As our country moves deeper into conflict with Iraq, it is important to be ready for swift and unexpected change. Change can come on many fronts, from shifting operations as reservists are called to duty, to providing support for employees with relatives in the armed forces. Readiness today also means being prepared for the worst case scenario. The 9-11 attacks found US companies ill equipped to respond under emergency circumstances. As a result, many organizations are now investing in detailed contingency plans that cover communications and operations in case of a national crisis.

In an emergency, a strong contingency plan can be your company's best ally. Corporate leadership should bring executives and managers in all parts of the organization together to create an plan that directs operations in case of a local or national crisis. The plan should also take clients and suppliers into account. Companies experienced severe problems with their supply chains during the 9-11 crisis. In case of a homeland attack, it is possible that whole industries could be crippled or shut down.

The organization should also establish an emergency communications plan. This plan should establish protocols to disseminate information to employees under strained circumstances. Few companies have a strong grasp on where all their employees are at any given moment. Travel schedules and doctor appointments are not centrally monitored. As a result, it is important to establish a central communications strategy so employees, contractors, and contingency staff can make contact. Define channels for employees to check-in quickly and easily. The plan should facilitate multi-channel communications: email, phone, Intranet, pager, etc. Be ready to respond to questions from family members as well.

As the war progresses, more military reservists will be called to duty. Other members of the workforce might also be called to perform civic duties, such as emergency medical aid, firefighting, and peace keeping. It is not only important to know how many military and civil reservists work in your organization, but to be up-to-date on reservist policies. Poll your workforce to identify reservists on staff. This information will be critical if you need to shift and replace personnel quickly. It is also important to define a clear leave policy and publicize it among employees. Employees will need quick access to this information when planning the transition from work to service. If you need assistance planning your reservist policy, a good organization to consult is the Employer Support of the Guard and Reserve, http://www.esgr.org.

War tests every HR department’s preparedness and gusto. It is under these extreme conditions that HR’s management skills and policies are put to the test. Emergencies come in many forms. War, accidents, and natural disasters can all challenge operations. It is in every company’s best interest to establish a policy that facilitates staff transitions and communications in emergency circumstances. After the fact is never the best time to establish a plan.

Recruiters World Special Reports is a timely, in-depth news series that explores vital issues and trends affecting the human-capital industry. Published monthly, Recruiters World Special Reports is presented and distributed exclusively through Recruiters World in Review. Visit the Special Reports archive to read previous articles. Watch for new articles as they appear on the Recruiters World home page.