Philippines’ Top HR Blog

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Defining “Human Capital”

Human Capital: The attributes of a person that are productive in some economic context. Often refers to formal educational attainment, with the implication that education is investment whose returns are in the form of wage, salary, or other compensation. These are normally measured and conceived of as private returns to the individual but can also be social returns. (Econterms)

Human capital results in economic gains, supports company growth, and assists overall business success. The term can also refer to how much of an investment you are making in your employees. Companies should think of their employees as valuable investments, paying attention to employees’ education and “the capacity to deal in abstractions, to recognize and adhere to rules, [and] to use language at a high level.” (James Traub, 2000). Look at some key attributes of an employee when determining how much he or she would add to your company’s human capital.

Diverse and inclusive – Make sure everyone on your team brings a unique skill set, and is open and accepting to other ways of thinking.

Deliberately placed – Everyone should be in a department they can excel in, and doing a job that he or she enjoys.

Trained annually – As mentioned before, a company should never stop increasing their human capital, which does not necessarily mean adding employees. Human capital is also increased when current employees grow and improve.

Continually moving – In order to keep employees motivated, there must always be the opportunity for growth. “This simply means making sure your employees have the opportunity to evolve and transition with the demands of their position, or the position and roles they can occupy in the future.” (Arlene Chandler, 2013).

Human resource departments should begin considering current and potential employees in terms of human capital. Education cannot stop when someone is hired; companies need to continuously grow and improve their human capital by seeking good candidates and continually training current employees.


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Hire Someone You Would Work For

Hiring one candidate over another is a tough decision. When there are multiple skilled candidates whose qualifications fit the job requirements, how does a HR manager decide who to hire?

Here’s a tip: Hire someone you would want to work for.

There are a number of underlying traits that determine whether or not someone would be a good boss, and those traits are important to consider in all employees.

Standards also go up when considering who to work for vs. who to hire. You want to hire someone who is intelligent, but you want to work for someone who takes intelligence a step further into innovation. You hire someone who is a hard worker, but you want to work for someone who can balance work and personal life with good time management skills, and still get top results.

Look for humility. If a newly employed worker is proud and not open to criticism, he or she will not be a good boss. Employers who lack humility are likely to ignore suggestions, push responsibility to others and cause low employee retention rates.

Look for leadership. Because of the opportunity for internal promotion, every employee should have the potential to lead. Leaders are also valuable when problems arise, since they are quick to handle the situation and willing to step into a position of authority when no one else is.

Look for integrity. Good leaders are always trustworthy. They can be trusted to treat their employees fairly, run a business honestly, and handle problems with integrity. These are all valuable characteristics in an employee.

Look for problem-solvers. Leaders can solve difficult problems with integrity, instead of waiting for someone else to hand them a solution. Employees need to be able to think logically to overcome obstacles, preferably well enough to be a leader.

Finally, look for someone who fits the company culture. Whether he or she is an intern or a manager, all employees need to get along with their coworkers, bosses, and the people who work below them.


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Different Methods of Employee Training

“Workforce enablement is not a one-size-fits-all activity. Customized learning programs should be designed and facilitated for employees who really need enhancement on specific skills sets.” – People Dynamics, Inc.

No matter what industry your business is in, employee training is necessary to keep your company skill-set current. Employees are often overlooked as a valuable asset, but all successful companies should invest in their human capital. Employee training creates opportunities for advancement, creates a competitive edge in the market, and improves employee efficiency. Below are a few in-house training methods you can utilize when you need to upgrade employee proficiency.

Assign a mentor. Mentors are a great teacher for employees who may not understand how a company works. If an employee feels lost or like he or she cannot do a job, a mentor is a great resource to answer questions or address concerns.

Have an employee job shadow a stellar performer. This is a great training technique for an employee who does not seem to be performing at his or her best. Showing a below average employee the techniques and work ethic of a great employee will encourage them to perform better and learn from their exemplary coworkers.

Place an employee in different departments for training. Job rotation is a method that allows employees to get a feel for many different aspects of a company. The value in this is that an employee will be able to do their jobs more purposefully when he or she understands how it affects other coworkers, and relies on other departments. Employees who have a general knowledge of the entire company also understand what department is responsible for certain tasks, so he or she knows who to ask when something is unclear.

