EFFECTS OF THE 9/11 ATTACKS ON HRM IN THE USA
Many executives in HR departments were at the forefront of helping their employees on
9/11. Poe (2001) and Leonard (2001) profiled HR professionals who helped their employees to safety, helped account for those missing, set up communications links for those missing, and brought in employee assistance program (EAP) counselors for on-site help to those with stress problems.
A week after the 9/11 attacks, the main professional association in the human re- source management field, the Society For Human Resource Management (SHRM), surveyed
120,000 of its members about the effects of the attacks. There were over 5,600 responses; they indicated a number of changes in their organizations due …show more content…
It would also be important to protect management and production staffs during crises by relocating them to secure areas. Company crisis management plans include having concrete bunkers for executives and board members to gather to continue working to run the company.
Some company plans provided bodyguards and varied travel routes taken by executives and key personnel—for traveling to/from work or as a part of work. Companies tried to minimize air travel for their employees. Economy.com expected an extra hour’s delay at airports for security screening that would cost society an extra $8 billion/year. Special programs were provided to those traveling on company business for dealing with their fear of terrorism while flying (Bernasek, 2002). Another type of employee mobility, employee turnover and absenteeism, has not changed much—increasing only 2–5% after 9/11. For instance, although about a quarter of the respondents to the August 2002 SHRM survey said there were higher stress levels at work, only 3% reported employees at their firms leaving to take less stressful jobs (Cohen,
Many executives in HR departments were at the forefront of helping their employees on
9/11. Poe (2001) and Leonard (2001) profiled HR professionals who helped their employees to safety, helped account for those missing, set up communications links for those missing, and brought in employee assistance program (EAP) counselors for on-site help to those with stress problems.
A week after the 9/11 attacks, the main professional association in the human re- source management field, the Society For Human Resource Management (SHRM), surveyed
120,000 of its members about the effects of the attacks. There were over 5,600 responses; they indicated a number of changes in their organizations due …show more content…
It would also be important to protect management and production staffs during crises by relocating them to secure areas. Company crisis management plans include having concrete bunkers for executives and board members to gather to continue working to run the company.
Some company plans provided bodyguards and varied travel routes taken by executives and key personnel—for traveling to/from work or as a part of work. Companies tried to minimize air travel for their employees. Economy.com expected an extra hour’s delay at airports for security screening that would cost society an extra $8 billion/year. Special programs were provided to those traveling on company business for dealing with their fear of terrorism while flying (Bernasek, 2002). Another type of employee mobility, employee turnover and absenteeism, has not changed much—increasing only 2–5% after 9/11. For instance, although about a quarter of the respondents to the August 2002 SHRM survey said there were higher stress levels at work, only 3% reported employees at their firms leaving to take less stressful jobs (Cohen,