Future Disaster Recovery and Preparation

Dear Career Coach:
Our company came through this summer's massive power outage relatively unscathed, but management and staff are now more concerned than ever about data and physical security. I'd like to take the initiative to ensure we're better prepared for the next disaster, but I'm not sure where to start.
Nervous in New York

Dear Nervous:

Good for you for stepping up to the plate. You and your colleagues are not alone in your concerns: Fifty-eight percent of security professionals and 66 percent of the public say workplace security is too lax, according to a survey by Guardsmark, a New York-based security service. Other findings: Fifty-five percent of security professionals say their companies lack off-site backup facilities, and 45 percent say their companies do not conduct emergency drills.

Use these and other stats to build the business case for data- and physical-security improvements. You'll find Guardsmark's step-by-step guide to assessing risk and steps for implementing an emergency preparedness plan here.

Dear Career Coach:
My human-resources manager asked me to help her pitch an HR management system--our organization has only about 900 employees and seven HR people. I think she's concerned that HR is losing its strategic position because we're not doing much hiring these days. I don't want to risk advocating an HR management system that could be overkill. How should I proceed?

Looking Out for No. 1

Dear No. 1:

Look at it this way: It's a good thing your HR manager asked you to collaborate on this project--it shows she values not just your technical expertise, but your ability to think strategically. Rather than worry, investigate the HR management systems on the market and make your recommendations.

Many small companies have been happy with Automatic Data Processing's HR management systems, according to Steve Delahunty, executive director at the Network Professional Association (www.npa.org). Steve says he has heard good things about ACCPAC International's HR Series, and he noted SAP has an ASP version of its HR system for small companies.

But be forewarned: HR systems tend to require customization, because policies and procedures vary widely from one company to another. Get input from your peers at other companies, but don't implement any HR system without testing it in your own environment first (for more information on do-it-yourself product testing, see "DIY Lab Testing," Sept. 25).

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