HUMAN RESOURCE MANAGEMENT PROJECT PLAN

PROJECT NAME DATE PROJECT STATUS % COMPLETE

Tech Innovators Employee Well-being Program 11/26/23 ON TRACK 20%

Objective: Enhance employee well-being and work-life balance.

DASHBOARD DATA
TASK TABLE

START END DURATION

TASK NAME ASSIGNED TO DATE DATE in days STATUS PRIORITY COMMENTS

1.Launch a well-being survey to identify stressors and

preferences.
a,)Define survey questions in collaboration with
stakeholders. John Kenneth Troyo 01/03 02/03 31 Not Started High
b.)Choose a survey tool/platform.
c.)Communicate survey to all employees.

2.Analyze survey results and formulate a well-being

program. Hazel Mae Montes
a.) Gather survey responses.
01/04 03/04 60 Not Started Medium
b.)Conduct data analysis.
c.)Identify key stressors and well-being preferences.
d.)Formulate a comprehensive well-being program.

3.Introduce flexible work hours and remote work options.

a.)Develop a flexible work hours policy. Gwen Ejorcadas &
b.) Implement remote work guidelines. Rickrod Fernandez Tan 01/10 02/20 41 Not Started High
c.)Communicate changes and provide necessary
training.

4.Conduct mental health awareness sessions.

a.) Identify qualified mental health professionals
or organizations.
b.) Schedule and conduct awareness sessions. Trisha Caliao
03/22 04/22 31 Not Started High
c.) Provide resources and support for mental
health.
5.Establish a well-being committee for ongoing
initiatives.
a.) Identify potential committee members.
b.) Communicate the purpose and
responsibilities of the committee.
c.) Hold initial committee meeting. Melody Ballesteros 04/02 05/01 29 In Progress Medium

TASK STATUS % BUDGET

STATUS COUNT % PLANNED 80,000

Not Started 4 80% ACTUAL 50,000

In Progress 1 20%

Complete 0 0%

Overdue 0 0%

On Hold 0 0%

TOTAL 5 100%

TASK PRIORITY % PENDING ITEMS

PRIORITY COUNT % Decisions 5

High 3 60% Actions 2

Medium 2 40% Change Requests 4

Low 0 0%

0 0%

TOTAL 5 100%
HR ONBOARDING PLAN CHECKLIST
HR STAFFING PLAN
RECRUITING PLAN FOR YEAR 2024

RECRUITING HIRE
BUDGET FUNDED STATUS ASSIGNED TO COMMENTS START FINISH LESSONS LEARNED
SOURCE GOAL

Source ₱0.00 0 YES At Risk Name MM/DD/YY MM/DD/YY

In Targeting niche boards for Evaluate ROI for better
Job Boards ₱5,000.00 10 Yes Gwen Ejorcadas 01/01/24 03/01/24
Progress better quality budget allocation
In Implementing an incentive Regularly communicate
Employee Referrals ₱2,000.00 5 Yes Hazel Mae Montes 01/01/24 03/01/24
Progress program incentive updates
Focused outreach to Track engagement metrics
LinkedIn Recruiter ₱7,500.00 15 Yes At Risk Trisha Caliao 01/01/24 04/01/24
passive candidates for optimization
Establish long-term
In Schedule campus visits
Campus Recruitment ₱10,000.00 8 Yes Melody Ballesteros 03/01/24 06/01/24 relationships with
Progress and info sessions
campuses
In John Kenneth G. Enhance employer brand Monitor analytics for
Social Media ₱3,000.00 5 Yes 01/01/24 03/01/24
Progress Troyo on multiple platforms content effectiveness
Networking John Kenneth Plan participation in Collect feedback from
₱4,000.00 7 Yes At Risk 02/01/24 05/01/24
Events G. Troyo industry events participants
Rickrod Fernandez Evaluate internal referral
Internal Job Postings ₱1,000.00 2 Yes On Hold Promote internal mobility 01/01/24 02/01/24
Tan programs
EMPLOYEE TRAINING PLAN
EMPLOYEE INFORMATION

