Ct-315 Security Management Paper

The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.

The Degree of oversight related to the company’s control structure exercised by the management: Section 4, under topic Assignment of Authority and responsibility, of the questionnaire suggests that the Supervisors have broad levels of authority and the responsibility of day-to-day decisions lies on the shoulders of the supervisors and

     On September 24, 2010, a laptop was stolen from an unlocked Urology office at the Henry Ford Health Systems hospital. The laptop did contain password protection software; however, it may not have been enough to permit access if the thief had advanced knowledge in computers. Additionally, the information stored on the laptop did not include social security or health insurance information, but instead held “patient names, medical record numbers, dates of birth, telephone numbers, e-mail addresses, and treatment and doctor visits” (Moscaritolo, 2010, p. 1). It is unknown how many records were contained on the laptop, but all records were related to prostate services that were provided during an eleven year span.

Global Information Assurance Certification (GIAC) is an information security certification entity that specialises in technical and practical certification as well as new research in the form of its GIAC Gold program. SANS Institute founded the certification entity in 1999 and the term GIAC is trademarked by The Escal Institute of Advanced Technologies.

o A narrow span of control allows a manager to communicate quickly with the employees under them and control them more easily

Which domain requires annual security awareness training and employee background checks for sensitive positions to help mitigate risk from employee sabotage?

The position outlined in my Individual Development Plan (IDP) for attainment in the next five years is, the Security Director. The role involves the management and direction of six departments consisting of; Cyber Security, Global Security, Information Security, Program Management, Protective Force, and Security Systems. In total, the role oversees 45 programs in planning, implementing, and maintaining all applicable policies and orders for protection of facilities, information, equipment and personnel. As the Security Director, it requires assurance of compliance with the Department of Energy (DOE) and Company standards in all aspects of cyber, technical, and information security activities including security education, document and material classification and control, and records management. Also, the administering of the Personnel Security Program, which includes pre-employment screenings, clearance processing and maintenance, visitor control, vendor security and internal investigations.

The National Institute of Standards and Technology's physical security over and again neglected to keep covert specialists out of limited regions of NIST grounds, as indicated by an appraisal by the Government Accountability Office.

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

This memo describes the reasoning behind making a brochure for our company, Security Focus. In this memo, we hope to explain the purpose, persuasive appeal, audience, and what this project accomplishes for the brochure. Accompanying this memo is a brochure that highlight our company’s most appealing aspects.

This assignment will be investigating what constitutes “best practice” in recruitment and selection, and explain what strategies should be used to ensure the best qualified and most effective employees are selected. In particular this essay will focus on;

In addition, the ability for an individual to have thirty direct reports, may say a lot in itself. It is of the viewpoint that a lot goes into managing a big group of employees, each individual is different with various needs. Each individual may experience work situations that need attention or have situations in one’s personal life that can potentially impact the employees work or work environment negatively; all of that can take a lot of time from the manager (Draft,

Looking for the proper employees is a managers and human resources simple but unpredictable task. Deciding who to

One of the most crucial elements of a successful or productive organization is an effective employee selection process. The significance of this process emanates from the fact that how workers carry out their jobs plays a crucial role in determining the level and extent of success of an organization. Due to the significance of an employee selection process, organizations draw candidates for open positions from the labor market. Actually, top-performing or successful organizations draw candidates from approximately 60 percent of the labor market. This trend includes sourcing for passive candidates who would prefer to remain contented with their present job. Moreover, organizations will relatively low or poor performance draws candidates from nearly 40 percent of the labor market and active workforce. An example of a top-performing organization that draws candidates from the labor market is Wal-Mart. The labor market plays a crucial role in employee selection with regards to having a population with the necessary qualifications for working in various organizations.

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug