Profiles Asia Pacific, Inc.

By Junne Grajales

Studies have shown that 84% of new hires will disappoint their employers in the first year on the job. Here are the reasons why:

Attitude plays an integral role in being generally contented. It’s how one sees and does things to truly convey change. Meeting the deadlines, demolishing the pitiful “Filipino time,” and actually showing up when needed should be innate characteristics for those who are apt to work. It symbolizes one’s respect for the craft and for oneself. One’s work ethic is a representation of how one would like to be treated. It affirms that we are mature; that we tremendously deserve this job opportunity that others would die for.

Distractions are unpreventable. The social media sites tempt us with a buffet of gossip and allow us to sneak a peek into other people’s adventures, or lack of it. These diversions could and would consume our morality if we allow it. People tend to value it more because it is a good enough alibi to rely on materialism and nosiness to substitute for what we used to believe in. Such mannerisms should be done elsewhere. Most of us aren’t getting paid to update, like, and view daily.

There is a thin line between one’s personal and professional life. People can’t help but make things truly their own because sometimes people need to pour their hearts into their body of work to make it real. But one needs to strike a balance between professionalism and otherwise because it is crucial to be detached from work somewhat because at the end of the day, it is just a job. We need to use our brain every now and again to endure encounters. One would lose if one takes things personally.

Job fit is vital in earning triumph (money included). Employing the wrong people is a waste of time, money, and opportunity. Fortunately, it can be avoided through the use of the Profile XT™, a multi-purpose assessment product of Profiles Asia Pacific, Inc. (PAPI)-People Dynamics, Inc. (PDI) that is used for putting the right people in the right jobs. It is administered on the Internet and reports are immediately available.

Having no inspiration to work is just pitiful. It is really sad when one’s boss doesn’t like giving out compliments. It should be a positive-negative-positive sandwich wherein the employer will acknowledge one’s existence, at least, criticize, and then alter that criticism into a constructive one for encouragement, and for humanity’s sake. Laziness, at times, is the result of not being motivated. It should be an employer’s imperative to boost their employees’ morale every once in a while. Employees are not asking to be praised but whatever happened to basic etiquettes such as “Thank you for submitting on time,” or “Thank you for still being alive!”? It’s not always the employees’ fault.

The pressures we instil on ourselves are sometimes more than we honestly deserve. We tend to think too much about what other people will say. We need to learn that we can never please everyone. The cancer of never letting go of what we are used to is an ignorant bliss that is just utterly unhealthy. What we did was good enough; we are, in fact, good enough.

Failure does not define us. We always have alternatives because as Charles Swindoll, a famous Christian author, once put it, “I am convinced that life is 10 percent what happens to me and 90 percent how I react to it.”

By Junne Grajales

“There is politics everywhere“

That was the confession of a Maritime Academy of Asia and the Pacific (MAAP) student while we were proctoring an examination for aspiring scholars last October 23, 2011. A stout female student was getting ordered around nearby by a gargantuan upper class man. The tension between us and them could be cut with a big, fat bolo.

One could tell that the student who confessed wasn`t finally in control. His statuesque posture weakened, somehow. The facade he was trying to put up was sapped by this inconvenient truth. But his eyes were quixotically intent, still.

I looked around the varied faces of those who were taking the three hour MAAP scholarship exam. Some were nonchalantly staring at their watch, some were pretending to know what they were doing, and some were gazing up at me as if I knew how to make their lives any better.

I also witnessed a fortunate few who were greatly ambitious who seemed like they knew what they were doing and knew how to get it.

They all had different hues and backgrounds but they all seemed alike. It was evident that all of them wanted to leave this dying country. The MAAP test was their one way ticket to salvage what others used to dream for them.

The glistening shoes and buckles entice us that perfection can still occur. Their crisp white shirts and high-waist pants represent the orderliness that we all assumed was inexistent in today`s fashion preferences and outlooks on dedication. The respect they give to everyone (“Yes, ma`am/sir.“) was edifying. And they demolished the pigeonhole and had the initiative to prove that chivalry is not yet dead.

MAAP, the chosen setting, was very contemporary looking. It was armed with high-tech equipment, clear walls, and methodical procedures. It`s a home away from home for many and a training ground for those who are ready to wage a battle for their nation with no ifs, buts, or questions asked.

The rigorous training and sternness could prepare them for the starkness of life. The discipline will enrich their character, the loneliness will make them acknowledge home cooked meals and their mothers more, and the brotherhood will lecture them about the tremendous amount of bravery it takes in leaving no man behind.

Scholarships are very challenging. It takes a lot of courage and hard work to actually go for it and maintain it. It is just not for the bookish and the geeks. It`s also for those who are zealous enough to put a grip on change and never let go of it.