EMPLOYEE NAME EMPLOYEE ID TODAYS DATE REVIEWER NAME

Trisha c. 1234 11/25/23 Gerly Radam

POSITION HELD EMP START DATE DEPARTMENT LAST REVISED REVIEWER TITLE

Associate 11/12/23 Sales 11/30/23 HR Manager

WEEK 1 ACTIVITIES
ACTIVITY DESCRIPTION STAGE POINT OF CONTACT STATUS COMMENTS

Onboarding HOLD Trainer name: John Kenneth Complete Completed startup packet

Introduction to Policies ACTIVE HR Representative: Melody Ballesteros In Progress Reviewing company policies

System Training HOLD IT Support: Hazel Mae Montes Not Started Training scheduled for [01/12/2024]

30-DAY ACTIVITIES
ACTIVITY DESCRIPTION STAGE POINT OF CONTACT STATUS COMMENTS

Initial Orientation HOLD Trainer Name:John Kenneth Not Started Orientation scheduled [02/01/2024]

Job-Specific Training ACTIVE Supervisor Name: Gwen Ejorcadas In Progress Training ongoing

Goal Setting Session PLANNED Manager Name: Gerly Radam Not Started Session scheduled [02/20/2024]

Mid-Term Progress Review PLANNED Supervisor Name: Hazel Mae Montes Not Started Review scheduled [03/17/2024]
Final Evaluation PLANNED HR Representative: Melody Ballesteros Not Started Evaluation scheduled [03/29/2024]

60-DAY ACTIVITIES
ACTIVITY DESCRIPTION STAGE POINT OF CONTACT STATUS COMMENTS

Initial Progress Check ACTIVE Supervisor Name: Hazel Mae Montes In Progress Initial progress assessment

Project Review PLANNED Manager Name: Gerly Radam Not Started Review scheduled for [05/15/2024]

Additional Training Sessions ACTIVE Training Coordinator: Gwen Ejorcadas In Progress Ongoing training for advanced skills

Performance Assessment PLANNED Supervisor Name: Rickrod Fernandez Tan Not Started Assessment scheduled for [06/01/2024]

