https://www.facebook.com/112614850479542/

The HR Classroom by CED

Home
Philippines
Quezon City
The HR Classroom by CED

𝐼 𝒿𝓊𝑔𝑔𝓁𝑒 𝓉𝓌𝑜 𝓌𝑜𝓇𝓁𝒹𝓈—𝓌𝑜𝓇𝓀𝒾𝓃𝑔 𝒻𝓊𝓁𝓁-𝓉𝒾𝓂𝑒 𝒾𝓃 𝐻𝑅 𝒶𝓃𝒹 𝓉𝑒𝒶𝒸𝒽𝒾𝓃𝑔 𝒶𝓃𝒹 𝒸𝑜𝓃𝓈𝓊𝓁𝓉𝒾𝓃𝑔 𝒶𝓉 𝐿𝒢𝑀𝒞, 𝐿𝒶𝒞𝑜, & 𝒥𝑅𝒰 (𝑒𝓍-𝒫𝐿𝑀𝒶𝓇, 𝒞𝒞𝒜-𝒜𝒮𝐻𝒜)—𝒶𝓃𝒹 𝓈𝒽𝒶𝓇𝑒 𝓁𝑒𝓈𝓈𝑜𝓃𝓈 𝒻𝓇𝑜𝓂 𝒷𝑜𝓉𝒽.

07/09/2026

These simple Gratitude Cards are a good example of how a creative and thoughtful idea can get people to pause for a while and recognize the people they work with.

I’m grateful for the notes I received and, of course, for the people who took the time to write them. It’s always nice to receive a few words of appreciation, especially when you know someone took the time to actually write them for you.

And to the team who thought of this activity, thank you. I like how simple the idea is, but at the same time, it gives everyone an opportunity to participate and spread a little appreciation around the workplace.

What makes it even better is that it doesn’t require a big budget, an elaborate program, or anything complicated. It’s basically a card, a few words, and people willing to take a moment to appreciate someone else.

Sometimes, good workplace initiatives really don’t have to be expensive. A little creativity and intention can go a long way. 💖

01/09/2026

Well, this caught me off guard.

I think one of the things I like and sometimes find strange about teaching is that you don't really know what students take away from you.

You might remember the lesson you prepared for weeks. They might remember a five-minute conversation you barely thought about afterward.

You might think you're simply doing your job. They might see something completely different.

Messages like this make you realize that the classroom doesn't always end when the class does.

Sometimes, something stays. And when you're lucky, you get to hear about it.

24/08/2026

𝙻𝚎𝚊𝚟𝚎 𝚝𝚑𝚎 𝙹𝚘𝚋, 𝙽𝚘𝚝 𝚈𝚘𝚞𝚛 𝙿𝚛𝚘𝚏𝚎𝚜𝚜𝚒𝚘𝚗𝚊𝚕𝚒𝚜𝚖
𝓦𝓱𝔂 𝓟𝓻𝓸𝓯𝓮𝓼𝓼𝓲𝓸𝓷𝓪𝓵 𝓒𝓸𝓷𝓭𝓾𝓬𝓽 𝓢𝓽𝓲𝓵𝓵 𝓜𝓪𝓽𝓽𝓮𝓻𝓼 𝓤𝓷𝓽𝓲𝓵 𝓨𝓸𝓾𝓻 𝓛𝓪𝓼𝓽 𝓓𝓪𝔂

There is nothing wrong with leaving a job.

You might get a better offer. Maybe the salary is higher. Maybe the new company offers work-from-home. Maybe you see better opportunities for growth. Or maybe you simply feel that it is time to move on.

That's life. People leave companies.

And honestly, employers have to understand that. An employee leaving for a better opportunity is not, by itself, something to be angry about.

What matters is how you leave.

If you've already decided to move on, be honest about it. You don't have to tell your employer every detail about your next job, but you also don't need to create a story just to make your resignation easier.

And while you're still employed, remember that you're still employed.

Do the work you're being paid to do.

Respect your working hours.

Don't let your job search interfere with your responsibilities.

Be careful with company information.

Respect the clients and relationships entrusted to you.

And when the time comes, make a proper turnover.

These things sound simple. They should be.

Because accepting a better offer isn't unprofessional.

Wanting a higher salary isn't unprofessional.

Wanting to work from home isn't unprofessional.

What can become unprofessional is how you behave while you're trying to get there.

You don't have to stay just because your employer needs you.

You don't have to feel guilty for choosing a better opportunity.

But until your last day, you still have a responsibility to the organization that employs you.

And here's something worth remembering:

You never really know where your career will take you.