It helps ease the burden of having to rely on others to survive. It makes them independent and makes them appreciate the value of money more. It`s not just luck but it`s a blessing that they could do for their parents who will fight for them until their very last gasp. It`s the very least that they could do for them.

Profiles Asia Pacific, Inc. (PAPI)-People Dynamics, Inc. (PDI) provides the MAAP scholarship entrance examinations for students aged 16-20 years of age. It is inclusive of the aptitude, IQ, English and Science as well as personality tests. The scholarship includes free board and lodging, use of contemporary facilities, and lucrative on-the-job training (OJT) employment onboard modern vessels. MAAP is a non-profit maritime educational institution whose primary objective is to meet the ever increasing demand of shipping companies with well disciplined, ably trained, and competent marine engineers.

Politics exist to make people more resilient. It is clearly up to us whether to go with the flow or combat the current. It`s a chance to prove that people can really change. MAAP provides a rare opportunity given to only a few to not just say goodbye but to actually say hello.

Profiles Asia Pacific, Inc. (PAPI)-People Dynamics, Inc. (PDI) held a free seminar on “Sales Talent Management” at the Center for Effective Organizations in the OMM-CITRA Building, in Pasig City last October 28, 2011.

Mr. Bruce Crumley, the Director of Enterprise Solutions for PAPI -PDI was the speaker for this morning session. He discussed ways of achieving greater results by the sales organization by using concepts such as benchmarking, which not only compares one’s business practices to what most others do, but also the results and characteristics of top performing salespersons to “the others”.

Crumley advised, “Benchmark (also called performance modeling) around top performers, while identifying poor performer’s competencies that are different.”

“Use these benchmarks for pre-hire in the processes of screening and interviewing, then determine organizational development plans from these benchmarks and coach and mentor around them,” Crumley added.

“Using benchmarks allow a quantified approach to selecting or promoting candidates,” he suggested.

The participants also experienced the Profiles Sales Indicator, a product of PAPI-PDI used for developing sales organization by measuring the key qualities of successful sales people, and predicting performance in critical sales behaviors.

The participants who attended were both old and new clients such as the Jova Lofts and Towers, Antech Asia, and Ghikar Marketing.

A second learning session “Maximizing Employee Potential” by Mr. Malcolm Pick, PAPI’s National Director was also held in the afternoon of the same day.

For more information on the “Sales Talent Management” learning session, please visit Mr. Bruce Crumley’s blog site at http://executiveandhrguidance.blogspot.com/

J.K. Rowling’s 2008 Harvard University speech will make one think.

The writer of the Harry Potter fantasy series allows us to acknowledge that we probably didn’t learn anything from our own graduation speaker. Mostly they say the same things anyway. But Rowling gave us enough space—or rather, enough respect—to decide on our own whether to chase after our dreams or get engulfed in our daily mannerisms. She allowed us not to rely on others but to finally learn how to rely on ourselves.

Rowling greatly extolled the significance of forgiveness, which most of us loathe doing because forgetting is easier. “There is an expiry date on blaming your parents for steering you in the wrong direction; the moment you are old enough to take the wheel, responsibility lies with you,” Rowling proclaimed.

She also stressed the importance of imagination. “I think the willfully unimaginative see more monsters. They are often more afraid,” she observed.

“What is more, those who choose not to empathize enable real monsters. For without ever committing an act of outright evil ourselves, we collude with it, through our own apathy,” she acknowledged. “We touch other people’s lives simply by existing.”

“The way you vote, the way you live, the way you protest, the pressure you bring to bear on your government, has an impact way beyond your borders. That is your privilege, and your burden,” Rowling declared.

“We do not need magic to change the world, we carry all the power we need inside ourselves already: we have the power to imagine better,” she expressed.

“The friends with whom I sat on graduation day have been my friends for life. They are my children’s godparents, the people to whom I’ve been able to turn in times of trouble, people who have been kind enough not to sue me when I took their names for Death Eaters,” she shared.

“As is a tale, so is life: not how long it is, but how good it is, is what matters,” Rowling concluded.

The power of imagination has always been associated with writers, artists, and kids. People who work (they’d like to think of themselves as adults) don’t value it anymore because we’ve become accustomed to the fact that reality bites. It’s sad, because there are plenty of adults who act more like kids than vice-versa. Imagination isn’t just for those who are too afraid to face the music. It’s actually for those who are braver to truly acknowledge that life could actually be better.

For J.K. Rowling’s Harvard speech, go to http://harvardmagazine.com/2008/06/the-fringe-benefits-failure-the-importance-imagination

By Junne Grajales

Profiles Asia Pacific, Inc. (PAPI)-People Dynamics, Inc. (PDI), in association with the Maritime Academy of Asia and the Pacific (MAAP) extended the date for the last scholarship examination for this year from October 23 to October 30, 2011. It took place at the MAAP Satellite Office in Intramuros, Manila.

