The document discusses perspectives on private security from various stakeholders. It notes that while the private security workforce is growing, there are issues with regulation, wages, and career growth. Guards feel they lack social benefits, regular hours and pay, and opportunities for promotion compared to other jobs. For clients in hospitality, the costs of private security can be hidden and services sometimes inconsistent. To address these issues, the document proposes establishing statutory boards in each state to better regulate recruitment, training, pay, and compliance with labor laws to formalize and improve the private security industry.
SBI Deputy General Manager Recruitment 2019 Online FormJuan Samsel
SBI Deputy General Manager Recruitment 2019 notification regarding filling of Deputy General Manager Job Vacancy. The Bank organization invites online application from eligible candidates having MBA, CA qualifications. These Deputy General Manager Post are in SBI, Mumbai, Maharashtra.
Standardizing Appointive Positions in GovernmentHilario Martinez
A proposal for the Philippine Government to standardize the appointive positions in its bureaucracy. the concept of shifting to competency-based competency standards will do away with subjectivity, and setting government employees' capabilities to be measured against a nationally accepted system of competency standards for civil service. the implementation of the concept is proposed to be by stages: agency-level, rolled-up to department-level, and finally, national. standardization will facilitate personnel actions such as re-assignments, transfers, demotion and promotion, and most likely will diminish the practice of patronage and seniority rule; strengthens transparency and accountability
Experience, Expertise, and Preparation: Keys to a Successful Workers' Compen...NationalUnderwriter
Experience, Expertise, and Preparation: Keys to a Successful Workers' Compensation Fraud Investigation by Stacey Golden (from FC&S Legal: The Insurance Coverage Law Information Center)
Unfortunately, workers’ compensation fraud has been on the rise. The poor state of the U.S. economy is certainly a
factor with the associated mortgage meltdown and government cutbacks. Even rising student debt in this environment is placing pressure on young people. Equally unfortunate for those who see fraud as a solution to their challenges, many consider it easy money and are simply clueless to the potential consequences. There are also plenty of examples of sophisticated cases that require careful and persistent digging.
Competency Assessment System for the Philippine Civil ServiceHilario Martinez
A proposal to establish a Competency Assessment System for government agencies in the Philippines. The resulting assessment results to be used in the decision for entry, continuity or separation from service. the proposal involves the standardization of job titles, formulation of competency standards, competency assessment instruments and preparing for pools of competency assessors. the competency assessment system, replaces the civil service eligibility requirement for employment in government. it aims to minimize complacency through regular competency assessment
SBI Deputy General Manager Recruitment 2019 Online FormJuan Samsel
SBI Deputy General Manager Recruitment 2019 notification regarding filling of Deputy General Manager Job Vacancy. The Bank organization invites online application from eligible candidates having MBA, CA qualifications. These Deputy General Manager Post are in SBI, Mumbai, Maharashtra.
Standardizing Appointive Positions in GovernmentHilario Martinez
A proposal for the Philippine Government to standardize the appointive positions in its bureaucracy. the concept of shifting to competency-based competency standards will do away with subjectivity, and setting government employees' capabilities to be measured against a nationally accepted system of competency standards for civil service. the implementation of the concept is proposed to be by stages: agency-level, rolled-up to department-level, and finally, national. standardization will facilitate personnel actions such as re-assignments, transfers, demotion and promotion, and most likely will diminish the practice of patronage and seniority rule; strengthens transparency and accountability
Experience, Expertise, and Preparation: Keys to a Successful Workers' Compen...NationalUnderwriter
Experience, Expertise, and Preparation: Keys to a Successful Workers' Compensation Fraud Investigation by Stacey Golden (from FC&S Legal: The Insurance Coverage Law Information Center)
Unfortunately, workers’ compensation fraud has been on the rise. The poor state of the U.S. economy is certainly a
factor with the associated mortgage meltdown and government cutbacks. Even rising student debt in this environment is placing pressure on young people. Equally unfortunate for those who see fraud as a solution to their challenges, many consider it easy money and are simply clueless to the potential consequences. There are also plenty of examples of sophisticated cases that require careful and persistent digging.