The colleague you're leaving today might become someone you work with again five years from now. The client you dealt with might cross your path in another company. The manager you reported to might someday be asked about your work.

So leave well.

Not because you're afraid of what people might say.

Not because you might need them someday.

Leave well because professionalism shouldn't depend on whether you're staying or going.

Your employment may end.

Your professional reputation doesn't.

Leave the job.
Not your professionalism.

07/08/2026

During an open forum, a BSBA student asked me, “𝖠𝗌 𝖿𝗎𝗍𝗎𝗋𝖾 𝖧𝖱 𝗉𝗋𝗈𝖿𝖾𝗌𝗌𝗂𝗈𝗇𝖺𝗅𝗌, 𝗌𝗁𝗈𝗎𝗅𝖽 𝗐𝖾 𝖻𝖾 𝗐𝗈𝗋𝗋𝗂𝖾𝖽 𝗍𝗁𝖺𝗍 𝖠𝖨 𝗆𝗂𝗀𝗁𝗍 𝗋𝖾𝗉𝗅𝖺𝖼𝖾 𝗎𝗌?”

I didn’t think much of my response at the time until I saw it shared this way, but I still stand by every word.

Perhaps time will prove me wrong. Perhaps it won’t. But for now, it is a perspective I genuinely believe is worth holding.

After all, while AI may transform many aspects of work, professions built on understanding people, relationships, judgment, and empathy will continue to evolve not disappear.

30/04/2026

𝓝𝓸𝓫𝓸𝓭𝔂 𝓦𝓪𝓷𝓽𝓼 𝓽𝓸 𝓑𝓮 𝓜𝓲𝓬𝓻𝓸𝓶𝓪𝓷𝓪𝓰𝓮𝓭. 𝓑𝓾𝓽 𝓝𝓸𝓫𝓸𝓭𝔂 𝓖𝓻𝓸𝔀𝓼 𝓫𝔂 𝓗𝓮𝓪𝓻𝓲𝓷𝓰 𝓞𝓷𝓵𝔂 𝓦𝓱𝓪𝓽 𝓣𝓱𝓮𝔂 𝓦𝓪𝓷𝓽 𝓽𝓸 𝓗𝓮𝓪𝓻.

Nobody wants to be micromanaged. We want to be trusted to do our work, make decisions, and figure things out without someone constantly looking over our shoulder. That's fair. Trust and autonomy matter.

But here's the uncomfortable part: being trusted doesn't mean being beyond correction.

There is a difference between a manager constantly checking how you do your work and a manager telling you that something needs to improve. One can be micromanagement. The other is simply part of managing people.

And correction is rarely easy to receive.

Praise is different. When someone tells us we did well, we usually accept it without much resistance. But when someone points out what we could have done better, our instinct can be to explain, defend, or take it personally.

Sometimes the feedback may even be unfair. Managers can be wrong. Feedback can be poorly delivered. Employees have every right to explain their side.

But before becoming defensive, maybe we can ask ourselves:

“Is there something here that I can learn from?”

We don't have to agree with every criticism to learn something from it.

The responsibility also goes both ways.

Managers cannot demand accountability while controlling every little decision. If you want people to take ownership, you have to give them enough space to actually own their work.

Employees, meanwhile, cannot ask for autonomy and expect freedom from accountability. Autonomy doesn't mean immunity from correction.

Being treated like a professional means having the freedom to work—but also having the maturity to listen when someone tells you that something needs to change.

Maybe that's the balance we need in the workplace:

Trust people enough to let them work.

Give feedback enough to help them grow.

And have enough maturity to know that correction is not always criticism of who you are. Sometimes, it's simply an opportunity to become better at what you do.

Because praise tells us what we're doing well.

Correction tells us where we can improve.

And the ability to hear something we don't want to hear—without immediately taking offense—is what separates progress from repetition.

09/03/2026

｡✷ 🎀 𝒯𝒽𝑒 𝒜𝓅𝓅𝓇𝑒𝒸𝒾𝒶𝓉𝒾☯𝓃 𝒫𝓎𝓇𝒶𝓂𝒾𝒹: 𝐻❁𝓌 𝓉♡ 𝑀𝒶𝓀𝑒 𝐸𝓂𝓅𝓁🍩𝓎𝑒𝑒𝓈 𝐹𝑒𝑒𝓁 𝒮𝑒𝑒𝓃 𝒶𝓃𝒹 𝒱𝒶𝓁𝓊𝑒𝒹 🎀 ✷｡

Every now and then, companies celebrate 𝓔𝓶𝓹𝓵𝓸𝔂𝓮𝓮 𝓐𝓹𝓹𝓻𝓮𝓬𝓲𝓪𝓽𝓲𝓸𝓷 𝓓𝓪𝔂. There might be snacks or treats, a short program, maybe a certificate or a quick speech thanking everyone for their hard work. These gestures are nice, and most of the time they come from a good place.