“Last Friday (October 28), we were informed by MAAP that they are requesting for manpower for testing in Intramuros for the benefit of the students from the Philippine Maritime Institute (PMI). The said school just announced closure of some of its courses and MAAP opened its doors for students who would be interested to restart their career with them,” Ms. Jane Nedia, PAPI’s client support specialist, stated.

45 examinees took part in the last testing day. More than half of them were from the PMI.

The three-hour MAAP scholarship examination is inclusive of the aptitude, IQ, English and Science as well as personality and interests tests. Other requirements include a medical examination, a personal interview, and a one-month orientation.

The scholarship includes free board and lodging, use of modern equipment and facilities, and lucrative on-the-job training (OJT) employment onboard modern vessels of foreign shipping companies.

MAAP is a non-stock, non-profit maritime higher educational institution which is owned, developed and operated by the Associated Marine Officers’ and Seamen’s Union of the Philippines.

By Junne Grajales

Rogelio “Babes” Singson laughed.

This reclusive secretary of the Department of Public Works and Highways (DPWH) displayed a rare sight of comfort while veteran host Boy Abunda was interviewing him for his show, “Bottom Line,” a current affairs talk show on late night television.

This was undoubtedly a first for this government official, to converse live with someone from the entertainment affinity. He is renowned to be the least “showbiz” among all the cabinet secretaries in the administration. And it was sure worth the make-up and the long hours of waiting, for it featured another side of Singson who was warmly candid yet very firm on what he believes in.

A known anti-poster boy of the government agency, Singsong does not flirt with publicity, for he is undeviating when it comes to his goals. He seldom gives interviews and photo opportunities; he instead opts for press conferences where he can fully respond to everyone’s inquiries and further enunciate his dreams for DPWH.

Openness is his most important aim, and he wants to change the way people perceive the department by having the initiative to explain his calls of actions to the president whenever an erring occurrence transpires. He does not wait to be summoned.

It is very interesting, because it is public knowledge that “Babes” initially refused the DPWH post. Don’t let the sweet-sounding nickname dupe you into thinking that he symbolizes terms of endearment and scrumptious delicacies for the hungry few. He means business, for he knew what he was getting into. He is a big fan of walking the walk, not just talking the talk, cliché as it may be deemed.

Famous for bringing pieces of crackers and a bottle of water during a meeting, Singson is definite on optimizing the budget of the agency, even publicly declaring that he would suspend or reassign about a third of the DPWH employees to cleanse them of corruption, and to save more money.

Babes even returned excess budget back to the government. He believes that better roads and bridges that could link the 7,107 islands together can be achieved even with frugality.

And we thought that President Noynoy Aquino was thrifty.

Endlessly coined as a favorite of the President (his name having been mentioned twice during President Noynoy Aquino’s first State of the Nation Address (SONA) for hampering incumbent indiscretions in the department) for his staunch belief in accountability, Singson is prepared to open communication with the people. He is even keen to using the powers of the social media to let the public aware of the plans of DPWH, and to engage the people on what can be changed, or otherwise. A 24-7 call center for the agency is actually open for queries.

DPWH has been tagged by Pulse Asia, Inc., a public opinion polling body, as one of the most corrupt government agencies in the country for several years. With billion pesos as budget, leakages (an understatement for corruption) continue to tarnish the “pogi” points of the department.

To fully reach his objectives, DPWH has partnered up with Profiles Asia Pacific, Inc. (PAPI)-People Dynamics, Inc. (PDI), a company that provides training and support through occupational and employment assessments, in creating the “DPWH Culture Building Program: Values Formation” workshop for 331 employees in Baguio City last July 11 – August 11, 2011.

The mission-vision of the department is to make it effectual by 2030 by improving the life of every Filipino through quality infrastructure, and to administer quality infrastructure services to cater to the needs of the people.

Singson may not be the most charismatic government official wooing the camera, but he is surely a breath of fresh air from all the very enigmatic officials that bombard politics nowadays. He is the underdog “catcher in the rye” who is willing enough to catch those who fall off the cliff (a euphemism for greed) just like in J.D. Salinger’s novel (also a famed recluse). He may not be a prince charming busy delighting the common people, but at least he is the epitome of answerability, which is essentially, no laughing matter indeed.

By Junne Grajales

The National Youth Commission (NYC) executed a national study entitled, “National Youth Assessment” which aimed to understand the youth’s social and economic attitudes, weaknesses, and to identify issues on volunteerism.

Education, employment, health, family income, leisure, and cross-cutting findings in politics, life skills, and citizenship were the topics used.

