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In my last post I spoke about the vital role that HR has to play in ensuring that disaster recovery and business continuity processes are developed, communicated and put into action.? Without clear plans being in place before an emergency situation arises, chaos is typically the result, and not only can an unstructured approach to dealing with the situation lead to considerable financial loss, but it can even mean that lives are put in jeopardy.
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Irrespective of whether the disaster which impacts on an organization is related to a fire, a flood or an IT crash, surviving the situation and being able to return as soon as possible to ?business as usual? isn?t just dependent upon the actions of the few staff members who make up the disaster recovery team.? It relies on all employees knowing precisely what is expected of them and acting accordingly.? In many cases, however, employers don?t make their staff aware of how they expect them to respond at the time of the disaster, in the immediate aftermath or in the longer term.
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As the department which holds primary responsibility for communicating information which affects the workforce as a whole, HR have a key role to play in ensuring that the organization?s expectations of staff in disaster situations are made absolutely clear, and the induction courses and staff handbooks for which HR are typically responsible represent two effective vehicles for doing just that.? Ideally, these should not only draw employees? attention to their responsibility for getting the business back up and running in the shortest time possible, but also place an onus on them to help avoid disaster situations, such as by communicating a requirement for them to report potential dangers which might lead to an emergency situation.
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Disaster scenarios, of course, present situations in which staff may need to respond in extraordinary ways.? They might, for example, need to work out of temporary premises at different locations, put in extra hours or take on additional responsibilities.? Clearly, these circumstances raise a number of logistical issues for HR, not least concerning how employees are going to be paid for any additional expenses that they might have to incur or any additional hours worked.? If employees are going to be expected to respond in the way that the organization wants them to, therefore, these issues also need to be ironed out in advance and communicated to staff so that they know precisely where they stand and are better able to concentrate on ensuring business continuity.
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No business can effectively recover from a disaster if its employees are running around like headless chickens with no idea of what is expected of them.? As well as using induction courses and staff handbooks to communicate your company?s expectations, therefore, be sure to issue regular reminders to your staff of the processes, procedures and provisions which are relevant to emergency situations.
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Source: http://www.hrninjablog.com/?p=2674
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