Philippines’ Top HR Blog

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Identifying High Potential Employees

According to a study by the Corporate Executive Board (CEB), as many as 25% of high-potential employeesplan on leaving their jobs within a year. Many organizations make the mistake of only looking at ability when assessing an employee’s potential for managing a job. – 10 Important Questions to Help Identify High Potentials

High potential employees are valuable to the future of the company, for when higher positions need to be filled and leadership is needed on each level of employees. High-performers do well in their current jobs, whereas high-potentials can excel in future positions within the company. Organizations need to think about the long-term health and goals of the company, and develop assessment models to find high-potential employees.

Profiles International recommends asking these 10 questions when determining whether an employee has high-potential.

  1. Does this person have a proven track record for accomplishing impressive results, not just meeting expectations?
  2. Does this person take charge and make things happen, or sit back and let things happen before producing?
  3. Does this person inspire confidence in his or her decision making?
  4. Can this person lead through persuasion and influence? Can he or she serve as an effective sounding board to others who are struggling with complex issues?
  5. Do others trust this person to lead projects and teams, even though he or she doesn’t have a leadership title?
  6. Does this person have an understanding of how to separate “what” from “how”? An awareness that establishing the destination before deciding on the mode of transportation is essential?
  7. Can this person keep a global perspective? Are priorities apparent, or does she or he become mired in the details and tactics?
  8. Do obstacles stop this person? Or do they represent challenges, not threats?
  9. What success has this person had with multitasking?
  10. How do unexpected changes affect this person’s performance?

For more information about employee assessments, please visit

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Chairman’s Message: Civil Service Institute’s Award Ceremony

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May 26, 2013 – AWARDING of Certificates of Accreditation

(left to right) Commissioner Robert S. Martinez, Jocelyn R Pick, Commissioner Nieves L. Osorio and CSI Executive Director Agnes Padilla

On behalf of the Commission, allow me to congratulate the 11 CSC accredited training institutions:

  1. ACG Human Capital Solutions Corp.
  2. Ancilla Enterprise Development Consulting, Inc.
  3. ATENEO Center for Organization Research and Development
  4. Centre for Leadership and Change, Inc.
  5. Development Center for Asia Africa Pacific, Inc.
  6. First Pacific Leadership Academy
  7. Human Capital Asia, Inc.
  8. Investors in People Philippines-Inspiring Partners, Inc.
  9. People SparX, Inc.
  10. Profiles Asia Pacific, Inc.
  11. SAIDI Southeast Asia Interdisciplinary Development Institute

We also thank you for joining us in the Program and in this simple ceremony managed by the Civil Service Institute to officially welcome you as our partners in HR and OD in the bureaucracy.

Your accreditation means that from this time on, you are one with us committing to realize our vision of becoming the country’s leading center of excellence for strategic HR and OD in 2015, in Southeast Asia in 2022 and in the whole of Asia in 2030.

The vision is indeed challenging but we have already started the engine running through the CSC Strategic Reform Agenda – Performance Governance System (PGS), our dashboard that tells us where we are and how far we must go in meeting and even exceeding our targets and goals.

Fueling our engine towards meeting our vision are various HR initiatives. We have the Competency- based HR systems – from recruitment to learning and development, to promotion; the Program to Institutionalize Meritocracy and Excellence in Human Resource Management or PRIME HRM that assesses and assists government agencies in their HR systems to be at par with the global standards. The agencies are either awarded in the end as Centers of Excellence for best practices in some or all of the human resource management areas or conferred with Seal of Excellence for their pivotal role in the development/innovation of HRM areas; and the Strategic Performance Management System, a performance management system that links individual performance to organizational productivity and utilizes Coaching as a major development intervention.

Finally, the Commission is embarking on a Certification program which is an alternative mode of meeting the education requirement of master’s degree for appointment to division chief and executive/managerial positions and as additional training requirement for appointment to executive/managerial positions. CSC will tap ATIs for the training component, in addition to our 16 regional offices tapping ATIs for program exclusively run by them.

With these initiatives and programs, the CSC with only about 1,300 women and men as drivers and operators serving the 1.5 million civil servants need help. We need partners. We need you –  ATIs.  We bank on your expertise, being high caliber training institutions. Since the provision of external training services is ISO certified, we can not afford not to partner with you. What you have mirrors the hallmarks of what ISO certification is. Our partnership is indispensable if only to speed up our country’s development through HROD, as a matter of fact.

Hence, the accreditation of training intuitions is a major strategy built in solid public-private partnership all in the name of integrity and public service excellence.

