Tag Archives: employee training

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Public Seminar: Leadership Skills for Supervisors

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Join us on March 18 to learn about Communication, Coaching and Conflict Management in our Leadership Skills for Supervisors workshop series. Supervisors affect the productivity of their employees and must be able to effectively lead teams.

Participants will learn ways to prioritize, plan, and manage time, identify their primary leadership styles, develop flexibility, learn to use other leadership styles, and different ways to turn conflict into a force for creative, well-rounded solutions. Participants will also learn different ways to meet the needs of employees through communication and coaching.

Course Outline

  • Pre-assignment review
  • What’s your type? How about mine?
  • Understanding leadership
  • Managing your time and your energy
  • The commitment curve
  • Employee development models
  • Dealing with conflict and difficult issues
  • What successful leaders do

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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Leading the Next Generation

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Things are rapidly changing in the way leaders manage their talent. The leadership style needed to guide the new generations filling our workforce is vastly different from the top-down model so many of us are used to. According to Dan Schwabel in an interview, millennials leave their jobs in two years, whereas Boomers leave in about seven years and Gen X leaves in five years. They value purpose more than a salary, and are willing to take a pay cut to do something they truly believe in. Millennials also emphasize entrepreneurship and value their time and freedom.

Companies need to start realizing that a lot of people go home or go on vacation and they’re still doing work. You can’t trap someone from 9 to 5 every day when they’re going to be doing work outside of work. – Dan Schwabel, Interview With Dan Schwabel: How to Retain Your Millennial Workers

Because the millennial work ideal is so different from the generations that came before them, HR and managers should be exploring new ideas and work models that will help retain young talent with high potential.

Flexible office hours…and offices

…most of your new-generation leadership will begin as first-level managers. But they will share a commonality with high-profile tech entrepreneurs who manage virtual teams, lead across cultures and adapt to new technologies. Their experience as the first truly diverse and digital generation has prepared them well to lead the next generation. – PJ Neal and Michael Watkins, Millennial in Training

Many employees have come to the realization that time is more important than money, and that work can be done from virtually anywhere. Millennial employees will have experience with virtual teams, online work spaces, and new technology. Companies can offer their employees flexible hours and equip them with the resources to work virtually (and efficiently) to help keep employee satisfaction levels high. Having to sit at an office for two hours with nothing to do can destroy employee morale fairly quickly, and make millennials wonder why they keep coming to work when they can do just as much or more from home.

Volunteer Programs

Many millennials want to do good for society, and be a part of the bigger picture. Volunteer programs allow your employees to help their communities as part of their job. Companies can give employees the option of volunteering with different programs, while still being paid for their time. Many companies can also offer paid “vacation leaves” as long as an employee volunteers that day with a non-profit organization.

Intrapreneurship Programs

Intrapreneurship means acting like an entrepreneur within a company. Intrapreneurs imagine, create and implement new products, processes and practices to make the company better in some way. It may add a much needed solution to a problem, or enhance a product, or make a process more efficient. Intrapreneurs can look beyond whatever is in place now into how they can change, improve or combine aspects of a company to serve a better good.

According to a Forbes article, Social Intrapreneurs: Disruptive Innovators on the Inside, Unilever Chemical Engineer James Inglesby had the task of finding new business opportunities for toilet cleaning products. He learned that 2.6 billion people lack access to proper sanitation, and decided to expand beyond established markets to offer branded, affordable, self-contained plastic toilets and a toilet cleaning service that uses Unilever cleaning products.

For more information on HR, marketing, business and leadership, follow our blog!

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Public Seminar: Critical Thinking

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Join us on January 21 to 22 for a Critical Thinking seminar that will help participants analyze the world around them through rational thinking skills. The ability to clearly reason through problems and present arguments in a logical, compelling way has become a key skill 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.

This workshop is ideal for professionals in business or individuals who want to improve their critical thinking skills as a core competency. Participants will define critical and non-critical thinking, identify critical thinking styles and areas of strength, develop and evaluate explanation skills and more.

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
Plenty of hands-on case studies

About the Instructor

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 namely “Psychological Assessment: Theory and Practice”, “Uses of Psychological Tests”, and “Human Resource 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.


P7,280 includes all course materials and VAT, instruction by an expert facilitator, a personalized certificate, an eBook on thinking skills and a complimentary Profiles Critical Thinking, Logic, Comprehension and Perception Assessment.

Register now!

