Philippines’ Top HR Blog

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Where to Find Your Connections

Your network is one of the most valuable assets in the business world. It is important to leverage your connections to find business opportunities, career advice, and mentors in your industry, so be sure to keep your network strong and continually expanding. Many professionals have a rich but underutilized network. This article lists some of the places where you can find the connections you’ve already made, so you can leverage your network.

  • Email – Look through your email address book at your old connections. Do any of them work in the same industry you do? Send them a quick email asking to get in touch via LinkedIn or for coffee to discuss recent industry trends or changes.
  • Classmates and colleagues – Your old classmates, coworkers, colleagues and even former college professors are all valuable connections. Old college department friends are most likely in a relevant industry as you, so be sure to connect with them on LinkedIn and see if they live nearby. Keep in touch with your former college professors, as they are often amazing mentors after college, too.
  • Your friends – Don’t forget your friends’ friends. These connections may not necessarily be in the same industry, dealing with the same work and career you are, but they can be valuable for new investments, ideas, and business. For example, you may find out that your friends’ friend works for a company you’d like to supply to. Or you could meet someone whose hiring method you’d like to implement in your own company. If there is someone in your extended network you’d like to meet, ask your friends in common if they would be willing to introduce you.
  • LinkedIn groups – Join a popular LinkedIn group in your industry and begin interacting with fellow members. If you are in the same industry, chances are you share some of the same work habits, problems and questions. Connect with the fellow members, and even the group owner and add them to your network.

Make the most out of your network by finding your connections and keeping in touch on LinkedIn, sending a quick email, or setting up a lunch meeting. If you’d like to learn a little more about LinkedIn, please see our previous posts about LinkedIn basics.


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What Should Companies Look At When Hiring?

When making the hard decision of who to interview, and ultimately hire, among thousands of applicants, there are some easy ways to weed out who still need a little refinement.

Weed out whoever didn’t follow directions.

Many companies ask for more than just a standard resume, in order to gauge the personality, creativity, and writing skills of an applicant (in addition to their qualifications). The application instructions could ask for anything from a work sample to a hand-drawn picture. If an applicant fails to follow special instructions, it shows that he or she does not pay close attention.

Weed out whoever has spelling or grammar mistakes in their application materials.

Companies want applicants who are accurate, detail-oriented, and organized. If a resume or cover letter is littered with mistakes, it means that applicant is lazy, has inferior spelling and grammar skills, or just doesn’t care that much about the job.

Weed out whoever sends just a resume.

Applicants should include at least a cover letter with their applications, to show they are serious about the job and not just applying everywhere. A cover letter should be read through meticulously, should apply directly to the position they’re applying for, and should have spectacular grammar. A cover letter is also a great way to gauge a candidate’s creativity and personality, so a cover letter provides significantly more insight into a potential hire than just a resume.

Don’t weed out a great candidate who doesn’t fit the job description perfectly.

There may be a lot of great applicants who are hardworking, creative and a good fit for the company culture, but just don’t have the skills you’re looking for. Don’t weed them out just yet! Skills can be taught on the job. If they can demonstrate the ability to master new skills and adapt quickly, give them another look.


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Stress Relief and Reduction

A balanced and stress-free lifestyle can result in increased productivity and satisfaction.

Stress seems like an inevitable part of life. The demands of work, home, and society can place a lot of stress on just about anyone. That’s why Profiles Asia Pacific is offering a one-day workshop on July 10 to help you identify your personal stressors. The workshop will explore a few ways to manage and prevent stress.

The workshop will help participants learn to understand stress, deal with stressful situations, become more stress-resilient, personalize stress-managing techniques, and develop time management and problem solving skills. It is recommended for anyone with stress problems, such as managers in high-pressure environments, teams who want to develop a balanced working environment, and employees at all levels.