We have started our official partnership today, and we shall never let the lights off as we continuously pursue the bright future of the bureaucracy. We will do this hand in hand by engaging, enabling, empowering, and energizing the Filipino servant heroes through quality training programs using cutting-edge technology with master trainers and subject matter experts.

At this point, the Commission wishes you blessing for this endeavor. May we all prosper by helping the civil service learn and develop!

Thank you.  And again, congratulations!

-Chairman Francisco T. Duque III, MD, MSc

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Civil Service Institute Partners with Profiles Asia Pacific

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Civil Service Institute Welcomes Private Partner Training Institutions. (left to right) Commissioner Robert S. Martinez, Jocelyn R Pick, Commissioner Nieves L. Osorio and CSI Executive Director Agnes Padilla during the Awarding ceremony

May 26, 2014 – Profiles Asia Pacific Inc. earned accreditation as an official partner institution in Human Resources and Organizational Development for the Civil Service Institute. The accreditation makes us an official partner towards the synchronized effort of being the country’s leading center of excellence for strategic Human Resources and Operational Development in 2015, throughout Southeast Asia by 2022 and in all of Asia by 2030.

The implications of such a partnership with the Civil Service Institute is an honour and responsibility. Together, Profiles Asia Pacific Inc. and other institutions will work with the Civil Service Institute to engage, enable, empower and energize Filipino servant heroes using quality training programs and cutting-edge technology, with master trainers and experts.

Profiles Asia Pacific was selected among a talented array of select private training institutions to attend the awarding and accreditation ceremony that recognized the quality training service and consultation provided to the Civil Service Institute.

“We cannot afford to not partner with you,” Chairman Francisco T. Duque III said about sourcing private training institutions to build a solid public-private partnership in the name of integrity and public service excellence.

This has been a significant step towards distinguishing the quality and efforts of Profiles Asia Pacific Inc. concerning human capital and organizational development. It is truly an honour to join the ranks of select leading institutions that share the same vision of a nationwide world-class standard in Human Resource and Organizational Development, emphasizing learning and development.

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Communication Strategies

Have you noticed that some people are easier to talk to than others? Or met a person who you liked immediately?

The Communication Strategies workshop from Profiles Asia Pacific on June 10, from 9 a.m. to 5 p.m., is designed to help you understand the impact your communication skills have on other people, including employees and colleagues at the workplace.

Workshop participants will identify communication problems that may be holding you back, develop question-asking skills to get the information you need, learn what your non-verbal messages are saying, and enhance your ability to handle difficult situations by listening actively and empathetically.

Course Outline

  • Creating positive relationships
  • Growing our self-awareness
  • Communication basics and barriers
  • Asking questions and listening skills
  • Body language
  • Communication styles
  • Creating a positive self-image
  • Frame of reference
  • Techniques for the workplace
  • Assertiveness

This workshop will be facilitated by Ms. Blesilda “Baebee” Reynoso, who holds a Master’s Degree in Educational Technology and Literature. She is a Creative Communications and Personality Enhancement Consultant specializing in training programs on Communication Skills, Learning Strategies, Team Building and Corporate Image. Ms. Reynoso, as an artist-educator, also conducts lectures in Humanities and Art Appreciation for students and teachers. She also conceptualizes and organizes heritage tours, art conventions, seminars, and exhibitions. She is also an author/consultant for publishing houses.

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

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The Importance of Performance Models

Performance models are important to help a business resolve talent-related issues. Using a performance model for new hires can help their success and happiness in the role, which affects how well the company performs. A performance model looks at placement of individuals using that individual’s characteristics, as well as the characteristics of top and bottom performers in similar roles, and measures the job match.

Performance models should be thought of as a range, not a “cookie-cutter.” Although a number of different and unique individuals can fit into the desired range, it’s clear who is outside of the model, easily eliminating prospects who aren’t likely to perform well at the given job. A performance model is applicable to all employees in various industries.

In order to properly assess a good “range” for a position, a company must understand a few things.

  • A performance model is needed for each position. Someone who excels in human resources might not do as well in accounting. If you use one performance model for all your positions, you will get the best people for one position in all of your positions.
  • A performance model is recommended for difference branches. Even if you are hiring for the same position, but in a different branch, it’s wise to reassess the performance model you’re using to hire. Someone who has the right characteristics for working with customers in Manila isn’t necessarily going to excel as highly with customers in New York.
  • Employee performance should be evaluated carefully. A good performance model is made based on a company’s employee recommendations. When a company gives their top three and bottom three performers in a position, those employees are used to create a suitable performance model. However, if a company mistakenly sends one top performer, two bottom performers, and three mid-level performers, the performance model may be skewed.
  • Performance models require a business’ hard data to evaluate success. In order to determine whether a performance model has been effective, everything must be evaluated; from sales to turnover.
  • It isn’t just about intelligence. Although it’s vital to look at cognitive performance, both cognitive and behavioral scales should be used in a performance model.

