Simone Kline- the human resources officer- is busy hiring employees ab.docx

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Simone Kline, the human resources officer, is busy hiring employees about as fast as she is creating policies and procedures since they are growing quickly and handling all of the legal aspects of compliance. She has a recruiter who is also acting as technology guru for the company, and a health benefits administrator working remotely. Since they must keep a paper trail of all the forms, they also keep a small warehouse that is protected from weather or other catastrophic events as well as digitally protected files. Assignment Checklist: Complete the POLC Learning Activity, take a screenshot, and insert it into the top of the assignment document (10 points). Identify one of the three levels of management (strategic, middle, or first-line [operational] manager). Identify the employee at the corresponding level of management. Specify how the four management functions are related to that management level by defining the specific tasks and responsibilities of the manager at that level. .

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Share with the class the most valuable topic or subject area you learned about during this course and why. When responding to classmates' posts, explain how the topic they chose was also valuable to you. Pick from below topics: 1. Data Security 2. Unions 3. Incentives 4. Appraisals 5. Recruiting Susan Flammia This course really influenced my thoughts on how to handle daily operations as being a human resource manager. With given the readings on best practices within the HR function as well as the discussions, I learned a lot. I would have to say that module 4 was my favorite topic, more specifically background investigations. No two companies conduct their investigations the same way and it is interesting to see from least to most in depth background checks. This past January, as the HR Manager, I implemented a new protocol for all new employees as a pre-onboading process where background checks are conducted based on criminal and employment verification. In the past there was only reference verification so by adding the extra layer, we eliminated the "bad apples." Rachel Arthiste The most valuable topic I've learned from this class was the article on the Kia recruitment process. Being an administrative assistant for over 15 years and working side by side with recruiting and HR, it was eye opening to see the length Kia went through to reach potential candidates. From setting up computers and work stations at the libraries and schools for those who did not access to ensuring assessments were part of the application process to weed out candidates. There are endless way to recruit and ensure you are reaching an entire population. So many people miss opportunities because they don't have a computer at home or their library has limited resources. Kia made sure they gave everyone an opportunity to apply and gain employment if they qualified. The company I work for links up with the local colleges in our area and participate in their yearly career fair. They even have a special program to hire these young professional and put them through an extensive training program to learn a role that would have otherwise been unavailable to them due to lack of experience. It is important for businesses and companies to attract talent from all areas and ensure they are being diverse in their recruitment process. Chapter 6 Best Practices for the Prevention and Detection of Insider Threats This chapter describes 16 practices, based on existing industry-accepted best practices, providing you with defensive measures that could prevent or facilitate early detection of many of the insider incidents other organizations experienced in the hundreds of cases in the CERT insider threat database.1 1. This chapter includes portions from “Common Sense Guide to Prevention and Detection of Insider Threats 3rd Edition–Version 3.1,” by Dawn Cappelli, Andrew Moore, Randall Trzeciak, and Timothy J. Shimeall. This chapter was written for a diverse audience. Decision.

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