Dear daleshwar,
Welcome to CiteHR.com. Do you have any idea about the magnitude of the tasks involved? SOP for a single activity runs into several pages. Making SOP's for the HR Dept. would mean SOP's for every activity and sub-activity, which is a time-consuming, laborious activity requiring complete knowledge of HR functions and the peculiarities of your organization. SOP's cannot be made in isolation. One has to study and understand YOUR ORGANIZATION. It would be advisable to hire a Consultant or acquire the competencies required to do so yourself.
Warm regards.
From India, Delhi
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1446Welcome to CiteHR.com. Do you have any idea about the magnitude of the tasks involved? SOP for a single activity runs into several pages. Making SOP's for the HR Dept. would mean SOP's for every activity and sub-activity, which is a time-consuming, laborious activity requiring complete knowledge of HR functions and the peculiarities of your organization. SOP's cannot be made in isolation. One has to study and understand YOUR ORGANIZATION. It would be advisable to hire a Consultant or acquire the competencies required to do so yourself.
Warm regards.
From India, Delhi
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SOPs are not made for a department. SOPs are useful for performing tasks. As there are various tasks under the HR department, different SOPs need to be created for each task. You can hire a consultant to assist with this, but it is better to try creating them yourself. An SOP is a checklist of activities needed to complete a task, and the executor is best suited to decide on the SOPs.
Regards,
Daleep Sharma
From India, Mumbai
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Regards,
Daleep Sharma
From India, Mumbai
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Dear Mr. Daleshwar,
Regarding the SOP, if you are looking to align it with ISO 9001 documentation, kindly go through Clause 6.2.2. Each line has to be integrated with all departments of your organization, and SOPs have to be prepared.
Thank you.
From India, Selam
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Regarding the SOP, if you are looking to align it with ISO 9001 documentation, kindly go through Clause 6.2.2. Each line has to be integrated with all departments of your organization, and SOPs have to be prepared.
Thank you.
From India, Selam
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Dear Mr. Daleshwer,
Your one-line query indicates that you are neither aware of the concept of SOP nor interested in acquiring the required level of knowledge and competency involved in its preparation. It seems like you expect people to help simply because you are in HR and connected with this site.
Please note that it took me a full year to prepare the draft of SOP and manual as a consultant for a client. Merely reading the manual or SOP of another organization and trying to implement the same in your organization is a sure way to display ignorance or incompetence.
For goodness' sake, why do the present-day generation of HR or any other professionals not delve into the subject matter and gain at least some practical exposure, be it good or bad, to learn from it?
Best regards and good luck.
V. Rangarajan.
From India, Pune
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Your one-line query indicates that you are neither aware of the concept of SOP nor interested in acquiring the required level of knowledge and competency involved in its preparation. It seems like you expect people to help simply because you are in HR and connected with this site.
Please note that it took me a full year to prepare the draft of SOP and manual as a consultant for a client. Merely reading the manual or SOP of another organization and trying to implement the same in your organization is a sure way to display ignorance or incompetence.
For goodness' sake, why do the present-day generation of HR or any other professionals not delve into the subject matter and gain at least some practical exposure, be it good or bad, to learn from it?
Best regards and good luck.
V. Rangarajan.
From India, Pune
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HR department.zip
REFERNCE CHECK FORM TO BE SENT TO the HR DEPARTMENT.doc