For social concerns, 57-62% across the age groups think that lesbians, homosexuals and transgenders are now accepted in Philippine society. 49-55% of all ages also think that divorce should be made legal.

           For economic issues, 73.9% of the youth feel that the Overseas Filipino Worker phenomenon is not healthy for family stability despite its economic advantage. 46% of ages 25-30 also think that their work is not relevant to their education and training.

             For volunteerism views, 68% indicated that their participation in political matters is that of a follower, and 62% said that they seldom act as the leader-initiator of resolutions. The results also state that only about one-third of the youth would volunteer in community service in times of emergency.

NYC conducted the situational analysis on five thousand eight hundred fifty young Filipinos aged 15-30 years old from 17 regions of the country, both rural and urban. They were divided into four (4) groups: in-school youth, out-of-school youth, working youth, and specific youth groups.

The National Youth Commission was established by virtue of Republic Act 8044, or the Youth in Nation-Building Act, for their specific role in enabling the youth as able partners towards national development. This study will be one of the bases in the formulation of the Philippine Youth Development Plan of 2011-2016.

By Junne Grajales

Profiles Asia and Pacific, Inc. (PAPI)-People Dynamics, Inc. (PDI) conducted a workshop entitled, “Department of Public Works and Highways (DPWH) Culture Building Program: Values Formation” workshop for eight batches of employees at the Cordillera Administrative Region Multi-purpose Hall in Baguio City last July 11 – August 11, 2011.

The objectives of the workshop were to develop transparency in DPWH’s operations to guarantee the understanding among the DPWH employees that prevention of corruption in the department is necessary, to spread awareness among the public about different anti-corruption programs, and to employ an outreach program to develop the efficiency of the agency.

The vision for DPWH is to make the organization effectual and competent by 2030 by improving the life of every Filipino through quality infrastructure, and to administer quality infrastructure services to cater to the needs of the people.

By Junne Grajales

Profiles Asia Pacific, Inc. (PAPI)-People Dynamics, Inc. (PDI) conducted a series of seminar-workshops entitled, “Stress Management for Frontline Staff” for 150 Pag-IBIG employees all over the country.

Initially held at the Traders Hotel in Pasay City, the event began last August 3-4, 2011, followed by its re-run of batches 2 and 3, while batches 4 and 5 were held in Cebu and Davao, respectively.

Ms. Imelda Celestina L. Monsale, currently a candidate of Doctor of Philosophy (PhD) for Guidance and Psychology at the University of the Philippines, spearheaded the seminar-workshops. It aimed to reinforce the employees’ sense of trust among one another and to resolve how they could conquer stress not just individually, but as a team.

Monsale later shared tips on how to cope with stress such as getting to know oneself, identifying the source of stress, and to focus on one’s goal and just compete with oneself.

By Junne Grajales

It has always been said that people tend to go to work just to get the job done. And there is essentially nothing wrong with that. We often forget, however, to engage with other people because we get caught up with what we’d like to think we are used to: deadlines, gossip, and yes, pride. Life does that, at times.

Employee engagement is vital to survive in the dog-eat-dog industry. It circles on employee’s relationship with their colleagues, their attachment to the job, and to the organization itself. Interaction—like hard work—is still necessary for one to be sane enough to pay the bills on time. Because at the end of the day, we can’t really do things alone.

Lack of communication is the culprit for hindering employee engagement. We disremember to recognize someone’s efforts, or to genuinely ask “How are you?” and not just engage in small talk for face value’s sake, or to express basic manners such as “thank you”, and “please”.

In fact, according to the Bhagavad Gita, the Hindu scripture, “Those who work selfishly for results are miserable.” People become too infatuated to reach the finish line that we disregard the journey itself, and the people who helped us get through it. Tangibility, through a person’s comfort and mere existence still gallantly trumps glory and recognition by default, bar none.

It’s okay to work too hard. But save some humanity in oneself and try to see the best in people. It’s the least we can do for ourselves.

We all judge a person after just one mistake. The gap between the old and the new employees and rules is never ending. Change isn’t frequently welcomed. People can be cruel because of how people look, or what their age is, or what they wear daily. We don’t dig deeper anymore. Who gave us the right to criticize people?

We all have sob stories, and really, it’s no excuse to be disrespectful.

It is pivotal to feel that one is highly needed. Everyone should have the same amount of importance—from the utility to the executive—because ultimately, we all really don’t differ from one another because we all are trying; we all are surviving with what we put up with.

Employee engagement is the worker’s outlook on how one sees the job. Work shouldn’t be considered work when you are in love with what you’re doing. We were given the freedom to make our own decisions. If there’s nothing else to learn from others, and if you’re not happy with what you’re doing, honestly, it’s not worth it.