2.2 Short Paper_ Wharton Human Resources Topic Reflection (1)

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2.2 Short Paper: Wharton Human Resources Topic Reflection 1 2.2 Short Paper: Wharton Human Resources Topic Reflection Diana Nunez OL-620 Total Rewards October 1, 2023
2.2 Short Paper: Wharton Human Resources Topic Reflection 2 For this assignment, I have selected the article “The Prepared Leader: The Five Phases of Crisis Management” by Erika James and Lynn Perry Wooten. The article highlights the five phases of crisis management: early warning and signal detection, preparation and prevention, damage containment, recovery, and learning and reflection (James and Wooten, 2023). Human Resources Strategy Human Resource personnel can use this information to underline the significance of leadership development programs that give leaders the abilities and attitudes necessary to successfully navigate each stage of crisis management. It stresses the necessity for leaders to respond effectively, methodically, and proactively amid a crisis. Another strategy is to collaborate with organizational leaders to develop crisis planning strategies and crisis management training programs that encompass all five phases of crisis management. This entails seeing warning indicators, putting precautionary measures into place and creating plans for damage containment, recovery, and reflective learning. Being able to identify, evaluate, and design training programs to help leaders and staff acquire the specific abilities and competencies needed at each stage of crisis management. This makes sure that the organization is better prepared to deal with crises when they happen. It is also important to underline the significance of leadership agility, particularly in times of crisis. Instead of only responding defensively, leaders should be encouraged to expand their skill set and adjust to changing situations. Being able to endeavor to create an adaptable culture within the organization. This entails establishing a culture of continual learning and progres as well as encouraging information exchange and a proactive approach.
2.2 Short Paper: Wharton Human Resources Topic Reflection 3 With this new strategy approach, it will help the organization be better equipped to deal with crises and its executives will be more adept at navigating each stage of crisis management. Compare As a Human Resource professional, I am always scanning internally and externally to find possible workforce management problems or difficulties, such as employee morale or developing workplace trends. To prevent possible HR crises like harassment or discrimination, I must actively prepare by creating policies, processes, and training programs. In the event of a crisis, I must investigate the situation, imporse the proper sanctions, and use crisis communication techniques to limit the harm to the organizations’ reputation and culture. By assisting employees and the organization in recovering from a crisis, as the HR professional is vital to the recovery phase. This could entail offering support services, personnel counseling, and methods for reestablishing confidence and morale. To identify lessons learned and make improvements after a crisis, I hold post-incident reviews and learning sessions. This can entail updating training programs, modifying policies, and putting preventative measures in place. The article underlines the need for certain talents and the capacity to expand one’s skill set in crisis leadership. During times of crisis, a lot of HR professionals assume leadership positions requiring for them to make wise judgements, communicate clearly, and adjust to shifting conditions. HR professionals should be proactive when foressign difficulties and taking action to address them before they become major crises. This may entail maintaining current on market trends, judicial developments, and staff engagement levels.
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2.2 Short Paper: Wharton Human Resources Topic Reflection 4 It is also important that as a HR professional I must effectively manage and discuss crises, with other departments, senior leadership, and employees. Communication that is transparent and clear is crucial. It is also important that when I make any critical decisions during a crisis, I must rely on information, knowledge, and best practices. Human Resource Leader The article stresses that crisis management includes both proactive preparation and recuperation in addition to damage control. The need of “Prepared Leadership” the ability to lead well under pressure and adapt to new requirements during a crisis is emphasized. It is suggested that leaders need to learn certain abilities and behaviors for each phase of crisis management (James and Wooten, 2023). When managers treat their employees poorly, they never forget it. We also remember how our institution, managers, and peers either helped us get through the crisis or did not (Petriglieri, 2020). As the Human Resource leader it is important to put the right training in place to make sure that managers are prepared for crisis matters. Following the five phases is a great start in the preparation process and making sure managers are able to handle a crisis. One thing I would change is the first phase, a HR professional should be involved in the first phase to make sure that the manager is actually recognizing the signs and seeing the importance.
2.2 Short Paper: Wharton Human Resources Topic Reflection 5 Reference James, E. H., Wooten, L. P. (2023, July 24). The Prepared Leader: The Five Phases of Crisis Management . Knowledge at Wharton. https://knowledge.wharton.upenn.edu/article/the-prepared-leader-the-five-phases-of-crisis- management/ Petriglieri, G. (2020, April 22). The Psychology Behind Effective Crisis Leadership. Harvard Business Review. https://hbr.org/2020/04/the-psychology-behind-effective-crisis-leadership