Section 5: Controlling Risk Given the following categories or areas where risk exists, and then the 3 assets for each, describe how you will test for associated risk: Administrative Human resources: Hiring and termination practices Organizational structure: A formal security program Security policies: Accurate, updated, and known or used Technical Access control: Least privileged System architecture: Separated network segments System configurations: Default configurations Physical Heating and air conditioning: Proper cooling and humidity Fire: Fire suppression Flood: Data center location Once you have described the tests that will be conducted to test each, assume that failure or holes were found in each of them. Next, describe at least 3 safeguards for each that could be put in place to address the risk. Solution Hazard administration is the procedure of distinguishing proof, examination and acknowledgment or alleviation of instability in speculation choices. Basically, chance administration happens whenever a speculator or asset chief examines and endeavors to measure the potential for misfortunes in a venture and after that makes the fitting move (or inaction) given his venture targets and hazard resistance. The only sure way to avoid risk in nonprofits would be to lock the doors and put up a closed sign in the window. Risks are inevitable and organizations have a moral and legal obligation to attend to the safety and well-being of those they serve, those who work for them and others who come into contact with their operations. This is known as \"Duty of Care.\" Organizations need to look at all the risks throughout their entire operation and incorporate risk management into all planning and decision-making. However, the specific focus of this section is risk management as it applies to HR activities. HR Activity Potential Risk Potential considerations Hiring While HR began discussing best termination practices three decades ago, much of that conversation was from the standpoint of protecting the company rather than considering an employee\'s feelings and future. In 1998, the Five O’Clock Club introduced the concept of “termination with dignity” after a three-month project re-examining every part of the termination process with the help of HR leaders and ethicists. “Phrases like termination with kindness or termination with consideration don’t have the same depth of meaning,” explained Kate Wendleton, the Five O’Clock Club’s founder. “The word ‘dignity’ carries a special weight; it has historically been used by the United Nations with regard to human rights, by the Dalai Lama, and by various religious and philosophical leaders. ‘Dignity’ means that humans should be treated as persons, rather than objects that you are used to seeing and then throw away.” While other firms have since copied the Club’s terminology, Wendleton pointed out, what lies behind many of their programs is far from dignified. HiringDiscriminatory practicesHiring unsuit.

1. Section 5: Controlling Risk Given the following categories or areas where risk exists, and then
the 3 assets for each, describe how you will test for associated risk: Administrative Human
resources: Hiring and termination practices Organizational structure: A formal security program
Security policies: Accurate, updated, and known or used Technical Access control: Least
privileged System architecture: Separated network segments System configurations: Default
configurations Physical Heating and air conditioning: Proper cooling and humidity Fire: Fire
suppression Flood: Data center location Once you have described the tests that will be conducted
to test each, assume that failure or holes were found in each of them. Next, describe at least 3
safeguards for each that could be put in place to address the risk.
Solution
Hazard administration is the procedure of distinguishing proof, examination and
acknowledgment or alleviation of instability in speculation choices. Basically, chance
administration happens whenever a speculator or asset chief examines and endeavors to measure
the potential for misfortunes in a venture and after that makes the fitting move (or inaction) given
his venture targets and hazard resistance.
The only sure way to avoid risk in nonprofits would be to lock the doors and put up a closed sign
in the window. Risks are inevitable and organizations have a moral and legal obligation to attend
to the safety and well-being of those they serve, those who work for them and others who come
into contact with their operations. This is known as "Duty of Care."
Organizations need to look at all the risks throughout their entire operation and incorporate risk
management into all planning and decision-making. However, the specific focus of this section is
risk management as it applies to HR activities.
HR Activity Potential Risk Potential considerations
Hiring
While HR began discussing best termination practices three decades ago, much of that
conversation was from the standpoint of protecting the company rather than considering an
employee's feelings and future. In 1998, the Five O’Clock Club introduced the concept of
“termination with dignity” after a three-month project re-examining every part of the termination
process with the help of HR leaders and ethicists. “Phrases like termination with kindness or
termination with consideration don’t have the same depth of meaning,” explained Kate
Wendleton, the Five O’Clock Club’s founder. “The word ‘dignity’ carries a special weight; it has
historically been used by the United Nations with regard to human rights, by the Dalai Lama, and
by various religious and philosophical leaders. ‘Dignity’ means that humans should be treated as

2. persons, rather than objects that you are used to seeing and then throw away.” While other firms
have since copied the Club’s terminology, Wendleton pointed out, what lies behind many of their
programs is far from dignified.
HiringDiscriminatory practicesHiring unsuitable or unsafe candidates"Wrongful" hiringWas a
complete screening completed on potential applicants?Were provincial human rights laws
observed?Is there a set probationary period?Were promises made to the candidate that cannot be
honored?Did the employee sign off on the policies and contract of employment before being
hired?