Tag Archives: Profiles Asia Pacific

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How to Hire and Retain Highly Engaged Employees

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Highly engaged employees are a valuable resource, since they also tend to be reliable and successful. Every company should try to stack its roster with such people, since successful employees make for a successful business. By attracting and retaining employees who are engaged and motivated, companies are more likely to secure a solid future for themselves as well as their employees. It’s a cycle that benefits all who are involved.

There are a lot of ways to increase your chances of hiring high-caliber, engaged employees. Once you’ve signed these kinds of employees, though, you must do your part to maintain that engagement. Engagement is a two way street. It requires your efforts as well as the employee’s, so that you can create a partnership together that is mutually beneficial. But getting there isn’t always an easy task. A 2014 Gallup study showed that less than 32% of the U.S. workforce was engaged, 51% were just plain not engaged, and 18% were considered to be actively disengaged. That’s three different ways of saying there are a bunch of people out there who are not engaged in their work.

Going Beyond HR

When it comes to attracting and retaining highly engaged employees, the retaining aspect is not only the responsibility of HR, but of the company as a whole. It could also be argued that highly engaged employees aren’t hired; they are made. While a candidate might show some characteristics that would imply a higher likelihood of engagement, it’s the company’s responsibility to go beyond that. A company that fosters a culture and environment that encourages and enables higher levels of engagement is going to keep these types of employees around. If it’s left only up to HR, a company may be able to attract these types of employees, but retaining them might be an entirely different story.

Recruiting

Throughout the recruitment process, there are specific questions you can ask and different ways to assess or evaluate candidates, in order to determine whether or not they are likely to be engaged individuals. Being conscious of these processes and proactively using such strategies will help get the ball rolling.

Motivation

Motivation is going to look different at different points in the process. The motivation a candidate may show while trying to get a position might be very different from the motivation you see once he or she is hired. Unfortunately, for many, once the job is obtained, they are less motivated because they already have what they were going for. That is where incentives or recognition can play a big part in motivating employees as well as keeping them around.

Communication

Making sure that communication is efficient, accurate, and concise throughout the recruiting process, and also once an employee is hired. Not only does this show respect for individual employees, it’s a way to let them know exactly what is expected of them. On the front end, you need to be able to communicate job expectations and environmental factors. On the back end, you need to be able to work with an employee and make sure that everyone is consistently on the same page. When communication is effective, problems can often been dealt with before they become bigger problems, everyone stays happier, and employees feel respected. That goes a long way towards encouraging them to stay engaged for a long time.

Eric FriedmanEric Friedman, Author

Eric Friedman is the founder and CEO of eSkill Corporation, a leading provider of online skills testing for pre-employment assessment and benchmarking. Eric has degrees in Psychology and Business, and a fascination with matching people with roles they’re best at, and that they enjoy.

A company built on exceptional talent from Internet technology, test development, and iterative product development, eSkill leads as an independent assessment company helping HR departments with relevant and accurate job-based tests.

To learn more about Eric and eSkill, visit the company website at www.eskill.com, or contact him on LinkedIn.


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Public Seminar: Basic and Advanced Balanced Scorecard

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balanced_scorecard2

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

The Balanced Scorecard provides feedback around both the internal business processes and external outcomes in order to continuously improve strategic performance and results. Learn how to use this innovative system in your business at our Balanced Scorecard public workshop on April 28 to 30, from 9 a.m. to 5 p.m.

The training program is expected to have the following outcomes:

  1. Core Factors that give ‘life’ (success/peak moments) to the implementation of the performance management systems in the different organizations where the participants belong;
  2. Shared Best Practices in performance management of the different participants;
  3. Draft of the Balanced Scorecard developed by each participant for his/her own organization/division/department;
  4. Action Plans and Individual Commitments on how to develop, enhance and sustain the strategic and performance management system within the organization.

Course Outline

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

This course is recommended for executives, managers, planners and analysts who are part of a Balanced Scorecard development team, and are seeking the best practical ideas for improving organizational performance.

Register online here.

The course fee is P10,500 and includes instruction by an expert facilitator, small group workshops that provide “active learning” (known to be the most effective method for adult learners), a specialized student manual, personalized certificate of participation, snacks and lunch.

About the Facilitator

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


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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: Personal Financial Management

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Personal Finance

Learn how to set personal financial goals at a financial management public seminar. These two 4-hr workshops on April 18 and 25 will help participants understand the economic market today and outlook for 2015, have readily available Financial instruments for beginners, and match financial goals with the right financial product. The workshop will last from 8 a.m. to 12 p.m.each day.

