What NIST special publication 800 covers Bluetooth security? a. 800-83 Rev. 1 b. 800-94 Rev. 1 c. 800-121 Rev. 1 d. 800-88 Rev. 1 Your company has been fined for a breach in security, and the fine will be $1.5 million/year. Which law did you break? a. SOX b. IEEE c. HIPAA d. PCI DDS This organization was formed in 1906 to address issues with expanding technologies related to electrical devices.  a. IEC b. RFC c. IEEE d. IETF George W. Bush called this act the most far-reaching reforms for American business practices. Which act is he referring to?  a. GLBA b. SOX c. HIPAA d. CIPA An alternative method used to document operational specifications is known as:  a. Standard b. Request for comments c. Best current practice d. Draft standard This act made DHS responsible for developing and ensuring federal government-wide compliance.  a. HIPAA b. NIST c. FISMA d. SOX When dealing with IEEE 802 standards, what standard covers radio regulatory? a. 802.11 b. 802.16 c. 802.3 d. 802.18 HIPAA also applies to the ______________ of covered entities.  What standards institute was formed with the merger of five engineering societies and three government agencies?  a. ANSI b. IEEE c. ISO d. ETSI What regulation was released to provide a catchall update to HIPAA and HITECH act rulings?  a. Omnibus b. Gramm-Leach c. EPHI d. OCR ISO17799 has 10 major sections. Name five of them.  What addresses the privacy and security of consumer financial information?  a. CIPA b. SOX c. GLBA d. FISMA You are building out a share drive and want to ensure that it is always accessible. What is your primary focus?  a. Availability b. Privacy c. Integrity d. Confidentiality nternal controls and information security goals have steps that must be taken. What step has the goal of confidentiality?  a. Reports are maintained for the maximum allowable time. b. Unauthorized acquisition or use of data or assets that could affect financial statements.  c. Financial reports, records, and data are accurately maintained. d. Transactions are prepared according to GAAP rules.  A formal method of identifying and classifying risk is known as... a. Security policy b. Risk assessment c. Access control d. Asset management What layer of the OSI model is concerned with process to process communication?  a. Network b. Presentation c. Session d. Data link Which industry is concerned with credit card payments?  a. PCI DSS b. Visa c. IEC 27002 d. American Express A statement of management direction is known as... a. Security policy b. Risk assessment c. Standards d. Personnel security Which law and information security concept is concerned with integrity? a. PCI DDS v 3.1 b. CIPA c. SOX d. GLBA Which NIST covers computer security incident handling?  a. 800-61 Rev. 1 b. 800-61 c. 800-Rev. 3 d. 800-61 Rev. 2 Running head: TALENT MANAGEMENT FOR WORLD TRAVERSE INC. 1 TALENT MANAGEMENT FOR WORLD TRAVERSE INC. 6 .

1. What NIST special publication 800 covers Bluetooth security?
a.
800-83 Rev. 1
b.
800-94 Rev. 1
c.
800-121 Rev. 1
d.
800-88 Rev. 1
Your company has been fined for a breach in security, and the
fine will be $1.5 million/year. Which law did you break?
a.
SOX
b.
IEEE
c.
HIPAA
d.
PCI DDS
This organization was formed in 1906 to address issues with
expanding technologies related to electrical devices.
a.
IEC

2. b.
RFC
c.
IEEE
d.
IETF
George W. Bush called this act the most far-reaching reforms
for American business practices. Which act is he referring to?
a.
GLBA
b.
SOX
c.
HIPAA
d.
CIPA
An alternative method used to document operational
specifications is known as:
a.
Standard
b.
Request for comments
c.
Best current practice

3. d.
Draft standard
This act made DHS responsible for developing and ensuring
federal government-wide compliance.
a.
HIPAA
b.
NIST
c.
FISMA
d.
SOX
When dealing with IEEE 802 standards, what standard covers
radio regulatory?
a.
802.11
b.
802.16
c.
802.3
d.
802.18
HIPAA also applies to the ______________ of covered entities.