But if we are being honest, appreciation at work sometimes feels a little… surface-level.

Not because people don’t like being thanked. Of course they do. Everyone wants to feel recognized for the effort they put in. The issue is that appreciation is often treated like an event, when in reality it should be something much deeper.

If we really think about it, appreciation is closely tied to 𝕓𝕒𝕤𝕚𝕔 𝕙𝕦𝕞𝕒𝕟 𝕟𝕖𝕖𝕕𝕤.

There is a simple idea in psychology that explains this well—Maslow’s hierarchy of needs. It basically says that people have layers of needs. Before we can think about recognition or achievement, we first need to feel secure and respected. And that applies to the workplace too.

For many employees, appreciation actually starts with the basics. Stability in their job. A reasonable workload. Clear expectations. A workplace where they feel safe and treated fairly.

When those things are missing, it becomes difficult for employees to feel appreciated, no matter how many recognition programs a company creates. A tribute cannot replace the feeling of stability. A certificate cannot make up for constant stress or uncertainty.

Once those basic needs are met, something else becomes important: 𝒻𝑒𝑒𝓁𝒾𝓃𝑔 𝓉𝒽𝒶𝓉 𝓎𝑜𝓊 𝒷𝑒𝓁𝑜𝓃𝑔.

Most employees want to feel that they are part of something, not just another name on the payroll. They want their opinions to matter. They want to be included in conversations that affect their work. Sometimes appreciation is simply about respect—listening to someone’s idea, acknowledging their effort, or making them feel like their presence actually matters.

Recognition also plays a role, of course. But meaningful recognition is rarely about grand gestures. More often, it is the small moments that stick with people. A manager who notices the effort behind a project. A simple comment like, “I saw how much work you put into that, and it really helped the team.”
Those kinds of moments tell employees something important: 𝓉𝒽𝑒𝒾𝓇 𝓌𝑜𝓇𝓀 𝒾𝓈 𝓈𝑒𝑒𝓃.

And then there is another level of appreciation that many organizations forget about—ｇｒｏｗｔｈ.

A lot of people do not just want a job. They want to improve, to learn new things, to take on bigger responsibilities. When a company invests in someone’s development, it sends a powerful message: 𝕨𝕖 𝕓𝕖𝕝𝕚𝕖𝕧𝕖 𝕚𝕟 𝕪𝕠𝕦𝕣 𝕡𝕠𝕥𝕖𝕟𝕥𝕚𝕒𝕝.

Sometimes the best form of appreciation is opportunity.
So maybe the question organizations should ask is not, “What can we give employees to show appreciation?” Instead, it might be better to ask, “𝓦𝓱𝓪𝓽 𝓭𝓸 𝓸𝓾𝓻 𝓮𝓶𝓹𝓵𝓸𝔂𝓮𝓮𝓼 𝓷𝓮𝓮𝓭 𝓲𝓷 𝓸𝓻𝓭𝓮𝓻 𝓽𝓸 𝓯𝓮𝓮𝓵 𝓿𝓪𝓵𝓾𝓮”

Because appreciation is not really about a once-a-year celebration. It is about how people are treated every day they come to work.

20/02/2026

𝐖𝐡𝐚𝐭 𝐘𝐨𝐮 𝐃𝐨 𝐓𝐨𝐝𝐚𝐲, 𝐎𝐭𝐡𝐞𝐫𝐬 𝐋𝐞𝐚𝐫𝐧 𝐓𝐨𝐦𝐨𝐫𝐫𝐨𝐰

The most important lessons in life are not always about what we know or what we can do. They are about how we act, how we show up, and how we treat other people. These lessons matter everywhere—in classrooms, workplaces, and daily life.

I recently had the privilege of speaking with future teachers during the seminar “𝙑𝙖𝙡𝙪𝙚-𝘽𝙖𝙨𝙚𝙙 𝙏𝙚𝙖𝙘𝙝𝙞𝙣𝙜: 𝙈𝙤𝙙𝙚𝙡𝙞𝙣𝙜 𝙖𝙣𝙙 𝙈𝙚𝙣𝙩𝙤𝙧𝙞𝙣𝙜 𝙖𝙨 𝙖 𝙁𝙪𝙩𝙪𝙧𝙚 𝙏𝙚𝙖𝙘𝙝𝙚𝙧.” Being in that room highlighted how quickly things are changing. People face new challenges, expectations are shifting, and everyone is navigating different pressures. Even with all this change, one thing stays the same: values.

