Complete SOP Human Resource Management (HRM) (Document Bundle)

Complete SOP Human Resource Management (HRM)

The human resources function is in a unique position to set the expectation for standardized processes in an organization. Streamlining tasks and to-do's for onboarding, employee training, and maintaining knowledge bases ultimately save managers and their team members time in the long run. But to do this effectively, your HR team needs SOPs.

Standard operating procedures (SOPs) provide HR teams with a standardized set of instructions to carry out procedures for attracting and retaining talent, managing employee performances, and implementing company-wide policies at scale.

HR teams wear many hats. From selling company values to potential employees and keeping existing employees happy, to maintaining legal compliance with security and payroll protocol, HR teams regularly juggle responsibilities that are mission-critical to every business' bottom line.

Each of these processes requires attention to detail, especially when managing sensitive communication with multiple employees, stakeholders, and vendors. Employees spend an average of five hours every week waiting to get in touch with people that have the knowledge they need. At scale, it's inefficient for anyone across the company to use up all this time scrambling for documents, templates and files every single time a new policy or team member is introduced.

You want to spend your time creating detailed documentation that your team can plug and play into regular company initiatives. SOPs serve as the foundation for current HR initiatives to be implemented smoothly while ensuring companies are able to improve and evolve existing processes for the future.

If you're thinking, "I don't possibly have the time to write SOPs for every standardized procedure," then you're in luck. We have a quick way to help you evaluate. Let's take a look at a few examples of using SOPs to best support impactful HR functions.

Structured HR processes leave a visible impact by helping organizations build relationships with future leaders, daring creatives, strategic executors, and passionate builders. If you're building a business case for stronger SOPs for your senior leadership, here are a few factors you should talk about.

A study on work productivity found that happier employees work harder. Companies like Google have invested extra resources in employee support, employee satisfaction has risen by 37 percent.

As you look toward scaling your workforce, improving employee retention, and motivating employees in an age of agile work, HR SOPs will continue to be a worthwhile investment that you won't want to miss out on.

Let's take a second for a quick check-in – when do you produce your best work?

Eighty percent of employees on Fortune's 100 best companies to work for in 2022 say they "look forward to coming to work and feel psychologically and emotionally healthy." Common themes within these companies are employees who feel included, listened to, and are able to balance work and personal life. Beyond benefits, these companies introduce personalized employee experiences – and this is hard to do if HR teams are unclear about processes and goals.

Ultimately, SOPs create a culture where your workplace is motivated and filled with people who want to contribute to company goals and ambitions.

From conducting background checks to preparing confidentiality policies and rolling out security compliance training, HR teams are responsible for keeping employees in the know of strict protocols that protect the organization at large. If your company is scaling or restructuring the workforce to boost productivity, you'll likely need to reevaluate and refresh company policies to better reflect larger headcounts, new leadership, or different employee management tools and vendors.

SOPs reduce the time spent creating new protocols from scratch. More importantly, it builds confidence in your existing employees about how your company manages its people and business.

Thank you for your attention.

Regards,

UJ Consulting