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An Executive Summary

Submitted in Partial Fulfillment of the Requirements of the Subject



Submitted by: Group 1

Lariza A. Acampado

Quenne G. Dacquiado

Delyn Masanguid

Alduen Lasaca

Vanessa Ong Silatan

July 23, 2012

A. WHAT IS A PERSONNEL PROGRAM? A personnel program is designed to achieve the objectives of the company. These objectives aim to produce commodities and services which bring in reasonable profit. A personnel program is also a two-way communication between the employer and employees. It communicates to the workers these aims of the employer: a) Freedom to manage his business. b) To provide the public with the desired goods and services thus, increasing the income of the company for the benefit of his employees, the community, and the government. c) To maintain business and responsible relation with his employees and customers. On the other hand, management should recognize the desire of every worker for: 1) Job security 2) Opportunities to learn the job and grow with the company 3) Good working conditions 4) Treatment as a human being 5) Good supervisors 6) Opportunity for training, development and advancement 7) Fair wages and salaries 8) Sound employee benefits and services

The Personnel Program must meet certain human wants essential in eliciting maximum employee efficiency: 1. Adequate pay 2. Opportunity for advancement 3. Recognition for good work 4. Interesting and meaningful work 5. Reasonable security 6. Recognition and respect for the individual as a human being B. WHY STUDY PERSONNEL POLICIES AND PROGRAMS? 1. To understand the importance of sound personnel policies and programs in the administration of human resources for the purpose of creating and maintaining satisfactory employer-employee relationships. 2. To learn how to formulate personnel policies and programs that will fit the needs and conditions of the company. 3. To know the importance of establishing and implementing sound company rules and regulations in order to maintain proper discipline, harmonius relationship among all elements in the orgnization. 4. To appreciate the need for a good and effective administration of policies and programs, including rules and regulations. C. HOW TO IDENTIFY THAT THE PERSONNEL PROGRAM OF THE

COMPANY IS SUCCESSFUL? 1. Degree of employees satisfaction 2. Length of employees loyal service

3. Number of those who have improved their performance at their jobs 4. Employees friendly attitude and respect D. FIVE AREAS OF PERSONNEL PROGRAM 1. Acquiring competent personnel 2. Holding and Retaining 3. Developing and Motivating 4. Labor and Human Relation 5. Efficient Administration of the Program with Adequate Budget E. FORMULATING A PERSONNEL PROGRAM an expression of managements understanding and interest for its human resources. To be effective and successful: 1) Management Support 2) Meet the needs of the organization and its objectives 3) Cooperation of Line Supervisors and Employee 4) Motivation 5) Good Organization 6) Efficient Personnel Administration F. POLICIES & PROCEDURES Planned activities of the company are laid out on the basis of the policies formulated by its top management. Company policies are broad rules or guide for action.

What is Policy? A general plan of action thst serves as guide in the operation of a company. It serves as the basic framework of management decisions.

Why policies are needed? 1. To give life and direction to the program of activities covering the needs of the organization and its human resources. 2. To provide definite guidelines to achieve consistent treatment of all employees. 3. Policies serve as Standards of Performance. 4. Policy statements are needed to allow subordinate executives to make fair and consistent decisions on recurring problems. 5. To help build employee enthusiasm and loyalty.

Company policies are formulated on the basis of the ff: 1. Historical events 2. The present situation 3. Anticipated future events

Role of personnel manager Personnel Policies are formulated by the Personnel Manager as a staff official, submitted to top management for the approval and release. Although the personnel manager is responsible for administering the personnel policies, he has no authority to issue them. He may, however, issue rules and procedures for implementing personnel policies.

Types of policies according to origin:

a. Originated Policy This type of policy comes from the board of directors or the president and is intended to set up guidelines in the operation of the firm. b. Appealed Policy This type of policy is born when problems arise at the lower levels of the organization and the man in charge does not know how to meet the problem. He then appeals to his superiors for guidance. c. Imposed Policy This type of policy comes from the government in the form of laws, administrative orders, and rules and procedures or contract specifications. G. PROBLEMS IN POLICY-MAKING Policies cannot cover all situations. For if rules and policies solve all problems in decision-making, then there would be no conflicts of opinion among employees, differences of thinking among managers and even among administrators. Examples of problems in policy-making 1. Policies are not always perfect. 2. Policies are ambiguous. 3. Policies are maybe contradictory. 4. Policies may appear rigid.

