I 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.
It's always difficult to change the environment by implementing this kind of policies and procedures. But, it's for the growth of the company as well as the staff. I welcome your new creative ideas and thoughts on my policies.
Sankar Janardanan
From United Arab Emirates, Dubai
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3It's always difficult to change the environment by implementing this kind of policies and procedures. But, it's for the growth of the company as well as the staff. I welcome your new creative ideas and thoughts on my policies.
Sankar Janardanan
From United Arab Emirates, Dubai
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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
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From Pakistan, Lahore
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I would like to implement the new standard operating procedures for various departments in our organization such as production, technical, service & maintenance, finance, logistics, HR & administration, etc. It's always difficult to change the environment by implementing this kind of policies and procedures. But, it's for the growth of the company as well as the staff. I welcome your new creative ideas and thoughts on my policies.
Always ask yourself - who/when/how for each and every new procedure you would like to implement:
- Who - the person responsible for the task
- When - target date
- How - action item
Get the signature of the responsible person for taking the responsibility. However, review meetings and continuous monitoring are required to reap the benefits of the new procedures.
sankar janardanan
From United Arab Emirates, Dubai
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Always ask yourself - who/when/how for each and every new procedure you would like to implement:
- Who - the person responsible for the task
- When - target date
- How - action item
Get the signature of the responsible person for taking the responsibility. However, review meetings and continuous monitoring are required to reap the benefits of the new procedures.
sankar janardanan
From United Arab Emirates, Dubai
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Hi,
Implementation of SOPs and various other procedures is generally discussed by those in commanding positions who want others to follow instructions. I have encountered many such situations and hold the opinion that people work best when they are assured that their skills will be directed effectively through proper training and interactive methods. This benefits both the business and the individual, allowing the individual to share in the success achieved by the company. Implementations are successful only when followed meticulously.
The idea of SOPs is not bad; however, they must be relevant not only to the task but also provide relief from the burdens associated with the task. In other words, SOPs should not just impose work requirements but should also aim to simplify and enhance the work process.
Change management has a significant impact on an organization. A minor mistake in this process can lead to significant challenges and problems.
Thank you,
Bijay
From India, Vadodara
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Implementation of SOPs and various other procedures is generally discussed by those in commanding positions who want others to follow instructions. I have encountered many such situations and hold the opinion that people work best when they are assured that their skills will be directed effectively through proper training and interactive methods. This benefits both the business and the individual, allowing the individual to share in the success achieved by the company. Implementations are successful only when followed meticulously.
The idea of SOPs is not bad; however, they must be relevant not only to the task but also provide relief from the burdens associated with the task. In other words, SOPs should not just impose work requirements but should also aim to simplify and enhance the work process.
Change management has a significant impact on an organization. A minor mistake in this process can lead to significant challenges and problems.
Thank you,
Bijay
From India, Vadodara
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Dear All,
The CEO of any business entity or the head of any organization is responsible for designing the structure of an organization. It depends on the size, nature, location, and many other factors when deciding the number and types of divisions/departments in the organization. Generally, a good mix of mechanical and organic types of structures work better for maintaining harmony at different levels.
Normally, the top management looks toward the personnel manager for valuable suggestions when designing the organizational chart and placing suitable employees according to their roles and responsibilities. It is crucial to create division/department-wise "Standard Operating Procedures" to achieve the organization's set objectives.
It would be beneficial if the Heads of Departments (HODs) describe their jobs in more detail for themselves and their subordinates. The detailed job descriptions of each employee may be displayed in a confidential place within the organization, accessible only to authorized company employees, in order to understand the requirements of cooperation within the organization to work as a team.
We kindly request all experts and seniors to suggest detailed department-wise job descriptions that are general or common for any organization. For example, HR or Administration is a department in any organization, but it encompasses several sub-departments such as Personnel, Facilities, IR, PR, Security, Safety, Recruitment, Training and Development, PMS, etc.
An initiative from an HR person to collect innovative ideas for improvement in the organization from all employees can bring about significant changes, not only in productivity but also in establishing a good work culture and friendly environment.
Thanks to all in advance.
