I haven’t written for some time because yesterday was my dissertation prospectus defense. Of course, as with every other aspect of my life, I was not at all normal.
The one comment that you hear from professors that isn’t weird is that the hoops you have to jump through in your chosen program are weird. That is, if something is at all different from the process your professors endured, then they will say, “It’s so weird how they do it here.” I love it. It brings normalcy to an incredibly abnormal decision to put yourself through hell in order to get a piece of paper.
So I made it through and my committee loves my topic, but they didn’t love the path I was on with methods. I thank God for them because they gave me direction, advice, and support.
My topic is quite amazing, I must agree. I am merging the four functions of emergency management with strategic human resource management and tying it all together with Dr. David McEntire’s six categories of vulnerability. The one thing I felt totally comfortable with was my approach in merging the two fields, that is, the theoretical framework. Emergency preparedness is definitely my business and how else can governments be prepared than through effective use of employees?
I am just writing a quick blog today because I’m organizing articles. However, I am interested in hearing from readers on ways that HR managers can help their local governments prepare for disasters. What can they do to mitigate? What can they do to prepare? What can they do to respond? What can they do to help recover?
Please send ideas. I’m building a table that consists of actual actions that can be taken so I’m looking for any suggestions you have.
This is one of those hoops that requires those ‘team-sters’ I talked about in the last blog. Can’t wait to hear what you have to say.