Tag Archives: employee assessments in the Philippines

  • 0

The ASEAN Integration:Expand Your Talent Base Across Borders in 3 Steps

Tags : 

The ASEAN Economic Community (AEC) shall be the goal of regional economic integration by 2015. AEC envisages the following key characteristics: (a) a single market and production base, (b) a highly competitive economic region, (c) a region of equitable economic development, and (d) a region fully integrated into the global economy.

-ASEAN Economic Community, Association of Southeast Asian Nations

Since the early turn of the century, ASEAN member nations have been collaborating and cooperating to enhance opportunities between ASEAN countries. The goal of the integration is to enable all member states to move forward unified in three fields; economic, socio-cultural, and political security. According to Anticipating ASEAN Economic Community 2015 by Dr. Paryano, the vision of ASEAN leaders is to transform our region into a highly prosperous and competitive region by 2020. This includes a growth in job opportunities, reduction in poverty, and free movement of goods, services, investment and skilled labor.

Image from eslblogcafe.com

What is the ASEAN Integration?

The three Initiatives for the ASEAN Integration (IAI) include human resources development and capacity building, recognition of professional qualifications, and integrating industries across the region to promote regional sourcing. Essentially, as a result of the AEC, the ASEAN region will enjoy a free trade of goods, services, investment, skilled labor, and a freer flow of capital.

What does the ASEAN Integration mean for HR?

Human resources is a priority for the member nations of the ASEAN Integration. HR development and capacity building plays a key role in the ASEAN Integration goals, and we can expect to see breakthroughs in professional qualifications, development of financial policies, enhanced communication infrastructure and connectivity, development of intra-ASEAN electronic transactions, and industry integration to promote regional sourcing.

This means that local applicant pools will expand into regional pools, as it becomes easier for any member ASEAN country to hire employees from another. It also means that your own employees have a higher chance of being hired by another company. Both your employee hiring opportunities and your competition as employers will increase.

How can I benefit from ASEAN 2015?

Your business has an exciting new opportunity to quickly, easily, and effectively hire talent from other ASEAN countries. HR leaders should be gearing up to recruit and onboard great talent that was previously out of reach due to country borders. Many of the barriers that made hiring talent from another ASEAN country difficult will be demolished.

What are the risks of ASEAN 2015 to my company?

Economic advancement relies on human resources. Unless people have equal access to education, training and capacity building, the Philippines may be deprived of a large pool of creative thinkers and entrepreneurs.

-Civil Service Commission Chairman Francisco Duque III

A company is built on the backs of its employees, meaning your most valuable business asset is your human capital. However, because the work pool has diversified, the number of other companies trying to hire one of your own top performers has increased.

Replacing an employee, especially a newly hired one, costs money, time and productivity. In fact, replacing a single employee could cost up to 150 percent of his or her annual salary.

How can I equip my company for the ASEAN Integration?

In order to ensure your company is the most competitive it can be, and prevent your best employees from jumping ship in favor of greener pastures, make sure you offer industry competitive compensation, more benefits, and better learning opportunities. Keep your best employees and attract new talent from across the region with these three essential steps.

1. Streamline Efficiency

Strengthen and professionalize your business processes. Make it easy and enjoyable for your qualified employees to get hired and do their work.

Your initial application process is an indicator to what the company culture is like, so make sure your candidates aren’t put off by tedious or repetitive tasks and a lack of information. It’s easy to recognize whether a company invests in its HR by the quality of entry tests, training, and the respect with which applicants are treated. For example, does an applicant have to wait for hours in a reception area before their interview?

Likewise, current employees shouldn’t be bogged down with logistics that aren’t part of their job. If you hire someone for a marketing position, they shouldn’t have to pour over financial and legal documents.

2. Focus on Job Fit

Make sure you have the right people in the right positions. You can evaluate job fit using assessments that look beyond previous experience and qualifications, and instead focuses on core competencies, such as the skills, personalities and strengths and weaknesses of each individual employee.

Understanding each job candidate as an individual will help HR match the best candidate to the job. It’s both easier and cheaper to hire the right person the first time, instead of hiring an underqualified employee, experiencing impaired job performance, and having to rehire and train someone else.

Here are a few questions that can help determine how well your employees match their jobs;

  • Are your employees happy with their jobs?
  • Are they in the position best suited to their unique set of skills and abilities?
  • Do your employees feel challenged in their jobs?
  • Can they overcome professional challenges and improve their skills while doing so?
  • Is every hire the best fit to both their position and to the company culture?

3. Prioritize Growth

Support your employees’ ambition for improvement and increased responsibility. Recognize exceptional employees and train them to move up (and sometimes across departments) in the company, showing that growth and achievement is rewarded.

– Profiles Asia Pacific, Keys to Successful Organizations: How to Retain Talent

Ensure your employees have adequate access to trainings and seminars, and that they continually grow as professionals. Offer relevant training programs with an emphasis on skilled educators and professional growth. Your training programs should always implement project evaluation to identify the most valuable components of the training, as well as find any faults. When employees see that a company invests in them, they will work harder and invest themselves back into the company.

Overall, the ASEAN Integration is an exciting development that will enable all companies within the ASEAN member nations to trade skills, services and goods freely, and will expand the pool of qualified and desirable job candidates. Prioritizing growth, focusing on job fit, and streamlining efficient processes will encourage employee loyalty and attract valuable candidates to your company.

About the Author

Jocelyn Pick, President of Profiles Asia Pacific and People Dynamics

Jocelyn Pick earned a BS and MS in Statistics from the University of the Philippines, MBA and MSBA from the University of Southern California, and is currently completing her doctorate at the Polytechnic University of the Philippines. Ms. Pick has been in the human resources industry for more than a decade, gaining experience in performance management, job-matching assessments, team-building programs, career and succession planning, organizational development, leadership and consulting. In addition to being a trainer and program designer, Ms. Pick is active in professional associations throughout the Philippines. She is an officer of PMAP, ImPhil and ODPM, and has assisted multiple HR firms spanning various industries. Ms. Pick has worked with leaders, local officials, and educators, gaining an extensive network of national and international HR and educational practitioners.


  • 0

How to Manage Productive Teams

Tags : 

Image from “The Office”

There is no magic key to unlocking team productivity. Great team cohesiveness comes from hard work, communication, and a dedicated leader. According to the Harvard Business Review, Gallup has found good managers motivate employees with a compelling mission and vision, drive outcomes despite of adversity and resistance, “create a culture of clear accountability,” and make decisions based on “productivity, not politics.” Managers play pivotal roles in a team’s success, and below are some traits of successful leaders with productive teams.

They know their team members. Managers who know their team members’ strengths and weaknesses understand how to assign the best role for each member. Always play to a team member’s strengths, and help them improve their weaknesses. They may also have hobbies or special skills that could apply to their job.

They encourage continual growth. The best managers care about the growth of their teams, and encourage the development of strengths and management of weaknesses. Team members value managers who are concerned with their self-improvement, and teams get better as a unit as each member grows.

They keep learning. Managers are leaders, and should lead their teams to becoming better and more skilled. The continuous learning of team members is important, and a role model in the endeavor will help guide and refine the process. Managers have to be one-step ahead of their teams; if your employees are taking an intro to statistics class, you should be taking the advanced statistics class.

They think about their employees’ futures. Great managers plan for the futures of their teams as a whole, and for team members as individuals. Train your dedicated, talented employees for advancement within the company. Having a pool of skilled individuals to draw from within your company will safeguard against havoc when someone leaves unexpectedly, and creates opportunities for advancement within a company.

To summarize, in order to manage productive teams, you must understand the strengths, weaknesses, futures and potential of your team members and encourage continual learning and development.


  • 0

Understanding Assessment Tools for Greater Business ResultsTraining on Test and Measurement Design

Tags : 

Do you work in the field of HR and/or education? Are you a teacher, professor, guidance counselor or mentor at work? Our seminar-workshop could provide you with the vital knowledge, abilities and skills that are needed to carry out an in-depth evaluation of educational and psychological tests and understand how to interpret the results. The two-day seminar will help participants develop an appreciation of psychological testing and its importance, understand of the basic concepts of reliability, validity and test construction, and be able to interpret scores.

Course Outline

  • Brief History of Psychological Measurement
  • Importance of Psychological Testing
  • Characteristics of Psychological Instruments
  • Purposes of Test and Measurement
  • Types of Tests
  • Bloom’s Taxonomy
  • Application of Psychological Measurement in Educational, Personnel and Clinical Testing
  • Ethics in Psychological Testing
  • Steps in Test Construction
  • Choosing the test Format
  • Validity and Reliability
  • Scoring and Interpretation

The course will be facilitated by Dr. Dr. Maria Vida G. Caparas, who 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. Shewas 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. She also wrote three books on Psychology/HR Management titled Psychological Assessment: Theory and Practice, Uses of Psychological Tests, and Human Resource Management.

The workshop fee is PHP6,500 plus tax, and includes small group workshops that provide “active learning,” snacks and lunch, a specialized student workbook and a personalized certificate of participation.

For more information or to register, please visit ProfilesAsiaPacific.com.


  • 0

Managing Pressure and Maintaining Balance

Tags : 

When things are extremely busy at work and your hands are full with multiple tasks and difficult people, having skills to draw on is essential for peace of mind and growth. The one-day Managing Pressure and Maintaining Balance course will help participants understand the causes and costs of workplace pressure, the benefits of creating balance, and how to identify pressure points. They will also learn how to apply emotional intelligence, increase optimism and resilience, and develop strategies for getting ahead.

This workshop is beneficial for anyone who wants to know more about how to handle pressure and prevent stress, and employees at all levels who are facing expanding workloads, tight deadlines and multiple projects. Participants will learn to apply a direct understanding of pressure points and their costs and payoffs, speak in terms related to emotional intelligence, optimism, and resilience, create a personalized toolkit for managing stressors and anger, and define priorities to achieve defined goals.

Course Outline

  • Under pressure!
  • Getting to the heart of the matter (including identifying pressure points and creating an action plan)
  • Emotional intelligence
  • Coping toolkit (including anger and stress management)
  • Getting organized
  • The course fee is PHP3,500 + VAT, and includes instruction by an expert facilitator, small group workshops that provide “active learning,” specialized student workbooks, a personalized certificate of participation, a free eBook, snacks and lunch, and a free Profiles Performance Indicator Assessment Tool; 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; and how to determine whether the employee is internally motivated or will need external stimulation.

    The workshop facilitator, Ms. Maricel Laraya, is a Certified Professional Life Coach who caters to corporate clients by giving seminars, talks and workshops for their employee development requirements. She offers individual coaching on personal issues, career path, business goals and professional goals. Ms. Laraya, as a Business/ Executive Coach, also provides assistance to business owners and executives in coming up with good business models for new and existing companies. As a Life Coach, she is very passionate in partnering with clients in reaching success in life.

    To register or for more information, please visit ProfilesAsiaPacific.com


    Show Buttons
    Hide Buttons