Tag Archives: employee assessments in the Philippines

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Announcement: New Specialized Training Available

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Profiles Asia Pacific already offers numerous selection assessments, but this month we are proud to announce a release of specialized training programs to our repertoire! The following assessments can be conducted online by participants as a prerequisite to their specialized training.

The following are available as of August 2015. Please contact us for more information.

  • Learning Profiles™ & Assessments
  • Coaching Effectiveness Profile
  • Communication Effectiveness Profile
  • Creativity & Innovation Profile
  • Customer Service Commitment Profile
  • Diversity & Cultural Awareness Profile
  • Emotional Intelligence Profile
  • Leadership Effectiveness Profile
  • Learning Styles Questionnaire
  • Listening Effectiveness Profile
  • Management Effectiveness Profile
  • Negotiating Style Questionnaire
  • Personal Stress & Well-Being Assessment
  • Problem Solving & Decision Making Profile
  • Sales Effectiveness Profile
  • Teambuilding Effectiveness
  • Time Management Effectiveness Profile
  • Leadership Effectiveness Profile
  • Management Effectiveness Profile

Contact us today to learn more about online assessments and specialized training!


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Public Seminar: Dealing with Change and Change Management

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Change Management

Join our Change Management seminar and learn how to handle change in business. This workshop will be held June 4 to 5, 9 a.m. to 5 p.m. at the OMM Citra Building on San Miguel Avenue. It’s ideal for managers and business professionals who want to understand the dynamics of change and equip themselves to analyze the factors at play in their own particular circumstances. Participants will learn how to adopt practical strategies to deal with resistance.

Managers traditionally have had the task of contributing to the effectiveness of their organization while maintaining high morale. Today, these roles often have to be balanced off with the reality of implementing changes imposed by senior management. This one-day workshop will help you deal with change and will give you strategies to bring back to your employees.

By the end of the workshop, participants will be able to see change as a positive element, identify the stages of change and develop strategies for dealing with and accepting changes in an organization.

Register Now

Course Outline

  • The change process
  • The human response to change
  • The pace of change and the pace at which people adopt change
  • The pyramid response to change
  • Resisting and welcoming change
  • The Four-Room Apartment of change and how to use it
  • How to increase your resiliency to change
  • Managing anger
  • Dealing with stress
  • An action plan for success

The course fee is P8,500 + VAT, and includes instruction by an expert facilitator, small group workshops that provide “active learning,” a specialized student manual, a free eBook on Change Management, a personalized certificate of participation, snacks and lunch. You will also receive a complimentary ProfilesXT Assessment.

The ProfilesXT Assessment is a multi-purpose, total person employee assessment used for pre-employment screening, selection, development, training, managing, and succession planning. This employee assessment measures how well an individual fits specific jobs in your organization, and the results can be used during the training or succession planning stages. PROFILEXT is customizable, and peak job performance models can be developed by company, position, manager or geography.

Register Now

About the Facilitator

Dr. Rosario Alzona holds a Master’s Degree in Statistics and Ph.D in Organization Development. She is an accomplished Organization 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.

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.

Register


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Imrpove Employee Engagement: 7 Reasons Your Employees are Disengaged

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Disengaged employee

Employee engagement is a hot topic in HR, and for good reason. Studies show that engaged employees are more productive, happier with their jobs and more loyal to their companies, which leads to better service and sales. That being said, company leaders must be aware of any reason employees may be disengaged. Make it a priority to stamp out these 7 reasons employees are disengaged in your company.

They don’t respect their colleagues or feel respected

A lack of respect damages relationships. It could be a lack of respect for coworkers, managers, or for employees in general. This can happen when an employee doesn’t see the people they work with as competent. This issue needs to be addressed immediately with good communication in order to get to the root of the problem. For example, if employees don’t respect their manager, they won’t listen to instructions and will end up making mistakes or wasting company time. To remedy this, first find out why they don’t respect their manager and work from there.

They don’t understand your mission, vision and values

When employees are given orders to follow mindlessly, it creates mistrust. Encourage employee engagement by helping them see the overarching goals of the company, and how their jobs and responsibilities contribute to bringing those goals to fruition.

They aren’t appreciated

Employees who feel unappreciated are more likely to do the bare minimum at work just to get by. They may feel that no one notices their efforts, or that their job doesn’t really matter. Remedy this issue by using praise and encouragement when an employee does something right. This not only teaches employees the employee and his or her colleagues the high standards you are looking for from them, but that you notice when they do something well.

Read more about the power of positivity for employee engagement.

They don’t get along with their peers

Good workplace relationships can make a job more enjoyable, more collaborative and more fun. On the other hand, if your employees don’t get along well with each other they may focus on their negative feelings towards coworkers rather than concentrate on doing their jobs. Bad coworker relationships cause low employee engagement simply because the office will become a place they don’t want to be. If an employee associates a job with a group of people he or she doesn’t like being around, then the job itself will eventually become associated with an undesirable culture.

