A continuity plan identifies methods a company will use to continue operations after being affected by a major event. Human Resources professionals in an organization play an integral role in the creation of continuity plans, and they should be among the core team called on to enact a plan in the event of a disaster. Although each plan should reflect the company's specific human resource reserves and structure, there are four main components to these types of plans. This aspect pertains to how the company will respond to the continuing effects of the disaster. The purpose of this Continuity Plan, hereafter referred to as "the Plan," is to provide directions to Human Resources staff, company managers and employees about the policies and procedures for handling a disaster.
The Plan comes into effect only after the highest ranking office in the Company's main office at the time of an event declares the event to be a disaster.


Once declared, the Human Resources Manager will call for emergency assistance to the appropriate authority and assist employees in evacuating and ensuring that all employees are accounted for. HR Matters is a trusted resource for expert human resource management tips, techniques, explanations, compliance-related information and more. Such events can be of any type, including a pandemic flu, natural disaster, theft of private business information or a fire. By considering each of these four, business owners and managers will likely cover the majority of their company's needs and be able to develop a sustainable, practicable plan. The "Response Checklist" section of this example can be completed with items specific to your business.
Specifically, the plan details what the company will do to remain in operation after the disaster.


The ultimate aim of the Plan is to provide the necessary details to permit the Company to resume normal operations as soon as possible after the event. After declared, the Human Resources Manager will be in charge of implementing and executing the Plan. Additionally, consider performing a trial-run to ensure that the planned procedures are feasible. In the absence of a Human Resources Manager, the highest ranking manager will be responsible.



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