Want to know more about performance models and how your company can utilize them to onboard better talent? Visit, email, or call 635-0016.

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IMPHIL Consultancy Beyond Borders: Implications and Opportunities [venue change]

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IMPHIL Cebu: Consultancy Beyond Borders

Date: June 27, 2014, 9:00 AM to 4:00 PM
Venue: Cebu Grand Convention Center, Arch. Reyes St., Cebu City
Registration: 9:00 AM
Conference Fee: Php 2,000 per participant.
Avail of a 15% Early Bird Discount up to June 20, 2014!
To register or for more information, please call 318-5132 (Cebu) or 812-1880/893-5005/631-0281 (Manila), email or visit

The Institute of Management Consultants of the Philippines (IMPHIL) conference, “Consultancy Beyond Borders,” is designed to prepare professional management consultants and practitioners for the upcoming ASEAN integration. The conference is open to all management consultants, their technical staff, individual consultants who are registered single proprietorships or partnerships in Management Consulting, as well as those unregistered free agents who do consulting work.

Professionals who work with NGOs and provide consultancy and advisory services to farmers, fisherfolk, women’s organizations, cooperatives, small entrepreneurs, small and medium businesses, labor groups, or corporate organizations; on such areas as agriculture, agribusiness, livelihood, arts and crafts, market development, human resources training and development, information technology, technology transfer, empowerment, environment related and oriented systems and solutions, are also most welcome to participate.

The Conference will consist of five main speakers who will describe the scale and scope of the AEC in terms of economic effects; magnitude of change that will take place; strengths and vulnerabilities of Philippine economic sectors; capabili-ties and alliances necessary to face the unprecedented com-petition with special emphasis on Management Consulting; and extent of opportunities that can be tapped to become an ASEAN champion. The topics and schedule are below.


Advancing Philippine Management Consultants to-wards world class standards of technical competence and professional competitiveness.

  • Forecasts for the Volume of Trade and Services Throughout the Region, and the Extent of Competition for Market Penetration and Dominance.
  • Strong and Vulnerable Sectors in the Philippine Economy.
  • Environmental Issues and Immense Economic Activity
  • Impact of Liberalized Professional Services on Management Consultancy Practice.
  • Alliances and Capability Build-ups for Management Consult ants: “Competitive Advantage of International Management Consultant Certification by a Recognized Institutional Association.”

More about IMPHIL
IMPHIL is the brainchild of a handful of Filipino professionals engaged in management consulting services in the Philippines. The idea for its creation stemmed from the realization that Filipino Consultants can make a marked difference in the development of their own country; from the perspective of knowing its culture, traits, history, needs, and the basic principle that Filipinos know best what can make their nation truly independent and genuinely sovereign. It was incorporated as a non-stock, non-profit organization in 1985.

IMPHIL is a member of the Confederation of Filipino Consultants (COFILCO), the umbrella organization of consulting organizations engaged in various technical fields of expertise. COFILCO is the government’s private sector appointed body tasked to accredit consulting firms bidding for projects. COFILCO has assigned IMPHIL to handle the accreditation of Consultants and the validation of claimed expertise and accomplishments.

Recently, IMPHIL has been given the authority to provide Certification to Filipino professionals as International Consultants by the ICMC, a globally recognized body of consulting practitioners. This will give Filipino Management Consultants a competitive edge in bidding for projects with institutions worldwide.

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Motivating Your Workforce

It’s no secret that employees who feel valued and recognized for their work are more motivated, responsible, and productive. On May 28, Profiles Asia Pacific will offer a public Motivation Training seminar that will equip participants with the tools to motivate and inspire your workforce. This is a busy one-day workshop to help supervisors and managers create a more dynamic, loyal, and energized workplace. This program is designed specifically to help busy managers and supervisors understand what employees want and to provide them with a starting point for creating champions.

Participants will discover how fear and desire affect employee motivation, explore ways to create a motivational climate, and design a motivating job. The seminar will also investigate common motivational theories and how to apply them, as well as when to use the carrot, the whip, and the plant.

Course Outline

  • What is motivation?
  • Supervising and motivation
  • Motivational theories
  • The carrot, the whip, and the plant
  • Fear and desire
  • Setting goals
  • The role of values
  • Creating a motivational climate
  • The expectancy theory

Register online at The seminar fee is 3,500PHP and includes instruction by an expert facilitator in a small interactive class setting, specialized student workbook and course materials, personalized certificate of completion, snacks and lunch, and a complimentary Profiles Performance Indicator Assessment.

