The Effect of Employee Hiring Policies on Private Security
Introduction
In order for a company to meet its goals and objectives there is a need for the company to protect the company’s assets, finances, human resources and information among other things. Many companies have formulated private security policies and programs because they have realized that company properties and relationships are always in danger of sabotage, leakage, vandalism, theft or damages. Company security begins and stops with employees. According to Walsh (2010), companies lose billions of dollars every year as a result of employee theft or fraud. Statistics indicates that 75% percent of company employees in the United States steel from their organization at least once within their entire careers (Walsh, 2010). These statistics also indicate that out of these 75%, 50% steal from their employers multiple times. In order to avoid scenario depicted in these statistics, it is important to incorporate company hiring policies into the company private security policies.
Company Security
Company private security is largely determined by the security policies that are in existences within the organization. Security policies provide a frame work that act as a guide to the development of all company security programs (Wiese & Martin, 2001). The policies also play the important role of informing clients, managers and employees of the company’s requirements in protecting the company’s assets, information and people. The policies must therefore be able to define all the security principles of the company. They should also clearly define what is permitted and what is not permitted with an organization. The policies should also be realistic, consistent, flexible and economically viable.
Company security policies must also be in line with the company legal and technical environment (Wiese & Martin, 2001). Considering the legal environment will ensure that the measures stipulated in security policies do not violate any laws defined by the state, industry regulators and other relevant bodies. On the other hand, considering the technical environment will ensure that the security policies address the needs of the field in which the company operates. For example, company dealing with a lot of intellectual properties should have policies that major on the protection of company’s information. The policies should also incorporate ethical consideration. These are such as respecting the employees and clients’ privacy.
It is also important to take a holistic approach to matters of organization security (Wiese & Martin, 2001). Organizations should realize that a single security component cannot guarantee security for the entire organizations. Security measures should be incorporated in almost all areas of the company’s operations. This includes in the process of selecting and recruiting employees into the organization.
Link between Company Security and Hiring Policies
Once inside an organization, employees gain access to a lot of organization assets and information. The employee may have access to delicate company property such as; trade secrets, financial information, intellectual properties, company’s assets and among others. The hired person also gains some knowledge about the operation of the organization security systems once he or she gets into the organization. This means that it becomes easier for employees to execute acts of theft, fraud and sabotage than an outsider. Employee theft is especially common among Americans corporation. Items that are commonly stolen from the organization by the employee include; money, supplies, merchandise and company property and information. It therefore becomes very important for companies to understand the character and backgrounds of the people they are hiring before allowing them into the organization.
The company hiring policies are key to enabling an organization to select employees that have unquestionable character and who will not jeopardize the security of the company’s property. Trust is the foundation upon which all company security stands (Wiese & Martin, 2001). In order to integrate employees in the organization security plans, it is important to get employees that you can trust. Company hiring policies should stipulate requirements that not only identify competency in potential employees but also their trustworthiness. This means that, apart from looking at the professional qualification of the potential employee, the hiring policies should also focus on the personal attributes of the potential employees.
Interview panels and the recruitment group should focus on identifying potential employees that are transparent and honest. Having employees in your company should be part of the solution to your security problems rather than part of the problem. Getting employees that can be trusted will ensure that the organization does not need to worry about the security of its property and information whenever any of its employees is around.
It is not enough for organization to have trustworthy employees, as the organization must also reciprocate and demonstrate to the employees that the organization can also be trusted (Wiese & Martin, 2001). Hiring policies will also play a role in ensuring that this happens. Employees steal or become negligent with the company properties when they feel that the organization is mistreating them, they are underpaid and are less appreciated in the work place (Walsh, 2010).
Hiring policies that consider organization security concerns should guarantee job security and better pay for the employees. The hiring policies should also make the employees feel at ease and wanted within the organization. This will develop a sense of belonging within the organization and motivate employees to take care of the company properties. It is also important for the organization to demonstrate to the employees that it completely trust them. Security policies that operate through violation of employee privacy or through intimidation create mistrusts between the organization and its employees.