Team Building Activity PLANNED Team Lead: John Kenneth Not Started Activity scheduled for [06/15/2024]
HR PROJECT ACTION PLAN
ACTION STEP PARTY / DEPT DATE TO RESOURCES DESIRED
GOAL 1 DATE DUE REQUIRED NOTES
DESCRIPTIONS RESPONSIBLE BEGIN OUTCOME
(staff, tech, etc.)
Ensure that
individuals
● HR staff for
appointed are
coordination
Action Step 1: Task willing and
and
Force Formation A diverse able to
communication
Identify and appoint and commit time
● Technology for
individuals from various Human representative and effort to
virtual meetings
departments to form Resources task force the task force
and
the Diversity and Department in 01/02/2024 08/24/2024 established, activities.
collaboration
Inclusion Task Force. collaboration with reflecting the Consider
Establish ● Senior
Ensure representation senior leadership. organization's providing
a leadership
from different levels, commitment training on
Diversity involvement for
roles, and backgrounds to inclusivity. diversity and
strategic
and within the organization.
guidance
inclusion to
Inclusion enhance task
force
Task
effectiveness.
Force. Action Step 2: Task Force ● Facilitator with
Charter Development expertise in A well-
Ensure that
Collaborate with task diversity and defined task
the charter
Diversity and inclusion force charter
force members to aligns with the
Inclusion Task ● Collaboration that serves as
develop a charter 08/28/2024 09/20/2024 overall
Force members tools for virtual a roadmap for
outlining the mission, organizational
facilitated by HR. document the group's
objectives, and scope of goals and
sharing and activities and
the Diversity and values.
editing goals.
Inclusion Task Force.
 ACTION STEP PARTY / DEPT DATE TO RESOURCES DESIRED
GOAL 2 DATE DUE REQUIRED NOTES
DESCRIPTIONS RESPONSIBLE BEGIN OUTCOME
(staff, tech, etc.)
Action Step 1: Needs
Assessment and
Program Design
Ensure
Conduct a needs ● Survey tools for
A well- alignment with
assessment to identify needs
Human defined organizational
areas where a assessment
Resources mentorship objectives and
mentorship program ● HR personnel for
Department in program consider
can add value. Design 01/07/2024 02/07/2024 program design
collaboration with tailored to the diversity and
the mentorship ● Collaboration
department organization's inclusion in
program structure, tools for
heads. needs and mentor-
including the criteria for stakeholder
Implem mentors and mentees, input
goals. mentee
ent a pairings.
program duration, and
mentors goals.
hip
program Action Step 2: Mentor
and Mentee
. Recruitment ● Communicatio
The benefits
Develop a n channels
Human Recruitment of
recruitment strategy to (email, intranet,
Resources of a diverse participation
identify potential etc.)
Department in pool of are clearly
mentors and mentees. 02/20/ 2024 03/15/2024 ● Marketing
collaboration with committed communicate
Communicate the materials
department mentors and d to
benefits and promoting the
heads. mentees. encourage
expectations of program
engagement.
participation and
encourage voluntary
involvement.
 Action Step 3:
Training for Mentors and
Mentees
Provide training Mentors and
sessions for both Training and ● Training mentees with Consider
mentors and mentees Development materials and the necessary ongoing
to equip them with the Department in content skills and training
03/01/ 03/30/
skills needed for a collaboration with ● Trainers or understanding opportunities
2024 2024
successful mentorship the Mentorship facilitators with to foster a and resources
relationship. Training Program mentorship productive for continuous
should cover coordinators. expertise mentorship improvement.
communication, goal- relationship.
setting, and diversity
and inclusion
awareness.
Action Step 4:
Program Launch and ● Communicatio Celebrate
Pairing n channels for Successful the program
Mentorship
Officially launch the program launch pairing and launch and
Program
mentorship program 05/04/ ● Matching enthusiastic emphasize the
coordinators with 04/03/ 2024
and facilitate the 2024 software or tools engagement importance of
support from the
pairing of mentors and for efficient from mentors mentorship in
HR Department.
mentees based on pairings and mentees. professional
compatibility, skills, and development.
goals.
Action Step 5:
Evaluation and
Continuous
A Regularly
Improvement
Human continuously review the
Establish a system for ● Survey tools for
Resources improved program's
ongoing evaluation of participant
Department in mentorship effectiveness
the mentorship 05/10/ 2024 and so on feedback
collaboration with program that and make
program. Gather ● Data analysis
Mentorship aligns with the adjustments as
feedback from tools
Program evolving needs needed to
participants and use
coordinators. of the maximize its
data to make
organization. impact.
improvements to the
program structure and
processes.
 ACTION STEP PARTY / DEPT DATE TO RESOURCES DESIRED
GOAL 3 DATE DUE REQUIRED NOTES
DESCRIPTIONS RESPONSIBLE BEGIN OUTCOME
(staff, tech, etc.)
Action Step 1: Policy
Review and
● HR personnel
Stakeholder
with policy
Consultation
expertise
Conduct a thorough Human
● Diversity and Identified
review of existing HR Resources
inclusion experts policy gaps
policies and engage Department in
or consultants if and
key stakeholders, collaboration with 01/10/2024 02/28/2024
needed comprehensiv
including employees diversity and
● Communication e stakeholder
and diversity and inclusion
channels for input.
inclusion advocates, to representatives.
stakeholder
identify areas that
input
require revision for
increased inclusivity.
Review
Action Step 2: Policy
and
Revisions and Legal
Update Compliance
HR Based on the Revised HR
Human
Policies feedback received,
Resources
● HR and legal policies that
to work with HR and legal personnel are legally
Department in
experts to draft revisions ● Documentation compliant and
Ensure collaboration with 03/01/2024 04/30/2024
to HR policies that of relevant laws promote a
Inclusivit address identified gaps
legal and diversity
and regulations more inclusive
y. and inclusion
and promote inclusivity. work
experts.
Conduct a legal review environment.
to ensure compliance
with local and national
regulations.
Action Step 3: Clear Consider
● Communication
Communication, understanding multiple
Human channels (email,
Training, and among communicatio
Resources intranet, etc.)
Implementation employees of n channels
Department in ● Training
Develop a the updated and formats to
collaboration with 05/01/2024 06/30/2024 materials and
comprehensive policies and ensure
Communication content
communication and their information
and Training ● Trainers or
training plan to commitment reaches all
Departments. facilitators with
introduce the revised to fostering employees.
expertise in
policies to all inclusivity. Regularly
 employees. Implement diversity and communicate
the updated policies, inclusion updates and
making them effective improvements
throughout the resulting from
organization. the feedback
collection
process.

