...IT 454 Security Management Plan Marshall Miller December 20, 2015 Table of Contents Section 1: Information Security Management 4 Intro to Organization 4 People 4 Physical Security 4 Training of Security 4 Information Technology Training 4 Technology 5 Project Manager Roles 5 Section 2: Security Program 6 Data Classification 6 Management Support 7 Hierarchy Reporting Structure 8 8 Section 3: Security Policies 10 Acceptable Use Policy 10 1. Overview 10 2. Purpose 10 3. Scope 11 4. Policy 11 5. Enforcement 13 6. Definitions 13 7. Implementation Date 13 Section 4: Security Policies 14 Risk Assessment 14 Quantitative Risk Analysis 14 Quantitative Risk Analysis 14 Methodologies 15 1. Transfer 15 2. Avoid 15 3. Reduce 15 4. Accept 16 Summary 16 Section 5: Controlling Risk 17 Administrative 17 Human Resources 17 Organizational Structure 17 Security Policies 18 Technical 18 Access Control 18 System Architecture 18 System Configuration 18 Physical 19 Heating and Air Conditioning 19 Fire 19 Flood 19 Summary 19 Bibliography 20 Section 1: Information Security Management Intro to Organization My organization is about a federally recognized business called JPPSO (Joint Personnel Property Shipment Office). JPPSO specializes in the shipping of military personnel goods. JPPSO works hand in hand with the United States Air Force to enforce the safe shipping of military household goods...
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...Base Line Intro Job satisfaction enhancement programs are widely researched and implemented in business of all sizes today. Job satisfaction has direct correlations to both performance and retention in the workplace resulting in a need for employees to seek ways to improve employee satisfaction. There exists many factors that affect employee satisfaction including working conditions, opportunity for advancement, stress level, respect from co-workers, and relationships with supervisors however implementing these factors can prove challenging. While creating a respectful work environment is expected in most professions programs to enhance or establish are difficult to baseline. In contrast there exist several established methods and programs designed to enhance employee satisfaction that are widely used in business. Programs such as increased promotions, flexible work schedules, mentoring programs, formal recognition and rewards, training and skills training, and other low-no cost programs exist. These programs typically have a cost associated with both establishment and maintaining the program however in many cases the benefits far outweigh these costs. In addition to these higher cost programs low-no cost programs exist such as allowing customized work areas, relaxing the dress code, open door policies, contests, and even the occasional free lunch. Increasing promotions Increasing promotions would be a direct response to an employee’s dissatisfaction with pay, opportunity...
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...Week 5 Assignment 2 Effective Communication in the Workplace Intro to Business Professor Stieber 11/10/2013 Sure, communication might seem easy, however, its communicating effectively that actually takes quite a bit of skill. Everyday we are communicating, be it with our children, our spouses and our friends, usually without gibing it a second thought. If your anything like me though, you have most certainly found yourself caught up in a misunderstanding, which in turn can lead to arguments amongst both loved ones and strangers alike. In the office, the consequences can be far more severe; Poor productivity, unmotivated employees as well as lawsuits can all be a result from ineffective communication. Choosing our words carefully and actively listening (by using all five senses as opposed to just our ears) are two fundamental skills that can lead to highly effective communication. Both are things that we all need to work on and perfect on a regular basis, especially when it comes to maintaining a professional and calm exterior in the business world. For the past five years, I’ve been an employee at Starbucks Coffee Company (a licensed store) in beautiful Palm Springs, California. As with any job, it has it’s ups and downs, nonetheless I acknowledge the fact that I am lucky enough to work with one of the nations “Fifty Best Places to Work” (2012). “For many who lost full-time jobs during the Great Recession and got part-time gigs at Starbucks, that's been a lifeline,...