Employees are the cogs that make a company run smoothly, so they should be constantly improving. Consider yearly training to keep your staff at their prime when it comes to teamwork, communication skills and staying on top of the latest industry changes.


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Employing Telecommuters

The future lies in finding talent wherever he or she lives. Telecommuters and virtual employees can bring dynamic energy, valuable skills, affordable labor, and innovative thinking to any company. This article will discuss the benefits of employing telecommuters and provide a few tips on managing virtual employees.

The benefits of hiring telecommuters

Flexibility – For both management and employees. Virtual employees provide management flexibility, since telecommuters provide their own hardware and software. Telecommuter employees are also able to work when they are most efficient; if someone works better in 2-hour increments, he or she will be able to work in 2-hour increments.

Productivity and job satisfaction – A Stanford study found that “telecommuters ramped up their performance by 13%.” According to a survey from Staples Advantage, 88 percent of telecommuters said they are more productive out of their home office. In fact, the survey respondents said that they would rather give up their favorite TV show, an hour of sleep, a favorite food or take a pay cut instead of stop telecommuting.

Dependability – A majority of the respondents from the Staples Advantage survey said they “are more willing to put in extra time on work and say they are more loyal to their company since telecommuting.” Since telecommuters have more flexibility and no defined work hours, there is a higher chance that they will be there when you need them at odd times. A regular employee shouldn’t be asked to help out on a Sunday event without compensation, but a virtual employee can provide support on that Sunday as long as it’s within their realm of responsibility.

Minimal device investment – Personal devices are typically more advanced than company-provided devices. Allowing employees to use their own technology also allows them to work more efficiently with hardware and software they are familiar with.

Innovation and creativity – Hiring telecommuters shows employer innovation, and brings extra creativity on board. Telecommuters aren’t necessarily more innovative than their 9 to 5 counterparts, but there is evidence that supports the creativity of “distant telecommuters” compared to employees in a central office. Telecommuters also have more opportunities to combat writer’s block. Telecommuters can easily take a break, go to the park, then get back to work after making dinner when a burst of inspiration comes.

Some tips for employing telecommuters

Set goals – If you have virtual employees, it is important to give them goals to accomplish. You can give daily, weekly or monthly goals that you can use to evaluate their efficiency.

Data is greater than the device – Protect your data. Make sure everything is saved and secured in multiple locations, and focus on the infrastructure of your virtual team before focusing on their devices.

Trust your employeesTelecommuting raises ethics. A study titled How to make your team more ethical: Let them telecommute shows how an employee who gets “the privilege of working from home see[s] it as a valuable perk and avoid[s] doing things that might see them hauled back to their cubicle.”

Focus on communication – Aside from a good Internet connection, communication skills are the most important non-tangible asset of a virtual team. Be sure to invest in solid communication channels and find what works for everyone.


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Ensure Team Effectiveness

Every job requires interaction to create a quality product, provide an efficient service, and finish a job effectively. For managers, team leaders, supervisors, or anyone who is working in a team environment, it is important to enhance leadership skills and inspire higher performance in teams.

Teams have become a principal building block of the strategy of successful organizations. Whether the focus is on service, quality, cost, value, speed, efficiency, performance, or other similar goals, teams are the central methodology of most organizations in the private, non-profit, and government sectors. With teams at the core of the corporate strategy, organizational success can often depend on how well team members operate together.

In most teams, the energies of individual members work at cross purposes. Individuals may work extraordinarily hard, but if their efforts do not translate into team effort, it results in wasted energy. By contrast, when a team is aligned, a commonality of direction emerges and individual energies harmonize.

Profiles Asia Pacific will hold a session called “Ensure Team Effectiveness” on February 26. There will be a morning and afternoon session. For more information or to register, visit profilesasiapacific.com


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Learn the Art of People Management

HR practitioners, administrative officers, training and OD consultants, office managers and business owners have one thing in common. They need to manage and lead people. Human resources play a vital role in finding and managing your human capital. With such large responsibilities, it is no surprise that companies should prioritize training in the art of people management.

