Standard Operating Procedure Manual: Human Resources

The duties of the human resource departments expand as the company continues to nurture. Because of that, several outsourced responsibilities are added to the department hence more creativity to manage the personnel gets added to the Human Resource purpose.

last updated Thursday, May 2, 2024
#STANDARD OPERATING PROCEDURE #Standard Operating Procedure

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by John Burson

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If a business has not grown enough to have a Human Resource department, a standard operating procedure manual covering worker supervision fundamentals will help you protect your requirements and keep you inside the law.

Recruitment Planning

Planning the company’s hiring needs, now and into the near future, is one of the first standard procedure manuals for human resource work. This will, in turn, avoid poor business structure and unreasonable employment. Request a conference of supervision and make an organization chart, comprehensive with job descriptions and titles, for your present condition and for meeting estimated growth targets.

Policies and Procedures

Creating a company policy and procedure guide is another standard procedure for Human Resources. This will not only assist you in enlightening your workers on how to fit into your company but will also assist you in achieving your legitimate needs for appropriate management of your employees. The company’s standard operating procedure manuals should cover office wear, compensation process, expense repayment, complaints, yearly reviews, harassment, and turnout.

Employment and Dismissal

Employing and dismissing workers is one of the primary functions of Human Resources. Apart from getting the finest individuals on board, your standard operating procedure manual also stops you from violating labor laws during the employment and dismissal of workers. Your classic operating procedure manual should cover generating job descriptions, assessing the application, interviewing, setting benefits and reimbursement, writing and placing want announcements, and step-by-step termination processes.

Benefits and Compensation

All worker benefits must meet the federal fairness requirement. Using your SOP for benefits is vital because the HR individual is not a planning expert.

Employee Management

Your HR department should have an SOP for handling your staff, including training, employee self-confidence, and punishment. The HR department should also work with other managers on a case-by-case basis to ensure that every worker is treated equally and assisted in reaching their determined potential.

 
 
 

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