4. What standards institute was formed with the merger of five
engineering societies and three government agencies?
a.
ANSI
b.
IEEE
c.
ISO
d.
ETSI
What regulation was released to provide a catchall update to
HIPAA and HITECH act rulings?
a.
Omnibus
b.
Gramm-Leach
c.
EPHI
d.
OCR
ISO17799 has 10 major sections. Name five of them.
What addresses the privacy and security of consumer financial
information?
a.

5. CIPA
b.
SOX
c.
GLBA
d.
FISMA
You are building out a share drive and want to ensure that it is
always accessible. What is your primary focus?
a.
Availability
b.
Privacy
c.
Integrity
d.
Confidentiality
nternal controls and information security goals have steps that
must be taken. What step has the goal of confidentiality?
a.
Reports are maintained for the maximum allowable time.
b.
Unauthorized acquisition or use of data or assets that could
affect financial statements.

6. c.
Financial reports, records, and data are accurately maintained.
d.
Transactions are prepared according to GAAP rules.
A formal method of identifying and classifying risk is known
as...
a.
Security policy
b.
Risk assessment
c.
Access control
d.
Asset management
What layer of the OSI model is concerned with process to
process communication?
a.
Network
b.
Presentation
c.
Session
d.
Data link

7. Which industry is concerned with credit card payments?
a.
PCI DSS
b.
Visa
c.
IEC 27002
d.
American Express
A statement of management direction is known as...
a.
Security policy
b.
Risk assessment
c.
Standards
d.
Personnel security
Which law and information security concept is concerned with
integrity?
a.
PCI DDS v 3.1
b.
CIPA

8. c.
SOX
d.
GLBA
Which NIST covers computer security incident handling?
a.
800-61 Rev. 1
b.
800-61
c.
800-Rev. 3
d.
800-61 Rev. 2
Running head: TALENT MANAGEMENT FOR WORLD
TRAVERSE INC. 1
TALENT MANAGEMENT FOR WORLD TRAVERSE INC. 6
Talent Management for World Traverse Inc.
Timothy E Sands, Sr.
Dr. Kenneth Lewis

9. Strayer University - Online
HRM-532: Talent Management
November 11, 2018
Talent Management for World Traverse Inc.
World Traverse Inc. is a transport company, based in Texas,
United States of America, that deals with flight bookings,
offering road transport for private traveling of individuals as
well as parcel delivery and luggage transport. The company has
five departments- the executive management department, the
human resource department, the operations department, the
communications, and public relations department, the
information technology department and the finance department.
The company has two hundred staff members. End last year, the
enterprise formulated a new strategy with the goals to build on a
positive organizational reputation, institutional efficiency to
improve customer satisfaction and automating the booking
services all aimed at achieving sustainable financial growth.
Employee efficiency is the capital through which businesses
meet their planned goals (Martin et al., 2016). Cognizant of this
the human resource department has come up with a strategy to
facilitate workers to work to their best based on the following
steps.
Identifying the Goals of the Organization and Understanding
What It Takes

10. Clear alignment of staff talents with the set organizational goals
helps human resource managers to hire competent employees
and embark on their strategic improvements (Buckingham &
Coffman, 2014). The company's growth strategic plan has
several goals whose success depend on the different capabilities
of employees in the various departments. First, the organization
intends to automate its operations in a bid to ensure accurate
transactions and faster operations and adopt mechanisms that
will inform strategic decision making by the management.
Secondly, the company aims at improving the overall employee
efficiency through high performance of each worker in their
respective role a move that will increase customer satisfaction
and consequently increase business success Finally, World
Traverse Inc. plans to build a positive reputation by all its
publics an initiative that will grow and solidify its market base
consequently increasing financial sustainability.
To achieve the above-stated goals, World Traverse Inc.
acknowledges three specific needs with regards to its
workforce. The enterprise is in urgent need of competent,
dedicated and passionate staff in the department of information
technology. This department will need people who are
conscious of the contemporary trend in technology-based
information systems, information security and the ability to
incorporate the fast-paced advancements in technologies in our
services. Additionally, the organization needs to inspire
diligence and cooperation of employees in service delivery to
enhance internal staff efficiency. This goal will require that
employees demonstrate both core professional competencies and
social skills to match our bid to weave a culture of excellence in
service delivery. Further, the business aims at building an
appositive reputation through marketing and customer
communications teams. This will require a staff that is qualified
and indoctrinated with the core organizational goals.
Attracting and Sourcing the Required Talents
Organizations that attract the best talents have high chances of
developing the most competent workforce. This is because