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Workforce Magazine Suggests “Consider Outsourced Training”

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The award-winning Workforce magazine published an article titled Consider Outsourced Training that highlights the benefits of having employees trained with specialized programs and instructors.

Outsourcing training is a popular option for employers looking to reduce operating costs while increasing workplace expertise.

-Nidhi Srivastava, Workforce

Outsourced training is beneficial when your training partner stays current on industry trends, has expertise in their respective training fields, and maintains the resources to train your entire workforce quickly and efficiently. There are times when an in-house training team is either overwhelmed or too small to train a large group of employees, and outsourced training also brings new skills and knowledge to the company that can be dispersed to all levels.

The Workforce article, Consider Outsourced Training, touches on five points to analyze to find your perfect fit.

1. Your organization and industry. Almost every industry requires special skills and training. If your employees need to stay on top of the latest trends or compliance issues, outsourced training can ensure a direct flow of vital information.

Employers operating globally or in numerous locations may also find outsourcing viable because training can be online or through comprehensive seminars in a cost-effective, timely fashion. – Srivastava

2. A suitable training partner. Make sure the business you partner with for training has the same kind of company culture and values as yours. Avoid sending your employees mixed signals by asking them to follow one set of rules then sending them to a training partner that teaches otherwise. A good training partner is also an expert in all the fields you need your employees to be trained in, and should have the relevant resources.

3. The training method. Do you want the training to be done online? In person at your office? In person at your partner’s training center? On the job? Consider the nature of training that is needed to best teach your employees in the long term, and consider the logistics that will work best with your resources. If you only have fifteen employees, it may be wiser to have the training done on the job, instead of sending them all to a training center and leaving your business unmanned.

4. Legalities. Create an air tight contract and think about whether your training partner will have access to sensitive information and who will have ownership of any training materials created for the sessions.

In addition, the parties should be clear on who is responsible for the accuracy and content of the training. If the trainer is guaranteeing “up-to-date” information or compliance with governing laws, the company should document that warranty, and request indemnification by the trainer for claims relating to negligent training. – Srivastava

5. The benefits. In addition to flexibility and reliability, outsourcing training allows your company to draw on the insight of experts in their fields. It could open new opportunities as your employees network, and offers many more benefits unique to each company.

To read the full article, please visit Workforce.com.

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Develop Your Workforce in 2015

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2015 is going to be a big year for the Philippines. By the end of the year, we and all our ASEAN neighbors will be able to trade goods and services freely, which means increased competition, higher standards, and a freer flow of employees. In order to keep your workforce cohesive and up to the rapidly rising ASEAN standard, employers must develop their top talent and nurture their employees’ professional development.

Everything starts with a good hire

First things first; get the right people. Evaluate your employees and make sure you have the right people in the right position. It’s not too late to do this for your entire company! The integration is set to happen at the end of 2015, so start evaluating employees now. Find out which of your employees see a future with your company and let go of the employees who don’t. Avoid becoming a “passing” job where employees just wait for a better offer. Every employee you have at the end of 2015 should enjoy their jobs and believe in your company.

Getting your workforce in the best shape possible will take a lot of time, energy and resources. You’ll need to invest in advertising, interviewing, orientations, on-boarding, and the adjustment period in which an employee gets to know his or her job. It will be worth it. Your human capital will be prepared for the integration and you won’t (hopefully!) lose dozens of employees to other ASEAN companies.

Provide training and development

Once you have people who fit your company culture and have the right attitude to do their jobs, it’s time to train them. There are very few jobs in which you can hire someone and he or she automatically knows how to do the job seamlessly. You’ve spent a lot of time getting the right people working in your company, now it’s time to coach, mentor and train them.

It’s much easier, and usually more cost effective, to hire someone with the right attitude and train them for a position than to find the perfect fit. Helping your employees grow and showing an investment in their development will also help them understand they are valued by the company and remain loyal, even when presented with other job offers.

Give them the right resources

Every company works differently. The same can be said of each department, each team, and each individual. Because different employees will have their own unique productivity practices, be flexible enough to accommodate them with what they need. Provide meeting rooms, efficient hardware and software (no laptops from 1998), individual work rooms where employees can think out loud, adequate parking space, and whatever else they need so they can focus on their jobs.

The right resources also means allowing your employees to work during their most productive hours of the day. This may mean offering different work schedules, or even setting up a virtual work space where team members can interact online from wherever they are.

How else do you think companies should be developing their workforce in 2015? Share your thoughts in the comments below!

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