connection with you where you go will allow you to stay in touch with work via emails, check on the company blog or website, and work on your online project management tool of choice. If you don’t have data on your mobile plan, getting a WiFi device will allow you to connect to the Internet from your phone or even your laptop. As long as you have enough space and enough battery, you’ll be able to work on your laptop during your commute.

Check the app store for tools you use on your computer

Many of the tools that you use for work might be available as apps, which means you’ll be able to use them from your phone. Tools like Basecamp, Google Docs, and Evernote are all available as apps. If there’s any work you need a tool to do, check to see if that tool is available as an app so you can work on your phone. For example, if you’re a manager, you can write up a project draft and send it to your team via Trello’s mobile app.

Bring work related or business reading material

As annoying as traffic is, your commute can be a great time to catch up on project briefs, team reports, and other reading you have piling up. If you work in HR, take the time to read through some resumes on the train. If you’re a designer, read your project descriptions and the blog posts you’re creating images for so that you have a good idea of what they need.

Make business calls and have virtual meetings

If you’re traveling in a private car, taxi, or ride sharing service, where a call won’t disturb anyone, it might be a good idea to take calls and have on-the-go meetings. Bring a set of headphones with you to help with call quality. If you want to take it a step further, invest in an online video conferencing tool you can use with your phone that allows you to record your meetings.

Download a podcast to listen to

Podcasts are an excellent way to stay up-to-date in your industry. If you’re in marketing, Buffer put together a list of top marketing podcasts, which you can listen to on your way to work. They’re great for brainstorming, and you may get an idea or two for your business while you’re dealing with traffic.

Learn something new on audio

In addition to podcasts, there’s a lot of educational material out there that you can listen to on your commute. If you want to learn a new language, listen to a business seminar, or attend an online statistics course, you can do it while sitting in traffic.

Disclaimer: Remember to stay safe and keep others safe on the roads. If you are driving instead of commuting, stick to activities that don’t distract you from driving.

What do you do to stay productive during your commutes? Share your tips in the comments below!


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GENOS Emotional Intelligence now in the Philippines: Free consultations

Profiles Asia Pacific and Facilitator Deiric McCann are partnering to bring the GENOS Emotional Intelligence program to the Philippines. This international program goes over six skill scales and covers emotionally intelligent workplace behavior. Our first workshop was launched on November 15-16, 2016, where participants learned how to design and sell EI solutions, develop individual and team EI, and design EI development sessions.

One participant of that flagship workshop, Ruby Manalac, says;

“We saw that there is more to work than tasks. More to careers than the corporate ladder and more to leadership than just driving the numbers upwards. We work with people. We manage our careers and balance it with our personal lives. Why do we need to sacrifice relationships to move up? The better question is why does it need to be lonely at the top?”

Each participant walked away with a new knowledge of how to demonstrate EI in the workplace, and a globally recognized certification from GENOS.

The reason GENOS is so special is because it doesn’t measure someone’s EQ, like many other tests. Instead, it discovers how someone applies emotionally intelligent behavior in their professional lives. In two days, you’ll understand how important it is to perceive and understand emotions, because they affect so much of our personal and, more importantly, professional behaviors.

Want to get certified?

GENOS International Intelligence consultations are free, and a great place to start. Our team can help you decide whether this certification is right for you, explain the mechanics of how it works, and answer any questions you may have. Contact us today.

Image from: Genos International


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