Course Outline

  • Setting Financial goals
  • Philippine Market Overview and outlook for the rest of 2015
  • Deciding on a Personal Budget
    – Setting up a cash fund
    – determining the cash fund to set aside before they start investing
    – cashflow mangement
  • Cost of money
    – managing debt – credit cards, loans, using loan sharks
    – when is it okay to borrow money?
    – time value of money
  • Easiest financial instruments to understand
    -short term – TD, money market instruments
    -medium term – stock market , IPO’s, mutual funds; fund riders
    -long term – real estate, bonds, commodities, mutual funds, trust funds, capital market instruments
    – advantages and disadvantages of each
  • Obtaining financial freedom
    – making your money work for you as opposed to working for money

The course fee is P3,500 and includes instruction by an expert facilitator, specialized student workbook and course materials, personalized certificate of completion and a free eBook on Strategic Financial Management Part 1 and 2.

About the Facilitator

Ms. Victoria Estacio holds a Bachelor’s Degree in Management from the Ateneo de Manila University. She earned a Certificate of Authority for Insurance Commission, and is a Registered Financial Planner. She has worked in the field of Sales and Marketing and Operations in the following roles: Assistant Vice President of Sales and Marketing Department with Philam Life, Manager, Bancassurance with Grepalife, Senior Sales Manager with Yapster, and Unit Head of Front End Acquisitions with Citibank, N.A. Ms. Estacio is a recipient of various awards including the Philam Life Annual Fast Start award for both Credit and Group Life (an award that has never been given to Group Life), and the “Exceptional Performance Award” from Ciribank N.A. for participation in the credit card launch in Guam, USA. She also conducts personal financial coaching and training, and has received numerous trainings on strategic management, financial planning, and sales.


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Develop These Employee Skills for Company Growth

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Image taken from "Entrepreneurship Skills for Growth-Orientated Businesses" by Thomas M. Cooney

Image taken from “Entrepreneurship Skills for Growth-Orientated Businesses” by Thomas M. Cooney

The global market is expanding, thanks to new technologies that allow businesses to operate and communicate with teams in different locations. If your business isn’t expanding with your market, you are losing potential customers. However, in order to expand successfully, companies must ensure their employees are equipped with the right set of skills.

Essential Skills for Company Growth

Skill: Communication

How it relates to company growth: In order for any company to grow, its employees need to have a cohesive and efficient communication system. Each employee should understand how to discuss ideas, problems and other work-related topics with their peers and supervisors.

Skill: Teamwork

How it relates to company growth: Growing companies takes a lot of teamwork skills because your team must tackle problems together, maintain cohesive marketing and communication strategies, and work as a team towards where you envision your company going. Your team should all agree on the mission and vision of the business and where the growth will take you.

Skill: Initiative

How it relates to company growth: Employees who take initiative help a business grow because they find ways to create growth. If an employee is presented with an opportunity for the company, they should have the initiative and drive to pursue it even if it’s outside of their job scope. This skill also entails knowing when not to act.

Skill: Time Management

How it relates to company growth: Growing companies are bustling places of work and employees have plenty to do. Time management skills are crucial for employees to be able to handle of all their responsibilities while still having enough time for themselves.

Skill: Flexibility

How it relates to company growth: Many employees hold more than one position, especially in startups. For example, a marketing employee may also have shop hours, or the accountant may also take care of hiring. Having enough flexibility to take on multiple roles in an organization (at least for a little while) will help ease the growing pains, as businesses usually find themselves short of staff when expanding.

Skill: Intelligence / Education

How it relates to company growth: This necessary skill is obvious, but important enough to merit mentioning nonetheless. Employees need to have the right education and technical skills to grow a company and grow alongside it. Since growing companies often have unique skill deficiencies they need to address (one company may need to improve their teamwork skills and another may need leadership), consider having a specialized in-house training session or series.

Skill: Independence

How it relates to company growth: In a rapidly moving company, employees don’t get much supervision since everyone is busy with the expansion. Employees must be able to work efficiently and effectively on their own when in a growing company, or they may create even more work for their peers.

Is your company growing? Let us help you find the right people to make your expansion a success with our personalized employee assessments that can help you find your best employees, quickly and efficiently.


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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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Leadership Charisma

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Leadership CharismaThe following content is paraphrased from a Profiles International presentation on leadership charisma. Learn more about it by downloading their whitepaper here.

What is the most important challenge to leaders in any economy?

Getting positive results.

No matter what challenges any business has, the bottom line is that they need to improve results, whether it’s sales results, networking results, hiring results or anything else in the business realm.

Trimming costs, reworking business processes, and even reducing your workforce are all examples of things you can do to help your company improve its results. However, these are tactical tasks that can only be used for so much. To see consistently positive results, focus on improving productivity. Your team’s contribution to business success will be directly related to how engaged they are with the business and their jobs.

Employee engagement will affect the extent to which employees genuinely want to do well in their jobs and help their organization achieve its desired results. It affects their discretionary efforts; how far they are willing to go beyond their job responsibilities in order to help their organization. When employees are motivated enough to give discretionary efforts (without feeling pressure to do so from the company), you are going to see their best possible results.

