Developing and HR Crisis Plan
  • CODE : GREC-0017
  • Duration : 60 Minutes
  • Level : Intermediate
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Dr. Chartier is the Principal of HRinfo4u, a human resource consulting firm, and a well-known educator and speaker. As a consultant, he works with organizations to improve the effectiveness and efficiency of their human resource function. He has worked extensively in designing, developing, and implementing human resource programs, procedures, and systems for smaller and mid-size firms up and down the Hudson Valley. Greg is a thought-provoking professional speaker and his wisdom and insights into management and leadership make him an electrifying speaker and seminar leader. His seminars are customized to reinforce the company mission, vision, values, and culture, and the content is practical for team leaders, managers, supervisors, and executives alike.

Dr. Chartier has a Bachelor’s Degree in Political Science, an MBA in Finance, and a Ph.D. in Human Resources. He is a National Member of the Society for Human Resource Management (SHRM) and is certified by the Human Resource Certification Institute (HRCI) as a Senior Professional in Human Resources (SPHR) and a Global Professional in Human Resources (GPHR) as well as a Senior Certified Professional (SCP) by SHRM.

He served on the Board of the local SHRM Chapter, the Westchester Human Resources Management Association (WHRMA), as the Treasurer for nine years. In addition, Greg served on the Board of the Business Council of Westchester in a variety of capacities and continues his service as the Chair of the Human Resources Council. Dr. Chartier also serves on the Board of the Child Care Council of Westchester. He works with the Continuing and Professional Education Program at Pace University and is a member of the faculty of the New York Medical College, where he teaches in the Masters’ in Public Health Program. He is the author of What Law Did You Break Today? A guide to the federal laws and regulations that employers must comply with.

The Human Resource Management Association defines a crisis as “a low probability, high impact occurrence that is often unexpected and unfamiliar.” Webster defines a crisis as any partial or complete disruption of a business’ key operations resulting in damage to equipment, property, people of the environment. While the Covid-19 pandemic clearly fits this definition so too does the recent weather impacts in Texas and the West Coast, the California fires last fall, and the recent Atlantic hurricane season. These events, which became a crisis, clearly require HR to be able to identify and plan for risks that impact the business.

Over the past few decades, business and HR leaders have begun to recognize the effect of risk on their organizations’ strategic success and, even, its survival. The ability to identify risks, especially emerging risks, is a critical competency of HR leaders, especially when linking it to HR’s mission of supporting better senior management decisions and more effective decision making. To be effective, risk management must have a broader approach, including strategic planning risks and the risks created by daily operations. A constant in today’s corporate culture is change. With change comes an increase in risk. It is imperative that today’s HR professionals have an awareness and understanding of these risks.

Areas Covered

  • The context of risk both internally and externally. Understanding the external environment, define risk appetites, and setting risk goals
  • How to identify and analyze risks is the first phase of risk management. The types of risks an organization must manage and the tools it can use to identify these risks, analyze them to understand their significance and potential impact, and prioritize
  • To examine the tactical levels of risk management and the various approaches to managing both the upside and the downside of risk
  • How to evaluate and audit risk management policies and processes as well as report on their implementation and assessing the effectiveness of the organization’s governance structure

Course Level - Anyone with responsibilities toward employees will benefit from this webinar but intermediate and senior-level HR professionals will particularly benefit from it.

Who Should Attend

This webinar is suitable for a wide range of professionals but will greatly benefit:

  • Vice Presidents, Directors, & Managers of Human Resources
  • Employment Managers
  • Employee Relations Professionals
  • Chief Talent Officers
  • HR Coordinators/Supervisors
  • Risk Managers and Professionals
  • HR Administrators
  • HR Analysts
  • Auditors

Why Should You Attend

Studies demonstrate that organizations that incorporate employee welfare planning into their crisis management plan are more likely to be successful compared to those that are only concerned about protecting systems, processes, infrastructure, and public relations as has been traditional. Human Resources is a vital partner in crisis management planning due to their understanding of employee needs and their role in organizational survival. A primary role to ensure that employees are well informed about potential crises that may affect the organization and that they are aware of their role in dealing with the crisis.

HR also provides skills and knowledge necessary in ensuring that employees can contribute to the organization’s sustainability by participating in the crisis management process.

Topic Background

The role of HR has been changing dramatically over the past few years. The Covid-19 pandemic has highlighted many of those changes but significantly the need for HR to do a better job preparing for a crisis. We’ve seen increasingly active Atlantic hurricane seasons, major cyberattacks against global corporations, and secondary losses of key infrastructure following major disasters. Organizations in the public and private sectors are asking their teams to do more with less while also performing to higher standards. The need to recover quickly from losses is as important as ever, while in many cases the resources are thinner than they used to be.

These realities require new and innovative approaches and the need for HR to be better prepared when the crisis occurs.

  • $149.00



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