...WK 7 CASE STUDY 2 DEVELOPING THE FORENSICS To purchase this visit here: http://www.activitymode.com/product/sec-402-wk-7-case-study-2-developing-the-forensics/ Contact us at: SUPPORT@ACTIVITYMODE.COM SEC 402 WK 7 CASE STUDY 2 DEVELOPING THE FORENSICS SEC 402 WK 7 Case Study 2 - Developing the Forensics, Continuity, Incident Management, and Security Training Write a five to seven (5-7) page paper in which you: 1. Consider that Data Security and Policy Assurance methods are important to the overall success of IT and Corporate data security. a. Determine how defined roles of technology, people, and processes are necessary to ensure resource allocation for business continuity. b. Explain how computer security policies and data retention policies help maintain user expectations of levels of business continuity that could be achieved. c. Determine how acceptable use policies, remote access policies, and email policies could help minimize any anti-forensics efforts. Give an example with your response. 2. Suggest at least two (2) models that could be used to ensure business continuity and ensure the integrity of corporate forensic efforts. Describe how these could be implemented. 3. Explain the essentials of defining a digital forensics process and provide two (2) examples on how a forensic recovery and analysis plan could assist in improving the Recovery Time Objective (RTO) as described in the first article. 4. Provide a step-by-step process that could be used...
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...| Learning and Developing Design | Trisco Foods | | | Contents Executive Summary 3 Recommendations 3 1. Introduction 4 2. Learning Objectives 4 3. On or Off The Job Approach 5 4. On The Job Process 6 5. Off The Job Process 7 6. Program Schedule 8 Conclusion 8 Reference List 9 Appendix A Hierarchy of Need and Learning Objectives 10 Appendix B Learning Contract 11 Appendix C Session Plan Coversheet 13 Appendix D Program Schedule 16 Executive Summary Trisco Foods has a performance gap between the actual performance of syrup makers and the expectations of management to these makers. This kind of performance gap leads to a growth reduction over the last few years with the percentage of 10, which is a big organizational problem to this company. This report intends to design a learning and developing program in order to fill the gap and achieve better performance. This program will include on the job approach and off the job approach. During the design, both on the job method and off the job methods are taken into account and generate a combination to receive a better influence. It is important to evaluate the learning program and guarantee the designed program is applied to the reality, which are considered in the recommendations. Recommendations After the learning and development design program has been designed, it was designed on the basis of meeting the learning need of compliance because they do not have a good understanding...
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...Introduction Wayne Mondy defines training as “Activities designed to provide learners with the knowledge and skills needed for their present jobs.” Training, therefore, is job specific and is concerned with the day to day performance improvement of the employee. Teaching a new employee hired for the R&D department the use of design software training or teaching a plant worker the operation of a machine constitutes training. Training is also project related. Suppose a new project has arrived at an organization and very few people possess the technical know-how to execute the project. They are then entrusted with the task of spreading the knowledge of the skills required and ensuring that the right people know the right things required to execute the project. This constitutes training. A newly promoted employee needs training to be able to fit into his/her new role and perform as expected. A technically competent designer may have been promoted to a managerial or executive job on request or due to exceptional performance. He may not be comfortable with the use of for example, MS Office. He will then require training for the same. Development is defined as “Learning that goes beyond today’s job and has a more long-term focus.” It prepares every employee to keep pace with the organization’s pace of growth. In today’s world, where customer focus and changing customer needs are the key drivers for growth, development plays a pivotal role. It looks towards enhancing or adapting...
