This week, the RWW saga continues with Mike sanding in the hall and opening Iris's office door and asking her if she was able to meet for the next hour, to which exclaimed, sure. Erik Paulson, the helpdesk manager was standing with Mike, both looking grave. Please bring the HR policy manual Mike requested of Iris for which Iris acquiesced. While progressing down the hall, Mike briefed Iris about the situation unfolding within the meeting room adjoining the office of the CEO where three people already resided. The trio entered the meeting room and quickly seated themselves, when the CEO of RWW, Robin Gateere, began the meeting. Facilitating the meeting was Jerry Martin for Legal. Also in attendance was the human resources senior vice president Gloria Simpson. Due to her knowledge of information security as it pertains to human resources policy, Iris was invited to this senior management meeting. Jerry from legal explained that hiring policies had to be reevaluated due to recent events. Jerry further explained that one of RWW's employees had been arrested leading to negative newspapers and television coverage of RWW. Come to find out, the employee that was arrested was convicted of sexual assault and was on parole. The employee in question was hired to work on the helpdesk by the IT department. After discovering that this employee was running a pornography site the police revoked his parole and was sent to the state prison. How and why he came to be an the employee of RWW and how to proceed was called into question. The employment of said employee was terminated due to the fact that he did not report for work. Erik admitted that he was the hiring manager and recruited Eric, the employee in question. Erik defended hi...
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... (Whitman & Mattord, 2010 p. 388). Thus, prescreening and only forwarding the applications of individuals with GIAD, CISA, CISSP, and / or CISM certification could potentially exclude a good number of highly qualified applicants.
2) I have explained what was wrong with the focus of human resources in the previous question. The authors of our textbook explain that many organizations use certification as a measure of a candidate's proficiency (Whitman & Mattord, 2010 p. 399). However, in most cases, there is no relationship between experience and certification. Thus, certifications alone do not identify candidates with the most work experience and / or appropriate expertise. (Whitman & Mattord, 2010 pp. 424 & 425).
References
Whitman, M. E., & Mattord, H. J. (2010). Management of information security. (3rd ed.). Boston: Course Technology, Cengage Learning.
through a public way online, which seemed very unprofessional. I think the outcome of her getting fired
Dan Locallo is a very contradicting man. When he began his career as a prosecutor he was anything but polite to the defense lawyers. Locallo himself describes himself as “kind of an asshole” towards defense lawyers (Courtroom 302, 59). During his time as a prosecutor, Dan Locallo became intrigued by the opportunity to become a judge. When Steve Bogira asked Locallo why he wanted to become a judge, his reply seemed simple. Locallo claimed that he never wanted to become a judge because of a “power-trip” he does claim that “the power of attraction was a great influence” (Courtroom 302, 59). However, Locallo admits that the real reason why he wanted to become a judge was because he would have the “ability to make decisions, to do justice” (Courtroom 302, 59). As a judge, Locallo seems to express three different personalities, which tend to change depending on the current case at hand. His personalities are being compassionate judge, being an understanding judge, or being a hard-nose tough judge. Each of these personalities are not only determined by the case, but also by whether Locallo will profit on the long run; whether or not he will get reelected as a circuit judge at the end of his term.
Security helps the organization meet its business objectives or mission by protecting its physical and financial resources, reputation, legal position, employees, and other tangible and intangible assets through the selection and application of appropriate safeguards. Businesses should establish roles and responsibilities of all personnel and staff members. However, a Chief Information Officer should be appointed to direct an organization’s day to day management of information assets. Supporting roles are performed by the service providers and include systems operations, whose personnel design and operate the computer systems. Each team member must be held accountable in ensuring all of the rules and policies are being followed, as well as, understanding their roles, responsibilities and functions. Organizations information processing systems are vulnerable to many threats that can inflict various types of damage that can result in significant losses (Harris, 2014). Losses can come from actions from trusted employees that defraud the system, outside hackers, or from careless data entry. The major threat to information protection is error and omissions that data entry personnel, users, system operators and programmers make. To better protect business information resources, organizations should conduct a risk analysis to see what
Facts of the case: Anna’s immediate supervisor, Michael, repeatedly required that she have “closed door” meetings with him. Closed-door meetings violate company policy. Other employees were aware of these closed-door meetings and, as a result, rumors began to spread that Anna and Michael were having an office romance. In fact, in these closed-door meetings Michael tried to convince Anna to lend him money, a practice that also violates company policy. Anna repeatedly denied the request and Michael stopped asking. However, the rumors continued and affected Anna deeply. She was treated like an outcast by her co-workers. Anna asked Michael to clear up the rumors, but he found them amusing. Anna had two evaluations where she scored low points for “integrity” and “interpersonal relations” as a consequence of the rumors. She was passed over for two promotions for which she applied where her skills and experience were superior to the employees who were promoted. She filed an action against her employer on the ground that her supervisor had created a hostile work environment because he refused to stop the rumors.