Competency Assessment System for the Philippine Civil ServiceHilario Martinez
A proposal to establish a Competency Assessment System for government agencies in the Philippines. The resulting assessment results to be used in the decision for entry, continuity or separation from service. the proposal involves the standardization of job titles, formulation of competency standards, competency assessment instruments and preparing for pools of competency assessors. the competency assessment system, replaces the civil service eligibility requirement for employment in government. it aims to minimize complacency through regular competency assessment
What it takes to become a best place to workLimeade
Becoming a best place to work comes down to people practicing a set of pivotal habits — at work and at home. As a result, employees perform better and so do companies.
In this webinar, Founder and President of Habits at Work Andrew Sykes will take you through the journey to become a best place to work — with examples of customer successes and challenges.
Aligning employee well-being with your cultureLimeade
Watch our webinar to learn how to take your well-being program to the next level in this panel discussion featuring Limeade Chief People Officer Dr. Laura Hamill, Exubrancy Chief Executive Officer Liz Wilkes and CultureIQ Head of Culture Strategy David Shanklin.
A Compelling Statement to Corporate Leaders – Why You Must Address EIM and DGDATAVERSITY
There is a lot of talk about the management of data as an asset. In fact it is getting tiresome. However, the people that see the need for managing data assets are still not the people who can make it happen, i.e. executives. Except for a few forward looking companies (who are reaping the benefits) we still hear the old views that “data is a convenience,” “IT owns the data,” or “give us all the data and we can use it as we see fit.”
During this webinar John and Kelle will examine the various reasons why information asset management does not catch on. We will cover:
Root cause opinions from several industry experts
Tools to see if your organization has a valid reason to adopt IAM or ignore it
Ideas for compelling statements and messages to turn the corner on IAM
India presents a market of opportunity and heartache with little major change foreseeable for the next couple of years and unless companies and service providers continue to evolve, it could get worse before it gets better.
India's corporate security and commercial security providers are on a similar path of that taken by countries, companies and providers that by current metrics could be considered at the leading edge of their class, however India is attempting to follow this path without the benefits of a society that contributes willingly to the objective, a consistency of governance, effective government agencies, informed business leaders and a healthy pool of commercial service options. Making the challenge all the more sizable.
Your corporate security department or service provider/s will range from a mere "body shop" providing cut throat consumer products to service your "guns, guards and gates" mentality or an evolving business unit that contributes demonstrable value to the organization and provides both career progression and respect for government and commercial graduates alike for years to come through a variety of disciplines not readily found elsewhere.
If your department or provider cannot answer the following questions comprehensively: 1. In financial terms, what value do you contribute to the organization? 2. What positive innovations have you implemented successfully over the past 18 months? 3. How do you compare locally, regionally or globally with your services, standards and capabilities? Then you unfortunately deserve what you have allowed to be created a business inhibitor, cost center limiting your strategy of growth.
Mr Anil Swarup Dir General, Ministry of Labour & Development, Govt of India presented on the biggest health insurance scheme (RSBY) run by the government at a seminar hosted by CIRM in Chennai, India
Security methods are always changing, and Deft Security Consultants are always researching the latest innovative trends. Read a primer on designing a comprehensive program.
Enhancing Organizational Excellence The Crucial Role of Background Verificati...FactsuitePerformance
This presentation will discuss the importance of background verification in talent acquisition. We will explore the costs of bad hires, the elements of background verification, and the negative consequences of failed checks. We will also discuss the importance of accurate verification, the risk of hiring unverified candidates, and best practices for successful verification.
This presentation is relevant to businesses of all sizes in India. It is important for businesses to understand the risks associated with hiring unverified candidates and to take steps to mitigate those risks. By conducting accurate and thorough background checks, businesses can safeguard their organizations and their employees.
