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Standard Operating Procedures



This flowchart outlines the structured process for employee requisition or new hire onboarding.

  1. Requisition Submission: The requesting department initiates the hiring process by submitting an official request to Human Resources (HR) for new or replacement roles.
  2. Specification Confirmation: HR validates and confirms the specifications for the new position.
  3. Candidate Sourcing: HR collaborates with manpower agencies to identify and source suitable candidates based on the defined specifications.
  4. Candidate Shortlisting: After initial screening, HR filters and shortlists candidate profiles.
  5. Interview Coordination: HR informs the requesting department of the interview date and location for selected candidates.
  6. Final Interview & Competency Assessment: The final interview is conducted jointly by the requesting manager and HR. This step ensures candidate competency and is formalized through the "New Employee Interview" online form.

This process highlights the critical communication point where HR notifies the requesting department about interview arrangements.



This document outlines the systematic process for conducting random site visits, meticulously documenting observations, and generating comprehensive reports focused on compliance and hazard identification. The procedure covers everything from initiating a visit and conducting thorough inspections to determining outcomes, documenting findings, and implementing necessary corrective actions.

  1. Process Initiation: Begin the random site visit protocol.
  2. Site Visit Initiation:
    • 2.1 Determine Visit Parameters: Define criteria such as visit frequency and the selection method for technicians or sites.
    • 2.2 Random Selection: Select the technician or site for the visit randomly.
  3. Preparation for Visit: Complete necessary preparations using the "HR Site Visit Online Form".
  4. Travel to Site: Proceed to the designated site.
  5. Technician Engagement Check:
    • 5.1 On-site Engagement: If the technician is present and engaged, proceed with observation and inspection (including work methods, safety protocols, and documentation).
    • 5.2 Absence/Deviation: If the technician is not on-site or is deviating from expectations, record the absence/deviation and escalate the matter according to established policy.
  6. Non-Compliance/Hazard Identification:
    • 6.1 Positive Observations: If no non-compliance or hazards are identified, document positive observations.
    • 6.2 Non-Compliance/Hazard Documentation: If non-compliance or hazards are identified, document the specific issues. Discuss findings with the technician, providing immediate feedback (optional).
  7. Formal Report Generation: Create a formal report based on all gathered observations and findings.
  8. Report Submission: Submit the completed report.
  9. Report and Recommendation Review: Review the submitted report, including all findings and recommendations.
  10. Corrective Action Determination:
    • 10.1 Corrective Action Required: If corrective action is deemed necessary, conduct "Workplace coaching/c​ounseling form" with the technician and mutually agree upon the required corrective actions. Subsequently, verify the effectiveness of these actions and update relevant records.
    • 10.2 No Corrective Action: If no corrective action is required, file the report.
  11. Process End: Conclude the random site visit and reporting process.


This diagram outlines the process of handling complaints, starting from receiving and triaging a complaint, through investigation and analysis, decision-making, and implementation of actions, followed by communication and documentation. Key components include receiving complaints, categorization, investigation, decision-making, action implementation, communication of outcomes, record-keeping, and follow-up monitoring.


Complaint Handling SOP

  1. Receive & Triage complaints.
    1. Log the complaint received through online submission.
  3. Conduct Initial Review.
    1. Assess the complaint for validity, urgency, or severity.
  5. Categorize the complaint.
    1. Assign a type such as harassment, misconduct, or performance.
  7. Investigate & Analyze.
    1. Assign an impartial investigator, such as HR or a manager.
    2. Gather information by interviewing involved parties and reviewing documents.
  9. Analyze Findings.
    1. Review information to determine if the complaint is substantiated.
  11. Determine & Act.
    1. Consult to decide on the appropriate course of action.
  13. Implement Action.
    1. Implement corrective or disciplinary actions and document all.
  15. Communicate & Document.
    1. Inform parties of decisions taken.
    2. Document all aspects confidentially.
  17. Follow-Up.
    1. Monitor actions and ensure no retaliation.
  19. End the process.

We offer a 30-day return policy for all products. Items must be in their original condition, unused, and include the receipt or proof of purchase. Refunds are processed within 5-7 business days of receiving the returned item.

We offer a 30-day return policy for all products. Items must be in their original condition, unused, and include the receipt or proof of purchase. Refunds are processed within 5-7 business days of receiving the returned item.