ACTION STEP PARTY / DEPT DATE TO RESOURCES DESIRED

GOAL 4 DATE DUE REQUIRED NOTES
DESCRIPTIONS RESPONSIBLE BEGIN OUTCOME
(staff, tech, etc.)
Action Step 1:
Newsletter Planning
and Content Strategy Regularly
● Editorial team
Develop a content A solicit ideas
Communicatio ● Diversity and
strategy for the diversity comprehensiv from
ns Department in inclusion experts
newsletter, outlining e plan for the employees
collaboration with for content
topics, themes, and 01/15/2024 02/45/2023 content and and consider
Diversity and input
contributors. Plan the structure of the featuring
Inclusion Task ● Design tools for
structure and format of diversity diverse voices
Launch Force. formatting
each issue, ensuring it newsletter. within the
a aligns with the organization.
Quarterl organization's diversity
y and inclusion goals.
Diversity Action Step 2:
Content Creation and
Newslett ● Content
Compilation Completed Ensure a
er Begin creating and Communicatio
creators and
content for the variety of
contributors
compiling content for ns Department first issue that perspectives
● Editorial team
the first issue of the with contributions reflects the and topics are
02/20/2024 03/20/2024 for review
diversity newsletter. from various organization's covered to
● Design tools for
Collect articles, success departments and commitment appeal to a
layout and
stories, interviews, and employees. to diversity and broad
visuals
relevant updates that inclusion. audience.
highlight diversity and
inclusion initiatives.
HR STRATEGIC PLAN
HR MISSION STATEMENT
CONCISE OVERVIEW

To foster an inclusive and innovative workplace, our mission at Tech Innovators HR is to attract, retain, and develop top talent in the tech
industry.

TECH INNOVATORS
GUIDING PRINCIPLES

Our HR department is dedicated to creating a workplace where diversity and inclusion thrive, leadership is cultivated, and Tech Innovators is
positioned as the employer of choice in the tech sector. a.) Innovation: Embrace and drive technological advancements to stay at the forefront
of the industry.
b.) Inclusivity: Celebrate diversity and create an environment where every individual feels valued and respected.
c.) Continuous Learning: Foster a culture of continuous improvement and development for both individuals and the organization.
d.) Transparency: Communicate openly and transparently to build trust and engagement within the workforce.
e.) Collaboration: Encourage collaboration across teams and departments to drive innovation and achieve common goals.

DEPARTMENT
MANAGEMENT CONSTRUCT
HR Leadership Team:
HR Director
Talent Acquisition Manager
Diversity and Inclusion Specialist
Leadership Development Manager

Roles and Responsibilities:

The HR Director oversees the overall HR strategy and ensures alignment with the company's goals.
The Talent Acquisition Manager focuses on positioning Tech Innovators as an employer of choice by attracting top talent.
The Diversity and Inclusion Specialist works to foster diversity and inclusion across all facets of the organization.
The Leadership Development Manager is responsible for building and maintaining a robust leadership pipeline.
Key Initiatives:

PROGRAM STRATEGIES
BENEFITS

MISSION / VISION

To foster an inclusive and innovative workplace, our mission at Tech innovators HR is to attract, retain, and develop top talent in the tech
industry.

OBJECTIVES

Enhance Employee Experience

Attract and Retain Top Talent
Support Professional Development
Ensure Diversity and Inclusion
Strengthen Leadership
STRATEGIES

Comprehensive Benefits Package

Employer Branding
Learning and Development Programs
Diversity and Inclusion Initiatives
Leadership Development

FUTURE IMPLICATIONS

Successful implementation of these strategies is expected to result in a positive workplace culture, increased employee engagement, and a
competitive advantage in attracting and retaining top talent.

RETIREMENT

MISSION / VISION

Mission: To facilitate a smooth and financially secure transition for employees into retirement.
Vision: Becoming the preferred retirement planning partner, ensuring a worry-free and fulfilling post-employment life.

OBJECTIVES

Provide comprehensive retirement planning services.

Ensure seamless administration of retirement benefit programs.
Foster a positive perception of retirement among employees.

STRATEGIES
Conduct regular retirement planning workshops.
Collaborate with financial institutions for attractive retirement investment options.
Establish a user-friendly retirement benefits portal.

FUTURE IMPLICATIONS

Increased employee satisfaction and loyalty.

Enhanced company reputation as an employer that cares about the well-being of its workforce.

EMPLOYEE RELATIONS

MISSION / VISION

Mission: To cultivate a positive and inclusive workplace culture that fosters employee engagement and satisfaction.
Vision: Being recognized as an employer of choice, promoting a healthy work-life balance.