Getting employees that are aware of the organization’s security threats, policies and systems is also important. In an organization, the employees are the custodian of the company’s assets and information. The employees are supposed to assist the organization to protect its assets and properties. It therefore becomes important to incorporate into the organization’s hiring policies, requirements that will identify employees that are capable of performing this function. Sometimes employees may be honest and loyal to the company but their inadequate understanding of the company’s security systems may cause them to expose the company to fraud and other security threats. Hiring policies that have integrated the company security concerns will address this problem. Integrated hiring policies will also ensure that they incorporate as part of the organization hiring procedure, an intensive orientation and training program that will enable new employees to develop a clear understanding of among other things, the organization security policies and measures.
Hiring policies that integrate organization security concern may also incorporate features that cushion the company from loss of property, finances and information. These are such as civil recovery statutes, non-disclosure or confidentiality agreements and non-circumvent agreements. Recovery statutes are laws that enable organization to pursue losses from offenders that resulted from theft, vandalism or sabotage (Reifler, 2008). Incorporating of such statutes into the organization policies enhances the company security in two folds. One is by enabling the company to pursue an employee for compensation incase the employee steals from the company and second is by acting as a deterrent measure for employees who may be tempted to steal. Recovery statutes will work as deterrent measures because statistics have indicated that, a good number of employees steel because they recognize that the organization has no adequate measures against theft (Walsh, 2010).
Non- disclosure, non-circumvent or confidentiality agreements are legal documents that signify a confidentiality arrangement between two or more parties (Confidentiality, 2010). These documents describe in an elaborate manner, the confidentiality arrangement and consequences of breaking these arrangements. Confidentiality or non- disclosure agreements are the best way to protect the company’s data and intellectual property from being exposed by the employees. These documents may be incorporated into the organization’s hiring policies. Where the company has important data to protect, the hiring policies should require the employee to sign confidentiality agreements.
Hiring policies should also describe appropriate procedures that should be used by the company during termination of employees (Purcell, 2010). Act of theft and sabotage are common when employees are terminated from their duties. There are cases where terminated employees steal company information, carry company information to the next job or delete important company information due to anger and stress. In order to protect company properties and relationships, it is not only important to have effective hiring policies but also effective termination policies.
The termination policies should be tough as well as humane to the individual being terminated. The policies should ensure that the language used is respectful and reasons for termination are clearly stipulated to the employee (Purcell, 2010). The employees should also be given his dues in order to reduce the feelings of anger towards the employee. It should also be noted that, how an employee termination is handled will also influence the feelings of other employees towards the security of their jobs and the organization and consequently their attitudes (Purcell, 2010).
Conclusion
Company security is a very important element towards the realization of organizational goals and objective. Organizations should ensure that its assets, people and information are protected from theft and sabotage. The employees play a significant role in the security of the farm. The employees may help to enhance the security situation of the firm or contribute to its deterioration. The directions taken by employees of an organization in regard to these two alternatives will largely depend on the organization hiring policies. Good hiring policies will ensure that organizations; find employees who are trusted, employees develop positive attitude towards the company and have incorporated measures to protect the company from security threats posed by entry of new employees.
References
Anonymous (2010). Essentials to Non-disclosure or Confidentiality Agreements. May 10, 2011. Retrieved on http://guidewhois.com/2011/04/essentials-of-non-disclosure-agreement-or-confidentiality-agreement/
Purcell J. (2010). Employee Management Security Control. May 10, 2011. Retrieved from http://www.giac.org/cissp-papers/247.pdf
Reifler N. (2008). Employee Theft: What you don’t know can Hurt You: Employee Theft has Serious Consequences to the Success or Failure of Business. May 10, 2011. Retrieved from http://www.entrepreneur.com/tradejournals/article/188350471.html
Walsh (2010). Employee Theft. International Foundation for Protection Officer. May 10, 2011. Retrieved from http://www.ifpo.org/articlebank/employee_theft.html
Wiese J. & Martin C. (2001). Developing a Security Policy. May 10, 2011. retrieved from http://www.sun.com/blueprints/1201/secpolicy.pdf
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