CIVIL SERVANTS AWARENESS GUIDELINE TOWARDS COMPUTER SECURITY POLICY: A CASE STUDY AT THE MANPOWER DEPARTMENT, MINISTRY OF HUMAN RESOURCES

ICT Security Policy includes information security-related policies, guidelines and best practices that are enforced in the Malaysian public sector. These policies are priority areas that contain guidelines for implementing ICT infrastructure in the public sector. However, there is a significant gap between these policies and awareness towards computer security policy among government servants in the public sector. Therefore a study involving government servants in the Manpower Department, Ministry of Human Resources was carried out to identify the critical success factor of these policies. The study was conducted through quantitative and qualitative methods. A survey was conducted to measure the level of awareness among government servants in agencies against computer security policies. Flaw factors in computer security policy implementation were discussed to obtain strategies to ensure the successful implementation of computer security policies in an agency. The significant factors leading to a successful implementation of computer security policy at the governmental agencies were validated by experts. As a result, a guideline has been prepared to be applied as an improvement proposal to increase the awareness of government servants on ICT security policy in the agencies.

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Utility Analysis in Public Sector Personnel Management: Current Issues and Keys to Implementation

Public Personnel Management ◽

10.1177/009102609602500309 ◽

1996 ◽

Vol 25 (3) ◽

pp. 369-377 ◽

Cited By ~ 1

Author(s):

Kenneth S. Shultz

Keyword(s):

Performance Evaluation ◽

Public Sector ◽

Human Resources ◽

Personnel Management ◽

Successful Implementation ◽

Anecdotal Evidence ◽

Utility Analysis ◽

Training Performance ◽

The Public ◽

Critical Issues

While utility analysis is often encouraged as the “final step” necessary in any evaluation of a human resources intervention (e.g., selection, training, performance evaluation program), anecdotal evidence appears to suggest that, in practice, it is rarely done, particularly in the public sector. Therefore, a brief history and nontechnical explanation of utility analysis is provided. Several examples from the literature are given. In addition, current issues and keys to more successful implementation are discussed in order to acknowledge the realities of trying to incorporate utility analyses into the evaluation of human resources programs in applied settings. It is hoped that increased awareness of these critical issues and potential roadblocks to the use of utility analysis will increase its use and ultimately improve our ability to critically assess and continually improve the success of our human resources.

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A Framework for ICT Security Policy Management

Advances in IT Standards and Standardization Research - Frameworks for ICT Policy ◽

10.4018/978-1-61692-012-8.ch001 ◽

2010 ◽

pp. 1-14 ◽

Cited By ~ 3

Author(s):

Sitalakshmi Venkatraman

Keyword(s):

Information And Communication Technologies ◽

Security Policy ◽

Security Policies ◽

Policy Management ◽

Business Operations ◽

Information And Communication ◽

Policy Alignment ◽

Ict Infrastructure ◽

High Level ◽

Ict Security

Organisations around the world are increasingly relying on the potential of information and communication technologies (ICTs) for their business operations as well as competitiveness. Huge amounts of money and time are invested on ICT infrastructure as there exists a high level of business dependency on ICT. Hence, protecting the ICT resources using effective security policies is of utmost importance for the sustenance of organisations. With the recent exponential rise in ICT security threats witnessed worldwide, governments and businesses are trying to successfully develop ICT security policies for their internal and external operations. While ICT security best practices are quite similar globally, ICT security policy management is very much localised and specific to different business scenarios and applications. Moreover, ICT security policies in an organization keep evolving from time to time and more recently changes take place at a much faster pace. This situation warrants a pragmatic framework for the development and management of ICT security policies in an organisation. Much research has focused on formulating frameworks for ICT management in general and there is a paucity of guidelines in literature for ICT security policy management, in particular. This chapter explores ICT security management issues faced in different environments and proposes an integrated framework for managing ICT security policies in an iterative manner. The framework provides the flexibility and adaptability for different organisations to follow the guidelines effectively as it emphasises on policy alignment with business objectives. Since the framework underpins the continuous improvement philosophy, it caters to ICT security policy reform and implementations for the future as well.

