Developing a conceptual model for insider threat

2018 ◽  
pp. 1-19 ◽  
Author(s):  
Monica T Whitty
Keyword(s):  
Conceptual Model ◽  
Behavioural Change ◽  
Insider Threat ◽  
Human Resource Managers ◽  
Line Managers ◽  
Security Officers ◽  
Career Criminal ◽  
Resource Managers ◽  
Information Technologists ◽  
The Uk

AbstractThis paper sets out 99 case studies of insider attacks that took place in the UK. The study involved interviewing investigators, heads of security, information technologists, law enforcement, security officers, human resource managers, line managers, and coworkers who knew the insider. The analysis elucidates how to identify insiders and pathways to these attacks. It also highlights examples of archetypal insiders, in addition to the ‘disgruntled employee’ (e.g., ‘the show off’, ‘the career criminal’, ‘the addict’, etc.). In contrast to other studies, this study highlights multiple pathways to an attack. A conceptual model is set out that considers indicators (both physical and cyber) that might be monitored in an insider risk detection programme. The model stressors need to continuously seek out methods to close down opportunities as well as to monitor behavioural change. It also elucidates potential deterrence and prevention strategies for organisations to consider in an ethical and legal manner.

scholarly journals A Theoretical Framework for Gamified Learning

2019 ◽  
Vol 8 (12) ◽  
pp. 2846-2851
Keyword(s):  
Conceptual Model ◽  
Human Resource ◽  
Behavioural Change ◽  
Human Resource Managers ◽  
Limited Success ◽  
Use Of Technology ◽  
Resource Managers ◽  
Basic Understanding ◽  
Gamified Learning ◽  
Organization Marketing

The term ‘gamified’ has been applied to a large number of processes in the organization. Marketing professionals have attempted to gamify customer experiences, while human resource managers have attempted to gamify employee processes like recruitment and onboarding. Being a powerful driver for goal-oriented behavioural change, gamification has the potential to revolutionise the way people work, collaborate, and develop. However, the application of gamification has met with limited success in the organization. Researchers have attributed this lack of success to incomplete understanding of the concept. The current study reviews literature in the area of Gamification in an attempt to arrive at a conceptual model explaining how gamification drives learning. The model proposed in this study is simple and draws from key theories related to Learning and use of technology. The purpose of the review is to provide a base for future researchers and a basic understanding for practitioners attempting to introduce gamified learning.

scholarly journals Resistance to change during uncertainty-perspective of covid-19: An empirical investigation into resistance management in the healthcare organizations

2021 ◽  
Vol 22 (2) ◽  
pp. 5-20
Author(s):  
Ali Ahmad ◽  
◽  
Dababrata Chowdhury ◽  
Keyword(s):  
Research Study ◽  
Resistance To Change ◽  
Resistance Management ◽  
Computer Software ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Healthcare Organizations ◽  
Line Managers ◽  
Top Executives ◽  
Resource Managers

Resistance to change is widely recognized as the main reason forfailure whenit comes to any kind of change initiative. Despite its importance, there is still rather limited knowledge concerning the factors that trigger this behaviorinthe workplace. The primary purpose of this research study is to uncover the reason behind the resistance to change during uncertainty (perspective of covid-19). A mixed methodologyapproach was used in this research study to identify the factors that facilitate resistance management in healthcare organizations in Bangladesh. Data collection was semi-structured interviews with purposive sampling to select respondents which included top executives, human resource managers, CEOs,and line managers. To create themes and sub-themes computer software NVIVO has been used and 10 total interviews were recorded by the software. Clustered probability sampling method has been carried out for the questionnaire survey and analyzedthe data with computer software SPSS. The results show that effective communication reduces the intensity of resistance in healthcare organizations.The study also revealed that resistance to change often helps to explore alternative perspectives

Towards a sustainable HRM in Latin America? Union-management relationship in Chile

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Francisca Gutiérrez Crocco ◽  
Angel Martin
Keyword(s):  
Latin America ◽  
Human Resource Managers ◽  
Line Managers ◽  
Content Type ◽  
Labour Relations ◽  
Resource Managers ◽  
Leadership Strategy ◽  
Union Voice ◽  
Union Action ◽  
Labour Disputes

Purpose The purpose of this paper is to discuss why and how the notion of sustainability has been integrated to the practices of HRM in Chile. Especially, it examines how the union‒management relationship shapes and is shaped by the adoption of a sustainable approach. By doing so, it contributes to a broader debate about HRM in Latin America. Design/methodology/approach The paper draws on a case study conducted between 2016 and 2018 in two large companies. In each of these companies, besides the analysis of internal and administrative documentation, human resource managers, line managers and union officers were interviewed. Findings In this paper, two main findings are discussed. First, the sustainable HRM idea installed in Chile has not involved a total renunciation of some old ideological frames, but rather an adjustment of these. The old paternalist managerialism is shaping a path to a new HRM model, willing to yield part of its control to workers, but not less unitarist in its foundations. Second, the sustainable HRM concept adoption by the studied companies is not primarily motivated by economic goals as it may have occurred in other contexts, but by the need of a solution to labour conflicts in a context of union action renewal. Practical implications This research could be used to teach about leadership, strategy and sustainability, highlighting the importance of understanding the contested nature of the employment relations within these processes of changing. To accomplish this, HR practitioners need to get more involved with pluralistic perspectives in labour relations and thus achieve effective sustainable practices in the workplace. It is also relevant that unions recognise and strengthen their ability to influence these policies. Originality/value This paper sheds lights on how the concept of sustainable HRM has been introduced in Latin America, which has been slightly discussed in mainstream scientific literature. It also provides empirical evidence about unexplored and recent changes in HRM and proposes new perspectives for the study of this topic in the region, considering variables as the managerial ideologies, current labour disputes and the relevance of trade union voice.