They lack work/life balance

Do your employees often have to work overtime, or stay at the office late? Do they end up missing family gatherings, important moments in their child’s lives, or parties with their friends? Requiring too much of a commitment at the office could cause employee disengagement because they see that the company doesn’t value their personal lives. Fix this source of disengagement by respecting your employees’ time and personal obligations. For example, don’t make an employee stay late at work after a busy day in order to finish up menial tasks that can be done later.

They don’t feel their potential is being fully utilized

When employees feel that they’re “stuck” in a dead-end job with no growth, development, or room for advancement, they are more likely to be dissatisfied with their jobs. Tap into their skills and use employee training and development in order to show the company’s investment in employees. Consider hiring for open positions from within the company, and allow current employees to apply for positions they like and feel is a step up. Finally,

They don’t match their position or the company

There was a mismatch in job fit that slipped by and now you may have an employee who isn’t necessarily a good candidate for the company or current position. It’s not likely that this is an engaged employee because he or she doesn’t have the skills, personality and behaviors needed to do the job well.

This is easily avoidable with the use of employee assessments in the recruitment process. Make job matching easy and efficient for both the company and job applicants. Utilizing assessments as part of your hiring process helps companies hire the right person the first time, instead of having to deal with unhappy employees who aren’t the best fit for their jobs.


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Public Seminar: Critical Thinking – Competency and Action

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Critical Thinking

Join a Critical Thinking: Competency and Action seminar on April 23 and 24 from 9 a.m. to 5 p.m. and learn how to clearly reason through problems and present arguments in logical, compelling ways.

In today’s society, many people experience information overload. We are bombarded with messages to believe various ideas, purchase things, support causes, and lead our lifestyle in a particular way. How do you know what to believe? How do you separate the truth from the myths? The answer lies in critical thinking skills, which have become key for survival in today’s world. This two-day workshop will give you some practical tools and hands-on experience with critical thinking and problem solving.

Participants will define critical and non-critical thinking, identify your critical thinking style(s), including areas of strength and improvement, describe other thinking styles, including left/right brain thinking and whole-brain thinking, work through the critical thinking process to build or analyze arguments, develop and evaluate explanations, improve key critical thinking skills, use analytical thought systems and creative thinking techniques and prepare and present powerful arguments.

This course is encouraged for professionals who want to enhance their thinking processes to achieve better results in business and individuals who desire to develop critical thinking and problem solving as a core competency.

Register for this course here.

Course Outline

  • Understanding critical thinking
  • Where do other types of thinking fit in? (including whole-brain and left and right brain)
  • Pitfalls to reasoned decision making
  • The critical thinking process
  • A critical thinker’s skill set
  • Creating explanations
  • Dealing with assumptions
  • Common sense
  • Critical and creative thought systems
  • Hands-on case studies

The course fee for this seminar is P8,500 and 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, a specialized student workbook, a free eBook on Thinking Skills: Using Your Brain in the Information Age, a personalized certificate of participation, snacks and lunch, and a complimentary Profiles Critical Thinking, Logic, Comprehension and Perception Assessment (CTA). This assessment provides raw scores and percentile ranking for each of the areas measured.

Areas Covered by Your Free Assessment

  • Evaluative, analytic and inferential reasoning
  • Deductive and inductive reasoning
  • Logical reasoning
  • Reasoning and comprehension

Register online here.

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.


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Public Seminar: Lean Management

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Mike Grogan

On April 14 to 15, you can learn the basics of Lean Management with expert Mike Grogan. Profiles Asia Pacific and People Dynamics is hosting a public seminar on this leadership philosophy and practice for business improvement. This course is designed to give managers a practical introduction to Lean Management concepts that they can apply in their organization to generate improvement and results.

Participants will learn how to build trust and respect, reduce your fear of cold calling, make a positive first impression, speak to the decision-maker and create a script to maximize your efficiency on the phone. Attendees will also learn how to create interest, handle objections, and close a sale.

Course Outline

1. Introduction

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

2. Lean Management Principal Number 1 – Visual Tools

  • Making the invisible – visible
  • Successful Case Studies from around the world

3. Designing for your organization Part 1

  • Designing your first Visual Tool
  • Presentation and Feedback to class

4. 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

5. 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

6. Designing for your organization Part 2

  • Designing your second Visual Tool
  • Presentation and Feedback to class

7. 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

This two-day course will run from 8:30 a.m. to 5 p.m. both days and is P11,900. The course fee includes instruction by an expert facilitator, a specialized student manual, personalized certificate of participation, snacks and lunch, and a complimentary ProfilesXT Assessment (PXT). The PXT is a multi-purpose, total person employee assessment used for pre-employment screening, selection, development, training, managing, and succession planning. This employee assessment measures how well an individual fits specific jobs in your organization, and the results can be used during the training or succession planning stages. PROFILEXT is customizable, and peak job performance models can be developed by company, position, manager or geography.