The Profiles Performance Indicator Assessment Tool is a DISC personality-style employee performance test, which is used to understand employees’ behavioral characteristics and to use this knowledge to increase performance of employees. This assessment also provides recommendations for improving employee performance. Recommendations include: how to respond to job-related stress, frustration and conflict; how to stimulate employee motivation; how to conduct effective performance appraisal; and how to determine whether the employee is internally motivated or will need external stimulation.

The Motivational Training seminar will be led by Ms. Imelda Celestina Lee Monsale. Monsale 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. Monsale has completed all the coursework for a Ph.D. program in Guidance and Counseling at the University of the Philippines Diliman.

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Identify. Enable. Retain. – Optimizing Your HR Functions

Last May 21, Profiles launched its executive search and corporate training services, branded as Jobmatch and peoplEnable, respectively, at the Linden Suites, Ortigas Center. The event was highlighted with two learning sessions entitled, “The Art of Hiring Smart” and “Realizing ROI through Training”, facilitated by our very own Training Head, Ms. Maria Vida G. Caparas, Ph.D.

The facilitator, Dr. Caparas.

The attendees having fun with an icebreaker.

Launch was attended by several companies from various industries, both from the private and public sectors, namely: AJV Management Consultancy, Candy Corner Philippines, CD Technologies Asia, Inc., Citistores, Inc., Colliers International, Cordlife Medical, Development Academy of the Philippines, Diversified Technology Solutions International, Department of Social Welfare and Development, Ecolab, Energy World Philippines, Engage Outsourcing Worldwide, Equicom Savings Bank, FDC Utilities, Inc., Fortune Sources, Inc., Finmat International Resources, Inc., Global City Innovative College, Grepcore Diamond, JG Summit Holdings, Inc., Monde Nissin Philippines, Morong Ecozone Inc., Nityo Infotech, NNIT Philippines, Pascual Laboratories, Inc., PBCOM, Pharex Philusa Corporation, PJ Lhuillier, Playweb Games, Inc., Pepsi Cola Products Philippines, Inc., Public-Private Partnership Center of the Philippines, Robinsons Handyman, Inc., San Miguel Corporation, Schenker Philippines, Inc., STI College – Fairview, Super Sumo Sam Foods, Toyota Batangas City, Inc., Transnational Diversified Group, Trends and Technologies, Inc., Wilson Group of Companies Professional Parking, and Wyeth Philippines, Inc.

Aimee Arriola, Head of Organizational Development at Honda Cars Philippines, giving a testimonial about Profiles' products and services.

Jobmatch and peoplEnable staff being introduced.

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Bringing PMAP To Malaysia

Philippine KL Labor Attache Nelia Olivera with Profiles Asia Pacific Managing Director Jocelyn Pick taken at the KL Philippine Embassy

In line with its 2014 Agenda of bringing the People Management Association of the Philippines (PMAP) to the ASEAN Integration, and to expand beyond borders by establishing chapters in various ASEAN countries, PMAP President Atty. Josephus B. Jimenez reports from the sixty-third floor of Tower One of the PETRONAS Twin Towers. Jimenez was meeting with Encik Dr Rizal Abdullah, and Puan Amy Abrizah Ab Asiz, senior HR executives of Petronas and their staff. They have confirmed that the top HR official of Petronas will come to the Cebu on September 17 for the PMAP National Conference to share “Malaysian Best HR Practices Across the ASEAN Region In The Context of the Integration.” Earlier, the PMAP delegation visited the corporate headquarters of MAYBANK to meet an Industrial Relations Expert in Malaysia, who has agreed to join PMAP in Cebu to speak on “IR Challenges and Opportunities in the ASEAN Economic Community.”

PMAP and the Malaysian Institute of Human Resource Management (MIHRM) has concluded that PMAP and its counterparts in Malaysia, Thailand, Singapore, Vietnam, Indonesia, Myanmar, Laos, Cambodia and Brunei will be coming to the Philippines to organize the HR Support Commission for the ASEAN Economic Community (and the ASEAN integration). There will be three meetings with Petronas, Maybank and the MIRHM as the three anchors of PMAP’s official mission to Malaysia.

The ASEAN integration is a tough nut to crack. Some of our neighboring countries have been preparing their human capital for the integration as early as 1997, but the Philippines is doing well despite concerns.

PMAP’s advocacy this year to take advantage of the opportunities and safeguard against threats to our human capital that will result from ASEAN integration. The Filipino Workers’ Resource Center (FWRC) has also been briefed on the integration process and prospects for our migrant workers.

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