How to Create a Human Resources Business Continuity Plan
Unlike a disaster recovery plan, which focuses on how a business will recover after an major emergency like an earthquake or software malfunction, a business continuity plan prepares a company for minor disruptions. A business continuity plan typically covers each major department so business can resume when key staffers are out sick for an extended period of time or decide to leave their job. The human resources (HR) department will need to include several items in its business continuity plan, including how to plan ahead for a disruption of business and procedures for hiring new staff.
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Instructions
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Planning Ahead
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1
Meet with other department heads to discuss each administrator's role in forming the business continuity plan. The human resources director should be present, along with any other HR representatives who will be involved in creating the plan. If your company has hired a consultant to form the business continuity plan, meet with her to discuss the roles and responsibilities of human resources at your company.
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2
Review your organizational systems. This includes how you organize and store personnel files and your method for saving computer files. Type up your procedures for each of your organizational duties. For example, explain the steps you take when filing employee information and what you do with old personnel files of former employees.
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3
Create an outline of your hiring process. This should detail how you recruit new employees, create job descriptions, complete interviews with job candidates and train new personnel. Include explicit instructions for how to complete paperwork when an employee is hired.
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Back up any important data on your computer. Train an administrator or HR associate in how to access confidential information and retrieve backup files. Explain how you keep information secure and how long you keep old files before deleting them.
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5
Prepare a file that has hard copies of any digital forms. In case your computer is locked or malfunctions, another employee should be able to access them from a binder or folder. Include a schedule of when to turn in any reporting forms to government agencies, insurance companies, etc.
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Create an easy-to-access system that includes staff contact information, as well as a database of contact information for key partners or vendors. This may include who you contact for insurance purposes or a company that supplies you with training materials for new staff.
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Combine your work into a cohesive plan. Create a table of contents that clearly organizes each section of your plan. Keep the files on your computer so you can update them as necessary.
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Tips & Warnings
Practice the plan if your company has the time. Run through an example scenario and discuss what steps you would take according to the plan.