Register for Lean Management here.

About the Facilitator

Mike Grogan has coached and trained more than 1,200 people around the world (USA, UK, Middle East, Africa and South East Asia) on the application of LEAN principles. Mike is an Expert in LEAN with more than 8 years experience in applying and realizing the extraordinary results that LEAN Thinking generates. LEAN Thinking uses the same continuous improvement principles leveraged by world class companies such as Toyota, GE, Vodafone, Samsung & Nike.

While working as an Engineer for Merck/MSD, one of the world’s largest pharmaceutical companies, Mike had direct hands on experience in business process improvements, resulting in significantly improved quality, safety, delivery time, client satisfaction, operational and financial efficiency and staff engagement.

Industries that Mike has consulted for include Manufacturing, Service Delivery, Procurement, Finance, Churches, Not for Profits and Healthcare. Mike is a native of Ireland and holds a Degree in Chemical Engineering from the University College Dublin. He is certified as a Lean Six Sigma Black Belt.


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Develop Your Workforce with Specialized In-House Training

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Do you need to improve a specific competency in your business? Maybe your employees need help with their communication skills, teamwork, or leadership. Whatever you and your team needs, People Dynamics has specialty experts who can design a custom training program and equip your employees right in the office.

Visit PeopleDynamics.co to learn more about training and employee solutions.


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Leading the Next Generation

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Things are rapidly changing in the way leaders manage their talent. The leadership style needed to guide the new generations filling our workforce is vastly different from the top-down model so many of us are used to. According to Dan Schwabel in an interview, millennials leave their jobs in two years, whereas Boomers leave in about seven years and Gen X leaves in five years. They value purpose more than a salary, and are willing to take a pay cut to do something they truly believe in. Millennials also emphasize entrepreneurship and value their time and freedom.

Companies need to start realizing that a lot of people go home or go on vacation and they’re still doing work. You can’t trap someone from 9 to 5 every day when they’re going to be doing work outside of work. – Dan Schwabel, Interview With Dan Schwabel: How to Retain Your Millennial Workers

Because the millennial work ideal is so different from the generations that came before them, HR and managers should be exploring new ideas and work models that will help retain young talent with high potential.

Flexible office hours…and offices

…most of your new-generation leadership will begin as first-level managers. But they will share a commonality with high-profile tech entrepreneurs who manage virtual teams, lead across cultures and adapt to new technologies. Their experience as the first truly diverse and digital generation has prepared them well to lead the next generation. – PJ Neal and Michael Watkins, Millennial in Training

Many employees have come to the realization that time is more important than money, and that work can be done from virtually anywhere. Millennial employees will have experience with virtual teams, online work spaces, and new technology. Companies can offer their employees flexible hours and equip them with the resources to work virtually (and efficiently) to help keep employee satisfaction levels high. Having to sit at an office for two hours with nothing to do can destroy employee morale fairly quickly, and make millennials wonder why they keep coming to work when they can do just as much or more from home.

Volunteer Programs

Many millennials want to do good for society, and be a part of the bigger picture. Volunteer programs allow your employees to help their communities as part of their job. Companies can give employees the option of volunteering with different programs, while still being paid for their time. Many companies can also offer paid “vacation leaves” as long as an employee volunteers that day with a non-profit organization.

Intrapreneurship Programs

Intrapreneurship means acting like an entrepreneur within a company. Intrapreneurs imagine, create and implement new products, processes and practices to make the company better in some way. It may add a much needed solution to a problem, or enhance a product, or make a process more efficient. Intrapreneurs can look beyond whatever is in place now into how they can change, improve or combine aspects of a company to serve a better good.

According to a Forbes article, Social Intrapreneurs: Disruptive Innovators on the Inside, Unilever Chemical Engineer James Inglesby had the task of finding new business opportunities for toilet cleaning products. He learned that 2.6 billion people lack access to proper sanitation, and decided to expand beyond established markets to offer branded, affordable, self-contained plastic toilets and a toilet cleaning service that uses Unilever cleaning products.

For more information on HR, marketing, business and leadership, follow our blog!


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Public Seminar: Critical Thinking

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Join us on January 21 to 22 for a Critical Thinking seminar that will help participants analyze the world around them through rational thinking skills. The ability to clearly reason through problems and present arguments in a logical, compelling way has become a key skill for survival in today’s world. This two-day workshop will give you some practical tools and hands-on experience with critical thinking and problem solving.