The upcoming seminar, “Gain a Competitive HR Advantage,” will assist companies and individuals with discovering the right people to place in the right job, equipping them with the necessary competencies, challenging their potentials to the optimum level of performance, recognizing their significant contributions and maintaining a harmonious work environment. The session will take place February 27 to 28, from 8:30 a.m. to 5 p.m.

This training program allows you to realize the vital role of the Human Resources as a strategic partner of the corporate entity in achieving its goals. You will tackle the essentials of HR and gain a comprehensive understanding of the process. With emphasis on people management approach, participants will be equipped with advanced skills necessary in achieving effective HR management.

Learn more or register at profilesasiapacific.com


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Content Marketing vs. SEO Copywriting

Content Marketing: A narrative form of marketing that focuses on the consumer’s needs while telling a story. Content marketing gently persuades prospects and helps buyers and the public. While content marketing isn’t new, its power has been exponentially improved with today’s social media platforms and other devices. –Heidi Cohen

Search Engine Optimization (SEO) Copywriting: The knack of being able to create original text (possibly) after referring to existing material in such a manner that it propels your website’s ranking amongst the op 1st rank contenders on a Search Engine. –Write Writing

There is a delicate balance between content marketing and SEO copywriting. Whereas content marketing focuses on an experience, SEO copywriting puts that experience in front of the people you want to see it. Both content marketing and SEO copywriting can stand alone, but need the other to perform at optimum efficiency.

Although all good SEO copywriting should also convey a story and/or communicate a message, SEO copywriting itself is writing copy following SEO best practices. This means that your main objective is to create copy that’s configured to propel your website to the top of searches, regardless of whether or not that content educates, contains a story, or builds a brand culture.

Content marketing builds emotion around a brand. It is ideal if you are selling an experience, as well as a product. For example, NAO shoes from Brazil puts the “Legend of Adilson” on their store windows and includes the story on their website. The story, cleverly marketed as a “legend,” shows us how content marketing can create a culture around a brand. The Legend of Adilson, taken from NAOs website, is shown below.

The Legend says that, somewhere in the depths of the Minas Gerais (arid region of Brazil) tired of walking barefoot and of hearing his poor mother answer NAO at each of his requests to buy him a simple pair of shoes, little Adilson got into the habit of making his own footwear with colourful materials he found in the slums of Belo Horizonte. Over the years, his shoes bevame more and more beautiful. Today, a rumor goes around that Adilson is a happy man, as head of a small firm that produces thousands of multicoured shoes every year for the enjoyment of all. When asked whether he had given a name to his shoes, Adilson would recall his mother’s words and invariably answer NAO, with an enigmatic smile on his face… Thus was born the name NAO, or at least that’s what the legend says…

Overall, writing a good blog post without knowledge of SEO still produces a better product than an uninspired article written for SEO. However, you need to pay attention to SEO in order for your story reach your target audience.


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A Seminar on Managing Yourself and Your Company

The fourth Gestalt-seminar will be held in Manila from March 21 to 23, and will focus on “Managing Yourself, Others and Company Structures.” The workshop is part of a continuing educational program and comes as an independent job competence training.

Management and leadership basics are mostly grounded on personal competence; in order to be a good manager of people, you must know how to manage yourself. This seminar utilizes humanistic psychology to assist participants in developing personal and professional competence.

Participants will also examine the interpersonal roles within a job, as well as their own personal way of handling institutional conflicts or intercultural differences. Tools will be used to diagnose social situations, teach participants to stay while handling difficult situations, make choices when needed, and think on their feet.

This workshop is a joint venture of the Gestalt Institute Manila, Mantalou International Institute, UP Diliman, and Profiles Asia Pacific. The workshop will be held March 21 to 23. The workshop fee is PHP9,500 and doesn’t include VAT tax.