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...Term Report Assigned By Respected Sir Mohsin Ameer Mukhtiar www.SSGC.com.pk The Performance Management Review of SSGC Pakistan (Sukkur region) A work of Quixotic workers: Fazul-ur-Rahman Narejo Marvi Mangi Muhammad Zulfiqar Sahito (Group leader) Paras Memon Taniya Farooq 1|Page Acknowledgements With regards to the completion of this study, we the QUIXOTIC WORKERS would like to thank; Almighty Allah for all the reasons these pages will not be able to record Respected Sir Muhsin Ameer Mukhtiar for assigning us this work and giving us a chance to know the industrial ways Mr. Fayaz Shaikh (DGM SSGC) for such great welcome at the site and for showing interest in our work Mr. Imam Bux (Executive IR SSGC) for helping us through and providing us information and cooperating during the interview CDC Sukkur IBA for confirming our trip and giving us a chance to explore the realities of industry We are extremely grateful to all the people mentioned above as without their cooperation we would never have been able to complete our study. 2|Page Anti Plagiarism Declaration “I Muhammad Zulfiqar being the leader of QUIXOTIC WORKERS certify that this is our own work and not stolen or copied, proper reference has been given of the person whom we interviewed, If this statement is untrue and if we are found guilty of plagiarism, the punitive actions against us be taken as per Anti Plagiarism Policy.” ________________________ Muhammad Zulfiqar Sahito (Group leader QUIXOTIC...
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...records were kept in 1948. Ever since the issue regarding the capabilities of men and women have commenced, stereotypical assumptions brought a huge impact on gender hiring and biases in the business workplace that particularly affect the status of women. Despite the continuing issues of women getting pregnant, being abused and emotional, women have preferable qualities in communication skills, leadership activities and cognitive functions as contrasted to men. Background: The issue of gender employment started since equality has been the common issue to the business organizations. This involves male and female functions in the workplace. The controversies regarding gender differences during the past decades show that women who are employed at lesser trained jobs have lower pay as compared to men although the circumstances may change. Because of the widespread stereotypes in organizations, these have affected the hiring of employees in companies which prefer to favor men. Demographic diversity describes about circumstances regarding acts and ways of thinking or feeling of the employees. Its key factors generally involve gender, generational, age and ethnicity differences. These contribute to the society’s way of understanding on male and female roles. This paper talks about the gender hiring preferences in business organizations across different countries as of today. Accordingly, gender stratification happens when there is assortment of social positions, access to authority...
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...company to Staples Incorporated for $685 million where it is still booming in sales (International Directories of Company Histories, 1999). Quill is known for office supply products but sell other products such as cleaning / breakroom supplies, electronics, and business furniture. Quill also provides services such as printing which includes business cards, letterheads, envelopes, and promotional materials; ink and toner finder/recycling, service plans, etc. Quill products and services are only offered online and in catalogs. They have 5000 employees at their corporate office located in Lincolnshire, Illinois and twelve distribution centers located in Florida, Georgia, Ohio, Texas, Colorado, Pennsylvania, Illinois, Wisconsin, Kansas, California, Oregon, and Connecticut. The CEO/President of the company is Sergio Pereira and the company currently have revenue of $1.6 billion. Quill value their employees by offering many activities such as a wellness center, intramural sports, and hosting associate resource group meetings. Associate resource group meetings are held to provide associates with many skills, build confidence, and prepare for professional opportunities to help grow their careers. These activities allow employees to become comfortable and interact with each other in the workplace (Quill Lincolnshire Inc., 2015). Annex Incorporated is a direct sales...
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...is my sister-in-law Denetra Jackson. She is the owner and operator of Patti Cake Bakery and also Hair Talk Salon. To me she is a great leader and an inspiration to me. Great leaders do many things but I think her most telling characteristic is a natural and authentic ability to inspire the family while maintaining strength with a hint of humility. A great leader are the people who will lead you to success on the battlefield or in the office that you respect. The true reflection of a leader's ability is measured by the empowerment of each individual. Being a boss doesn't necessarily make you a leader nor does being bossy. A leader isn't always the boss. The difference between the two is this: Bosses manage and leaders inspire. Anyone can manage, but not everyone can lead. Great leaders command confidence and trust not by demanding but by encouraging and motivating employees and peers to do well and be the best. Even in the face of defeat, a great leader will tell you to get up and keep fighting. Great leaders know when to admit their missteps and have an equal willingness to learn from them. Denetra operates her business out of Clayton, N.C. My focus is on her baking business because she is slowly transitional into doing it full-time. This would be what our text refers to as Personal Mastery. Personal mastery is about approaching life from a different perspective. Sometimes people would refer to it as a journey towards continuous improvement. Personal mastery embodies the three...