In creating the map the CIPD have enabled HR Professionals a way to measure their skills and experience against a standardised set of ideals and work to develop themselves in line with this to improve the effectiveness of the HR function. Through this the CIPD’s profession map defines the HR Profession.
U. S. Department of Labor, Bureau of labor Statistics (2011) Computer Security Occupational Outlook Handbook. Retrieved Januray 26, 2011, : http://www.bls.gov/oco/ocos305.htm
Blokdijk, Gerard and Ivanka Menken. 2008. Information Security Management Best Practice Workbook: Implementation and Management Roadmap for Threats, Challenges and Solutions - Ready to Use Supporting Documents Bringing Theory Into Practice. Lulu.
Reed, S. M. & Bogardus, A. M. (2012). PHR/SPHR Professional in human resources certification study guide. (4th ed.). Indianapolis, IN: John Wiley & Sons.
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
The first challenge facing human resource professionals in “The War for Talent” is addressing the emerging skills gap. As stated by Lauby (2016) The American Society for Training and Development (ASTD) defines the skills gap as “the gap between an organization’s current capability and those it needs,
National Institute of Standards and Technology. (2012, March/April). Basing Cybersecurity Training on User Perceptions. (IEEE Report 1540-7993/12). (pp. 40-49). Retrieved from University of Maryland University College IEEE Computer Society website: http://www.computer.org.ezproxy.umuc.edu/portal/web/csdl
The difference between the skills needed on the job and those possessed by applicants, sometimes called the skills-gap, is of real concern to human resource managers and business owners looking to hire competent employees. While employers would prefer to hire people who are trained and ready to go to work, they are usually willing to provide the specialized, job-specific training necessary for those lacking such skills. Most discussions concerning today’s workforce eventually turn to employability skills. Finding workers who have employability or job readiness skills that help them fit into and remain in the work environment is a real problem. Employers need reliable, responsible workers who can solve problems and who have the social skills and attitudes to work together with other workers. Creativity, once a trait avoided by employers who used a cookie cutter system, is now prized among employers who are trying to create the empowered, high performance workforce needed for competitiveness in today’s marketplace. Employees with these skills are in demand and are considered valuable human capital assets to companies. Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. These are the skills, attitudes and actions that enable workers to get along with their fellow workers and supervisors and to make sound, critical decisions. Unlike occupational or technical skills, employability skills are generic in nature rather than job specific and cut across all industry types, business sizes, and job levels from the entry-level worker to the senior-most position. Job readiness skills are clustered into three skill sets: basic academic skills, higher order thinking skills, personal qualities Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. Employability skills are teachable skills.
According to him, competency-based leadership development does not just drift, however it intentionally focuses on clear career aspirations. Meanwhile, he stressed that disciplined approach to career growth will enhance the organization's performance. Lucian Cernusca and Cristina Dima (2007) in their research essay explained the concept of competency and how competency is linked to performance and one‘s career development. The authors also look into some models of competency mapping and appraisal tools for performance management. A business might possess extremely capable human resources, but they might not work on the position that suits them. This is where competency mapping and the appraisal tools come to help the HR experts choose who should work on what
My strong curiosity towards the field of Cybersecurity dates back to my pre-university days when I started reading sci-fi novels. Digital Fortress, a techno-thriller novel written by Dan Brown, explored the theme of government surveillance, security and civil liberties. This theme is brought out in the book by portraying cryptographic techniques, security policies and implications of these policies. This gravitated me towards the field of security. With little programming experience, I was eager to begin my nascent adventure in the field of Cybersecurity. Although I’ve gained exposure in the field of security during the course of my Bachelor’s degree, I believe pursuing a master’s degree in Cybersecurity will allow me to explore the field of security in greater depth and utilize it effectively to address more real-world challenges.
The first thing that we must consider about Information Security is that there is not a final destination at which we can arrive. IT Security is an ongoing set of processes and activities that requires attention and expertise on a daily basis. It is important to understand that systems are not secured by themselves and it is our responsibility to maintain and improve them periodically as required. It is of vital importance to establish the appropriate mechanisms and requirements in order to support the company’s CIA triad. The following report will provide you guidance about auditing and hardening techniques applied though the 7 Domains by utilizing IT Security Best Practices.