• Standard Operating Procedures for Human Resources

    The human resources department (HR) is an important area of any business where procedures and guidelines need to be clearly laid out. This is the department that handles a variety of crucial tasks, such as hiring new employees, ensuring that employees are happy and able to carry out their jobs, and managing conflicts or problems among employees. HR needs to do all of this in accordance with the company’s vision and corporate culture. All human resources procedures need to be clearly outlined in standard operating procedures.

    Hiring New Employees

    One of the human resources department’s key responsibilities is hiring new employees. Each step of this process needs to be outlined in SOPs to ensure that the right people are being hired and that they’re being treated fairly.

    SOPs should outline the writing, placing, and managing of job ads. When an applicant responds to the ads, there must be strict guidelines in place to determine which candidates are called for an interview. If you have more than one person in human resources, there needs to be a system for note-taking so that other employees know whether a person has been contacted or not.

    Procedures for interviewing and screening also need to be documented. When and where interviews are conducted, what questions are asked, and management of interview notes all need to be included. Policies for considering applicants, such as background checks, screening, checking references, and checking certifications are all important as well.

    Orientation and Training

    Once a new employee is hired, they need to be brought into the company through orientation and training. Orientation includes teaching the new hire about your company’s culture and its policies. Materials like employee manuals may be given to them, and they may have to undergo training sessions. How this is done should be included in your SOPs. Even if your company is small and training is somewhat informal, you should put a system in place for tracking new employee progress.

    Compensation, insurance, benefits, and payroll policies need be outlined carefully in your SOPs. Be sure to also include how this information is conveyed to new employees.

    Employee Progress and Evaluation

    Most companies have a system in place for evaluating employees. All of the details of this process should be included in your human resources SOPs. This would include things such as when evaluations occur, who conducts evaluations, how employee performance is evaluated, and how the results are communicated to employees.

    Your company’s system for promotions and pay raises should also be included in your SOPs. Make sure that these processes allow for some flexibility on the part of managers. This is not an area where your company should be flying on auto-pilot. Your SOPs should allow your managers plenty of leeway.

    Firing and Laying off Employees

    Termination of employees needs to be clearly codified in your SOPs. If these rules and regulations are in place and clearly spelled out, terminated employees who feel they were treated unfairly will not have a case against your company. Many conflicts of this nature are avoided by having clear SOPs.

    Compliance with Regulations

    When writing your human resources department SOPs, review government guidelines to make sure you’re in compliance with them and include this in your SOPs. The SOPs should clearly show how your company is in accordance with federal requirements such as the American Disabilities Act.

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