Top of FormAnnotated BibliographyMohammed, D. (2018, January

Top of Form
Annotated Bibliography
Mohammed, D. (2018, January 1). Cybersecurity Compliance in
the Financial Sector | Open Access Journals. Cybersecurity
Compliance in the Financial
Sector. https://www.icommercecentral.com/open-
access/cybersecurity-compliance-in-the-financial-sector-
.php?aid=50498
Mohammed, D. (2018, January 1) has investigated on array of
challenges as state and national level authorities endeavor to
manage with cybersecurity dangers, vulnerabilities, and cyber-
crime dangers. His investigation conclude that researchers
should require checks against careless behavior and
fundamental countermeasures against false hones. He believes
that controls moreover carry the potential to burden the money
related industry with duplication of exertion and complex
announcing plans. Such measures may demonstrate
counterproductive when as it were gigantic enterprises with the
assets to hold huge lawful and administrative divisions can
survive in a riotous administrative environment and Controllers
must approach the monetary industry with an indeed bottom,
leveraging solid Congressional oversight where fundamental,
whereas killing pointless burdens that smother money related
development.
From this article, I have learned that Regulations can have
positive impacts when they compel organizations to comply
with recognized security measures. Be that as it may regulators
must consider the impacts of wide enactment over the differing
organizations working within the monetary industry. Regulators
must consider the taken a toll organization cause since
companies regularly pass these costs on to customers.
Regulations frequently contain complicated dialect, requiring
lawful groups to filter through and interpret. Be that as it may

legal counselors do not bear the obligation for guaranteeing
administrative compliance. Accomplishing compliance
regularly demonstrates a troublesome challenge since numerous
organizations lack the assets to completely get it and thus
completely comply with complex administrative systems.
KENTH, J. A. G. D. E. V. (2019). Financial Crime and Cyber
Security. Financial Crime and Cyber Security- The Hedge Fund
Journal. https://thehedgefundjournal.com/financial-crime-and-
cyber-security/
The author has researched a recent paper by AIMA illustrated
clearly that hedge fund firms and other elective resource
supervisors are playing an imperative part in financing the
economy, giving much required capital and venture to the SME
showcase, genuine bequest, and framework ventures, among
others. As the segment plays a progressively standard part,
issues such as money related wrongdoing and cyber security
will stay central to encourage development. As later occasions
appear, these stay a need for controllers and law requirement
offices. He has also highlighted how Financial fraud appears to
have possessed much of the Financial Conduct Authority’s
(FCA) time.
This article has played a vital role in making me understand the
significance of conducting periodic evaluations of the nature of
the data the firm collects and cybersecurity dangers, making a
methodology that is outlined to avoid, identify, and react to
cybersecurity dangers, which might incorporate controlling get
to different frameworks, information encryption, reinforcement
and recovery and executing the methodology through composed
approaches, methods and preparing. It is important for firms to
understand their cyber vulnerabilities and how these affect the
level of chance for the firm’s portfolio of existing chance and
oversee this threat.
Temin, T. (2020, September 24). Secret Service stepping up in
fight against cyber-enabled financial crimes. Federal News
Network. https://federalnewsnetwork.com/cybersecurity/2020/0
9/secret-service-stepping-up-in-fight-against-cyber-enabled-

