The Personnel Programs

Personnel – Employees of an organization.

- Human Resources division of an organization.

1. Orientation

Is designed to welcome and equip each new member with information that will enhance their ability to perform assigned duties and responsibilities, and to ensure their success in the workplace. It is also provides each new member the opportunity to get an overview of the concept of the organization and its commitment to the principle.

The overall programs includes in the following areas:

· Orientation to Payroll and Benefits.

· Orientation to assigned Division, Department, Unit, and Job.

· Overview of the organization’s mission, services, policies and procedures, programs, performance review, professional development opportunities and plans.

2. Evaluation

Is systematic determination of merit, worth, and significance of something or someone using criteria against a set of standards. Evaluation often is used to characterized and appraise subjects of interest in a wide range of human enterprises, including the arts, criminal justice, foundations and no-profit organizations, government, health care, and other human services.
3. Training
refers to the acquisition of knowledge, skills, and competencies. This activity is both focused upon, and evaluated against, the job that an individual currently holds

4. Development

This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate.

5. Awards

It is something given to a person or a group of people to recognize excellence in a certain field; a certificate of excellence. Awards are often signified by trophies, titles, certificates, commemorative plaques, medals, badges, pins, or ribbons. An award may carry a monetary prize given to the recipient.

6. Performance Management

It can focus on performance of the organization, a department, processes, to build a product or service, employees, etc.

7. Performance Review and Development

Performance review involves a formal discussion about an employee’s development and performance. The review is a planning process. It involves setting a plan of action for the next period and reviewing what has been achieved in the last period.

The factors discussed can include work conduct, key performance indicators, work plans, roles and responsibilities, position descriptions, training/learning, and financial and non-financial compensation.

Most do it at least annually, although quarterly and six monthly reviews are also common. Many will have a mini-review in between the formal annual review.

Often it is a two-way process, between a reviewer and reviewee. Most reviews would be reviewed by at least one level of higher management. Some systems use multiple 'raters', particularly 360 degree systems where managers, subordinates, colleagues and co-workers provide input to the review process.

8. Diversity Training

It is for the purpose of increasing participants' cultural awareness, knowledge, and skills, which is based on the assumption that the training will benefit an organization by protecting against civil rights violations, increasing the inclusion of different identity groups, and promoting better teamwork.