BA2 (Chapter 2 – Personnel Program & Policies)

Human Resource Manager

- The formulation and administration of personnel program is one of the function
- He is responsible for the continuing planning activities and strategies,

Policies and programs

- are human-made guides to action.
- In theory, they based on an analysis of enterprise objectives

Personnel program
- To guide management and the employee in their activities designed to attain the objectives
- provides for the development and maintenance of good employer-employee relations

The personnel programs and policies

- reflect the depth and meaning of its management philosophy and its thinking on how it will
treat its employees.

Personnel program defines

1. The objectives
2. The policies and procedures
3. The means of carrying out the varied personnel functions

Well-planned personnel program

- It is an instrument for promoting company-wide harmony in labor-management relations
- Its objectives must be preventive rather than remedial

Personnel program
- refers to activities to implement the organizational philosophy or creed and the personnel
philosophy of central managers in relation to people to accomplish organizational objectives
- It serves as a fundamental guide for personnel practices and personnel policies used in an
organization for maintaining harmony between management and employees

Good personnel program

- covers all the operative functions of personnel.

Desire of every worker

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.) Fail wages and salaries.
8.) Sound employee benefits and services.

Systematic and well-planned personnel program

The basic goals and the anticipated needs of any company with respect to employee
management relations and other aspects of personnel management

To be effective, the program must meet certain human wants essential in limiting
(1) Adequate pay;
(2) Opportunity for advancement;
(3) Recognition for good work;
(4) Interesting and meaningful work;
(5) Reasonable security, and
(6) Recognition and respect for the individual as a human being.
The success of a personnel program is manifested by:
1. The degree of the employee’s satisfaction with their jobs,
2. By the length of their loyal service,
3. By the number of those who have improved their performance at their jobs,
4. And by the employees' friendly attitude and respect for their employer.

A good personnel program should adequately meet the needs of the company's human
resources
1. Acquiring competent personnel
- includes human resources planning, job description and job specification
2. Holding and retaining competent employees
- gives depth and meaning to good management philosophy
3. Developing and motivating employees
- Deals with the increase of individual productiveness. It includes training and education of the
employees
4. Labor and human relations
- involves the development of harmonious relations between management on one hand and
the individual employees and the union on the other.
- It also concerns the observance and application of laws and court decisions affecting
management-labor relations and relationships with government agencies affecting labor.
5. Efficient program administration and adequate budget

The important tools

1. Records and Reports
2. Personnel research and statistics
3. Evaluation of the effects of current policies, activities, and programs

Personnel records - refers to the body of basic data required for effective action in all personnel
management areas.

Research and planning - are important functions which tie up all activities of the personnel
department through studies and analysis of the various problems in the administration of
human resources.

Formulating a Personnel Program

1. Management Support
2. It must meet the needs of the Organization
3. Cooperation of line supervisors and employees
4. Motivation
5. Good Organization
6. Efficient Personnel Administration

Human consideration" or the human aspect - must be given importance so as to carry all this
program of activities.

Personnel Policies
- For uniformity and consistency of actions involving human resource, good personnel policies
must be formulated and implemented by all managers in an organization.
- provide standard decisions or actions when managers have to make a decision.
- continuing decisions applicable to routine or repetitive situations used as guides in the
management of human resource.
Personnel policies provide a framework for uniform and consistent administration.
They help employees understand the reasoning behind decisions and prevent favoritism
– real or perceived.

Why Personnel Policies Are Important

Personnel policies help implement a consistent approach to management. Everyone
from the lowest entry level employees to top-level management should fully
understand any personnel policies you put in place, advises the Society for Human
Resource Management. Try not to limit your supervisors’ individual management style
too much, but make sure that everyone knows what is expected of them and how their
subordinates or co-workers should be treated in certain situations, including discipline
and awards.

Definition of Personnel Policy

A personnel policy is a preplanned course of action establishing a guide to work
toward acceptable outcomes and objectives. Personnel policies are the rules that
govern how to deal with a human resources or personnel related situation. They are
guidelines to decision making that help keep the system as fair and unbiased as
possible. They outline worker conduct within a broad framework that reflects the
intentions and goals of top management.

They Provide Consistency

Personnel policies provide a framework for uniform and consistent administration.
They help employees understand the reasoning behind decisions and prevent
favoritism – real or perceived. Personnel policies outline the hiring procedure,
including whether they should be tested first, information about a trial period or other
training matters. They also outline pay functions, including salaries, commission and
bonuses so that employees have a clear goal and method of reward.

They Fill Positions Correctly

A good personnel policy will help match each employee in the correct position and
make your company into an organized and coordinated team. It outlines job training
for each position, and following the guidelines should make every employee fully
prepared for their work. Personnel policies create security within the opportunity, and
provide incentive and recognition. Explicit policies help your employees perform their
jobs at their best and work toward career goals and the future.

They Reduce Lawsuits and Fines

Personnel policies should help your company follow all state and federal rules and
guidelines. Your personnel policies should cover three areas: employer expectations,
employee expectations and administrative issues,. Your employee guidelines should
all be included in your employee handbook or other training or procedural materials.

Employer expectations include attendance, punctuality, time off, job requirements, and
possibly Internet or drug policies. Employee expectations include compensation,
salary, benefits, sexual harassment, privacy rights, equal opportunity employment and
any grievance procedures. Administrative issues include any disclaimers or changes
to the handbook or other policies.

Creation And Implementation

You don't have to re-invent the wheel in creating an employee handbook or company
policy manual. Performing a Google search for employee policy manual templates will
provide you with a variety of samples. Getting your management, supervisors and
employees involved is also important.

Make sure to take into account your past policies, management styles and employee
challenges when writing or updating your policy. To be effective, your policies need to
be well communicated. Make sure they are available at all times and given to each
employee to preclude complaints of ignorance later.
Administration of Staff Personnel Policies
University officers and administrators, both academic and nonacademic, are responsible for the
administration of University policies and procedures including those applicable to staff. Supervisors who
work for officers and administrators are responsible for ensuring that individual employees receive
information about personnel policies and procedures as well as providing policy interpretations and/or
referrals to appropriate resources.