• Essentials of Social Media Management: Amplify your Brand and Engage your Customers
  • Leading Effective Meetings: Optimizing your Time and Resources
  • Developing an Attitude of Professionalism: Values and Attitudes for Success
  • Effective Workload Management: Everyday Techniques to Get Things Done
  • LeaderShift Module 1: The Leader as a PEOPLE MANAGER: From Task to People Management
  • Multi-Generation Workforce Management: Bridging Work Styles across a Diverse Workforce
  • Project Management Skills for Everyday Tasks: Adopting the Mindset from Planning to Execution
  • LeaderShift Module 2: The Leader as a COMMUNICATOR: From Talking and Writing to Communicating
  • LeaderShift Module 3: The Leader as a PERFORMANCE COACH: From Performance Monitoring to Leading and Coaching
  • Handling Customer Complaints: Communicate and Connect with your Customers
  • Customer Service Recovery: Win Back Customers and Keep Them for Good!
  • Principles of Creative Video Production: How to Produce Interesting, Compelling, and Viral Videos
  • LeaderShift Module 4: The Leader as an INNOVATOR: From Typical to Critical Thinking
  • Critical Thinking and Decision Making in the Workplace: Analyze and Implement Effective Solutions
  • The R.O.I. on a Customer Service Mindset: Reaping the Benefits of a Customer Service Culture
  • Professional Image and Presence: Civility and Etiquette in the Modern Business Setting
  • Managing Employee Development: Creating Programs for Career Growth and Retention
  • Supervisory Essentials: From Task to People Management
  • Interactive & Engaging Presentation Skills: Applicable Tools & Techniques for your presentation
  • Sales Proficiency Training (SPRING): Methods and Techniques in Sales & Negotiation
  • Digital Marketing Toolbox: Using the Paid, Owned, and Earned Model
  • PHONETOGRAPHY: Explore, Create, & Inspire using your Smartphone
  • Supervisory Essentials Training: Leader as an Effective Communicator
  • MS EXCEL MADE SIMPLE: Beginners Guide to Basic Excel
  • CODING FOR KIDS (PART 1): Enhancing Creativity & Critical Thinking
  • ADVANCED MS EXCEL: Optimize its Functions to Ease and Simplify Data-Driven Tasks
  • CREATE A STRESS - FREE SPACE: Managing Stress for a Happier and Healthier you
  • Building and Condo Management: Property & Facility Management, Leasing and Preventive Maintenance
  • Marketing 101: How Marketing is at the core of every growth strategy
  • Practical Enterprise Architecture
  • DIGITAL MARKETING MANAGEMENT: Native Advertising: Aligning Creative Thought Process and Storytelling with your Business Strategies
  • Essentials of Business Communication: Written and Oral Communication for Everyday Use
  • Business Etiquette 101: Professional Guide to Projecting the Best Image of your Company
  • Basic Quality Toolkit: Apply the 8 tools used to improve Productivity, Efficiency and Effectiveness
  • Relationship Marketing: Cultivating Customer Relationship for Long-term Growth
  • Exploring MS Powerpoint and Beyond: Interactive and Engaging Presentation Tools
  • Supervisors as Coaches: Developing a Coaching Culture in your Organization
  • Basic Selling Program: Elevate your Sales Game with Tools and Techniques to close a sale
  • Strategies in Writing: How to Write Lean, Fast, and Viral


    Company Name:

    First Name:

    Last Name:

    Contact Number:

    Email Address:



    We begin this new year, perhaps a bit ironically, with “the end in mind”—by taking on the topic of retirement. People and organizations sometimes avoid discussion on this sensitive issue, but a good retirement program signifies that indeed, a company cares for its employees. If we want satisfied employees who value their work, development programs should start from the time they are hired until they are retired.

    We spoke to Ray Soberano, the HR Head of the Inquirer Group and a veteran of several multinational companies, to enlighten us on this topic. He counseled us, saying “after spending many of the best years of their lives in an organization, retiring employees need to be provided a multifaceted support system so that they can welcome the journey to their next life milestone.”

    We asked him how a relevant and comprehensive retirement program could be a worthy investment for all businesses, and here are his thoughts:

    Retiring employees are consciously empowered to chart their future when they leave the company. This means they are not only financially prepared but also made to realize their potentials, capabilities and exciting options.


    By helping them reflect, manage their anxieties, and plan ahead, retiring employees remain highly productive and, very importantly, pass on willingly their explicit and tacit knowledge and experience to younger employees or successors. This assures continuity in the operations of the company.

    By taking care of retirees through an engaging program, the company’s internal and external reputation are enhanced. To the younger employees, this reflects an image of an employer that cares about its people; to external stakeholders, the company becomes a concrete example of being responsible and trusted. In the end, it generates enormous goodwill and loyalty even from the retirees themselves.

    An engaging retirement program must be marked with timeliness and, realistically, it must be available 5 to 10 years before an employee retires. Sincerity and willingness are to be felt in the implementation and it should also be initiated with a well-planned communication program since retirement is a sensitive personal matter. In the end, retiring employees must feel that they are respected, valued, and cared for well beyond the years that they have spent in the organization.