Effect of Prejudice and References on Employee Selection Process: Empirical Evidence from Pakistan

2019 ◽  
Vol 20 (6) ◽  
pp. 1344-1360
Author(s):  
Abdul Waheed ◽  
Jianhua Yang
Keyword(s):  
Banking Sector ◽  
Selection Process ◽  
Employee Selection ◽  
Final Analysis ◽  
Primary Data ◽  
Human Resource Managers ◽  
Analytic Hierarchy ◽  
Line Managers ◽  
Resource Managers ◽  
Research Findings

Hiring is likely a more critical process for an organization, which might be possible through distinct procedures. Simultaneously, employee selection process has vital importance in which organizations adopt numerous methods and techniques to assess the dynamic individual. Many researchers have claimed that there are diverse factors that affect the employee selection process. Despite, this study investigates the effect of prejudice and references on the employee selection process within the context of banking sector in Pakistan. To this end, primary data were collected through questionnaire distribution among 400 human resource managers of all levels, that is, top, middle and first-line managers within the period of October 2015 to May 2016. Subsequently, 310 surveys were acquired for final analysis that indicates 78 per cent accuracy in the response rate. Furthermore, descriptive statistics, correlation analysis and analytic hierarchy process (AHP) techniques were applied to research findings using Statistical Package for the Social Sciences (SPSS. 20.0). It is revealed that prejudice (P) and reference (R) have a significant correlation on the employee selection process. However, the levels of intensity are quite different in each sub-attribute as thereafter demonstrated hierarchically. Finally, our research proposes few future studies for the research scholars and practitioners.

Do values reflect what is important? Exploring the nexus between work values, work engagement and job burnout

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rinki Dahiya ◽  
Juhi Raghuvanshi
Keyword(s):  
Work Engagement ◽  
Work Values ◽  
Job Burnout ◽  
Human Resource Managers ◽  
Content Type ◽  
Managerial Support ◽  
Security Officers ◽  
Resource Managers ◽  
Extrinsic Work Values ◽  
Survey Responses

Purpose Work values are a representation of people’s priorities as they reflect what is pertinent for them and what they want to accomplish. In light of this, the purpose of this study is to understand the priorities given to work values (extrinsic and intrinsic) by employees and also to explore whether these work values vary with the levels of work engagement and job burnout. Design/methodology/approach The study was based on the survey responses of 386 officers working in Indian manufacturing organisations engaged in different areas. Findings The findings reveal that security officers give much priority to extrinsic work values than intrinsic work values (IWVs). Moreover, IWVs vary with different levels of work engagement along with job burnout. The security officers belonging to the engaged group differ significantly with those belonging to the job burnout group in terms of IWVs. Moreover, work values also have a negative correlation with job burnout and a positive correlation with work engagement. Originality/value This study explores the variation in work values of security officers working in Indian manufacturing organisations with changes in levels of job burnout and work engagement, which is a novel contribution in the field. The findings also advocate that it is crucial for human resource managers, supervisors and key people in organisations to find out employees showing early signs of job burnout (exhaustion or disengagement) or early stages of strain and frustration as the priorities of work values of the employees are affected by these parameters. Such identified employees should be provided with required managerial support and necessary work resources immediately.

A Study of the Perceptions of the Labour Market by Human Resource Managers in the UK Hotel Industry: A Cognitive Approach

2000 ◽  
Vol 2 (3) ◽  
pp. 232-241 ◽  
Author(s):  
Julie Gore ◽  
Michael Riley
Keyword(s):  
Labour Market ◽  
Human Resource ◽  
Cognitive Task ◽  
Human Resource Managers ◽  
Cognitive Approach ◽  
Human Resource Manager ◽  
Resource Managers ◽  
Hr Managers ◽  
The Uk

It is reasonable to assume that if the labour market is the dominant force in labour management then the significance of the role of the human resource manager lies in the position it holds at the intersection between the external and the internal market, with recruitment as the joining process. This paper describes a qualitative investigation of hotel human resource managers' perceptions of their labour market environment using the process of recruitment as a vehicle to explore cognitive processes. A cognitive task analysis was completed which utilised four interview methods: task diagram; knowledge audit; simulation interview; and repertory grid. The findings show that the HR managers conform to the appellation of ‘expert’ in that they would use few and simple rules in making decisions. They also assume that the labour market will always provide and that perceptions of what goes on inside the organisation are quite separate. In other words there is both an industry and in organisational perspective at work.