financial-crimes/
In this article, author talks about Secret Service examinations
on cyber empowered money related crimes of all sorts. He also
provides an overview of what Secret Service does do with
regard to examinations of monetary crimes. He also conducts
few Q&A with Jeremy Sheridan deputy assistant director of the
Office of Investigations at the Secret Service. Jeremy mentioned
that at the strategic level presently, in terms of what we are able
do way better operationally, in a part of distinctive disciplines,
we are seeing whether it is patterns in cybercrime, innovation,
law and arrangement.
In this Q&A type interview article, I learned a lot about the
viewpoint of secret services and their plan in controlli ng
financial and cybercrimes. How they are attempting to do is
reimagine the Secret Service’s investigative mission in those
diverse components, whether it is the profound web, the dark
web, ransomware, commerce, e-mail, compromises, all shapes
of phishing and to modernize our investigative center, extend
our associations, reexamine how they are preparing, selecting,
and holding cyber ability and go into modern approaches of
cryptocurrency, resource relinquishment or cash laundering.
Hasham, S., Joshi, S., & Mikkelsen, D. (2019, October 1).
Financial crime and fraud in the age of cybersecurity. McKinsey
& Company. https://www.mckinsey.com/business-
functions/risk/our-insights/financial-crime-and-fraud-in-the-
age-of-cybersecurity?cid=other-eml-alt-mip-
mck&hlkid=ce2579bc165643c18bd96c45cec20ab6&hctky=1144
6973&hdpid=6885e6c0-7d91-4e5b-8c62-361eb9313b13#
Hasham, S., Joshi, S., & Mikkelsen, D. (2019, October 1) talks
about the wrongdoing was one concurrent, facilitated attack
against numerous banks, sending an advanced information of
the cyber environment and likely caught on managing an
account forms, controls, and indeed vulnerabilities emerging
from siloed organizations and governance. They convey how
pioneers are hence reconsidering their approaches to take
advantage of the synergies accessible in integration. Eventually,

extortion, cybersecurity, and AML can be solidified beneath an
all-encompassing approach based on the same information and
forms. Most of the benefits are accessible within the close term,
in any case, through the integration of extortion and cyber
operations.
Though this article, I understand banks have not however
addressed these modern convergences, which transgress the
boundary lines most have raised between the sorts of crimes.
Furthermore, a siloed approach to these interconnected dangers
is commonly looking progressively untenable; clearly, the
working process should be rethought. It is important to note that
banks and financial institutions (FI) have to be compelled to
reconsider their techniques and upgrade past their bequest
frameworks to combat these imaginative and complicated
extortion and monetary fraudulent approaches.
FERRO, B. R. I. A. N. (2020, July 6). Banking on Uncertainty -
The Future of Financial Crime and Compliance.
Www.Bankinfosecurity.Com. https://www.bankinfosecurity.com
/blogs/banking-on-uncertainty-future-financial-crime-
compliance-p-2925
FERRO, B. R. I. A. N. (2020, July 6) talks about the future of
financial crime and compliance in banking sector. With more
current technology advancing and COVID sort environmental
changes money related wrongdoing and extortion typologies are
proceeding to torment worldwide firms. He moreover clarifies
how It is difficult for banks to needs when it comes to their
compliance challenges. These are since of three fundamental
variables, advancing administrative changes, Melancholy
financial estimates and Combating changing cybercrime.
From this article, I have realized that holistic facilitated cloud
compliance arrangement that can offer the same strong security
benchmarks (on the off chance that not way better than) that we
anticipate from an on-premises arrangement. It makes us surer
that any cloud stage and it can help at diminish costs and
guarantee upkeep and management. And that's why compliance
within the cloud is not basically a question of any stage.

Ultimately, Cloud-based arrangements empower the bank of
long run to identify extortion more precisely through progressed
analytics.
Bottom of Form
INSTRUCTIONSClick on the link below or copy and paste it
into a new browser window to go to the website to learn more
about how to use this budget
spreadsheet.http://exceltemplates.net/financial/training-budget-
spreadsheet/After reviewing the instructions click on the orange
tab below titled Training Budget to develop your budget.
http://exceltemplates.net/financial/training-budget-spreadsheet/
Training BudgetTraining BudgetOrganization: Year:
Department: Submitted by: Annual training allotment:1Q
Budget:$03Q Budget: $0Total Budget: $02Q Budget:$04Q
Budget: $01st Quarter Training
BudgetLineItemDescription/JustificationQty.Unit
Cost/RateTotal1Courseware development$02Courseware
purchase03Certification04Train-the-trainer05Hardware
purchase06Facility rental07Instructional materials08Technical
equipment09Consulting fees010Instructor fees011Content
acquisition012Travel013Per diem0140150Grand Total$02nd
Quarter Training
Cost/RateTotal16Courseware development017Courseware
purchase021Facility rental022Instructional
materials023Technical equipment024Consulting
fees025Instructor fees026Content acquisition027Travel028Per
diem0290300Grand Total$03rd Quarter Training

