Philippines’ Top HR Blog

  • 0

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.

  • 0

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.

  • 0

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 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?

  • 0

These numbers show why HR development is worth investing in

Keeping your human resources department in top shape should be a priority for every business. It’s been proven time and again that good HR contributes to success, and it’s vital to prepare your HR team for growth. However, we all need a reminder every now and then, especially in this time of increased employee mobility.

Here are some statistics that prove every company should pay attention to HR development.

  • 56% of HR Managers considered training and development to be an essential business enabler. (Source)
  • Companies who have formalized employee engagement programs have 26% higher annual revenue growth than those who don’t have formalized engagement programs. (Source)
  • The people who are turning the world around today will retire by 2025. (Source)
  • It costs between 30-50 percent of entry-level employees’ annual salary to replace them; for mid-level employees, it costs at least 150 percent of their annual salary to replace them; for high-level or highly specialized employees, replacing them costs 400 percent of their annual salary. (Source)
  • 89% of Glassdoor users are either actively looking for jobs or would consider better opportunities. (Source)
  • 51% of employees are considering a new job. (Source)
  • Only 5 percent of organizations feel they are effective at tracking and using talent analytics. (Source)
  • Only 12 percent of HR organizations currently use predictive analytics for talent decision making. 49 percent of organizations plan to do so in the near future. (Source)

What does it all mean?

The numbers above show the need for a well-trained HR team, and the impact they can make on your workforce. Replacing employees is costly, yet only a fraction of businesses use tools like predictive talent analytics to ensure a great fit when hiring. A new workforce is emerging that has different values and drivers than the last. Companies that invest in HR development can help keep up with the changing landscape, attract and retain great candidates, and boost business growth.

  • 0

The importance of HR development

The backbone of every company is the people who build and maintain it. HR development helps to ensure that each individual working at your company is a great fit.

Hiring is the most important thing you do. Your HR department is the gatekeeper for your business; they are responsible for finding the best people to join the company, putting together well-matched teams, and onboarding each employee so everyone is equipped for success. That being said, having a skilled, qualified HR department is vital to every business. This is achieved with HR development.

Why HR Development is Crucial

Your HR department needs to stay on top of industry trends. Knowing what’s happening in HR as well as your business industry can give you an edge in finding qualified candidates.

Your HR department needs to know what’s important to the emerging workforce. Hiring isn’t a one-way street, so you need to know what the core values of your target workforce is in order to attract and retain employees.

Your HR department should know how to use new tools available to help them do their jobs better. There are always new tools emerging to help HR operate more efficiently. These could take the form of assessments, new job boards, recruiting methods, and more.

Your HR department is responsible for putting together good teams. You’re putting your workforce composition in the hands of your HR department, and the people who hire need to be able to match personalities and values well.

Your HR department must know how to market a role. HR isn’t just about human relationships, it’s also about understanding what motivates people to join companies. They need some marketing prowess to understand the best places to advertise an open position, the wording to use to “sell” it, and how to get candidates to fill out an application form completely.

Your HR department needs to represent the company to job seekers. HR employees are often the gatekeepers and first human impression that many job seekers get from your company. They need to know how to position themselves and the company for image alignment.

Question: What’s the main driver for HR development at your company?

  • 0

Organizational development resources

Organizational development can be complicated without the right guidance and tools at your disposal. To help you navigate changes in your business, we’ve put together a list of organizational development resources. These will help you with restructuring your company, training your employees, and implementing strategy.

Organizational Development Basics

If you’re just getting started with organizational development, this is an introductory article that explains the basics of what it is with a useful graphic and video.


re:Work shares practices, research, and ideas from Google when it comes to hiring, managers, people analytics, and “unbiasing.” Their blog is a database of articles that share how to run a business better, how to create a productive workplace, and more. re:Work also has guides to help you evaluate team effectiveness, develop and support managers, and utilize metrics to make smart business decisions.

Leadership Development Tools and Training

Profiles Asia Pacific provides leadership development training for companies in the Philippines who are looking to evaluate, develop, and train their management teams. This includes recognizing inadequate managers, as well as placing people in your company strategically where needed. Reach out for more information on an expansive list of time-tested assessments to help you understand your workforce better.

Resource Library for Organizational Development Professionals

This is a comprehensive library of organizational development resources from the Free Management Library. It includes information on the different stages in organizational development, how to diagnose what is and isn’t working, different types of organizational interventions, and even a useful history of OD.

How to Implement a New Strategy Without Disrupting Your Organization

This article from the Harvard Business Review explains what you need to look at during organizational change, and how to approach it with minimal business disruption. The article includes case studies, goes over diversity, and offers actionable advice.

This was just a small sampling of the excellent tools available for those interested in learning more about OD and how their business can benefit from it. What other resources should be added to this list? Let us know!

  • 0

Organizational development: The backbone of every long-lasting company

Organizational development (OD) focuses on preparing a company for the future, keeping a business flexible and adaptable enough to fare well through rough weather and changes in the industry. Thanks to the fundamentals of OD, any company can apply it to build a long-lasting brand that can handle unexpected issues throughout time. Here’s how to do it.

Organizational development for the future

Get your managers’ support

When your managers are onboard for the organizational change and restructuring, their team members will be more comfortable with it as well. Management should show support for any changes and be proactive about communicating with their teams to avoid any confusion.

