- Melissa Agnes, Crisis Management Speaker and Consultant, President and Co-Founder of Agnes + Day Inc.
- Trevor Butler, General Manager of Information Technology, City of Lethbridge
- Timothy Coombs, Professor and author in the field communications and crisis management, University of Central Florida
- Tim Hickernell, Independent Consultant
- Deb Hileman, CEO, Institute for Crisis Management
- Ann Hutchison, Senior HR Advisor and Crisis Communication Instructor, Western University
- Dr. Bernard Jones, Owner/Principal, B Jones BCP Consulting, LLC Professor and Continuity Consultant, Berkeley College
- Larry Liss, Chief Technology Officer, Blank Rome LLP
- Robert Miller, Information Services Director, Witt/Kieffer
- Tony Ridley, CEO, Intelligent Travel
- Kris L. Roberson, Disaster Recovery Analyst, Veterans United Home Loans
- John A. Parnell, Belk Chair of Management and author in the field strategic and crisis management, University of North Carolina-Pembroke
- Andrew Sharp, Senior Research Analyst, Infrastructure & Operations, Info-Tech Research Group
- Frank Trovato, Research Director, Infrastructure & Operations, Info-Tech Research Group
- Kevin Warner, Security and Compliance Officer, BRIDGE Healthcare Partners
- The more effective HR is at enabling the development and maintenance of business continuity plans, the greater organizational performance is (McLean & Company’s 2021 HR Trends Report; n=732).
- However, only 42% of HR departments are effective at enabling the development and maintenance of a business continuity plan (McLean & Company’s 2021 HR Trends Report; n=759).
- HR needs to improve crisis response plan capabilities in order to better contribute to the organization’s navigation of crises.
The question is not if but when a crisis will hit. Prepare business continuity management response plans that address the talent implications of crises, to keep the employee experience top of mind.
Impact and Result
Implement business continuity management best practices by creating business continuity plans for the HR department, providing input regarding the people impacts of non-HR business continuity plans, and playing an active role in organization-wide crisis management teams.
This guided implementation is a twelve call advisory process.
Guided Implementation #1 - Identify potential crises
Call #1 - Review Crisis Workbook and prioritize 3-5 crises.
Call #2 - Create scenarios for prioritized crises.
Guided Implementation #2 - Develop business continuity plans
Call #1 - Discuss how to capture HR process workflows, dependencies, and workarounds.
Call #2 - Customize impact scoring scales.
Call #3 - Review results of the business impact analysis and confirm criticality tiers.
Call #4 - Review recovery workflows and the plan for return-to-normal.
Call #5 - Examine BCP projects and how to present to key stakeholders.
Guided Implementation #3 - Create crisis management plans
Call #1 - Develop a crisis notification, escalation, and assessment workflow.
Call #2 - Review emergency response plans and discuss criteria for BCP activation.
Call #3 - Determine the crisis communication plan.
Guided Implementation #4 - Prepare the organization