fees040Instructor fees041Content acquisition042Travel 043Per
diem0440450Grand Total$04th Quarter Training
fees055Instructor fees056Content acquisition057Travel058Per
diem0590600Grand Total$0
Sheet1
BACKGROUND OF THE SHELL COMPANY 6
Background of the Shell Company
Student’s Name
Institution
Professor
Date
Background of the Shell Company
The link to the company’s website is
https://www.shelloman.com.om/en_om/about-us/who-we-
are.html
I decided to select Shell Oman as my company to be addressed
in the assignment this week. In 1958, the Shell Corporation of
southeast Arabia was launched, and its downward marketing
strategies started. This was representative of the rights to
exchange of the Late Sultan Said bin Taimur to Shell Markets
(Middle East) Limited. Fuel was originally imported on trade
shows; oil containers hooked to a chain, floated offshore, and
then rolling inland manually. Local agents are responsible for
the whole exchange process (Al Balushi, 2019).

Human resource management applies to all the persons engaged
in the administration of property related to the staff and the
agency responsible for them. Human resources management
encompasses the whole process and system built for handling
entities in an organization. Managing human resources' tasks
and roles are split into three major fields: personnel,
compensation, benefits for workers, and work schedule (Al
Balushi, 2019). Maximizing an organization's productivity by
improving its workers' effectiveness is the main consideration
of human resources.
The firm succeeded in its market by the production and
execution of a successful human resource strategy. Human
resource policy preparation and development is an integral
aspect of all human resource management systems. Human
resources systems should be built as part of an overarching
approach to support the achievement of corporate objectives (Al
Shabibi, 2020).
Human resource policy planning and development is an integral
aspect of all human resource management systems. Human
resource processes must be built in the framework of an
overarching human resources plan consistent with fulfilling
corporate priorities and wishes to participate (Al Shabibi,
2020).
My paper aims to research the Shell Oman business and define
tactics and practices for its growth. Therefore, I understood the
Organization's vision, mission, and goals if they were
accomplished by the execution of the human resources
management techniques.
Vision
Shell Oman's vision states that “To be the market leader and
deliver the best value to our stakeholders.”
Mission

Shell Oman's marketing company's mission statement is “To
enhance profitability through innovative management strategies
while ensuring cost effectiveness and harnessing creative
ideas.”
Goals
The goals of Shell Oman are as follows:
· Innovative developments in offshore oil and gas production
security technology, protective culture, and environmental
management systems (Al Shabibi, 2020).
· The role played to encourage the development of safe,
resilient societies in the Gulf is to raise awareness and
recognize the similarities between human health and the
environment (Al Shabibi, 2020).
· Develop an understanding of the whole world area as a
complex framework of mature, integrated human and
environmental processes, roles, and procedures for advising
ecosystem resources conservation and restoration (Al Shabibi,
2020).
SWOT Analysis of the Oman Shell Company
Strengths
The strengths of Shell Oman are inner influences that have
rendered the business's policy and functionality for human
resources. The establishment of a good workplace is one of the
long-term priorities to be employees' option (Al Shabibi, 2020).
Shell workers are a strength for Shell's experience, skills, and
expertise in distributing goods and services to its clients. In
contrast with the rival firms, besides superior goods, workers
must be able to produce product-specific.