OBJECTIVES

Improve communication channels between management and employees.

Enhance employee well-being and work satisfaction.
Implement programs that promote work-life balance.

STRATEGIES

Regular town hall meetings for open communication.

Introduce wellness programs and mental health support.
Flexible work arrangements to accommodate diverse needs.

FUTURE IMPLICATIONS
Increased employee retention and productivity.
Positive word-of-mouth promoting the organization as an employee-centric workplace.

RECRUITMENT

MISSION / VISION

Mission: Attract and retain top-tier talent to drive the organization's growth and innovation.
Vision: Becoming an employer that talent actively seeks for professional growth and fulfillment.

OBJECTIVES

Build a talent pool with diverse skills.

Streamline the recruitment process for efficiency.
Cultivate a strong employer brand.

STRATEGIES

Actively engage in campus recruitment and internship programs.

Implement modern recruitment technologies for a seamless process.
Showcase company culture through employer branding initiatives.

FUTURE IMPLICATIONS

Access to a highly skilled and diverse workforce and

Increased competitiveness in the talent market.

SITUATIONAL ANALYSIS (SWOT)

INTERNAL FACTORS

STRENGTHS ( + )

Strong financial stability.

Skilled and motivated workforce.
Robust employee benefits and retirement programs.

WEAKNESSES ( – )

Limited diversity in leadership roles.

Inadequate succession planning.

EXTERNAL FACTORS

OPPORTUNITIES ( + )

Growing market demand for specialized skills.

Emerging technologies for recruitment and employee engagement.

THREATS ( – )

Intense competition for top talent.

Economic uncertainties affecting retirement investment returns.

SWOT ANALYSIS
Leveraging the organization's robust technological expertise and agile processes, there is an opportunity to capitalize on the
growing demand for AI and machine learning solutions. However, addressing the need for greater diversity in certain tech roles
and enhancing documentation processes will be crucial to mitigate potential challenges associated with competition for tech
talent and rapid technological changes. Collaborative initiatives with emerging startups present avenues for mutual growth and
innovation.

HUMAN RESOURCE CAPACITY PLANNING

RESOURCES
Gwen
Ejorcadas & John
START END EFFORT Trisha Hazel Mae Melody
TASK NAME MONTH Rickrod Kenneth G.
DATE DATE HOURS Caliao Montes Ballesteros
Fernandez Troyo
Tan
Launch a well-being survey to
03/22/2 03/25
identify stressors and 024 /2024
JAN 248.00 248.00
preferences.
Analyze survey results and
03/26 04/10 MAR 120.00 40.00 45.00 35.00
formulate a well-being program.
Introduce flexible work hours
04/11 04/22 APR 18.00 16.00 2.00
and remote work options.
Conduct mental health
04/02 04/08 APR 96.00 40.00 56.00
awareness sessions.
Establish a well-being
committee for ongoing 04/09 04/15 APR 66.00 18.00 16.00 20.00 12.00
initiatives.
HOURS PER
74.00 63.00 40.00 303.00 68.00
RESOURCE

PIVOT TABLE
MONTH
Values APR JAN MAR Grand Total
Sum of RESOURCE 1 34.00 0.00 40.00 74.00
Sum of RESOURCE 2 18.00 0.00 45.00 63.00
Sum of RESOURCE 3 40.00 0.00 0.00 40.00
Sum of RESOURCE 4 20.00 248.00 35.00 303.00
Sum of RESOURCE 5 68.00 0.00 0.00 68.00
 HR WORK BREAKDOWN STRUCTURE
DATE
COMPANY PROJECT MANAGER COMPLETED PROJECT TITLE

Tech Innovators John Kenneth Troyo 11/30/2024 Tech Innovators Employee Well-being Program

