Professional Documents
Culture Documents
BA 2 Chapter 2 Personnel Program Policies
BA 2 Chapter 2 Personnel Program Policies
BA 2 Chapter 2 Personnel Program Policies
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
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
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
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.
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.
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.
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.