Archive for the ‘Leadership’ Category
September 20th, 2011 by Bob Hayes
Where are you on the security leadership continuum?
The Security Executive Council invites security leaders to visit www.securityexecutivecouncil.com to take a free, abbreviated version of the leadership component of its OPaL assessment. This 60-second security leadership insight assessment, available for a limited time, gives security practitioners a glimpse of how they have progressed in security leadership. As of August 20, 386 practitioners have taken the assessment, and most of them have been identified as "in growth mode." Continue Reading…
May 5th, 2011 by Steve Amitay
While the NLRA gives the NLRB rulemaking authority, for 75 years it has been rarely exercised. However, in December 2010, the 3-1 Dem majority (Dems last had majority status is 2001) put out a Notice of Proposed Rulemaking requiring employers, subject to the National Labor Relations Act (NLRA) to post notices informing their employees of their rights as employees under the NLRA. While this posting requirement on its face does not seem a big deal there are some specific and general concerns with the proposed rule. Specifically, in addition to requiring physical posting of paper notices, the rule also requires that notices be "distributed electronically, such as by email, posting on an intranet or an internet site, and/or other electronic means, if the employer customarily communicates with its employees by such means." This could be more problematic for employers. Furthermore, the NLRB has proposed that failure to post the notice would be an unfair labor practice; that a failure to post the notice could be used as evidence of discrimination; and that failure to post would result in tolling the 6-month statute of limitations period for violations of the NLRA.
Continue Reading…
April 15th, 2011 by Steve Amitay
On January 26, 2011, President Obama re-nominated ex-SEIU counsel Craig Becker, who has served as a "recess appointee" on the NLRB since last April, to a full term on the NLRB. A full term would go until 2014 and Becker temporary appointment ends in December 2011. Becker was denied confirmation last year by the Senate before his recess appointment and now with six more GOP members in the Senate, there is no chance for confirmation. The Becker renomination gives unions a rallying issue, but it also seems to contradict recent Obama entreaties to corporate America. However, according to people following the situation, because of the timing of Becker’s recess appointment last year, in order for him to be paid this year, he had to be renominated. Becker cannot be recess appointed again to his current NLRB seat, but he could be recess appointed to another seat if one becomes vacant, and that would allow him to serve until the end of 2012.
April 6th, 2011 by Bob Hayes
Washington, DC-The Security Executive Council has identified a list of attributes that are common to successful security leaders. Security directors and executives can use this insight to identify areas to target for improvement in their programs.
As a part of its Goals, Objectives & Strategic Plans project, the Council conducted in-depth interviews with 28 Tier 1 Security Leaders™ to discover and compare best practices. They discussed issues such as their top organizational risks, business alignment and drivers, internal influence issues and senior management’s view of Security. During the resulting qualitative analysis, it became clear that the interviewees with highly successful, internally recognized security programs had several things in common.
Continue Reading…
March 29th, 2011 by Katie Meeker
During January’s State of the Union, Obama called on the retail industry to create jobs and aid in the continuation of the nation’s economic recovery. As an industry that supports one out of every five U.S. workers, much of the retail industry met Obama with open arms. So, how does the retail industry plan on tackling this challenge? Aside from benefiting from the tax breaks the Obama administration is offering, retail recruiters will need to keep recruiting costs low and retention rates high in order to afford this major growth.
Where to begin: Tips for Recruiting in Retail
- Invest in screening qualified candidates now; better hiring practices will save money (by increasing retention) later. This means a standard assessment, an application, a brief interview and perhaps drug screening or criminal background checks.
- Advertise the value. Employees that want to stay on board site career growth, learning, being a part of team, management recognition and others as contributing factors. Advertising these points to candidates will help them see the value in a retail career path.
- Utilize HR technology to organize the high-volume of applicants. The retail industry comes with unique challenges when it comes to supporting both hourly and salaried employees, attracting candidates, and taking in applications. Tailor career portals around specific needs, segmenting corporate hiring from store hiring from internship hiring and beyond. Some HR technology providers can even set up in-store kiosks for walk-in traffic and applications.
Next Steps: Learn from other Retail Professionals
Want to learn more about recruiting in Retail? In the NYC area? Register for iCIMS’ HR Recruiter Event, March 9th in NYC! This event will provide HR professionals with the opportunity to discuss their unique ways of overcoming the many challenges that are linked with today’s talent management programs. Recruiters will have the chance to share their experiences and gain feedback from other retail industry professionals, as well as discuss best practices, network, and offer suggestions for the future. This evening event will feature a presentation from iCIMS’ client Tory Burch and is complimentary to attend. [If you’ve missed this event, please look out for a recap of talking points in an upcoming blog at www.icims.com/blog/.
March 18th, 2011 by Bob Hayes
Given the recent bout of large-scale critical incidents you may be getting questions internally on how your emergency response, crisis management and/or business continuity will stack up if need be. Clearly there are a lot of factors that play into responding well to an incident; what are of concern to you in your program? Please take our one question quick poll to see if your peers have similar concerns.
Click here to take a one question quick poll and see what your peers are concerned about regarding their critical incident plans.