Course Outline

  • Module 1: Understanding Stress
  • Module 2: Dealing with Stressful Situations
  • Module 3: Becoming Stress Resilient
  • Module 4: Managing Stress
  • Module 5: Managing Time to Prevent Stress

The training workshop will also include a complimentary Profiles Personality Profiler Assessment, which is a short pre-screening assessment designed to assess the primary personality type of an individual based on the 4-factor personality model known as DISC; Dominant or Driver (Powerful Choleric), Influencer or Inducer (Popular Sanguine), Steady or Stable (Peaceful Phlegmatic), and Compliant or Conventional (Perfect Melancholy).

The workshop will be facilitated by Ms. Imelda Celestina Lee Monsale, who has twenty-three years of experience in designing and implementing behavioral training modules, administering psychological assessment, counseling clients with behavioral and emotional disorders, and conducting various research studies in the different fields of psychology. She is an Instructor for Personal Transformation and a consultant of corporate companies where she renders her expertise in training and counseling to address concerns that affect employees’ productivity and well-being. Ms. Monsale has completed all the coursework for a Ph.D. program in Guidance and Counseling at the University of the Philippines Diliman.

A workshop fee of 3,500PHP plus tax includes a specialized student workbook, personalized certificate of participation, snacks and lunch. Register three participants to get the fourth seat free! Please visit ProfilesAsiaPacific.com to register.


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Essentials of Workplace Communication

The single biggest problem in communication is the illusion that it has taken place. George Bernard Shaw

A business is essentially a large-scale team, and every successful team needs good communication. There are many different ways to encourage healthy communication habits in employees, but below are some of our top suggestions to inspire workplace communication that results in efficient work and well-informed employees.

Prioritize your teams. Communicate the most often with your immediate team members and be sure about where you stand as a team before reporting facts to any other department. For example, if you need to get marketing materials created for your department, make sure you finalize the copy before sending it to the marketing department to design.

Consider time-management obligations. Communication is about sharing information, and sometimes that communication is made with a tangible goal in mind. If you need your team member to finish a 2-day project, don’t let them know 2 hours before the deadline. Make work requests and give “fyi’s” in advance and follow-up to make sure communication was successful.

Confirm email receipt. It’s hard to keep track of which team members have understood a message–or read an email. To make it easier for all parties, when you receive an important email, send a quick reply to let the sender know you got the message.

Keep it short but efficient. Make sure your grammar and spelling (on written communications) is correct, and your message is what you want it to be.

Schedule regular touch points. Having an open door policy is great, but regular meetings ensure communication happens and that bad news gets delivered instead of being pushed back—often creating bigger problems. Try holding open meetings, where any team member can share ideas about a particular project or strategy.

Know the communication habits of who you’re talking to. Understand both the problem and the person you’re addressing. Some people communicate better by speaking, and some prefer emails. Figure out the best way to communicate with your team and figure out if they are listeners, readers, or experiential learners.

Finally, be yourself. Don’t write a sentence in an email that you wouldn’t say in real life. Keep in mind that you are talking to your team members, not taking an oral exam on your professional speaking skills.


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Taking an Online Assessment from Profiles Asia Pacific

Online assessments are convenient, can be done from virtually anywhere, and provide quick results. Here is a quick guide on how to access our Online Assessment Portal.

  • Make sure you use Mozilla Firefox or Internet Explorer. These browsers are compatible with our assessment portal, and you’ll get the best usability from them. You can download the latest version of Firefox here.
  • At the top left corner of our website, profilesasiapacific.com, is a button/tab that says “Log in to Assessment Portal.” Click it!
  • Upon clicking the button a new window should have popped up. If it didn’t, make sure you configure your browser to allow pop ups.
  • Log in using the credentials you should have received from signing up for the workshop. If you haven’t been given a username and password to use, email or call the person you spoke with to set up the assessment.
  • If the username and password combination you were given is not working, make sure you are on the tab for “client” and not “administrator.” You can switch these tabs above your log in fields.
  • Once you are logged in, you should see a list of all the tests/assessments you are scheduled for. Select the one you’d like to take. Sometimes there is only one option, if you are only signed up for one assessment.
  • Complete your assessment (this part is up to you!) and submit your answers. You will get your results, either online or in person, according to your agreement.