For more information, visit our website : https://www.factsuite.com/
The Critical Role of Background Verification in the BFSI Sector | TraQSuiteTraQSuite
background verification in the BFSI sector is essential for risk management, regulatory compliance, protecting sensitive information, maintaining reputation, and fostering a culture of integrity and accountability. It helps ensure that individuals employed in the sector are trustworthy, qualified, and fit for their roles. TraQSuite, with its advanced solutions, contributes to the sector's success by ensuring that individuals employed are not only trustworthy but also aligned with industry standards and best practices.
This presentation covers the results and provides insights into the 2019 Higher Education Survey. This newly revised survey, now in its third year, is specifically oriented towards treasury and finance practitioners operating within the realm of Higher Education. The aim of this research is to identify the specific drivers, challenges, and other factors impacting both private and public universities heading into 2019. Results from this survey will be compared against data obtained from the broader corporate environment to better understand how the treasury and finance functions within Higher Education differ from other industries.
Topics covered include:
Technology use
Fraud and security concerns
Top compliance challenges
What it takes to become a best place to workLimeade
Becoming a best place to work comes down to people practicing a set of pivotal habits — at work and at home. As a result, employees perform better and so do companies.
In this webinar, Founder and President of Habits at Work Andrew Sykes will take you through the journey to become a best place to work — with examples of customer successes and challenges.
Aligning employee well-being with your cultureLimeade
Watch our webinar to learn how to take your well-being program to the next level in this panel discussion featuring Limeade Chief People Officer Dr. Laura Hamill, Exubrancy Chief Executive Officer Liz Wilkes and CultureIQ Head of Culture Strategy David Shanklin.
A Compelling Statement to Corporate Leaders – Why You Must Address EIM and DGDATAVERSITY
There is a lot of talk about the management of data as an asset. In fact it is getting tiresome. However, the people that see the need for managing data assets are still not the people who can make it happen, i.e. executives. Except for a few forward looking companies (who are reaping the benefits) we still hear the old views that “data is a convenience,” “IT owns the data,” or “give us all the data and we can use it as we see fit.”
During this webinar John and Kelle will examine the various reasons why information asset management does not catch on. We will cover:
Root cause opinions from several industry experts
Tools to see if your organization has a valid reason to adopt IAM or ignore it
Ideas for compelling statements and messages to turn the corner on IAM
India presents a market of opportunity and heartache with little major change foreseeable for the next couple of years and unless companies and service providers continue to evolve, it could get worse before it gets better.
India's corporate security and commercial security providers are on a similar path of that taken by countries, companies and providers that by current metrics could be considered at the leading edge of their class, however India is attempting to follow this path without the benefits of a society that contributes willingly to the objective, a consistency of governance, effective government agencies, informed business leaders and a healthy pool of commercial service options. Making the challenge all the more sizable.
Your corporate security department or service provider/s will range from a mere "body shop" providing cut throat consumer products to service your "guns, guards and gates" mentality or an evolving business unit that contributes demonstrable value to the organization and provides both career progression and respect for government and commercial graduates alike for years to come through a variety of disciplines not readily found elsewhere.
If your department or provider cannot answer the following questions comprehensively: 1. In financial terms, what value do you contribute to the organization? 2. What positive innovations have you implemented successfully over the past 18 months? 3. How do you compare locally, regionally or globally with your services, standards and capabilities? Then you unfortunately deserve what you have allowed to be created a business inhibitor, cost center limiting your strategy of growth.
Mr Anil Swarup Dir General, Ministry of Labour & Development, Govt of India presented on the biggest health insurance scheme (RSBY) run by the government at a seminar hosted by CIRM in Chennai, India
Security methods are always changing, and Deft Security Consultants are always researching the latest innovative trends. Read a primer on designing a comprehensive program.
Enhancing Organizational Excellence The Crucial Role of Background Verificati...FactsuitePerformance
This presentation will discuss the importance of background verification in talent acquisition. We will explore the costs of bad hires, the elements of background verification, and the negative consequences of failed checks. We will also discuss the importance of accurate verification, the risk of hiring unverified candidates, and best practices for successful verification.