Tech Innovators Employee Well-being Program

Client 1/Direct Report 1 Client 2/Direct Report 2

Sample picture only Sample pic. only
Portfolio

Engagement Engagement

Project 4
Project 1 Project 2 Project 3

Sub- Sub-
Project 1 Project 2

Phase or Task/Activities
Milestone

2 Activity Title

2.1 Task 2.2 Task 2.3 Task

Task/Activities

1 Activity Title 2.1.1 2.2.1 2.3.1

Subtask Subtask Subtask

2.1.2 2.2.2 2.3.2

1.1 Task 1.2 Task 1.3 Task Subtask Subtask Subtask

2.1.3 2.2.3 2.3.3

1.1.1 1.2.1 1.3.1 Subtask Subtask Subtask
Subtask Subtask Subtask

2.1.4 2.2.4
1.1.2 1.2.2 1.3.2 Subtask Subtask
Subtask Subtask Subtask

2.1.5
1.1.3 1.2.3 1.3.3 Subtask
Subtask Subtask Subtask

1.1.4 1.2.4
Subtask Subtask

1.1.5
Subtask
HR TRANSITION PLANigi3MyABAgeTPLDIL8TQRu558b7w
GOALS RISKS
1. Resistance to change from employees.
1. Enhance the overall well-being of tech innovators within the organization. - Communication plan to address concerns and
- Implement wellness initiatives and programs. highlight benefits.
- Foster a positive and inclusive work environment.
2. Implementation challenges with remote work
2. Improve work-life balance and reduce stress among tech innovators. options.
- Introduce flexible work schedules and remote work options. - Develop clear guidelines and provide necessary
- Provide stress management workshops and resources. technology support.

3. Foster a culture of continuous learning and professional development. 3. Budget constraints for implementing well-being
- Offer training programs and workshops on relevant topics. initiatives.
- Encourage skill-building and knowledge-sharing initiatives. - Explore cost-effective solutions and seek external
partnerships.

ASSUMPTIONS OTHER
- Regular feedback mechanisms to assess the
effectiveness of the program.
1. Employees will actively participate in well-being programs.
- Recognition and rewards for employees actively
2. Technology infrastructure will support remote work seamlessly.
contributing to the program.
3. Leadership commitment to promoting employee well-being.
- Continuous monitoring and adaptation of the well-
being initiatives.

END
TASK / ASSIGNMENT ASSIGNED START DATE NOTES
DATE

Transition Role

ON GOING/
Well-Being Program Coordinator John Kenneth G. Troyo Responsible for overseeing and coordinating all well-being
PLANNING
Remote Work Integration Manager Melody Ballesteros Facilitate the seamless integration of remote work options

Employee Engagement Specialist Gwen Ejorcadas Develop strategies to enhance employee engagement

Design and implement training programs that align with

Learning and Development Facilitator Hazel Mae Montes
individual and organizational development goals.
Promote mental health awareness, provide resources, and
Mental Health Advocate Trisha Caliao
advocate for a stigma-free environment.

Tasks

Launch a well-being survey to identify HR and legal teams to establish policies supporting flexible work
John Kenneth G. Troyo 03/22/2024 03/25 /2024
stressors and preferences. arrangements.
Analyze survey results and formulate a well-
Melody Ballesteros 03/26 04/10/23
being program.
Introduce flexible work hours and remote
Gwen Ejorcadas 04/11 04/22/23
work options.
Conduct mental health awareness sessions. Hazel Mae Montes 04/02 04/08/23
Establish a well-being committee for
Trisha Caliao 04/09 04/15/23 Oversee and sustain well-being initiatives.
ongoing initiatives.

Training

Onboarding
Trainer name: John Kenneth 11/12/23 01/02/24
Introduction to Policies Acknowledging the work ethics
HR Rep.: Melody Ballesteros 01/30/24 02/03/24
IT Support: Hazel Mae
System Training
Montes 02/01/24 02/28/24
Initial Orientation
Trainer Name:John Kenneth 03/02/24 03/03/24
Supervisor Name: Gwen
Job-Specific Training Identifing the skills set you have prior to the job
Ejorcadas 03/03/24 03/04/24
Manager Name: Gerly
Goal Setting Session
Radam 03/07/24 03/08/24
Supervisor Name: Rickrod
Mid-Term Progress Review
Fernandez Tan 03/05/24 03/08/24
Final Evaluation HR Rep.: Melody Ballesteros 03/06/24 03/10/24
 Supervisor Name: Hazel
Initial Progress Check
Mae Montes 03/07/24 03/08/24
Manager Name: Gerly
Project Review
Radam 03/08/24 03/09/24
Training Coordinator: Gwen For more development
Additional Training Sessions
Ejorcadas 03/11/24 04/01/24
Performance Assessment
Supervisor Name: Rickrod
Fernandez Tan 04/02/24 04/03/24
Team Building Activity Tp ensure the connectiveness of everyone
Team Lead: John Kenneth 04/04/24 04/04/24