According to the Towers Perin “Global Workforce Study,” companies with high employee engagement enjoyed increases in operating income and financial growth. Conversely, low levels of employee engagement showed a drop in income and decline of earnings per share. Disengaged employees could cost you the results that your organization needs to succeed.

What factors contribute to employee engagement?

  • Benefits – These include salary, health benefits, bonuses, etc. However, the motivational force behind bonuses only lasts until your employees receive (and spend) it.
  • Environment – It’s hard to improve employee engagement if their work environment is oppressive or boring. Try to inspire innovation in your office environment with a few creative tweaks.
  • Relationships – Employees who have good office relationships are more likely to enjoy their jobs and stay with the company. Good, productive relationships help keep an employee invested in the welfare of the company, whereas negative relationships could cause disengagement.
  • Job Satisfaction – Employees with jobs that fit their personality, spark their interest and suits their skill set will be engaged simply because they enjoy what they do. If they are capable of doing something they love, engagement will follow.
  • Leadership – Managers and leaders are critical to employee engagement. Even if an employee has good benefits, work environment, relationships and job satisfaction, a bad leader can sabotage employee engagement.

The two most important factors in driving engagement are job fit and leadership, with substantial long-term impact.

Job fit depends on an employees ability to meet the skill requirements of a job, the match between an employees behaviors and the position, and the interest an employee has in doing the job. If there is a bad job fit, good management is impossible. In order to be a good leader, you need to make sure all your positions are filled well, by the right people.

What factors contribute to being a good leader?

  • Engaged employees – Good leaders engage their employees at a high level and get high quality results from them.
  • Charisma – Leaders engage their employees through charisma and high expectations of themselves and their teams. Leaders’ expectations become employees’ expectations. Charismatic leaders also know how to encourage their employees, communicate well, and recognize the strengths and weaknesses of their employees.

6 Critical Behaviors of Charismatic Leaders

  1. Be a Beacon of Positivity
  2. Communicate Effectively
  3. Tailor Your Vision
  4. Be Energetic & Enthusiastic
  5. Recognize the Greatness in Others
  6. Use the Charismatic Power of Belief in People

Being a charismatic leader results in engaged employees, increased productivity, and positive results.

How can you tell if you have good leadership charisma?

Next step: Discover your leadership quotient and develop your leadership charisma with our leadership solutions.


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Public Seminar: Organization Development Series

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Join us from March 19 to 20 for our two day workshop on Organization Development. This workshop will benefit human resources and organizational development practitioners, team leaders, external and internal consultants, planners and implementers of change who want to learn a leading-edge methodology for understanding and achieving optimal organizational development.

Organization Development is a planned process of developing an organization to be more effective in accomplishing its desired goals.

-Human Resources Management and Development Handbook

Participants will learn what Organization Development (OD) is, how it relates to an organization, the process of OD and the different OD interventions. They will also apply OD interventions to meet desired organization outcomes and results.

The course fee is P8,500 plus VAT, and includes instruction by an expert facilitator, specialized student workbook and course materials, personalized certificate of completion, snacks and lunch, and a complimentary Profiles XT assessment.

Profiles XT is a unique multi-purpose, comprehensive assessment tool 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. It is customizable, and peak job performance models can be developed by company, position, manager or geography.

About the Facilitator

Dr. Rosario Alzona, Ph.D. 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.

Click here to sign up


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Public Seminar: Sales Optimizer Series

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Learn how to prospect for leads like a pro in our next Sales Optimizer Series on March 13! This workshop will run from 9 a.m. to 5 p.m. and is ideal for account managers, service representatives, sales professionals, consultants and financial advisors. It covers topics such as essential networking skills and building a daily prospecting plan to ensure future business success.

Participants will understand the importance of expanding a client base through effective prospecting, learn how to use a prospect board, identify target markets and target companies with the 80/20 rule in mind, develop and practice networking skills at every opportunity, and develop, refine, and execute the art of cold calling.

Course Outline

  • The importance of prospecting
  • Targeting your market
  • Your customer profile
  • Making the most of trade shows
  • Setting goals
  • Networking
  • The 80/20 rule
  • Developing and using a prospect board
  • Warming up cold calls
  • Public speaking
  • Regaining lost accounts
  • Going above and beyond

The workshop fee is P8,500 + VAT, and includes all course materials, instruction by an expert facilitator, a specialized student workbook, a personalized certificate of completion, snacks and lunch, and a complimentary Profiles Sales Assessment.

The Profiles Sales Assessment is a unique tool from Profiles Asia Pacific that measures how well a person fits specific sales jobs in your organization. It is used primarily for selecting, on-boarding and managing sales people and account managers. The “job modeling” feature of the PSA is unique and can be customized by company, sales position, department, manager, geography, or any combination of these factors. It also predicts on-the-job performance in seven critical sales behaviors: prospecting, call reluctance, closing the sale, self starting, teamwork, building and maintaining relationships, and compensation preference.

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.

Click here to sign up


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