I haven’t written for some time because yesterday was my dissertation prospectus defense. Of course, as with every other aspect of my life, I was not at all normal.
The one comment that you hear from professors that isn’t weird is that the hoops you have to jump through in your chosen program are weird. That is, if something is at all different from the process your professors endured, then they will say, “It’s so weird how they do it here.” I love it. It brings normalcy to an incredibly abnormal decision to put yourself through hell in order to get a piece of paper.
So I made it through and my committee loves my topic, but they didn’t love the path I was on with methods. I thank God for them because they gave me direction, advice, and support.
My topic is quite amazing, I must agree. I am merging the four functions of emergency management with strategic human resource management and tying it all together with Dr. David McEntire’s six categories of vulnerability. The one thing I felt totally comfortable with was my approach in merging the two fields, that is, the theoretical framework. Emergency preparedness is definitely my business and how else can governments be prepared than through effective use of employees?
I am just writing a quick blog today because I’m organizing articles. However, I am interested in hearing from readers on ways that HR managers can help their local governments prepare for disasters. What can they do to mitigate? What can they do to prepare? What can they do to respond? What can they do to help recover?
Please send ideas. I’m building a table that consists of actual actions that can be taken so I’m looking for any suggestions you have.
This is one of those hoops that requires those ‘team-sters’ I talked about in the last blog. Can’t wait to hear what you have to say.
SM
Hi Stacey – I just wanted you to know that I have posted a link to this blog post in a couple of our groups, seeking input from your target audience. The groups:
– Gulf Coast Oil Spill (emergency management folks)
– Human Resources
You may also want to search here for other related groups, including a search on “emergency management”.
From the HR Group:
Comment by Tricia 33 minutes ago
Andy,
I guess you can forward this!?:
An employer’s disaster preparedness plan should consider the following:
Evacuation procedures should be published to every employee and evacuation drills (as well as fire drills) should be routinely conducted.
Maintain accurate emergency contact information to reach employees and next of kin.
Establish and publicize mechanisms (e.g., web site, telephone chain, recorded announcement) through which the employer may apprise its employees of any pertinent developments.
Reassess the means and manner in which critical information is stored, both physically and electronically to prevent irreparable physical damage from crippling the company’s operations.
Review existing property, casualty, business interruption, life and other insurance policies, and modify such coverage where necessary or prudent.
ALSO – have a contact list for benefits info (co. providers – med, disability, life insurance, worker comp, EAP, etc). Consider telecommuting!! Pandemics? Hand sanitizer, definately so it doesn’t spread if people have to come into work. Pretty brief summary. Any other questions, just let me know!
Comment by Doris Tirone 35 minutes ago
Hey Andy ~ You said you were interested in hearing from readers on ways that HR managers can help their local governments prepare for disasters … to prepare? to respond? to mitigate? to help recover? These questions all rely on employee development and great succession planning. If HR Managers factor “disaster preparedness” into our planning decisions, employees would be enabled to act at a moment’s notice!