This presentation is relevant to businesses of all sizes in India. It is important for businesses to understand the risks associated with hiring unverified candidates and to take steps to mitigate those risks. By conducting accurate and thorough background checks, businesses can safeguard their organizations and their employees.
For more information, visit our website : https://www.factsuite.com/
The Critical Role of Background Verification in the BFSI Sector | TraQSuiteTraQSuite
background verification in the BFSI sector is essential for risk management, regulatory compliance, protecting sensitive information, maintaining reputation, and fostering a culture of integrity and accountability. It helps ensure that individuals employed in the sector are trustworthy, qualified, and fit for their roles. TraQSuite, with its advanced solutions, contributes to the sector's success by ensuring that individuals employed are not only trustworthy but also aligned with industry standards and best practices.
This presentation covers the results and provides insights into the 2019 Higher Education Survey. This newly revised survey, now in its third year, is specifically oriented towards treasury and finance practitioners operating within the realm of Higher Education. The aim of this research is to identify the specific drivers, challenges, and other factors impacting both private and public universities heading into 2019. Results from this survey will be compared against data obtained from the broader corporate environment to better understand how the treasury and finance functions within Higher Education differ from other industries.
Topics covered include:
Technology use
Fraud and security concerns
Top compliance challenges
Cyber Risk Quantification for Employees | Safe SecurityRahul Tyagi
Humans
the weakest link in cybersecurity
“Amateurs hack systems, professionals hack people.”
Companies are built by the people it hires, yet, if you
ask the Chief Information Security Officer about their
weakest link, more often than not, they will say that it’s
the very same people that make the company.
Furthermore, according to a report by CybSafe’s
analysis of data from the UK Information Commissioner’s Office (ICO), human error was the cause of
approximately 90% of data breaches in 2019!
How to quantify human risk in your organization visit : https://www.safe.security/safe/people/
A typical method adopted by companies to meet the talent deficit includes deputing professionals from global centers of MNCs or local IT services companies in countries such as India, China, Philippines, and Brazil. The deputed workforce is staffed on projects for a defined period and usually acts as an interface to employees working at the global/offshore locations. Sourcing talent in this way helps companies to meet critical business requirements.
2. TALKING POINTS
An Industry Perspective
A Guard’s Perspective
Hospitality Industry Perspective
A Suggested Road Map
3. AN INDUSTRY PERSPECTIVE
The workforce of the private security industry is likely to touch 1.20
crores by 2020-22 (Source – Chairman CAPSI); quantity vs quality?
Cheap vs skilled labour
GDP growth indicators show that in face of failed monsoons and
slack in manufacturing sector, the service sector has been driving the
economy since 2013-14; though it has not translated into any
structured improvement in regulation of PS industry
The industry is mostly male dominated with women only constituting
single digit contribution (Definite data not available)
The large pool of un-employed educated youth is not attracted to the
job profile due to lack of structured growth opportunities; invariably
last option for the less educated
Being a non core operation in most industries, the qualitative
improvement is biased towards the productive roles
Lack of parity in minimum wage structure in all urban agglomerations
The current work force figures do not account for security personnel
at functional and managerial levels on permanent rolls of industrial
sector. In hospitality sector it is 40-50% in comparison with numbers
of contract security.
4. The minimum qualifications to become a Security Guard under the
PSAR Act are not commensurate to security needs of most industries
The private security industry at the national level may outnumber
local police force (PMF); should play an effective role in crime
prevention and upping the deterrence levels- albeit, authentic
estimates are NOT available about the number of private security
firms (un-organized), number of personnel engaged by such firms
and the proportionate share of various players in this field; tangible
contribution to securing smart cities or assisting in smart policing is
doubtful.
Is the controlling authority nominated under the PSAR Act equipped
to effectively monitor the licensing norms?