Managing Organizational Knowledge by Diagnosing Intellectual Capital

2001 ◽  
pp. 267-297 ◽  
Author(s):  
Nick Bontis
Keyword(s):  
Intellectual Capital ◽  
Balance Sheet ◽  
Organizational Knowledge ◽  
Sustainable Competitive Advantage ◽  
Human Resource Managers ◽  
Development Officers ◽  
Resource Managers ◽  
Information Technologists ◽  
Exciting Area ◽  
And Training

Since organizational knowledge is at the crux of sustainable competitive advantage, the burgeoning field of intellectual capital is an exciting area for both researchers and practitioners. Intellectual capital is conceptualized from numerous disciplines making the field a mosaic of perspectives. Accountants are interested in how to measure it on the balance sheet, information technologists want to codify it on systems, sociologists want to balance power with it, psychologists want to develop minds because of it, human resource managers want to calculate an ROI on it,and training and development officers want to make sure that they can build it. The following chapter represents a comprehensive literature review from a variety of managerial disciplines. In addition to highlighting the research to date, avenues for future pursuit are also offered.

scholarly journals Implications of the UK Equality Law for tele-homeworking: COVID-19 and beyond

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Vandana Nath ◽  
Graeme Lockwood
Keyword(s):  
Case Law ◽  
Legal Framework ◽  
Policy Implications ◽  
Illustrative Case ◽  
Human Resource Managers ◽  
Content Type ◽  
Work Arrangements ◽  
Diversity And Inclusion ◽  
Resource Managers ◽  
The Uk

Purpose The purpose of this study is to examine the practical and legal complexities associated with tele-homeworking in the context of the UK Equality Law. First, the paper provides a background to the recent growth of tele-homeworking as a result of the COVID-19 pandemic, outlining the tenets of the UK Equality Act 2010 and referring to additional legislation pertinent to the ensuing discussion. Second, illustrative case law relevant to the UK Equality Law is put forward to demonstrate the potential challenges that employers and employees might encounter with continued and longer-term tele-homeworking arrangements. Third, the paper outlines implications for employers and human resource managers in terms of policies and practices that might shape the nature of the employment relationship. Design/methodology/approach This study is based on a review of the literature and an examination of UK case law applicable to tele-homeworking, taking into consideration equality, diversity and inclusion concerns in the workplace. Findings Remote working can be beneficial to both employers and employees. However, there are a number of significant concerns surrounding the management of tele-homeworkers in the aftermath of the pandemic that can act as a stimulus for legal disputes around discrimination, infringement of human rights and breach of contract claims. Several policy implications surface from the analysis that relate to equality and fair treatment associated with both current and future work arrangements. Originality/value The paper is significant in offering legal insights into how the UK Equality Law relates to the complexities associated with the management of tele-homeworkers. The study also highlights how return-to-office undertakings might need to consider wider legal issues. COVID-19 and its repercussions have demanded the reorganisation of work, which can give rise to a greater possibility of legal challenges and the study highlights the importance of employers undertaking an evaluation of their equality practices and complying with the legal framework.

Do real estate courses sufficiently develop graduates’ employability skills? Perspectives from multiple stakeholders

2014 ◽  
Vol 56 (6) ◽  
pp. 562-581 ◽  
Author(s):  
Joanna Poon
Keyword(s):  
Real Estate ◽  
Human Resource ◽  
Real Life ◽  
Practical Experience ◽  
Employability Skills ◽  
Human Resource Managers ◽  
Content Type ◽  
Resource Managers ◽  
Recent Graduates ◽  
The Uk

Purpose – The purpose of this paper is to investigate whether Royal Institution of Chartered Surveyors (RICS) accredited real estate courses in the UK have equipped real estate graduates with sufficient relevant employability skills to embark on a career in the profession. This paper considers the perspectives of four stakeholders – employers, human resource managers, graduates and course directors of RICS-accredited real estate courses – in the UK. Design/methodology/approach – The results of a mixed-methods study, involving two online surveys with real estate employers and recent graduates of RICS-accredited real estate courses, and two sets of interviews with human resource managers of real estate surveying firms and course directors of RICS-accredited real estate courses, are presented. Findings – The employers and graduates of the RICS-accredited real estate courses do not think the courses sufficiently equip graduates’ with employability skills. On the other hand, the human resource managers are very impressed with graduates’ technical skills but have concerns about their soft skills and attributes. Human resource managers and course directors of RICS real estate courses commented that commercial awareness is an important employability skill but graduates are not well developed in this area. Course directors also noted that practical experience is vital to employability, commenting that students can only obtain real-life practical experience if employers offer them opportunities. Originality/value – This paper makes an original contribution to the existing literature on employability skills for real estate graduates. It describes pioneering research considering the perspectives of four types of stakeholders and evaluates whether real estate courses sufficiently develop graduates’ employability skills.

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