HR articles

HR SOP [Template & Guide]

2024-08-29 23:13
HR SOPs aren’t just nice-to-haves for your HR department — they are crucial in ensuring that your processes are streamlined, standardized, and effective.
An HR Standard Operating Procedure (SOP) is a documented guide with step-by-step instructions outlining specific processes, policies, and procedures for the HR department to follow.
An HR SOP typically includes:

  • The purpose and scope of the document
  • The people who are responsible for each task or decision
  • Step-by-step instructions for the procedure
  • Information on legal requirements HR needs to follow
  • Time frames of the procedure
  • Guidelines on how to document the process
  • Any relevant forms or templates.
Depending on the context of your organization, the HR SOPs you create will look different.

Creating HR SOPs

1. Identify which HR processes need SOPs

Start with identifying the HR processes that could benefit the most from standardization. Your goal is to prioritize processes that are most critical or have the highest impact on the organization.
Once you’ve prioritized the processes, break them down further by assessing:
  • Who is involved: Processes involving multiple teams, departments, or stakeholders are more likely to benefit from having SOPs to ensure everyone follows the same steps.
  • Risk levels: Prioritize processes with high risks (legal, financial, or reputational), such as employee terminations, disciplinary actions, or documentation of sensitive information.
  • Process frequency and volume: Focus on processes performed frequently and involve a large number of touchpoints or interactions.

2. Gather information

Once you’ve determined which processes need SOPs, it’s time to gather information about them. This includes:
  • Understand the process: Get a broad understanding of the process you are documenting. Talk to your HR team members or relevant stakeholders to understand the goals, stakeholders, steps, best practices, and other relevant information to the processes.
  • Consult subject matter experts: Seek input from those who have experience with the processes you want to write SOPs for. They can provide valuable insights into the nuances and challenges of the processes and help make your SOPs more comprehensive and accurate.
  • Review existing procedures: Review any relevant policies or procedures and be sure to include them in the SOPs you create.

3. Outline the steps, responsibilities, and time frames

Start by breaking each process down into individual tasks and list them in sequential order. To maintain accountability, you should clearly define which role, individual, or team is responsible for completing each task.
If you have more complex processes involving multiple team members, you can use tools like the RACI matrix to clarify roles and responsibilities. This minimizes any confusion about who is responsible for what, especially with cross-functional processes.
You’ll also need to set a clear timeline for each step of the process to make sure tasks are completed promptly and efficiently. Set realistic deadlines and include buffer time to account for unexpected delays. If you’re not sure what is a reasonable time frame for a task, talk to team members who have done it before to get an idea.

4. Develop a style guide

If you want to introduce consistency in your HR department, start with the SOPs. Develop a style guide to create clear and concise SOP documents that others can follow. This ensures all of your SOPs are in line with one another and helps you cut down time when you need to create a new SOP.
So, what can you include in this style guide? Well, that would depend on the specific context of your organization, such as the industry, preferred communication style, or country where you’re located. That being said, here are a few common elements that you can include:
  • Straightforward, jargon-free language: Make sure the SOPs are readable and easy to understand. If your employees don’t understand the instructions, they won’t be able to follow them and carry out the process.
  • Consistent formatting and structure: Provide detailed instructions on how to format the document (e.g., font type, font size, headings and subheadings, bullets, numbering, etc.) and what structure to follow.
  • Visual aids: Use checklists, flowcharts, or diagrams to create more clarity, especially for complex processes. Don’t forget to include best practices on how to incorporate these elements and link them to the tools or software to create visual aids.
  • Standardized terminologies: Include a list of terms and abbreviations people can use across all SOPs to make sure everyone understands the terminologies in the SOPs.

5. Review and validate SOPs

Don’t forget to have subject matter experts review the SOPs to ensure they are accurate and complete. It’s always useful to have one or several sets of eyes to catch any mistakes or inaccuracies you might have missed, especially when these documents will act as guidelines for all HR staff.

6. Create a centralized SOP repository

Now that you have your SOPs think about where you’re going to store them so that they are secure but easy to access and navigate for your HR department.
Regardless of which option you go for, don’t forget to implement strong access control to protect sensitive information and maintain the integrity of your SOPs. You can implement:
  • Role-based access: Based on their roles, allow only authorized employees to view and edit specific SOPs.
  • User authentication: Use measures like complex passwords or two-factor authentication to safeguard your repository.
  • Audit trails: Track and document who accesses or modifies documents in your repository to use when there are discrepancies or security concerns.

7. Train your HR team

Create a guide with clear and straightforward instructions to help your team navigate, understand, and apply the SOPs in their day-to-day work. Include instructions on how to:
  • Access and navigate the repository: Provide step-by-step instructions on how to access the HR SOPs, go to the right sections, and use the search function.
  • Navigate the SOP’s structure: Explain the structure of the SOP and what each section contains.
  • Apply the SOPs: Provide examples of how to use the SOPs in real-life work situations.
You can either have this guide in a written format or include more interactive materials like video tutorials. These will act as ongoing support materials for your team that they can refer back to at any time, so make sure they are easily accessible.
Beyond these, you will also need to organize trainings and regular refresher sessions to ensure your team is comfortable with using the new SOPs. Assign a dedicated SOP coordinator your team can come to whenever they need something.

8. Put the SOPs to work

It’s now time to inform all relevant stakeholders about the new SOPs and how to utilize them. You can send out an email containing all the necessary links and guidelines.
Remember to include the name and contact details of the designated contact person for the SOPs in case anyone has any questions. Regularly monitor the use of the SOPs to ensure everyone follows them.

9. Maintain and review

Conducting regular reviews of the SOPs helps you ensure that they remain effective, relevant, and aligned with your organization’s current best practices and policies.

HR SOP template

If you want to create HR SOPs for your team but aren’t sure where to start, don’t worry! We’ve created this ready-to-use HR SOP template to help you save time and effort. You can easily customize the template based on the needs and requirements of your HR department and the organization.
👉🏻 Download HR SOP template
To effectively manage processes - they need to be described, built, optimised. And you can do it easily. Take a look at the programmes of the two courses:
👉🏻 Description and building of processes
👉🏻 Process optimisation
Choose what you need now and submit your application. Ready to answer all your questions 😉