Standard Operating Procedures for HR

By Holly L. Roberts, eHow Contributor

Standard operating procedures play an important role in successful human resource management. A well-crafted and implemented standard operating procedure can have beneficial effects for large and small companies by facilitating successful communication between employees and management.

1. • Standard operating procedures must be committed to writing.

   Identification

   • A standardized operating procedure is a written guide to a company's preferred method for dealing with a given task, based on previous experience, managerial insight and employee input. In human resources, standard operating procedure helps guide employees toward an organization's best practices, while at the same time creating a companywide knowledge base that makes duties, challenges and consequences clear to all parties.

   Purpose

   • A human resources standard operating procedure serves several purposes within a company.

     Perhaps most importantly, a standard operating procedure helps employees set professional expectations and gives them the tools they need to succeed in meeting those expectations. Also importantly, a human resources department with an established standard operating procedure can ensure that all employees are treated fairly.

     Because human resources can be a sensitive area, a standard operating procedure in human resources may also help to protect businesses from employee lawsuits.

   Types

   • There are several types of standard operating procedures that a human resources department might develop.

     Job role procedures help employees to understand the structure and responsibilities of their roles within the company.

     Rules procedures, such as company ethics policies and relationships policies, help clarify the company's stand on employee behavior in potentially ambiguous situations.

     Tools procedures help guide employees to the information, technology and personnel resources that can help them to successfully complete a given task.

     Consequences procedures help human resources deal with employees whose work or behavior may call for censor or termination.

   Components

   • A standard operating procedure typically contains three parts. The purpose explains what the procedure should be used to accomplish and what results the user should expect. The procedure provides specific, step-by-step instructions for accomplishing the task. A resources section gives internal and external sources for finding additional information about the project.

   Considerations

   • A standard operating procedure is created for situations where a standardized way of handling things improves productivity. When deciding how to create a standard operating procedure, a human resources department should subject its plan to review internally and externally. Sensitive policies, such as those regarding employee termination, may be subjected to legal review, as well. Once a standardized procedure has been reviewed, it should be tested. After any needed revisions, standard operating procedures should be made readily available to employees so they have the opportunity to become familiar with them.