If you’re still having trouble, please call us at (02) 635-0016, email solutions@profilesinternational.ph, or fill out a contact form here.


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Employee Mobility and Talent Management Trends

The People Management Association of the Philippines (PMAP) Luzon Summit sets the stage for the examination of key business developments and the resulting pressure that is placed on human resources and talent management. The 8th PMAP Luzon Summit focused on Global Mainstreaming of People Manager’s Competencies and Mobility.

Globalization has been a great catalyst for the improvement of business systems and social relations. Efficient networks are no longer optional, but imperative to business success. This necessitates the improvement of both a company’s workforce as well as the managing strategies of that workforce, in order to reach a global standard. Adherence to internationally recognized principles and practices is a must.

The Luzon Summit taught that workforce mobility is slowly emerging, where expatriate assignments and virtual teams are becoming more common. On a more regional scale, the ASEAN Economic Community of 2015 has set a deadline for a more liberal flow of talent and services, as mobility takes center stage in the world of commerce.

Jocelyn Pick of Profiles Asia Pacific was one of ten speakers at the 8th PMAP Luzon Summit Directorate. She discussed Government, Academe and Industry Partnership as part of her advocacy to help bridge skills gap and build strong relationships between academe, industry, and government. Pick, also the managing director for People Dynamics, is a member of PMAP’s Board of Trustees and the director-in-charge of the PMAP Academe Industry.


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What to Do If Employees Are Underperforming

Realizing that you have hired someone who is not fulfilling his or her responsibilities well is hard to accept, but it happens. It does not mean it’s time to cut any contracts short immediately, but the sooner an inefficient employee is investigated, the better. Waiting to see if employees get better on their own is a waste of time and company funds that could be going towards better training, direction, or finding someone who is a better fit for the job. Below are a few steps that can help get an employee-performance problem resolved.

Analyze – that you have the right person in the right job that he or she can excel in. There are times when someone just isn’t a good fit for a company or position. There are also times that an employee who is a great fit just isn’t getting sufficient direction. To determine whether your problem is the former or latter…

Discuss – shortcomings with the employee in question. Speak with the employee and let him or her know your concerns. If the employee shows potential and a willingness to learn, consider…

Training – the underperforming employee. Sometimes, a little training and skill acquisition makes the difference between a confused employee and job clarity. You could have a high-potential employee and not even know it. Once the employee goes through training, it’s time to…

Reassess – whether the employee performance has improved or it just doesn’t seem to be working out. A high-potential employee who has been given training and opportunity should evolve into a high-performing employee. Once you’ve assessed whether your underperforming employee has gotten better or not…

Resolve – the issue with a now-better equipped and more efficient employee, or by finding a replacement using effective assessment procedures. If you must find a replacement, avoid hiring another bad fit by using assessment tools, and check out our post about picking a good candidate.

And remember, poor performers don’t always mean it’s time to hire someone new, it may just mean that your employee needs more direction.


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IMPHIL Sets ASEAN Integration Forum for Management Consultants

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The game changing impact of forming a single market and production base involving 10 countries and 600 million people, with a combined GDP of $23 Trillion, warrants strategic preparedness and focused market positioning.

The Institute of Management Consultants of the Philippines (IMPHIL) has embarked on a campaign to provide critical information to all management consultants in the country on the need to strengthen sectors they serve; and prepare themselves and their clients for unparalleled access to markets as well as unparalelled competition. Vulnerable sectors are especially important since the products may be overwhelmed even in the local market by better technology, massive branding, and calculated adaptation.

“Consultancy Beyond Borders”-Implications and Opportunities is the conference title. The Conference is an open invitation to Professional Management Consultants and practitioners providing advisory services, technical and managerial assistance, training and capacity building capabilities to any sectoral group, cooperative, people’s organization or business operation of any size throughout the country.