11. employee talents that are aligned to the organization's core
mission and strategic goals are easy to improve on and the
employees can easily be indoctrinated with the internal working
culture (Festing & Schäfer, 2014). Attracting the best talent,
therefore, gives the employer the ability to weave their desired
workforce. To source organizations, embark on building a good
brand to attract employees. This is after research has cited that
many top talents in all professionals are drawn towards
established and reputable brands (Anitha, 2016). This
organization will be initiating big marketing campaigns to reach
out to prospective employees through various media avenues.
This will further be achieved by meeting students in their
various schools during competitions to identify top talents and
establishing contacts with them.
Attracting the best talents will enable World Traverse Inc. to
have the best cream with regards to service delivery in the
industry and earn a competitive advantage over other players in
the transport industry. Additionally, by attracting good talents
in the various departments and job positions, the organization
will deny its business rivals them a similar opportunity
consequently cementing its lead with regards to performance
and a good reputation.
Further, World Traverse Inc. will engage its current employees
in building a positive reputation for the organization through a
positive word of mouth to other good talents they have
connected within their career journey. This because employees
of different companies from the same profession have great
connections and can easily tell the best candidate to be hired
(Festing & Schäfer, 2014).
Recruiting and Selecting the Talent
The human resource department at World Traverse Inc. is aware
regarding weaving competent personnel in organizations, and
things don't go wrong but rather started wrong. Regarding this
concept, the department has initiated on developing the best
panel to spot the best talents in the job market in the event the
company has identified a skill gap. The authenticity of

12. candidates with regards to their actual abilities is vital for the
employer to accurately take stock of the skills they have in the
establishment (Nikolaou, 2014). The panel will, therefore, be
charged with the responsibility of developing job interviews
with the potential to best reveal the real abilities of potential
employees and select those who fit in our skill gap. Our
recruitments will be based on multiple aspects such as core
competencies in the profession, past achievements and most
importantly, social skills that prepare the candidate for daily
improvements and adapting to our internal environment.
The recruiting panel will utilize developed job descriptions. Job
descriptions help institutions to accurately determine the nature
of tasks that the employee will be expected to perform
(Nikolaou, 2014). This will help the panel identify the
specifically needed candidates to avoid cases of unproductive
staff.
To further have an effective way of getting the natural self of
prospective employees, the recruiting panel will employ
different approaches which include a wide range of tests that
examine both the abilities and the creative potentials of
employees. The talent selection during recruitments will also
entail critical background checking of candidates' backgrounds
to give the enterprise a reputable workforce which will
contribute to the general image of the company. Another critical
consideration by our organization when recruiting staff will be
in contact with key referrals which will also contribute to the
accuracy of details given by individual employees about their
past achievements.
Developing and Improving Talents
The mere possession of talents by employees does not guarantee
high-performance competency levels. This is because the nature
of education in contemporary education and training institutions
do not give learners the hands-on skills to deal with the arising
professional challenges (Al Ariss et al., 2014). Moreover, the
job industry is dynamic with daily advancements in
technologies and ways of doing things, usually based on