Use data to back it up

Your best employees won’t follow you blindly, you need to present your case for any organizational shift in direction to get their backing. Frame this change simply, so employees know what it means for them, and how they may benefit. Take it a step further and use data to explain why your business needs to prepare for the future with OD, such as recent industry trends, your own marketing metrics, customer satisfaction surveys, and an analysis of competitors.

Get your employees involved

Organizational development may require some restructuring and redesign of different jobs. Get your employees involved during this process to boost morale. If your OD plan involves letting go of a few employees, letting the team members you’ll keep onboard informed will help to avert panic as well.

Your employees will have insight into your company that you may not, since they operate on the ground floor. From customer service, to process implementation, listen to your employee’s feedback and get them involved for smoother OD. You may rework your strategy after hearing what your various teams think of how well your plan will help the business prepare for the future.

Communicate throughout implementation

As your organizational development plan rolls out, each series of changes will be something your team needs to get used to. Continue to communicate and explain the changes, especially those that directly affect how employees perform their jobs. If you don’t, you risk false rumors spreading, and resistance from an uninformed team.

Set and share your timeline

Organizational development, like any well-planned strategy, should take place in timed stages. Set target dates for your key actionables, such as when old software will be phased out, or when trainings will take place. Share these dates with your team early, so that if there are any scheduling conflicts HR can get them sorted out. Plus, your team will be able to coordinate to ensure all your bases are covered during major shifts.

Evaluate and improve

Finally, OD is never done. You’ll need to constantly evaluate and improve your business processes, goals, and perhaps even offerings to stay relevant. Continue to analyze how your changes are going, and adjust where needed for best results.

Final tip: It’s easy to fall into your business comfort zone and do things like you’ve always done, but don’t forget to evaluate whether your “staples” (ie. a particular product, service, or process) have become unnecessary.

  • 0

Public Seminar: Training Needs Analysis

Join us August 24 and 25 for a 2-day workshop on Training Needs Analysis. This workshop addresses what the organization needs pertinent to human resource development, as aligned with its strategic goals.

Training needs analysis

The workshop will expose participants to the whole gamut of the training needs analysis process. They will likewise be oriented with the different TNA tools used to realize a successful competency enhancement venture.

Register Now

Participants would be able to plan, design, and implement a training needs analysis process. They will acquire skills to determine real employee needs related to training, identify performance gaps, and be able to determine training needs within an organization. The workshop will also show useful TNA tools, how to improve human resource planning, and improve ROI.

Course Outline


  • What is Training Needs Analysis (TNA)?
  • The Rationale for Conducting TNA
  • Objectives and Outcomes of a TNA
  • Aligning organization Mission and Vision with Learning and Development Efforts
  • Scope of TNA: What should a TNA cover?
  • Identification of Needs at the Individual, Occupational, and Organizational level
  • Determining the Need for a TNA
  • The Model for Identifying Training Needs
  • Individual and organizational Competencies
  • TNA into organizational processes and business models
  • Aligning the training needs analysis to the strategic objectives of the organization
  • Planning, preparing, adjusting, and reviewing the training needs analysis procedure/process


  • What techniques to use for specific situations – face to face, questionnaires, individual, groups, and other investigation tools
  • Designing and Validation of the Survey and Interview Tools
  • TNA Implementation and Sampling Techniques
  • Collating the Data Gathered
  • Data Analysis
  • TNA Report Preparation
  • Communicating the Results
  • Making a Persuasive Training Needs Presentation

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. She also 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., she teaches part time at UST and De La Salle University. She has authored three books in Psychology and Human Resource Management. Already a fulfilled academician and HR and OD practitioner, she has received a number of awards and recognitions.

  • 0

What is organizational development?

Organizational development (OD) relies on a basic understanding that business processes and structures affect employee motivation and efficiency. OD refers to a systematic approach to improving the effectiveness of your processes and knowledge of those in your organization. OD aligns strategy, employees, and processes to create a more successful, adaptable business that is continually improving.

In order to implement OD, a combination of analysis, action planning, and evaluation is needed to prepare for future changes and problem solving. It utilizes behavioral sciences like sensitivity training and ultimately enables an organization to adapt to different markets, regulations, and emerging technologies.

OD is a process of continuous diagnosis, action planning, implementation and evaluation, with the goal of transferring knowledge and skills to organizations to improve their capacity for solving problems and managing future change. – Organizational Development Theory

Organizational development

A useful diagram of what OD looks like from HRPeople

According to the Perelman School of Medicine at the University of Pennsylvania, the key concepts of organizational development theory are organizational climate, organizational culture, and organizational strategies.

Organizational climate refers to the analysis of your current business voice and tone, beliefs, leadership, conflict resolution structures, and how well defined each role is. Organizational culture looks at the norms of the business, including assumptions, values, and behavior.

Organizational strategies refer to the steps that must be taken for OD. These include diagnosis (identifying problems and current situation), action planning (strategic intervention), intervention (implementation), and evaluation (gauging results).

OD must be adopted throughout the entire business, managed from the top of the organization, highly strategic, and increase your organization’s health. For more information, check out the video from the Organization Development Network below.


  • 0

Public Seminar: Testing and Measurement

Join us on August 24 to 25 for a 2-day workshop on testing and measurement in human resources. 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.Testing and Measurement

The 2-day 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.

Register Now

The basic part 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 part, 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
    1. Abstract Reasoning Assessment
    2. DISC Personality Profiler
    3. Motivational Intensity
    4. 360 Feedback Survey
  3. Other advanced forms of test validation: CONCERTO, EFA, IRT

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’s also currently 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 Lecturer 6 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.

Show Buttons
Hide Buttons