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...Steps in Planning the Program………………………………………………...15 Job Analysis: Job description and Specification……………………………...20 INTRODUCTION A construction company’s compensation program should be designed to achieve three overall objectives. The program should assist in the attraction and hiring of the most qualified professionals available in the disciplines of engineering, construction technology, construction management, and business administration. Second, the compensation program should direct employee efforts toward achieving the company’s strategic objectives, such as business development, profitability, safety and work quality. Third the compensation program should insure the development and retention of aqualified workforce. Base pay, of course, is the core program to which benefits and variable pay must be coordinated. Base pay or “salary” is usually a key factor in attracting and maintaining a skilled work force. As such, a base pay program must be carefully constructed and maintained so that employees perceive their paychecks as equitable relative to other employees within the firm and relative to the paychecks of employees in similar jobs across the industry. If employees view their base pay as inconsistent relative to effort and...
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...Assessment ……………………………………………………………36 Phase Five – Candidate Offer and Engagement ……………………………………………….. 49 Appendix ……………………………………………………………………………………….. 61 Reference ………………………………………………………………………………………. 64 Introduction The following talent management process will focus on the importance behind companies seeking prospect talent in order to further strengthen their companies, and their expansion. This talent management process will take the reader through a series of information containing material on how to seek, acquire, and retain potential talents. Key elements and suggestions will be used during this process in order to educate readers on the importance of companies affirming their company’s brand through the process of hiring qualified employees who through their innovations and ideas, will help the organization gain a competitive advantage. Companies must be able to determine their mission and values, as well as comprehend that in order for them to succeed, they must be willing to adapt to change. In order to retain a desirable team, organizations must determine what they can and are willing to offer to these individuals, and what they, themselves, are willing to stand up for. Throughout this talent management process, the job position of a Branch Sales Manager is discussed and thoroughly researched. Information pertaining the following was investigated and stated in this document: Branch Sales Manager’s job requirements, expectations, job conditions, and the various...
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...VALENTINOS PERSONAL INTRODUCTIONS AGENCY 1. VALENTINOS MISSION STATEMENT, THREE BUSINESS BENEFITS, SWOT ANALYSIS AND PESTLE ANALYSIS A. VALENTINOS The Valentinos Personal Introductions Agency is a well-established company that has been operating within the UK market since 1976 and with over 8 million single men and women in the UK between the ages of 18 and 64, and often living without the opportunity to meet potential partners, the company has been very successful. However the management of the organization have expressed a growing concern that is being felt regarding the 10 year old computer systems that are currently being relied upon and the negative affect that such outdated systems are having on the companies’ competitive advantage and market share within the UK. This essay will therefore seek to assess the value and importance of the computer system with regards to the competitive advantage of the company, the company culture, and the overall productivity of the organization. The essay will approach this question by firstly evaluating the strategic position of the company both internally, through the use of a SWOT analysis, and externally relative to it’s competitors and various other contingent factors to competitive advantage through the consideration of Porter’s 5 forces analysis model (Porter, 2008). The essay will then proceed to directly discuss the effects that the computer system has upon the Valuentinos organization culture and productivity levels before finally...
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...Consulting Analysis for Criterion Water Labs, LLC Criterion Water Labs, LLC has been in business for four years. The owners, Dr. David and Ann Ihms are hardworking entrepreneurs. Both coming from a science background, they attended a six week fast track venture class and is now providing local quality water testing along with developing educational materials for hands on science. They are passionate about education and encouraging the youth to consider biology and chemistry fields to study. The mission of the business is to continue growing while maintaining both facets. Because of their social responsibility, customer base growth potential is not an issue. They have created a quality and after sale service value to their customers. Additional focuses on marketing, process management, and capabilities will expand the horizons for future growth for this community minded business. The environmental testing labs and services industry in which Criterion is part of held strong through the recession because of the growing concerns with the environment and social responsibility making Criterion Water Lab’s differentiation strategy appropriate. The owners took part in a radio interview after flooding occurred in their local community. Members of the community took notice of Criterions diligence and received the message openly. This was a spontaneous marketing effort that displayed their competence and responsiveness. By conducting an analysis of the strengths, weaknesses, opportunities...