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...Staffing in Management Staffing is that part of the process of management which is concerned with acquiring, developing, employing, appraising, renumerating and retaining people so that right type of people are available at right positions and at right time in the organisation. In the simplest terms, staffing is ‘putting people to jobs’. Staffing Definition "Staffing is the function by which managers build an organisation through the recruitment, selection, and development of individuals as capable employees" - McFarland Importance of Staffing • Filling the Organisational positions • Developing competencies to challanges • Retaining personnel - professionalism • Optimum utilisation of the human resources Staffing Process 1. Analyzing Manpower requirements: It is making an analysis of work and estimating the manpower requirement to accomplish the same. 2. Recruitment: It is identifying and attracting capable applicants for employment. it ends with the submission of applications by the aspirants. 3. Selection: It is choosing the fit candidates from the applications received in the process of recruitment. 4. Placement: This may be on probation and on successfully completion of the same the candidate may be offered permanent employment. 5. Training and Development: It is concerned with imparting and developing specific skills for a particular purpose. 6. Performance Appraisal: Systematic evaluation of personnel by superiors or...
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...EMPLOYEE ORIENTATION: Developing and Implementing an Effective Orientation Plan by Yolanda Y. Loper A Paper Presented in Partial Fulfillment Of the Requirements of OM5004 People at Work October, 2003 Abstract This paper will discuss the process for developing an effective plan to orient new employees to the Lancaster School District’s Early Childhood Education Division. The author will guide the reader through the steps for developing and implementing an effective orientation process for new employees. The paper will review existing district policies and procedures as they relate to the training of new employees. In particular, the paper will focus on three areas: 1) the steps for developing an orientation, (2) the roles of each department/division/unit in orienting new employees, and (3) the content of the orientation for classified, certificated and administrative staff. Introduction A school district is a complex structure. It is an organization of many policies and procedures, covering everything from employee absences to payroll; however, the one procedure that is lacking in the Lancaster School District is an orientation process for new employees. New employees are expected to “hit the ground running.” As a result, the district loses thousands of dollars each month for overtime spent correcting new employee’s mistakes (Soliz, Chris. Telephone interview. August, 2003). In some cases, a new employee receives a policies and procedures...
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...Running Head: Human Resource Management 1. Explain what HR management is and how it relates to the management process (in other words, define HRM, make a list of the management process, and identify what part of the management process is responsible for HRM. Answer: Human resource management is the process of acquiring, training, appraising, and compensating employees, Most experts agree that there are five basic functions (management process) all managers perform: planning, organizing, staffing, leading, and controlling. In total, these functions represent the management process. Some of the specific activities involved in each function include: Planning: establishing goals and standards; developing rules and procedures; developing plans and forecasting ？predicting or projecting some future occurrence. Organizing: give each subordinate a specific task; establishing departments; delegating authority to subordinates; establishing channels of authority and communication; coordinating the work of subordinates. Staffing: deciding what type of people should be hired; recruiting prospective employees; selecting employees; setting performance standards; compensating employees; evaluating performance; counseling employees; training and developing employees. Leading: getting others to get the job done; maintaining morale; motivating subordinates. Controlling: setting standards such as sales quotas, quality standards, or production levels; checking to see how actual...
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...Training and Development to Prepare Future Leaders Kimberly Farmer Kimberly.Farmer@live.com Keller Graduate School of Management Professor Carden March 29, 2015 HRM 594 Introduction This paper aims to show the relationship between development and training and how these concepts can be used to prepare future leaders. I will delve deeper into the differences between training and development and when each concept should be used and for what type of individual. Furthermore, a detailed look into succession planning, the pros and cons and how it can be effective in the long term success of an organization. Approach Failure to plan for the future can be devastating to a company. According to a recent study by Egon Zehnder International, “the number of managers available to step into leadership roles will drop dramatically in the coming years.”(Developing Future Leaders: The Importance of Succession Planning | The Glasshammer) One would guess why that it so? Well, in my opinion, it is because there is a lack of highly trained and developed managers that are ready and able to fill the positions. This means that recruiters are going to have to become more creative to find the talent internally, because hiring from the outside will become more costly and slightly more difficult. “Historically, companies only considered leadership development a priority for top executives. Market issues are beginning to change this mindset and more and more organizations are starting to...
