Hi everyone, I'm Gayathri Jayaraj. I have joined a manufacturing organization where they asked me to prepare SOP for employee engagement. Can anyone share me sample format for this or any ideas regarding this?
Thank you.
From India, Coimbatore
Thank you.
From India, Coimbatore
Dear Gayathri Jayaraj,
You have written, "I have joined a manufacturing organization where they asked me to prepare SOP for employee engagement". Who are "they"? Is the authority concerned from HR or top leadership?
There appears to be confusion on the concept of SOP and Employee Engagement. Firstly, let me give you an understanding of what is SOP.
A standard Operating Procedure (SOP) is a set of written instructions that describes the step-by-step process that must be taken to properly perform a routine activity. SOPs should be followed the exact same way every time to guarantee that the organization remains consistent and in compliance with industry regulations and business standards.
Standard operating procedures provide the policies, processes and standards needed for the organization to succeed. They can benefit a business by reducing errors, increasing efficiencies and profitability, creating a safe work environment and producing guidelines for how to resolve issues and overcome obstacles.
Source: - www.techtarget.com
To know about Employee Engagement, you may click here to refer to my previous reply.
To refer to the additional replies, you may click the following links:
https://www.citehr.com/585563-help-m...ml#post2357343
https://www.citehr.com/540117-what-e...ml#post2260222
https://www.citehr.com/223223-employ...ml#post1002854
https://www.citehr.com/466462-employ...ml#post2075130
https://www.citehr.com/596291-differ...ml#post2384208
SOPs are prepared for the defined activities whose starting and ending point is well-defined. In contrast, one cannot have a process or a procedure to segregate an engaged employee and a non-engaged employee.
Employee Engagement (EE) is a major HR intervention. To launch this intervention, the organisation requires maturity. Additionally, maturity is also required of the persons working in the HR department. If this intervention is not handled properly, there is a risk of attracting ridicule from the general employees. Therefore, it is advisable to tread cautiously.
An Indirect Method to Measure EE: - Occasionally, EE becomes a sheer hoax as HR professionals are just unable to project how their EE activities led to improvement in quality or productivity. Therefore, rather than concentrating on EE, convince your authorities to focus on measuring the quality and productivity ratios of various departments. The measurement and further improvement in the ratios will speak for themselves and no special focus is required on EE.
Thanks,
Dinesh Divekar
From India, Bangalore
7883You have written, "I have joined a manufacturing organization where they asked me to prepare SOP for employee engagement". Who are "they"? Is the authority concerned from HR or top leadership?
There appears to be confusion on the concept of SOP and Employee Engagement. Firstly, let me give you an understanding of what is SOP.
A standard Operating Procedure (SOP) is a set of written instructions that describes the step-by-step process that must be taken to properly perform a routine activity. SOPs should be followed the exact same way every time to guarantee that the organization remains consistent and in compliance with industry regulations and business standards.
Standard operating procedures provide the policies, processes and standards needed for the organization to succeed. They can benefit a business by reducing errors, increasing efficiencies and profitability, creating a safe work environment and producing guidelines for how to resolve issues and overcome obstacles.
Source: - www.techtarget.com
To know about Employee Engagement, you may click here to refer to my previous reply.
To refer to the additional replies, you may click the following links:
https://www.citehr.com/585563-help-m...ml#post2357343
https://www.citehr.com/540117-what-e...ml#post2260222
https://www.citehr.com/223223-employ...ml#post1002854
https://www.citehr.com/466462-employ...ml#post2075130
https://www.citehr.com/596291-differ...ml#post2384208
SOPs are prepared for the defined activities whose starting and ending point is well-defined. In contrast, one cannot have a process or a procedure to segregate an engaged employee and a non-engaged employee.
Employee Engagement (EE) is a major HR intervention. To launch this intervention, the organisation requires maturity. Additionally, maturity is also required of the persons working in the HR department. If this intervention is not handled properly, there is a risk of attracting ridicule from the general employees. Therefore, it is advisable to tread cautiously.
An Indirect Method to Measure EE: - Occasionally, EE becomes a sheer hoax as HR professionals are just unable to project how their EE activities led to improvement in quality or productivity. Therefore, rather than concentrating on EE, convince your authorities to focus on measuring the quality and productivity ratios of various departments. The measurement and further improvement in the ratios will speak for themselves and no special focus is required on EE.
Thanks,
Dinesh Divekar
From India, Bangalore
Hi sir, I have joined as an intern there for HR. Employee engagement is for employees who always work with clients and once in two months, they will have a meetup. All over India, it will happen on the same day.
From India, Coimbatore
From India, Coimbatore
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Employee-engage ment.prn_190.pd f
Employee Engagement Study.doc
Employee engagement.ppt