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...1 Background information 1 Problem analysis 2 Why is Transken Global facing a trust issue? 2 Solutions 4 Branding in an Industrial Context 4 Analysis of the Current Brand 4 Essential Brand Messages to Communicate 5 Communication Media 5 Conclusion 9 Source List 10 APPENDIX 1 12 APPENDIX 2 13 APPENDIX 3 14 APPENDIX 4 16 Introduction Every company must deal with the critical issue of attracting people to purchase its product or service. The most difficult time is the beginning, when company is becoming established in the market. Firms must think of ways to spread information so it will be received by customers willing to buy the product. There are two kinds of commerce transactions, Business-to-Consumer (B2C) and Business-to-Business (B2B). While the general idea of marketing in both stays the same, the role changes when one needs to act in the frame of B2B. Not all businesses are as easily reachable as ordinary consumer, who walks along the street and sees the advertisements, thus, the approach for reaching other businesses must be shaped differently, adding more emphases on searching inside certain industries and approaching separately. When the company becomes more recognizable with a good reputation among target businesses then getting them to consume the product or service becomes easier. They do not have to spend so much time searching for companies because businesses already have the information they need about the product/service. But...
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...used metrics for that purpose. HR management starts with selection and recruitment. When a company has vacant positions, it will look for applicants for that position, in the hopes of finding the best one to suit the job. The measurement dimension to look out for here then is the level of sophistication that the processes of recruitment are at. Are the selection and application processes up to par? Do they come with appropriate psychometric tests? Does the department make use of clear criteria when it comes to selecting qualified people from its pool of applicants? Are the interviews as structured as they should be? The next process to look into is induction and training. Induction is the process of officially introducing newly hired employees into the company or the organization. Metrics here would still pertain to the sophistication of the processes being used. A relevant metric here would be the duration of the programs used for induction and training. The effectiveness of the procedures, meanwhile, can be an effective metric as well. This can be measured via the use of targeted surveys. Of course, the trainees would be the ones to take these surveys. The last process to look into is performance...
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... Mission 3 Objective 3 Goals 3 Strategic Planning 4 2. Organizing 4 Organizational Structure 5 Division of Labor 5 Delegation of Authority 6 Departmentation 7 Informal Structure 8 Leading 8 Staffing 9 Staffing Success – More than Luck 10 Starting with Self Assessment 10 Know yourself 11 Know your business 11 Know Advantage & Disadvantage of Employment 11 Directing 12 Motivation 13 Removing Barrier of Communications 13 Facilitating Communication 16 Controlling 17 B. Management Plan (Intro) 20 Security Management Plan 22 -oOo- Ils-pwu-2012 Principles of Organization & Management: Four Functions of Management Planning means looking ahead and chalking out future courses of action to be followed. It is a preparatory step. It is a systematic activity which determines when, how and who is going to perform a specific job. Planning is a detailed programme regarding future courses of action. It is rightly said “Well plan is half done”. Therefore planning takes into consideration available & prospective human and...
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...Intro Exxon Mobil is one of the most successful businesses in the history of the United States. Though it did not start as Exxon, but evolved through splitting and joining of oil companies, it has always been a strong competitor in the field of oil sales. Exxon is now one of the top companies in the world, and has its eye on growth. According to Fortune 500 Exxon is the second largest company in the world, and though it is not the number one largest, it is the most profitable. In 2011 Exxon’s profits topped $30 billion, a whopping 58% jump. Background In 1870 a man named John D. Rockefeller founded a company called Standard Oil Company and by 1878 it controlled 95% of the US refining capacity. By 1911 the Supreme Court of the United States[->0] ruled that Standard Oil must be dissolved and split into 34 different companies. Two of these companies were Jersey Standard[->1], which eventually became Exxon, and Socony[->2] which eventually became Mobil. [5] Both companies grew significantly over the next few decades. In 1931, Socony merged with Vacuum Oil Co.[->3], an industry pioneer dating back to 1866. In 1966, Socony-Vacuum changed its name to ‘Mobil Oil Corporation’. A decade later, the newly incorporated Mobil Corporation absorbed Mobil Oil as a wholly owned subsidiary[->4]. Jersey Standard, led by Walter C. Teagle[->5], became the largest oil producer in the world. Jersey Standard changed its name to Exxon Corporation in 1972 and established Exxon as a trademark throughout...
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