Standard Operating Procedure Manual: Human Resources

    by Aditi Bansal

Updated on Monday, July 17, 2017

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.

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

Recruitment Planning

Planning the company’s hiring needs, at the moment and into the near future is one of first standard procedure manual for the human resource work. This will, in turn, avoid poor business structure and unreasonable employs. 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 the Human Resource. This will not only assist you in enlightening your workers on how to fit in into your company but will also assist you to achieve your legitimate needs for appropriate management of your employees. The company’s standard operating procedure manuals should cover issues, for instance, 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 the Human Resource. Apart from getting the finest individuals on board, your standard operating procedure manual also stops you from violating the labor laws during the employing and dismissing of workers. You standard operating procedure manual should cover subjects like 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. It is vital to use your SOP for benefits because the HR individual is not a benefits planning expert.

Employee Management

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

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