The recent disaster in Christchurch has made a number of businesses in New Zealand ask the hard question - if faced with such an event - how would we cope?  Sadly, a number of Christchurch businesses will fail.  A survey in 2005 indicated that almost two-thirds of New Zealanders had no confidence in our disaster management services to be able to cope.  As a slient viewer of the constant news updates I think they have done an outstanding job.  Could we say the same of our businesses ability to respond and cope?

This key issue in the spotlight highlights the need to have strategies and mitigation procedures already established, ensuring the business is in a strong position to be able to cope or recover from the effects of these events.

Contrary to popular belief, this is not an area that can be handed off to the company technology experts in IT to ‘manage’.  The input from IT is essential for identifying what technical infrastructure and information back-ups the business may or may not have in place, but this is only a portion of the overall business planning requirements.  It is actually the people within an organisation that will ensure the success or failure of any businesses recovery program.

A cohesive, knowledgeable team will be required to effectively guide the business through an event, supported by the senior executives of the business.

HR provides leadership, guidance and support into many of the key areas required to successfully manage an organisation through an event along with assisting in the transition back to ‘normal’ operations. Some of the roles that an organisations HR team are likely to be significantly involved with during, and after a crisis may include the provision of:

• Executive management support – as part of an Emergency Management Team
• Up-to-date employee list & contact details – essential for effective Call Tree information and to validate the safety of all employees
• Remuneration information – who & what to pay employees including how this is to be achieved during the ‘crisis’
• Communications – updates internal to the business on the event, emergency service providers, local authorities, media etc.
• Recruitment, either temporary to assist with the recovery process, provision of increased security services to the business, or support ‘cover’ to free up permanent staff engaged in undertaking recovery operations
• Provision of counselling services for staff and family

There are many additional inputs that govern a successful recovery program and it’s all about planning, and being prepared.