Madan
From India, New Delhi
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The CEO of any business entity or the head of any organization is responsible for designing the structure of an organization. It depends on the size, nature, location, and many other factors when deciding the number and types of divisions/departments in the organization. Generally, a good mix of mechanical and organic types of structures work better for maintaining harmony at different levels.
Normally, the top management looks toward the personnel manager for valuable suggestions when designing the organizational chart and placing suitable employees according to their roles and responsibilities. It is crucial to create division/department-wise "Standard Operating Procedures" to achieve the organization's set objectives.
It would be beneficial if the Heads of Departments (HODs) describe their jobs in more detail for themselves and their subordinates. The detailed job descriptions of each employee may be displayed in a confidential place within the organization, accessible only to authorized company employees, in order to understand the requirements of cooperation within the organization to work as a team.
We kindly request all experts and seniors to suggest detailed department-wise job descriptions that are general or common for any organization. For example, HR or Administration is a department in any organization, but it encompasses several sub-departments such as Personnel, Facilities, IR, PR, Security, Safety, Recruitment, Training and Development, PMS, etc.
An initiative from an HR person to collect innovative ideas for improvement in the organization from all employees can bring about significant changes, not only in productivity but also in establishing a good work culture and friendly environment.
Thanks to all in advance.
Madan
From India, New Delhi
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SOPs, as rightly brought out by Bijay, are to be laid down by the Functional/Departmental Heads who not only have a clear picture of the operations of their own Department/Function but also a mature understanding of the interdependence 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 to waste. I am not aware of how much your understanding is of the flow of business in your organization. You may like to first explore that and then define an SOP for the operations of your own Department (provided you are the HoD). This humble beginning may reveal how much more there is for you to learn as yet and at what stage you may be ripe to develop operating procedures.
From India, Delhi
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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 to waste. I am not aware of how much your understanding is of the flow of business in your organization. You may like to first explore that and then define an SOP for the operations of your own Department (provided you are the HoD). This humble beginning may reveal how much more there is for you to learn as yet and at what stage you may be ripe to develop operating procedures.
From India, Delhi
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Dear friends,
I have been seeing all your comments regarding the SOP, and it's really good at the organizational level. Could you please imagine in your organization, there are no SOP standards? Somewhere the problems arise between work because they are settled for their nature of work only. In this situation, your management wants to implement it, but the staff is not in agreement. As an HR person, it is necessary to implement it at the organizational level because it is our duty and responsibility at the operational level. I would like to request your input. If your organization wants to start with SOP, what would you do as an HR person, and how would you implement it? I am waiting for your valuable solution.
Thanks and Regards,
UDAY
From India, Bangalore
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I have been seeing all your comments regarding the SOP, and it's really good at the organizational level. Could you please imagine in your organization, there are no SOP standards? Somewhere the problems arise between work because they are settled for their nature of work only. In this situation, your management wants to implement it, but the staff is not in agreement. As an HR person, it is necessary to implement it at the organizational level because it is our duty and responsibility at the operational level. I would like to request your input. If your organization wants to start with SOP, what would you do as an HR person, and how would you implement it? I am waiting for your valuable solution.
Thanks and Regards,
UDAY
From India, Bangalore
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SOPs are retrieved from the policies of the company and its functional departments' attributes. For example, my company's policy is that we need to serve our clients to the best of our abilities. As an employee, what should be the guidelines that ensure the fulfillment of this policy? SOPs are thus created.
Hope this helps.
Thanks
From India, Vadodara
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Hope this helps.
Thanks
From India, Vadodara
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Hello Everyone,
I have recently been hired as an Internal Auditor in a company. Please guide me if you have sufficient and reliable knowledge regarding Internal Audit. Furthermore, guide me on the path that I need to choose for the growth and best interest of my company. This will ensure that we are working according to applicable controls and standards.
From Pakistan, Karachi
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I have recently been hired as an Internal Auditor in a company. Please guide me if you have sufficient and reliable knowledge regarding Internal Audit. Furthermore, guide me on the path that I need to choose for the growth and best interest of my company. This will ensure that we are working according to applicable controls and standards.
From Pakistan, Karachi
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HR Standard Operating Procedures.pdf
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