When disaster strikes, guiding your workforce during the incident, and then getting your employees back on their feet and back to work, could be the key to your company’s survival. The odds of your business recovering quickly from a major disaster greatly improve if you are prepared and have practical plans in place for managing your workforce in the face of a major crises such as a fire, hurricane or earthquake.
The Mayo Clinic’s emergency staffing plan proved its mettle when Hurricane Katrina struck the Gulf Coast in 2005.
When the rains, winds, fire or floods have ceased, it’s time to pay attention in equal part to people’s physical and emotional states in anticipation of going back to work.
Created by the Mayo Clinic’s HR manager, this article outlines the steps for creating an emergency staffing plan. With proper preparation, you will be calm and ready for any major emergency event you might face.
While many companies have faced and resolved some of the issues outlined below, employers everywhere may someday confront similarly daunting circumstances, whether because of hurricane, earthquake or other natural—or even manmade–disaster.
Our supervisors are not giving enough thought to the serious task of performance evaluations. We also lack specific criteria for measuring performance. How can I change the performance evaluation criteria, and where do I start? I’d like to shorten the process.
This audit–used by the Commonwealth of Virginia–allows you to examine your recruiting, training, benefits, and labor relations policies.
Steps to take in the unlikely event of a shooting, a plane crash, an earthquake, or a chemical exposure.
Workforce planning lets HR manage talent shortages and surpluses. By understanding business cycles and tending to “talent pipelines” and current talent inventories, HR can act, instead of just react.
Major competencies for which employers look, along with some of the behaviors associated with each.