IMPHIL, founded in 1985, is the only government recognized association of management consulting firms. It is also a founding member of the Confederation of Filipino Consultants (COFILCO). In 2013, IMPHIL was assigned to manage the accreditation of Consultants and the validation of claimed expertise and accomplishments for all government and foreign funded projects for bidding.

Recently, IMPHIL has partnered with the International Certification for Management Consultants (ICMC) to certify Filipino professionals as technically trained and professionally equipped International specialists upon completion of a process of accreditation. The ICMC is a globally recognized and respected certification body whose list of certified consultants/specialists/experts are logged in a database, to enable potential clients in any country to verify and validate consultants’ respective expertise.

The first leg of the conference will be held in Cebu Grand Convention Center, Cebu City on June 27, 2014. Registration will be open at 8:00 AM, and the conference will officially commence at 9:00 AM. For reservations call (Cebu) 318 5132, (Manila) Amy at 893 5005 and 892 1880 and Cherry at; 631 0281. Or, you can email us at imphil.cbb@gmail.com, or visit the website at www.imphil.net


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Building Relationships for Success in Sales

This workshop will introduce participants to the business of making friends, and the business of all sales professionals is building relationships. Strategic friendships will make or break any business, no matter what industry.

Course Outline

  • How to get people to like you
  • Influences in forming relationships
  • Building customer relationships
  • Self-disclosure
  • How to win friends and influence people
  • Communication skills
  • Sending the right non-verbal messages
  • Managing mingling
  • Networking effectively
  • Developing an effective handshake
  • Business card do’s and don’ts
  • Tips on remembering names

This workshop will be facilitated by Dr. Leonardo Garcia, who holds a Master’s Degree in Communication and Doctoral Degree in Business Administration. He also took up an advanced course on Advanced Marketing Management Program. He is an Agora Awardee for Outstanding Achievement in Marketing Education and a Certified Professional Marketer and an Accredited Marketing Educator and a professorial lecturer in several universities. Dr. Garcia is the former President of Phil., Marketing Association and the past President of the Association of Marketing Educators.

The course fee is PHP3,500 and includes specialized student workbook and course materials, a personalized certificate of participation, snacks and lunch. Register online, for more information please contact Kristine Javier at 635-0016 or kristy@peopledynamics.co.


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How Does Charisma Drive Leadership Success?

Mr. Profiles, Deiric McCann on his talk "Leadership Charisma"

The following is an interview with Deiric McCann, co-author of Leadership Charisma. McCann explains how charisma affects leadership in the workplace, inspires good communication, and build a seamless workforce of dedicated employees.

Interviewer: In your opinion, from a marketing perspective, why is it so important that industry leaders are charismatic?

Deiric McCann: In our research (400,000 employees rating 40,000 leaders worldwide), more than 40 percent of what we- as employees, shareholders or readers- perceive as charisma is good communication.  Think of any truly charismatic leader you know or have ever read– what do you remember? Their extraordinary communication ability (think ML King, JFK, Gandhi, Steve Jobs, etc.).

Yes, there are effective leaders who are poor communicators – the sad thing for those leaders who don’t take the time to improve their communication skills is that our research shows they could be 40 percent more effective.

We live in an ‘always on,’ ‘sound bite’ world, where a senior leader’s ability to deal with social media and the press at large is critical to maintaining a positive marketing image. Modern leaders should be continually honing their communication skills – and the approach outlined in Leadership Charisma will help leaders do just that.

Interviewer: Why is charisma one of the most important qualities of a leader?

Deiric McCann: Look at any organization enjoying spectacular success, and what do you find they all share in common, besides their products or technology (which is potentially duplicable)?  THEIR PEOPLE. Spectacular success is built upon the ability of the leadership of an organization to engage the people who work for the organization – on a much higher level than their competitors can. High levels of employee engagement have been shown not only to contribute enormously to the organizational bottom line, but it’s also an almost unbeatable competitive advantage.