Weaknesses
In difficult economic conditions, which can impact employee's
capacity to perform, Shell Company can experience the budget-
cutting problem in Oman (Al-Sarihi, 2020). In the lack of
goods, human capital is not profits. Jobs rely on logic to finance
human capital investments.
Opportunities
Shell Oman is offered the opportunity via recruiting and
training to improve his human resources. The production
process allows the company to plan its products and services
accordingly. More commercial interpretations of greater
increases or increased pay for new workers and growth for
nearby neighbours by adding more employees. External
considerations may also be the organization's willingness to
reach a good successor whose market growth practices
strengthen its role or industry (Al-Sarihi, 2020).
Threats
If a strategic advantage benefits from a rival, it impacts the
performance of the business. In exchange, the corporation is
compelled to refuse the costs or close the firm while retaining
the profit margin.
Conclusion
The Shell Oman policy planning leadership has had an impact
on the company's executive priorities. Human resource
management plays an important role in the assortment of
management by considering reasons for loss or achievements of
last operation appreciation for decision-making. The aptitude
approach is also one of them, and a business that forecasts
potential employees' desires and then finds the recruiting of
individuals with that skill is an important advantage. Human
resources management requires defining the abilities,

experience, and skills required to play each task and create job
requirements (Al-Sarihi, 2020). This strategy is constant
training and workforce growth, which is apparent in researching
the Shell Company and how the workers must demonstrate how
the processes operate for a company to grow. Each employee
must still be qualified enough to play its part and thereby
enhance the manufacturing and selling of goods. Shell has gi ven
its employees ample ability.
References
Al Balushi, M. M. (2019). The Role of Dramaturgy in Change
Management in Shell Oman Marketing Company (Doctoral
dissertation, University of Bradford).
Al Shabibi, I. (2020). Planning for entrepreneurialism in a
rentier state economy: Entrepreneurship education for economic
diversification in Oman (Doctoral dissertation, Cardiff
University).
Al-Sarihi, A., & Mason, M. (2020). Challenges and
opportunities for climate policy integration in oil-producing
countries: the case of the UAE and Oman. Climate
Policy, 20(10), 1226-1241.
Strategic Training and Development Process Flowchart
Business Strategy
based training
Strategic Training and Development Initiatives

Business Strategy
Metrics Showing Value of Training
Training and Development Activities
Improve Customer Service
Accelerate the Pace of Employee Learning
Capture and Share Knowledge
Mission
Values
Goals
Use online Training
Make development Training Mandatory

Increase amount of Customer Service Training
Learning
Performance
Reduced Customer Complaints
Reduced Turnover
Employee Satisfaction
NEEDS ASSESSMENT
6

Needs Assessment
Student’s Name
University Affiliation
PART ONE: Online Needs Assessment Survey
TRAINING NEEDS SURVEY
Below is a current Training Needs Analysis Questionnaire
which should be completed by the end of the day. Please set
aside time to go through the paper and answer the questions
accurately and honestly. The purpose of this survey is to
identify and develop training priorities that help in training
priorities. The results of this analysis will be confidential. Feel
free to contact the HR Department in case of queries. Thank you
for your time and cooperation in this.
Best regards,
Demographics
Please complete the following section accurately.
1. Which department do you work in?
a. Sales and Marketing
b. Finance
c. Human Resource
d. Administrative
2. How long have you worked at the organization?
3. Name your current job role or responsibility in the
department
4. List the type of training you have received over your years of
employment in this organization.
5. Select the topics that you believe are your most crucial
development and training needs
a. Accounting
b. Coaching
c. ICT
d. Presentation skills

e. Project management
f. Strategic planning
g. Team work
h. Financial reporting
In a scale of 1 to 5, please rate your knowledge, mastery, or
skills in each of the following sections.
Communication
6. Written communication skills
7. Spoken communication skills
Interpersonal Skills
8. Addressing issues in a timely fashion
9. Understanding and respecting the opinions of others
Problem Solving Skills
10. Risk identification and assessment
11. Ability to develop innovative solutions to address problems
Business Skills
12. Understanding the objectives and goals of the business
13. Does the objectives align to individual goal of growth and
development
14. Is constructive feedback given in time and effectively?
15. Is effective training offered within the organization?
PART TWO: Needs Assessment Survey
A need assessment survey was conducted in which 15
participants were included in the survey. 12 participants fully
completed the analysis questionnaires while the rest 3 did not
complete the survey. The participants were random employees
in different departments in the organization. The information
provided by the participants was greatly useful in determining
training needs of the organizations. The survey took
approximately 24 hours after which the questionnaires were
handed back to the human resource manager.
PART THREE: Needs Assessment Analysis
20 participants were invited to participate in the needs
assessment. However, only 15 of them responded to the call and
undertook the survey. This number represented 75% of the
entire population that was invited to participate.