Classrooms, like workplaces, are more than just places to complete tasks. They are spaces where character is seen and learned. Skills can be taught, but character is shown through our actions every day.

It reminded me that the small choices we make, how we respond to others, the respect we show, and the empathy we extend, matter more than we often realize. These choices quietly influence the people around us, often without us noticing.

Whether you are a teacher, a leader, or someone interacting with others every day, the lesson is the same. How we act matters. What we do in the moment, even the smallest actions, can leave a lasting mark.

Even though the world keeps changing, simple, value-driven actions always matter. 𝗛𝗼𝘄 𝘄𝗲 𝘀𝗵𝗼𝘄 𝘂𝗽 𝘁𝗼𝗱𝗮𝘆 𝘀𝗵𝗮𝗽𝗲𝘀 𝘁𝗵𝗲 𝗽𝗲𝗼𝗽𝗹𝗲, 𝘁𝗲𝗮𝗺𝘀, 𝗮𝗻𝗱 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝗮𝗿𝗼𝘂𝗻𝗱 𝘂𝘀.

04/02/2026

𝑾𝒊𝒏 𝒂𝒕 𝑳𝒊𝒇𝒆 𝒘𝒊𝒕𝒉 𝑬𝒂𝒓𝒍𝒚 𝑴𝒐𝒏𝒆𝒚 𝑯𝒂𝒃𝒊𝒕𝒔

Money conversations are often postponed until people are already working, stressed, or dealing with the results of poor financial decisions. By then, habits are usually already in place. That is why introducing basic financial habits early, while people are still students, really matters.

My recent session with students from the marketing, IT, and education programs of St. Matthew College in Rizal centered on a simple idea: █▓▒▒░░░Save, Spend, and Succeed░░░▒▒▓█. It was not about complex finance concepts or investment strategies. Instead, the focus was on everyday money behavior, including being aware, making intentional choices, and building small, consistent practices.

These ideas may sound simple, but in HR and workplace settings, we often see what happens when they are missing. Financial stress does not stay isolated. It shows up in focus, decision-making, energy levels, and overall well-being. In that sense, money habits are not just personal; they connect closely with self-management, discipline, and long-term thinking at work.

From an education and development perspective, financial habits are really life habits. When students understand their relationship with money early on, they are better prepared for the realities of adult and professional life. This kind of learning also supports the work of Guidance Centers, which look at students as whole people, not just academic performers.

Teaching financial habits is not about turning students into finance experts. It is about helping them build awareness and responsibility, skills that stay with them long after graduation. Small habits formed early can quietly shape both personal stability and professional growth.

Including practical life skills like financial awareness in student development programs helps bridge the gap between school and work. It reminds us that preparing people for the workplace goes beyond technical knowledge; █▓▒▒░░░it is also about the habits that help them sustain themselves over time.░░░▒▒▓█

20/01/2026

𝙒𝙝𝙚𝙣 𝙔𝙤𝙪𝙧 𝘿𝙧𝙚𝙖𝙢 𝙅𝙤𝙗 𝘿𝙤𝙚𝙨𝙣’𝙩 𝙁𝙚𝙚𝙡 𝙇𝙞𝙠𝙚 𝙊𝙣𝙚

I’ve seen it happen more times than I can count. A colleague lands an amazing role, everything looks perfect, and then… a few months later, they leave.

I was talking to one friend recently, someone I used to give career advice to. She’s had a great career—big companies, impressive titles, the whole package. And yet, she told me she’s resigning.

Her reason? Her boss. She doesn’t bring out her best. She keeps thinking about a previous manager who supported her, helped her grow, and genuinely cared about her work. That comparison makes her unhappy, and she’s realized she can’t ignore it.

It’s a lesson we all know deep down. Success isn’t just titles or paychecks. Sometimes, it’s about peace of mind. Sometimes, it’s about having a boss who actually makes your work life better, not worse.

A good manager can make you feel capable, confident, and excited about your work. A bad one can make even the best job feel unbearable. That’s why choosing where you work and who you work with is just as important as what you do.

True career success isn’t just about climbing the ladder. It’s about climbing somewhere that lets you grow, feel supported, and actually enjoy the view along the way.

Address

Quezon City

Telephone

+639177050223

Website

facebook.com

Alerts

Be the first to know and let us send you an email when The HR Classroom by CED posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Want your business to be the top-listed Recruitment Company in Quezon City?