View more workshops online at ProfilesAsiaPacific.com. For more information, please contact Kristy Javier at 635-0016 or kristy@peopledynamics.co

About Workshop Facilitator Professor Hans Lenhard

Prof. Hans Lenhard – a visiting professor at UP Diliman – did his special gestalt-education at the ESALEN Institute, in Big Sur, California. Since 1989 Hans has been facilitating in-house groups and open workshops. One of his favorite moments within business competence trainings was when he worked as a developer for training settings within the BMW group in Germany. Hans later founded the GIM <Gestalt Institute Manila> in order to offer applied psychology in continuing education and business competence trainings within the Philippines.


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Learn to Coach Your Team and Your Business

From March 7 to 9, Gestalt Institute Manila, Mantalou International Institute, UP Diliman, and Profiles Asia Pacific will offer a learning seminar about “Getting into the Shoes of a Coach.” The seminar is designed to train managers to better lead their staff, clarify and structure job scenarios and handle difficult topics and dilemmas. This seminar is recommended for coaches, managers, company trainers, and human resources businesses. It will benefit anyone who wants to learn a holistic and all-inclusive way of living and doing a job.

“Getting into the Shoes of a Coach” will focus on increasing awareness of your personal preferences concerning work and personal life. Participants will develop sources of personal strength by finding out about the inner-ego and individual psychology.

The seminar will also assist participants in finding solutions to special job situations, including sensitive ones, and moments of personal decision-making. Workshop Facilitator Hans Lenhard states that individuals need to develop both a philosophy of who they are and their actual personality in order to enhance your professional competence level.

“The Gestalt-lap is a chance to grow in a climate of support and respect.” – Lenhard

The workshop fee is PHP9,200 and doesn’t include VAT tax. View more workshops online at ProfilesAsiaPacific.com. For more information, please contact Kristy Javier at 635-0016 or kristy@peopledynamics.co

About Professor Hans Lenhard

Prof. Hans Lenhard – a visiting professor at UP Diliman – did his special gestalt-education at the ESALEN Institute, in Big Sur, California. Since 1989 Hans has been facilitating in-house groups and open workshops. One of his favorite moments within business competence trainings was when he worked as a developer for training settings within the BMW group in Germany. Hans later founded the GIM <Gestalt Institute Manila> in order to offer applied psychology in continuing education and business competence trainings within the Philippines.


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A Health and Stress Management Workshop

The three-day HPD-Gestalt Health and Stress Management Workshop is scheduled for this weekend and will teach participants how to take care of their body in different ways. The workshop will focus on integrating mind, body and emotion to harmonize well-being and integrate the psychological health into physical health. The workshop will introduce alternative ways to look at symptoms and pains, and will go over a different understanding of pain and different ways of caring for yourself.

Symptoms of illness, such as pain, are designed to inform a person about a need that is not being met. Workshop participants will undergo experiments to better grasp the source of their symptoms and will try multiple techniques to get in touch with their physical selves. Individual processing of a person’s life story or critical moments will provide insight into what he or she needs, and will help you improve the relationship between your body, mind and emotion. A workshop facilitator will be present throughout the sessions.

After participants have learned to modify the way they think about holistic health, the will learn to examine their psychological and physical state in the moment. This will provide insight into different alternative ways of living in a more responsible way concerning personal health.

About Gestalt Holistic Health

The actual concept of gestalt healthwork is encountering symptoms as an expression of social and individual stress; holistic work wants to integrate body, mind and emotion on the way to form and develop a balanced and integrated personality. An important part is efficient communication in form of emphatic dialoguing in a partner-oriented way. The HPD-gestalt concept is based on Fritz Perl’s innovation of gestalt-therapy and a gestalt pedagogical approach for personal growth. Within Humanistic Psychology, gestalt-work is a holistic and integrative way to develop the human potentials of body, mind and emotion.

This workshop is a joint venture of the Gestalt Institute Manila, Mantalou International Institute, UP Diliman, and Profiles Asia Pacific. The workshop will be held February 21 to 23 from 9 a.m. to 5 p.m. daily in the HPD studio, Palma Hall Annex, 3rd Floor Department of Psychology, UP Diliman, Quezon City. The workshop fee is PHP8,200 and doesn’t include VAT tax.

View more workshops online at ProfilesAsiaPacific.com. For more information, please contact Kristy Javier at 635-0016 or kristy@peopledynamics.co


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