From the information that was generated from the survey, it was
identified that the organization needed to undertake several
training needs. Among these training needs were financial
reporting skills, problem solving skills, property management
skills, and strategic planning skills.
The training audience of the organization includes departmental
managers, and fellow employees in charge of complex tasks and
projects.
During this project, training will focus on helping employees
develop problem solving skills. This training need is crucial
above others since many employees complained of having less
training on problem identification and solving skills. It was also
identified that many employees could not solve effectively and
timely solve sudden problems that may arise in the
organization.
There are other issues that were identified that are not training
needs. Such issues include low morale, conflicts between
employees, and inadequate resources in the organization.
As a training consultant, I would advise Ryan to address the
issue of low morale by helping the individual identify the cause
of the problem and coming up with a solution that will lead to a
positive difference. He should also solve infighting by resolving
the issues between the conflicting parties or replacing one or
both of them with new employees. Ryan should also aim at
solving the issues with inadequate resources in the organization.
There are various techniques that can be implemented in a needs
assessment survey. One major technique is interviews. This
approach is beneficial as it will provide an opportunity for the
interviewer to have a face to face discussion with the
respondents. The interviewer will gain first hand information,
determine the emotions, complexity and intensity of feelings of
respondents towards particular subjects, and also allows the
respondents to seek clarifications where they do not understand.
References
Angela Wilson (2020). Training versus performance: It isn’t

always a training issue. Training Industry.
https://trainingindustry.com/magazine/issue/training-versus-
performance-it-isnt-always-a-training-issue/
Tom LaForce (May 29, 2016). 5 problems training won’t solve.
https://laforceteamwork.com/5-problems-training-wont-solve/
NEEDS ASSESSMENT SURVEY
SHELL COMPANY
RISCHONDA FORSYTHE
A need assessment survey was conducted in which 20
participants were included in the survey. 13 participants fully
completed the analysis questionnaires while 7 did not complete
the survey. The participants were random employees in different
departments in the organization. The information provided by
the participants was greatly useful in determining training needs
of the organizations. The survey took approximately 24 hours
after which the questionnaires were handed back to the human
resource manager.
1
How many people were invited to participate in the needs
assessment? How many people responded to the needs
assessment? What percentage responded?
20 PEOPLE WERE INVITED
13 PEOPLE RESPONDED
65 PERCENT
20 participants were invited to participate in the needs
assessment. However, only 13 of them responded to the e-mail
and undertook the survey. This number represented 65% of the

entire population that was invited to participate.
2
Who is the training audience?
SALES AND MARKETING
HUMAN RESOURCES
ADMINISTRATION
FINANCES
INFORMATION TECHNOLOGY
The training audience of the organization includes departmental
managers, and random employees from each department. Those
departments include sales, administration, finance, human
recourses and technology.
3
YEARS IN ORGANIZATION
The data shows the years employees have been with this
organization. At least 3 participates have been with the
company over 10 years. The rest was only within a few years. I
was hoping to have a little more long term employees
participate but the data was consistent.
4
What training needs have you identified?