This workshop is ideal for professionals in business or individuals who want to improve their critical thinking skills as a core competency. Participants will define critical and non-critical thinking, identify critical thinking styles and areas of strength, develop and evaluate explanation skills and more.

Course Outline

Understanding critical thinking
Where do other types of thinking fit in? (including whole-brain and left and right brain)
Pitfalls to reasoned decision making
The critical thinking process
A critical thinker’s skill set
Creating explanations
Dealing with assumptions
Common sense
Critical and creative thought systems
Plenty of hands-on case studies

About the Instructor

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.

Investment

P7,280 includes all course materials and VAT, instruction by an expert facilitator, a personalized certificate, an eBook on thinking skills and a complimentary Profiles Critical Thinking, Logic, Comprehension and Perception Assessment.

Register now!


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Develop Your Workforce in 2015

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2015 is going to be a big year for the Philippines. By the end of the year, we and all our ASEAN neighbors will be able to trade goods and services freely, which means increased competition, higher standards, and a freer flow of employees. In order to keep your workforce cohesive and up to the rapidly rising ASEAN standard, employers must develop their top talent and nurture their employees’ professional development.

Everything starts with a good hire

First things first; get the right people. Evaluate your employees and make sure you have the right people in the right position. It’s not too late to do this for your entire company! The integration is set to happen at the end of 2015, so start evaluating employees now. Find out which of your employees see a future with your company and let go of the employees who don’t. Avoid becoming a “passing” job where employees just wait for a better offer. Every employee you have at the end of 2015 should enjoy their jobs and believe in your company.

Getting your workforce in the best shape possible will take a lot of time, energy and resources. You’ll need to invest in advertising, interviewing, orientations, on-boarding, and the adjustment period in which an employee gets to know his or her job. It will be worth it. Your human capital will be prepared for the integration and you won’t (hopefully!) lose dozens of employees to other ASEAN companies.

Provide training and development

Once you have people who fit your company culture and have the right attitude to do their jobs, it’s time to train them. There are very few jobs in which you can hire someone and he or she automatically knows how to do the job seamlessly. You’ve spent a lot of time getting the right people working in your company, now it’s time to coach, mentor and train them.

It’s much easier, and usually more cost effective, to hire someone with the right attitude and train them for a position than to find the perfect fit. Helping your employees grow and showing an investment in their development will also help them understand they are valued by the company and remain loyal, even when presented with other job offers.

Give them the right resources

Every company works differently. The same can be said of each department, each team, and each individual. Because different employees will have their own unique productivity practices, be flexible enough to accommodate them with what they need. Provide meeting rooms, efficient hardware and software (no laptops from 1998), individual work rooms where employees can think out loud, adequate parking space, and whatever else they need so they can focus on their jobs.

The right resources also means allowing your employees to work during their most productive hours of the day. This may mean offering different work schedules, or even setting up a virtual work space where team members can interact online from wherever they are.

How else do you think companies should be developing their workforce in 2015? Share your thoughts in the comments below!


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Getting Back to Work After the Holidays

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The holidays and New Year countdown are exciting times; there are lights and decorations, presents, vacation days and, for some, new and unfamiliar places. In lieu of that, January may seem a little dull to employees who are dragging their feet about getting back to work. Remedy the lingering “vacation mode” by engaging employees at the workplace. Managers and HR can do this a number of ways, such as…

  • Have your holiday party after the holidays. December is a busy month, especially in retail, so it’s perfectly acceptable to tell employees to push the party to January when they return. It won’t necessarily remove the feeling of being on vacation, but it’s a clear indication that vacation is over and work is resuming after the party.
  • Hold a strategy meeting with your key employees and get them thinking about how to improve the company this year. Plan out the coming year’s events and have them each disperse the information among their own departments, so everyone has strategy on their minds.
  • Use employee training to prepare them with key skills needed for their jobs and the coming year. Discuss how the next year will be different from the last, and what to focus on when training for the job.
  • Have teamwork training that encourages healthy teamwork and cooperation. The activities are typically engaging and hands on to inspire cooperation, and will actively get your employees’ focus back on the office and their peers.
  • Teach your employees something new to start off the new year. Emphasize learning and development in your company, and keep minds sharp to tackle anything the new year could bring.
  • Switch up the previous “norm.” The beginning of a new year is a great time to shake things up. Rearrange the office for productivity, paint it a new color, or start a new exercise program for employees. Have you been considering a “casual Friday” dress code for a while now? Start it this year!
  • Last but not least, continue to be a good leader and motivator. It’s a simple task that should go without saying, but it will be your greatest tool in keeping employees engaged, loyal, and ready to do their jobs.
  • P.S. It wouldn’t hurt to offer free coffee in the mornings, at least for the first few weeks back.

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