Interviewer: But, what has charisma to do with all that?

Deiric McCann: What’s often described in everyday situations as charisma is little more than surface charm and, as such, it has no relevance to a leader and the results they get. Sure, a charming approach doesn’t hurt, but once you scrape the surface and find that the charm is a very shallow layer over a person’s personality, it can become a liability instead of an asset.

Think of those many stories you’ve heard of people meeting their so-called charismatic movie star heroes, only to be disappointed that he or she just wasn’t the person they expected – they didn’t run as deep as they might have expected.

However, what we talk about as ‘leadership charisma’ in the book is something entirely different. We define leadership charisma as that particular blend of behaviours, all of which can be developed by a leader and enables them to:

“… create and maintain a work environment where people are emotionally and intellectually committed to the organization’s goals.

… instill in their people an energetic and positive attitude that inspires them to do their very best for the organization.

“… create a common sense of purpose, where people are more inclined to invest extra energy, and even some of their own time in their work.”

That is a living, breathing definition of the best sort of employee engagement – and it is achieved on a long-term basis only by leaders who have what we call ‘leadership charisma.’ That’s why we cite leadership charisma as such a critical quality in a leader.

Interviewer: Specifically, how does being charismatic lead to success? Is likeability a key factor? Ambition? Motivation?

Deiric McCann: Look at what we just said about the role of what we callleadership charisma in driving all-important employee engagement. If you can enage your people on this sort of level, then they will give their whole hearts and souls in the servcie of your shared vision – helping the organization achieve its results.

And ALL of the research says that this has a dramatic effect on results . In one of the biggest studies on the topic (involving more than 90,000 employees in organizations in 18 countries worldwide), companies with such highly-engaged employees achieve on average, 51 percent more operating income than similar organizations with disengaged people, and 39 percent more earnings per share than those with disengaged people.

We don’t have enough time to go into all of the factors that contribute to leadership charisma – for that you’ll have to buy the book (or download chapter 1 for free) – but while likeability is a positive factor, it is not as essential as some other factors. For example, our research shows that people are very motivated and engaged by leaders who:

  • Have a clear and ambitious vision that they communicate clearly
  • Take the time to demonstrate to their people what’s in it for them if they help the leader achieve that vision
  • Are interested enough to know the concerns of their people, and make great efforts to help them deal with those concerns
  • Help their people become the best they possibly can – both personally and in a career sense

…the key factor in leadership charisma is a genuine concern to see that one’s people get as much from the relationship with the organization, as does the leader, his board, and shareholders. Now that’s what genuinely motivates people!”

Interviewer: Can a negative leader tarnish a brand image? A company image?

Deiric McCann: Without a shadow of a doubt. As I said earlier, engaging people ultimately comes down to a genuine interest in helping them to achieve their goals and objectives (as they help the leader to achieve the organization’s goals and objectives).

The moment an employee senses that their leader is less interested in them and their objectives/welfare than the employee is in the organization’s obejctives, engagement begins to leak away. So, forget a negative leader, even a neutral leader can tarnish a brand image – by simply getting poorer results than those achieved by their peers in high-engagement organizations.

Of course, an actively negative leader will drive employees to become vocal outside of the workplace, and can have a really negative impact on the image. As soon as employees start ‘washing the organization’s dirty laundry’ in public, the brand image can decline quickly in a world where social media spreads any message overnight, particularly a negative message (somehow they spread more quickly), a brand image can go form hero to zero overnight.”

Interviewer: Do you have to be in an executive/leadership role to be a leader?

Deiric McCann: Absolutely not. Anyone who develops and works with the behaviors that drive leadership charisma will attract and motivate people to follow her/him, regardless of whether they have formal authority or not.

It is important that organizations be alert and ensure they remain open to identify and recruit such ‘charismatic leaders in the making’ – so they can put such individuals into leadership positions where they can develop as future leaders and engagers of employees.


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