A Study Of HRMs Response To The Events Of 9/11

The 9/11 terrorist attacks leveled the twin towers of New Yorks World Trade Center, caused serious damage to the Pentagon, and disrupted the national economy. The response by corporate organiza-tions, hardest hit by the events of 9/11, has turned the familiar phrase business as usual into an anachronism. Effective human resource management (HRM) practices are critical for any organization to appropriately respond and recover from catastrophic events, such as those of 9/11. In the aftermath of 9/11, corporate organizations have recognized the need to change many of their HRM practices. Possible explanations for recent changes in HRM practices are twofold: 1) as precautionary measures intended to avert man-made disasters, and 2) to enhance the organizations capability to immediately and effectively respond should a disaster strike. Irrespective of the reasons organizations are changing their HRM practices, they are placing more importance than ever on the need to optimally utilize and safeguard their most valued asset employees. Exploratory research on the initial responses by corporate organizations to the events of 9/11 reveals: 1) that many did not have disaster plans in place, and 2) that an even larger number were poorly prepared to deal with the disasters immediate impact on employees, particularly the negative psychological consequences engendered by such a disaster. This exploratory paper culminates in a proposed HRM Practices Disaster Recovery Diagnostic Tool. This tool would allow an organization to assess the adequacy of their HRM practices in responding to man-made disasters