The security guards are visibly industry orphans who are neither a
direct liability of the principle employer nor the security agency who
employs them
A driver of a CIT agency ran away with Rs 22 crores from the cash
van in his charge in Delhi; was apprehended after few hours – a
case study for lack of application in executing the heist. (Crime
techniques are inversely higher than the capability of the protecting
force )
AN INDUSTRY PERSPECTIVE
5. Barring exceptions(Mumbai) there is negligible (less than 1%)
representation of private security guards in central or state trade
unions
Minimum wages notification is the salary trigger; unfortunately many
states are inordinately late in revising the min wages or the hikes are
abysmal; other labour intensive state industries dictate the minimum
wages
PSUs also tend to cling to the minimum rule though they pay more
than the private sector
In order to safeguard the interests of ex-servicemen; the mean age
of guards in PSU is high and denies higher wage jobs to younger
aspirants
The professionals skills are inversely proportional to the crime rates
and techniques
Lack of training and tools to manage irate mobs which pose a
viable threat
There is lack of self regulation on recruitment, training; consequently
bears on performance, even large players have not been able to
perform consistently on the deliverables
AN INDUSTRY PERSPECTIVE
6. A CONTRACT GUARD’S PERSPECTIVE
Social security, professional hierarchy and promotion opportunities of
personnel engaged by private security agencies is LOW compared
with other labour grades – technical, skilled, PSU, Govt
Lack of uniformity in working hours vis-a-vis remuneration, legitimate
allowances, leaves, security of employment.
Lack of awareness about their legitimate dues and rights under
various labour laws and social security laws applicable to them
Level of collective consciousness and role modeling is low in
comparison to uniformed forces; workforce lacks confidence
They are expected to perform policing roles and duties with some
challenges, but comparing their roles with Police, CPOs or defence
personnel is neither justified nor viable.
Earnings are spent on conveyance, accommodation, ration, medical
expenses and remittance, after which they are left with nothing
much to improve their social status or care for their children’s
education and family health. ( Lack of ESI cover in rural areas)
7. A CONTRACT GUARD’S PERSPECTIVE
Uniform and gear is not work-fit, which they have to pay for through monthly
wages, leads to worn out uniform at work as they avoid extra expenses on
new uniform
Conditions at work dictate turnover at most times
Majority are migrant labour with no local family compulsions, insist on
working 30 days to increase the salary payout which has a negative impact
on performance
Working hours are long with a monotonous profile, leads to lack of interest
and low physical fitness
Negative bio-cycle effects due to 15 days/ one month of night duties
Original documents including Govt IDs are held with the PSA
Have never been provided with leave travel concession by the PSA; once in
2 years/ every year?
Salaries are always distributed after 10th of the month, sometimes after 20th
of the month
Payment of bonus and gratuity is not commensurate to service
Availability of medical cover is not commensurate to expenses, medical
exigencies are ignored to save costs leading to lack in performance
8. Roles of security guard:
Basic -Access control at all entry/ exits, frisking and managing entry points, visitor
management, managing key control, parking management, perimeter sanctity, receiving
material, assist in fire and life safety, lead first response in emergent situations, pick up
drop escort duties
Desirable – handling guest complaints, report writing, main building and core security
rounds, self defence, administering first aid to staff and guests, CCTV operations,
checking of fire detection and suppression equipment, valet parking, manning technology
tools – (XBS, UVSS, explosive detectors) and night club operations
Protection against an organized assault does not exist in view of lack of cognizable
form of defence against fire arms; rely solely on law and order to respond
Loss prevention is a larger role than asset protection; prevent losses inflicted
through theft, fraud and negligence by employees, requires a higher IQ level and
tenacity to enquire
Need to hire private security guards
Non core operation, at floor level, outsourcing is preferred
Reduce on roll numbers, reduce liability of leaves and gratuity, guards are available at
minimum wages
Variable demand in case of forced attrition or low business, non performers can be
discarded
Contract guarding available for longer shifts
Need for specialized/ additional resources is event based and infrequent; reduce
HOSPITALITY INDUSTRY PERSPECTIVE
9. Hidden costs
Professional or material differentiation with on roll employees is not practiced
PF and ESI payouts are more or less even with on roll employees
