A volcanic ash cloud, street riots and a devastating tsunami are all recent events that show how important it is to plan for a crisis. People Management looks at the role of HR in business continuity planning.
Recent business disruptions have affected organizations worldwide, with many finding themselves unprepared for the resulting impact on the workforce. While most businesses have continuity plans in place, many don’t address a company’s most precious assets: its employees.
In this paper, the authors have identified key areas for organizations to consider as they prepare themselves to handle the human side of business disruptions.
Getting personal with business continuity: Five critical success factors in overcoming workforce disruptions
An event that disrupts your business, no matter how limited or broad in scope, can undermine your ability to remain competitive—and maybe even to survive. But while disaster recovery planning for your facilities and technology is critical to your business continuity, you also need to fully consider the impact of a disruption on your most valuable asset: your employees.
For Tulane University, an enterprise content management system and move to paperless records was just one initiative to get closer attention as the school rebuilt from Hurricane Katrina. As the fourth anniversary of the disaster nears, SearchCIO-Midmarket’s Linda Tucci spoke with Tulane’s director of administrative services, Michael Britt, on other aspects of the disaster recovery effort and the disaster recovery program now in place.
The Business Continuity Institute has released the results of a survey which looked at the role of human resource departments in Business Continuity Management.
This new survey is from the Business Continuity Institute Partnership.
See The Role of HR in Business Continuity Management by Lee Glendon of the Business Continuity Institute.
In one of the security print and online publications I read each month, I recently came across a story that stated, re: a survey of companies, that “…more than half of respondents noted that the background investigation process in their company is managed by Human Resources and the data is not available to security..”