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...10/15/12 Harris-Stowe State University Human resource management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns (Dessler, 2011). Human Resource management is tied into the concept of the management process which includes planning, organizing, staffing, leading, and controlling. Planning is when goals are established, along with standards, developing rules, procedures, plans and forecasts. Organizing is when each subordinate is given a task, authority is delegated, and departments are established. Staffing is the process of when you determine what type of people you need to hire, developing them, and evaluating them. Leading may be the most important because it involves getting other to get the job done while maintaining morale and motivation. The last step is controlling which is when standards are set, performance is checked, and taking corrective actions implemented. This process is very similar to the steps that are involved in Human Resource Management. This process includes conducting job analyses, planning labor needs and recruiting job candidates, selecting job candidates, orienting and training new employees, managing wages and salaries, providing incentives and benefits, appraising performance, communicating, training and developing managers, and building employee commitment. Now the question that many may have is, “Why is Human...
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...Paper III Manpower Planning and Training Response Sheet I 1. What is Human Resource Planning? Identify its objectives and role in human resource management? Definition: HRP is a process which includes forecasting, developing, implementing and controlling by which a firm ensures that it has the right number of people and right kind of people, at the right place, at the right time, doing things for which they are economically most suitable. Its ultimate objective is to effectively use the scare talent in the interests of the labor and the organization. Through HRP, organization ensures that it has the right number and kind of people, at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives. Objectives: 1. To include various aspects through which an organizational tries to ensure that right people, at right place, and at right time are available. 2. It determines the future needs of manpower in the light of organizational planning and structure. Therefore, it depends heavily on these factors. Determination of manpower needs in advance facilitates these factors management to take up necessary action. 3. To take in account the manpower availability at a future period in the organization. Therefore, it indicates what actions can be taken to make existing manpower suitable for future managerial positions and the gap between needed and available manpower can be...
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...Importance of Training for Employees Anonymous HRM 326 Importance of Training for Employees The effectiveness of an organization greatly depends on how resourceful are its employees and how well prepared they are to meet challenges at work. Many organizations request the services of outside consultants to identity and implement trainings to improve the performance of its’ employees. Nowadays, the diversity of cultures in the United States, the complexity of the law system, and the challenges employees face regularly in their work places, are forcing organizations to train their employees to overcome these challenges. Trainings in legal requirements, diversity, and employee’s growth have become necessary for organizations to maintain the effectiveness of the employees. The main focus of this paper is to discuss how important are these subject areas to the development of employees professional and personal needs. Also the paper will focus on what benefits organizations acquire by implementing these types of employee trainings. Employees’ Legal Requirements During Training There are many potential situations during training that can adversely affect the reputation of an organization and can make employees vulnerable to legal actions (Noe, Chapter 10, 2008). Some of these adverse situations that can occur during training are employees getting injured during training events, not including all genders and races in the training, providing...
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...ORIENTATION: Developing and Implementing an Effective Orientation Plan by Yolanda Y. Loper A Paper Presented in Partial Fulfillment Of the Requirements of OM5004 People at Work October, 2003 43725 7th Street East Lancaster, CA 93535 (661) 951-3737 Queenbyoli2@cs.com Dr. Hammond Abstract This paper will discuss the process for developing an effective plan to orient new employees to the Lancaster School District’s Early Childhood Education Division. The author will guide the reader through the steps for developing and implementing an effective orientation process for new employees. The paper will review existing district policies and procedures as they relate to the training of new employees. In particular, the paper will focus on three areas: 1) the steps for developing an orientation, (2) the roles of each department/division/unit in orienting new employees, and (3) the content of the orientation for classified, certificated and administrative staff. Table of Contents Table of Contents ii List of Tables ?? List of Figures ?? Introduction ?? Etc. List of Tables Table 1: {Title} ?? List of Figures Figure 1: {Title} ?? Introduction A school district is a complex structure. It is an organization of many policies and procedures, covering everything from employee absences to payroll; however, the one procedure that is lacking in the Lancaster School District is an orientation process for new...