Meals and facilities cost is same as for on roll employees but is not factored in
budgeting
Final payout to PSA including service tax plus service charges (25%); in some
A and B tier cities is higher than on roll guards
Re- training the guards and valets is a considerable expense in time and
resources
Uniform of contract guards is mostly unsuitable and over emphasizes the
agency signature
Communication skills and soft skills are mostly poor to below average;
much needed skills in commercial and retail sectors
Statutory compliances of PSAs are delayed , in-transparent. Invariably
monthly billing is delayed and irregular in submission
On site supervision is not consistent; role of field officers and their
competence is limited
HOSPITALITY INDUSTRY PERSPECTIVE
10. During contract negotiations, PSA insist on higher service
charge margins but rarely argue about facilities for guards
Salary disbursal is not uniform, 26 day and 30 day formats on
ERP which deny equitable payments to Guards
Accommodation with basic amenities outside the place of
employment are mostly chargeable without any subsidy
Background verification is most neglected portion of personal
documentation; invariably delayed as the guards force is mostly
migratory
Guards have to rely on PSA with centralized PF contributions
for withdraw the funds and account transfer
Major workforce from MP, Bihar, Chattisgarh and North East;
leads to major voids in manning during mass leave in festive
season for which the PSAs have little recourse presently
HOSPITALITY INDUSTRY PERSPECTIVE
11. A SUGGESTED ROADMAP
State level Statutory Boards in addition and above the controlling authority
specified by PSAR Act to streamline
recruitment
training and skill development
salary fixation & revisions,
allowances
special benefits
certification
compliance regulation
A working example exists in Mumbai through the Security Guard Board for
Brihan Mumbai and Thane
Charter for the statutory board – Recruitment and Operations
Manage a standard personal documentation format which is bio-metric and
available online
Grading and notification of specialized skills in the workforce inter-alia only
registered guards and professionals can be hired by PSUs, BFSI and private
industry sectors
Validate credentials and assess standards of arms license applicants, thereby
enable employability as armed guards- BFSI and cash services, personnel
security
12. A SUGGESTED ROADMAP- STATE LEVEL STATUTORY BOARD
Recruitment and Training
Auditing and grading the PSA operation in manning and cash services to
maintain initial and concurrent standards
Grading entails industry specific skills training of guards, application tests
and distribution for industry sectors through classification- NOS/ SSSDC
norms
Skills training accreditation
Talent management for promotion enablement and intra-industry transfer
Arms License
Examine necessity of fire-arms license for specific sites and allot
licenses to employ trained resources who hold a valid arms license and
conduct regular firing practice
Regulate interstate transfer of registered armed guards
Conduct test on firing skills of the license holders and serviceability of
weapons
Penal Powers
Based on audits on performance and deliverables
Penal deductions, revocation of license
13. A SUGGESTED ROADMAP - STATUTORY COMPLAINCES
Online validation of PF accounts through UAN has improved
contribution; PSAs should enable online registration of all
accounts so that all enrolled personnel can monitor their
accounts. It should be linked to AADHAR for simplicity in
identification. A easily understood and accessible human
resource information system for employees of each PSA
ESI cover is not uniform in most states, medical insurance
should be made compulsory as most guard force is migratory
and stay away from families. Legislation to make contribution
by both set of employers.
Minimum wages act, contract labour act and shops and
establishment act should be merged to formulate a single
labour act which clarifies all areas of doubt and obviates legal
subterfuge
Is there is need to adopt a hourly rate which overrides the riddle
of 8 and 12 hours/ extra hours payment?
14. Turnover of resources through mutual consent of principle employer
after completing a specific period say one year
Annual training certification and classification at PSA training centre
Legislation to introduce compulsory participation of women in PS
industry, might promote family life
Availability of lady guards during zero shift is a challenge though
women employees are at work in other floor areas
The concept of a mutual aid association is under discussion but at a
nascent stage without any pragmatic steps to rehearse for emergent
situations; it should be added to the PS charter for smart policing
PS industry should proactively undertake background verification of
other outsourced services employed by industrial sector in tandem
with local police for smart policing- States Police should consider
outsourcing
A SUGGESTED ROADMAP