H. CRITERIA OR CHARACTERISTICS OF GOOD POLICIES 1) A good policy must be an expression of belief, attitude, interest or philosophy of top management, approved by the highest authority of the company. 2) It must be in accordance with the law and have the agreement of the union. 3) It must be stated in broad terms. 4) It must be long range, but flexible to a certain degree. 5) It must define the authority and responsibility for its administration. 6) It must be in writing and easy to understand. 7) It must cover all important points needed and relevant to company objectives and good business practices. 8) It must be widely acceptable. 9) It must be consistent with objectives and goal of the company. 10) It must be communicated to all concerned. 11) It must be reasonable. 12) It must be enforceable. I. ADMINISTRATION OF PERSONNEL POLICIES Usefulness of Written Policies: 1) Employee orientation and training. 2) Administering disciplinary action. 3) Handling complaints and grievances. 4) Delegation and decentralization of responsibility and authority.

5) Enabling the supervisors and managers to develop confidence in themselves in their day-to-day relationships with their subordinates. Problems in Implementation: 1) Lack of provision as to the procedure for their implementation with fairness and understanding. 2) Failure to name the specific official that will administer the policy, or the inefficiency or incompetence of the administrator of the policy. 3) Resistance or reluctance to accept the policy. 4) Lack of training of supervisors and managers on how to implement the personnel policies. 5) Lack of uniformity and consistency in the application of the policy. 6) Strict or legalistic manner of interpreting policies. 7) Impracticability of the policy itself due to failure of management to make the needed amendments. J. COMMUNICATING PERSONNEL POLICIES AND REGULATIONS To be effective, personnel policies must be understood by all concerned, including the managers and supervisors who are to interpret and implement them to the employees who will be affected by the policies. Clearly written policies simplify the supervisors job of administering them. Various means used to communicate personnel policies: Employee handbooks Policy manual Memoranda and Circulars

Company bulletin boards Meeting or Conferences

K. COMPANY PUBLICATIONS Objectives: 1) To communicate company philosophy, thinking, policy decisions, and progress to employees. 2) To inform the employees about worthwhile workers activities. 3) To inform the managers, supervisors, and employees of the latest developments on labor-management relations. 4) To build good public relations, a corporate image among shareholders, customers, potential customers, and the general public. 5) To promote sales, products, and services among customers and other businessmen. Some companies have two separate publications: 1. Internal publication usually handled by the employees. Their main objective is to promote good employer-employee relations. 2. External publication intended for the companys customers, friends, and stockholders. L. WHAT ARE COMPANY RULES? Rules are specific guides intended to govern conduct or action and are aimed to guide operating supervisors and employees in the performance of their designated activities. They are the laws with penalties attached, by which these activities are enforced.

M. PRACTICES DIFFERENTIATED FROM PROCEDURES Procedures are method used in implementing policies and rules. They specify the way of carrying out policies or rules. Practices are what are actually being done in the organization, especially in implementing the personnel program. N. COST OF PERSONNEL SERVICES Most personnel services are social in nature and are extended to workers to maintain good employee reltions Cost of personnel program may be determined by the expenditures needed to carry out the functions and activities involved in it. Personnel Statistics Statistical presentation is important especially because management views organizational success in terms of peso and centavos. Budgetary support for the program A budget is a financial estimate of future needs, arranged in an orderly manner and covering some or all activities involved in the program for a definite period of time. Budgetary Purposes: 1. Cost of implementing personnel program 2. Salaries of personnel 3. Outlays for supplies and equipment 4. Projected increases of salaries 5. Cost of fringe benefit

6. Other expenditures O. PERSONNEL STAFF RATIO Determining the size of the staff of the personnel department in terms of the number of employees to be served. Functions and services handled by the department - The range of personnel functions and services varies among firms. If the personnel department handles such duties and responsibilities as employee recruitment and selection, employee benefits, job evaluation, etc., the staff needs of the department will be much greater than those of a firm which handles only few of such functions. Company size and nature of business are also important considerations in determining the staff needs of the personnel department.