In a disaster scenario, HR functions must ensure staff availability, competency continuity, psychological well-being, and workforce stability, while complying with regulatory, funding, and safeguarding requirements.
This chapter identifies the minimum resources required to maintain essential HR-related activities for SHINE during a disruption.
The resources defined below are calibrated to support people's safety, service continuity, and organisational resilience, recognising that HR operations may need to function remotely or from alternate locations while supporting frontline and programme staff.
Table S3: Minimum Resources Required During a Disaster for CBF-8
|
Sub-CBF Code |
Sub-CBF |
Recovery Location |
Minimum Resource Requirements Per Function Per Recovery Location |
Number of Staff (Min Qty) |
No. of Seats (Min Qty) |
No. of Tel (Min Qty) |
No. of PC/Laptops (Min Qty) |
Others (Please describe and provide min qty) |
|
8.1 |
Talent Acquisition & Recruitment |
Remote / HQ (Alternate Office) |
Ability to onboard critical staff replacements, contract staff, or volunteers; manage urgent hiring approvals and compliance documentation |
1–2 HR staff |
1–2 |
1–2 |
1–2 |
Access to recruitment platforms (1), secure access to HRIS & document repository (1), video conferencing tool (1) |
|
8.2 |
Staff Training & Development |
Remote / HQ |
Maintain mandatory training, safeguarding refreshers, and crisis-related briefings |
1 HR / L&D staff |
1 |
1 |
1 |
Learning Management System (LMS) access (1), online training tools (1), training materials repository (1) |
|
8.3 |
Performance Management & Appraisal |
Remote / HQ |
Ensure continuity of essential performance tracking, probation reviews, and funding-related reporting |
1 HR staff |
1 |
1 |
1 |
Performance management system access (1), secure digital records (1) |
|
8.4 |
Succession Planning |
HQ (Alternate) / Remote |
Identify and activate interim role coverage for key management and programme-critical positions |
1 HR / Management rep |
1 |
1 |
1 |
Succession plans and role-delegation matrix (1), access to organisation charts (1) |
|
8.5 |
Employee Well-being & Support |
Remote / HQ |
Provide staff welfare support, crisis communication, and coordination of psychosocial assistance |
2 (HR + Welfare Lead) |
2 |
2 |
2 |
Employee Assistance Programme (EAP) access (1), staff contact lists (1), crisis communication templates (1) |
|
8.6 |
Workforce Planning |
HQ (Alternate) / Remote |
Manage redeployment, shift planning, and staffing prioritisation to sustain essential services |
1 HR / Ops Planning staff |
1 |
1 |
1 |
Workforce planning tools or spreadsheets (1), access to duty rosters (1) |
The availability of minimum HR resources during a disaster is fundamental to SHINE’s operational resilience and duty of care to its staff.
By ensuring that critical HR functions—such as recruitment, training, workforce planning, and employee well-being—remain operational, SHINE can continue to support frontline programmes while safeguarding staff morale and capability.
The resource requirements outlined in this chapter represent the baseline needed to sustain HR continuity, not full-scale operations.
These requirements should be reviewed regularly, tested during exercises, and aligned with SHINE’s broader Crisis Management, Business Continuity, and Staff Care frameworks.
Strengthening HR resilience ultimately reinforces SHINE’s mission to serve children and youths effectively, even under adverse conditions.
Continuity of Care: Ensuring SHINE’s Mission Through Effective BCM |
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