An economical way to plan for a potential incident is by using table top exercises. The Council in partnership with MSU are putting together a "best practices" resource on things to do to make sure a table top exercise provides the most value. Rad Jones and Jerry Miller, subject matter experts on the subject, will cull their collective experience to develop this resource. We will be sending this to you in the next week. We hope that it will be useful to you given likely sensitivity and scrutiny by management.
Contact us if you need assistance with your emergency response, crisis management and/or business continuity preparation: newsletter@secleader.com
March 4th, 2011 by Cameron Hamilton
In the federal world, Valentine’s Day was a different sort of celebration… or simply provided for some serious gnashing of the teeth. All depending upon where you stand when viewing the President’s long awaited budget proposal. While still a long ways from getting through Congress and with changes and modifications sure to come, the battle lines have been drawn. Please note that if you’re a holiday or two behind and still focused on evaluating 2010, please visit mcleanllc.com and download a free copy of our firm’s 2010 M&A review for Defense and Government Services.
A great summary of the budget is provided for free by our friends at INPUT (recently purchased by Deltek) at input. Overall, administration officials are toeing a reduction line. OMB Director Jacob Lew said yesterday at a press briefing that simply keeping DoD with “no real growth” will save roughly $78 billion annually. Helping that figure is cost savings from reducing money spent on costly major weapon systems, like the C17 Tanker Aircraft, that the department finally admits are not crucial to national security. Additionally, planned withdrawals from Afghanistan and Iraq should reduce government spending by at least 5% less this year versus years past.
Overall, the FY12 budget sent to Congress yesterday calls for approximately a 10-12% cut on money allocated toward contractors, which will force companies to rethink how they operate. This slowdown in organic growth necessitating inorganic growth strategies combined with the recent extension on capital gains tax rates should continue to provide fuel for a strong year for M&A activity. There are areas such as cybersecurity, health care IT, and continued IT modernization efforts at various agencies, that provide solid budgets going forward and strong growth opportunities for contractors. Companies operating in these areas should continue to see strong demand and valuation multiples going forward.
February 17th, 2011 by Valiant
While speaking to various organizations, I am constantly amazed at the lack of concern for protecting a business’ online presence. I offer a two hour session that focuses on finding personal information online, which begins to open the eyes of Management, but that was not cutting it. I have developed a new course that will concentrate on protecting a business from an internet view.
This interactive session identifies and demonstrates several methods of searching for information about a company online. This should be conducted monthly by any business that has an online presence. These queries will discover publicly available information that could harm an organization. A sample of topics includes locating complaints about service, employee information, comments from individuals, photos that can be tracked to the company, employee activity online, employee profiles, private emails, inaccurate information, common network vulnerabilities, confidential documents, user names and passwords, and even private customer data. Previous demonstrations have displayed that entire drives full of sensitive company documents were visible online by anyone with an internet connection. Solutions to solve all of these issues will be presented, as well as direct links to the sites that will help one identify the problems.
In a previous post (LINK HERE), I discussed how Peer to Peer software on ANY machine in a business could leak sensitive data to anyone on the internet. These programs, such as Kazaa, Limewire, and BearShare, are very common and usually used to download music. These programs also share data by default, and expose your sensitive information.
As another example, I explain how Meta Data within your documents on your web server may be exposing a lot of information about your employees, your computer systems, and the software that you are using (which exposes serious vulnerabilities). The last location where I presented this information exposed several forgotten documents that were still online which identified several user names, email addresses, illegal pirated applications, server names and directories, copy machine information, and even evidence of plagiarism and theft of intellectual property. This demonstration was conducted from scratch using free software, and completed in less than four minutes.
In total, I display over fifty resources that will help keep your online presence in a form that will benefit the business. I highly recommend that this session is presented to both Management and the individual(s) that will be conducting the inquiries. In order to view the complete presentation, a minimum of two hours is needed.
February 14th, 2011 by Nick Fishman
Insights about hot topics that hiring professionals need to watch in the coming year
Discrimination issues, global screening, contractors, credit checks, social networking and a tsunami of legislation headline the 2011 list of top background screening trends from EmployeeScreenIQ. Since 2007, we’ve developed an annual list for HR professionals and executives; this year’s picks are designed to equip hiring professionals with advance information on crucial screening topics before they become everyday news. Without further adieu, the top nine trends for 2011 include:
1 – EEOC takes aggressive action toward employment background checks. The Equal Employment Opportunity Commission (EEOC) has increased their scrutiny of hiring practices, exposing employers to a greater risk of discrimination lawsuits. The EEOC is especially targeting “bright line” hiring decisions that automatically exclude candidates with criminal records, arrest Continue Reading…
February 7th, 2011 by Bob Hayes
This monthly newsletter keeps you up-to-date on the latest Security Executive Council initiatives and their efforts to help make security and risk executives more successful and productive. Content includes career issues, strategic planning, industry research, measures and metrics, emerging trends watch, advice from former security executives and much more.
https://www.securityexecutivecouncil.com/survey/index.php?sid=92744
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