FINACIAL REPORTING
PROJECT MANAGEMENT
ACCOUNTING
COACHING
From the information that was generated from the survey, it was
identified that the organization needed to undertake several
training needs. Among these training needs were financial
reporting skills, coaching, project management skills, and
accounting. These training needs will be taken in consideration
and provided as soon as possible.
5
CRUCIAL DEVELOPMENT AND TRAINING NEEDS
TRAINING PREFERENCES
The majority of employees will benefit more training face to
face. A low percentage will rather have online training. This
data proves that this a big concern in most work places because
a lot of trainings are online, from experience many people work
ethics are better when trained face to face.
7
EFFECTIVE TRAINING

From the data it proves that shell company is providing
effective training for employees. When a company is doing
thing effectively for employees it helps build a strong team. The
best thing to do is see what you can offer to those who don’t
think effective training is provided. The key to building strong
employees is to always reach out to see what can be done to
help provide better training. Although it is a small percentage
every employee count.
8
What one training will you focus on developing for the
remainder of this project? Why did you select this training need
over the others?
This Photo by Unknown Author is licensed under CC BY
During this project, the training I will focus on helping
employees develop is Interpersonal skills. This training need is
crucial above others since many employees complained of
having less training on Interpersonal Skills. It was also
identified that many employees lack communication with others
which could cause problems that may arise in the organization.
Strong interpersonal skills are the key indicator to success in a
work environment. How can you effectively solve problems
without having a strong interpersonal skill. I chose this skill
over the other skills because this skill can help enhance the
others skills.
9
KNOWLEDGE AND SKILLS

The scale shows that a lot of employees ranks really high in
each section. This signs of valuable employees. Each skill is
really important in any organization. This data shows how well
this company have trained their employees.
Communication
Written communication skills
Spoken communication skills
Interpersonal Skills
Addressing issues in a timely fashion
Understanding and respecting the opinions of others
Problem Solving Skills
Risk identification and assessment
Ability to develop innovative solutions to address problems
Business Skills
Understanding the objectives and goals of the business
10
If you could implement any type of needs assessment
instrument(s), not just a survey, within the organization which
techniques from our textbook would you utilize? Explain your
rationale. If you would only use a survey explain why.
This Photo by Unknown Author is licensed under CC BY-NC-
ND
There are various techniques that can be implemented in a needs
assessment survey. One major technique is interviews. This
approach is beneficial as it will provide an opportunity for the
interviewer to have a face to face discussion with the
respondents. The interviewer will gain first hand information,
determine the emotions, complexity and intensity of feelings of
respondents towards particular subjects, and also allows the
respondents to seek clarifications where they do not understand.

11
CONSTRUCTIVE FEEDBACK
The percentage for constructive feed back is awesome, this will
help your employee perform better which will contribute to a
positive outcome. It encourage employees when they feel
leaders are supporting them. Making every employee feel
valued is a great leader.
12
ORGANIZATION GROWTH
Most organizations offer growth which motivate employees
more, work hard for a possibility of a better position. When
organizations give employees no room to grow they usually do
not stay with an organization long. Many turnovers rates can
hurt a organization considering it cost money every time you
hire a new employee. Its not to easy for small organizations to
offer growth but showing appreciation like bonus and raises can
also help keep employees longer. This data shows that shell
organization offer growth, 76.9 percent said yes and 23.1
percent said maybe. The fact that the 23 percent can see a
potential growth is a good thing.
13
What advice as an independent training consultant would you
give to Ryan regarding the non-training issues?
This Photo by Unknown Author is licensed under CC BY-NC-
ND

As a training consultant, I would advise Ryan to address the
issue of low morale by helping the individual identify the cause
of the problem and coming up with a solution that will lead to a
positive difference. He should also solve infighting by resolving
the issues between the conflicting parties or replacing one or
both of them with new employees. Ryan should also aim at
solving the issues with inadequate resources in the organization.
14
REFERENCE
Angela Wilson (2020). Training versus performance: It isn’t
always a training issue. Training Industry.
https://trainingindustry.com/magazine/issue/training-versus-
performance-it-isnt-always-a-training-issue/
Tom LaForce (May 29, 2016). 5 problems training won’t solve.
https://laforceteamwork.com/5-problems-training-wont-solve/

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