Freelancer In Hr &indirect Taxes For
Director Of Company
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Would like to implement the New Standard Operating Procedures for various departments in our Organization like, Production, Technical, Service & Maintenance, Finance, Logistics, HR & ADMINISTRATION, etc.
Its always difficult to change the environment by implementing this kind of policies and procedures. But, its for the growth of the company as well as the staffs.
I welcome your new creative ideas and thoughts on my policies
Sankar Janardanan

From United Arab Emirates, Dubai

I have joined a company new as HR Manager , please help me to suggest how to give the Company a new look. Its basically a construction company.
From Pakistan, Lahore
always ask yourself - who/when/how for each and every new procedures which you would like to implement
who - the person responsibility for the task
when - target date
how - action item
get the signature of the responsible person for taking the responsibility
however review meeting and continuous monitoring is required to reap the benefit of the new procedures

From United Arab Emirates, Dubai
Implementation of SOPs and various other procedures are generally talked about by those who are placed at commanding positions and want other to follow instructions.I went through many such situations and have the opinion that people work only when they are assured that their skill will be put in right directions through proper training and interactive methods such that not only the business is benifitted but the individual will also harvest the part of success gained by the company.Implementations work well only when it you follow it meticulously.
Idea of Sops is not bad,but it has to have relevance not only with the task,but relief from the burden of the task. i.e It should not be an imposition to retrieve work and work only but to make the work easy and fruitful.
Change management has great impact on organisation, a slight mistake in this procedure creates bigger challenges and problems too.

From India, Vadodara
Dear All,

CEO of any business entity or head of any organistion is responsible for designing the structure of an organisation.

It depends upon size, nature, location and so many other factors for deciding the Nos. and kind of divisions/departments in the organisation.

Generally good mix of machanical and organic type of structure works better for maintaining harmony in different levels.

Normaly, the top management look towards personnel manager for valuable suggestion while designing the organisation chart and placement of suitable employee as per role and responsibility of the individuals.

It is very important to make division/department wise "Standard Operating Procedure" to achieve the set objective of the organisation.

It would be better if the HODs describe their jobs in more details for themself and sub-ordinates in general.

The details job discription of each employee may be displayed in confidential place in the organisation, where only authorised company employee can read and understand it, and realize the requirement of cooperation in the organisation to work as a team.

We request to all the experts and seniors, who may suggest detailed department wise job description in general or common for any organisation.

For example HR or Administration is a department in any organisation, but it has so many sub-departments i.e. Personnel, Facilities, IR, PR, Security, Safety, Recruitment, Training and Development, PMS etc.

An initiative from HR person to collect innovative idia for improvment in organistion, from all employee can bring big change not only in productivity but also to estabilish good work culture and friendly environment.

Thanks to all in advance


From India, New Delhi
SOPs, as rightly brought out by Bijay, are to be laid down by the Functional/ Departmental Heads who, not only have a clear picture about the operations of their own Deptt/ Function, but also a mature understanding of the inter-dependence of each department with others.
Even if you decide to initiate this effort, it is possible that the SOPs designed by you are not deployed in practice and your effort goes in waste. I am not aware of how much is your understanding of the flow of business in your organization. You may like to first explore on that & then define an SOP for the operations of your own Deptt (provided you are the HoD). This humble beginning may reveal how much more is there for you to learn as yet & at what stage you may be ripe to develop operating procedures.

From India, Delhi
Dear friends,
I have been seeing all about your comments regarding that SOP its really good in organizational level because could you plz image in your organization there is no any SOP standard somewhere the problems arising in between work because of they are settled for their nature of works only, so in this situation for your management wants to implement but staff they are not agreed so as a hr person implement in to the organizational level because of this is our duties and responsibility for operational level so we have to do, i would like to request for asking yours .if your organization wants to be start in SOP as a hr person , what you will do and how to implement ,i am waiting for your valuable solution .
Thanks and Regards.

From India, Bangalore
SOPs are retrieved from the Policies of company and its Functional department's attribute.Eg - My co policy is that we need to serve our clients at its best.Now as an employee - what should be the guidelines that will ensure fulfilment of this policy.SOPs are thus created.
Hope it helps.

From India, Vadodara
Hello Everyone,
I am recently hired as Internal Auditor in a Company. Please guide me if u have sufficient and reliable knowledge regarding Internal Audit, Further guide me the path which i need to choose for the growth and best interest of my company also to make sure that we are working according to applicable controls and standards.

From Pakistan, Karachi
Hello everyone, Recently i have joined as trainee HR executive . please suggest me some tips regarding how to prepare SOP for payroll procedures in an organization view

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