13. emerging professional trends and customer expectations (Al
Ariss et al., 2014). World Traverse Inc.'s human resource
department will, as a result, be keen to ensure the regular
improvement of employee skills. Our organization will task the
staff training section in the human resource department with the
responsibility of frequently doing a training needs analysis and
accurately determine the institution's skill gap. The analysis
will be done based on emerging trends versus the level of
competency we already possess and critically analyzing the
customers' feedback to identify instances of satisfaction and the
plea from customers to improve on certain areas.
Based on the conducted training needs analysis the
department shall enhance talent developments through the
following opportunities., (a) Formal training courses which will
involve employees joining scheduled learning programs to
improve the professional knowledge of employees. (b) Blended
learning where staff members will learn from online sources as
well as based on the traditional classroom set up. (c) On the job
training programs where the human resource department will
source professionals who will train employees on the
establishment's premises with their machines or computers and
through external conferences and workshops where employee
receive both new knowledge and motivation. Our organization
will benefit from a more robust customer base who will be held
intact through satisfaction with our services consequently
leading to financial growth.
Employee Retention
The competitive nature of the modern business world presents a
situation where organizations are busy to outdo each other in all
means including poaching employees to achieve a competitive
edge over their competitors. This coupled with the general poor
relationships between the boss and the employees, lead to many
employees quitting their jobs to seek employment from other
employers (Tanwar & Prasad, 2016). Organizations suffer huge
losses when they train and mentor employees who later leave.
World Traverse Inc. is aware of this and has gone forward to

14. institute a three-pronged approach of retaining employees.
First, the organization has developed a generous compensation
package to reward all our employees for their work done
positively. The compensation package is comprehensive enough
to encompass monthly pay, compassion leaves, training
facilitation, and a retirement package to guarantee employees of
their job security whenever they are working with us. This
package makes employees have peace of mind and therefore
realize their full potentials in their career path.
Secondly, the company will engage in activities that will boost
the morale of our employees and stimulate competent
professionalism. These activities entail gamification of
achievements to stimulate unconscious efforts by employees to
outdo each other, mentorship programs where new employees
will be led into the correct professionalism by more experienced
staff, special recognition of achievers to reinforce positive
activities by employees and promotion of well-performing
professionals. These activities will heighten positive feelings of
employees towards the self, their jobs and to their boss. This
way they will be able to develop their abilities and potentials
into skills that benefit the organization in its pursuit for its
goals. Additionally, the transport company will implement a
policy of internal hiring which will spare employees the trouble
of seeking better positions in other companies and promote their
feeling of worth hence aspire to stay for long in our company.
Thirdly, World Traverse Inc. will commit to developing a
positive working environment that will keep the working morale
up. This will be achieved through clear communication of roles
and expectations of the employer towards the employees,
departmental designs that promote employee cooperation and
teamwork in the workplace and promoting social bonding
between employees.
Succession Planning
Conducive workplaces must have both young and old

15. professionals who complement each other in their unique
abilities (Shields et al., 2015). This leaves the organization with
the task of reconciling the two levels of talents and most
importantly ensuring that the corporation's culture is carried to
the various generations of employees that will come. Succession
planning ensures that organizations do not suffer instant skills
gaps in the case of some employees quitting (Shields et al.,
2015). To be able to equip newly recruited employees with
practical professional expertise, World Traverse Inc. will
develop an arrangement where each department will have
employees from different age groups to ensure all employees
have hands-on experience in service delivery. In this
arrangement, senior employees will have the task to mentor the
incoming young.
Reference
Al Ariss, A., Cascio, W. F., & Paauwe, J. (2014). Talent
management: Current theories and future research directions.
Journal of World Business, 49(2), 173-179.
Anitha, J. (2016). Role of Organisational Culture and Employee
Commitment in Employee Retention. ASBM Journal of
Management, 9(1).
Buckingham, M., & Coffman, C. (2014). First, break all the
rules: What the world's greatest managers do differently. Simon
and Schuster.

16. Festing, M., & Schäfer, L. (2014). Generational challenges to
talent management: A framework for talent retention based on
the psychological-contract perspective. Journal of World
Business, 49(2), 262-271.
Martin, G., Farndale, E., Paauwe, J., & Stiles, P. G. (2016).
Corporate governance and strategic human resource
management: Four archetypes and proposals for a new approach
to corporate sustainability. European Management Journal,
34(1), 22-35.
Nikolaou, I. (2014). Social networking web sites in job search
and employee recruitment. International Journal of Selection
and Assessment, 22(2), 179-189.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-
Samardzic, A., McLean, P., ... & Plimmer, G. (2015). Managing
employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Tanwar, K., & Prasad, A. (2016). Exploring the relationship
between employer branding and employee retention. Global
Business Review, 17(3_suppl), 186S-206S.