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...THE TRAIN THE TRAINER PROCESS INVOLVES • Pre-training Evaluation ------------------------------ Session 1 Participatory Training Principles and Practices • Guidelines • Knowledge of learners (Interactive talk, followed by discussion) ------------------------------------------------- Session 2 Requirements, Qualities and Role of a Trainer ---------------------------------------------- Session 3 Facilitating an Effective Learning Environment (Interactive talk-cum-discussion) ---------------------------------------------------------- Session 4 Principles and Practices of Training an Adult Learner, (Illustrative talk, followed by discussion) ---------------------------------------------------------- Session 5 Proper use of Communication and Media for Effective Training • Qualities of a good communicator • Considerations for an effective message • Media use in training (Illustrative talk) ------------------------------------------------------ Day 2 Session 6 Training Methods – Their Importance and Use (Illustrative talk) ---------------------------------------------- Session 7 Introducing the training manual on -------------- ---------------------------------------------- Session 8 Introducing the Lecture method, followed by Practice Session on training ---------------------------------------------------------- Session 9 Presentation of the Interactive Talk method, followed by Practice Session on training ------------------------------------------------ ...
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...Training Program Development and Delivery The senior leadership of the customer service call center has realized that current practices are damaging the organization’s reputation and without making some serious improvements in training and development the organization will not have a future. Hiring a HR advisor to progress from their current state is the first step in the right direction. The HR advisor is responsible for providing the customer service call center with valuable practices to establish a well organized training program. In addition the HR advisor has to implement guidelines on how to educate and develop current and new employees. This paper will provide the necessary analysis to ensure that the customer service call center can increase employee satisfaction and therefore increase profits. Components of job analysis and design The first step in analyzing the situation in the customer service call center is to gather information on the organization’s business plans, the job descriptions, job specifications, and job contexts. Then continue with studying the essential functions for each job. “The analyst lists the tasks that comprise the job and determines the skills, personality characteristics, educational background, and training necessary for successfully performing the job” (Byars & Rue, 2008, p. 66). Analyzing the situation of the customer service call center takes time and requires input from employees, managers, and leadership. The HR advisor can pursue...
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...Introduction Technology has taken a big step in today’s world and is developing in all industries and sectors. These developments can successfully be implemented into the process of human resource training in many different organizations and companies such as Tesco. Technology allows for ease and a more efficient way of obtaining a goal. Different strategies and mechanisms can be introduced which will allow desired results to be achieved within a short period of time. This could be extremely important for organizations such as Tesco as a reduction in time means more profit. This report will analyse and discuss how the development of technology can be implemented into the training and development process at Tesco, one of the world’s biggest and most successful retail stores. Tesco is the third largest retailer in the world in terms of revenue. The company operates in 14 different countries worldwide with 4,331 stores and almost 470,000 employees. Business strategy Tesco has developed many strategies which focus on five main factors, 1. Core UK business 2. The Community 3. Non-food items 4. Retailing services 5. The International market Tesco’s like many other companies as a key focus to not only make a profitable business, but also a sustainable one. Therefore making sustainability a key aspect, Tesco conducts many business strategies to improve their company. Business execution In Tesco, technology has implemented something called ‘cloud computing applications’...
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...Training and Development Omar Simpson University of Phoenix HCS/341 Prof: Norma Lloyd March 19, 2012 Training and Development Successful organizations and managers view employee training as an investment in there people, not an expense. Managers want their staff to have the best skills and be knowledgeable of the organization and its customers. Training and development are often in association with each other, but the two are not the same. Training is providing an employee with specific skills to perform his work duties. In contrast, development is an effort to prepare an employee with the abilities an organization may need in the future. In this Training and development paper, there will be a discussion about training and developing employees in the health care system. Training and education is vital in health care. The health care world is on the cutting edge of new technology and medicines. Healthcare organizations must remain abreast on training and education for their employees. Education involves a learning process using values, theories, and a model to develop understanding training is providing specific skills to an employee. Both education and training are important as people depend on the skills, advice, and accuracy of health care professionals. If health care professionals are not knowledgeable about different medicines or have training for new and advance technologies in today’s society there will be more devastating health care issues because of...
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