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Burden of mental health disability in Kerala: A secondary time trend analysis from 2002 to 2018

European Journal of Public Health ◽

10.1093/eurpub/ckaa166.1073 ◽

2020 ◽

Vol 30 (Supplement_5) ◽

Author(s):

J Joseph ◽

H Sankar ◽

D Nambiar

Keyword(s):

Mental Health ◽

Mental Illness ◽

Mental Retardation ◽

Public Sector ◽

Human Resources ◽

Mental Health Disorders ◽

The State ◽

The Public ◽

Health Infrastructure ◽

Health Disorders

Abstract The fourth target of Sustainable Development Goal (SDG) 3 advocates for the promotion of mental health and wellbeing. The Indian state of Kerala is recognized for its gains in health and development but has substantial burden of mental health ailments. Historical analysis is vital to understand the pattern of mental health morbidity. The current study focusses on comparable estimates available from three largescale population-based surveys in India to explore trends in prevalence of mental health disorders over the years and map resources and infrastructure available for mental health care in Kerala. We undertook a secondary analysis of national demographic surveys from 2002 to 2018 which reported information on mental health and availability of health infrastructure and human resources. Data were collated and descriptive analyses were conducted. We compared the national and state level estimates over the years to study the trend in the prevalence of mental health disability. The prevalence of mental retardation and intellectual disability in Kerala increased from 194 per hundred thousand persons in 2002 to 300 per hundred thousand persons in 2018, two times higher to the national average. The prevalence of mental illness increased from 272 per hundred thousand people to 400 per hundred thousand people in sixteen years. The prevalence was higher among males (statistical significance was not indicated) in mental illness and mental retardation. 2018 data showed that the public sector had 0.01 hospitals and 5.53 beds per hundred thousand persons available for mental health treatment. Results showed a substantial increase in mental health illness over the 16-year study period that has affected males and females, as well as all social classes of the state. The current health infrastructure and human resources in the public sector of the state are inadequate to meet the current burden of the problem and to ensure universal access to care for its population. Key messages The trend in prevalence of mental health disorders in the state is increasing across the years. There is a mismatch between the extend of the problem and resources available in public sector.

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The Influence of Strategic Leadership on Building Employees’ Entrepreneurial Orientation: A Field Study at the Jordanian Public Sector

International Business Research ◽

10.5539/ibr.v10n6p62 ◽

2017 ◽

Vol 10 (6) ◽

pp. 62

Author(s):

Sahar Mohammad Abu Bakir

Keyword(s):

Public Sector ◽

Entrepreneurial Orientation ◽

Change Agent ◽

Strategic Leadership ◽

Successful Implementation ◽

Continuous Control ◽

The Public ◽

Governmental Organizations ◽

The Impact

The public sector in Jordan is confronting many problems; reports show that citizens are not contented with the number and quality of current services. Consequently; persistent initiatives to uphold the sector performance took place at all levels, relying on the inventive employees and leadership to achieve the intended improvement. So this study seeks to test the impact of strategic leadership (charismatic, visionary, change agent and servant) on building entrepreneurial orientation (proactiveness, innovativeness and risk taking) in Jordanian public sector employees.A random sample was selected of 500 employees working at health, education, agriculture and other service governmental organizations. To obtain the required results multiple regression was calculated using (21) SPSS version.It was found that the charismatic, change agent, servant styles positively influence employees proaciveness, with no influence on the other two entrepreneurship dimensions. While visionary style has no significant influence on all entrepreneurship dimensions. However the public sector reform is achievable, through comprehensive strategies, successful implementation, and effective continuous control. Innovative departments need to be established and financed away from bureaucratic environments.

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Portal for Employees in the Public Sector

Advances in Electronic Government, Digital Divide, and Regional Development - Handbook of Research on Modernization and Accountability in Public Sector Management ◽

10.4018/978-1-5225-3731-1.ch016 ◽

2018 ◽

pp. 342-362

Author(s):

Ana Campos Cruz

Keyword(s):

Public Sector ◽

Human Resources ◽

Human Resources Management ◽

Management Strategies ◽

Public Spending ◽

Management Tool ◽

The Public ◽

Administrative Reforms ◽

Shared Management ◽

New Public

The need to reduce public spending has led Portugal to make administrative reforms. To that end, it called on the so-called e-government, using ICT as a mechanism to increase the quality and transparency of public services while lowering costs and operationalizing new public policies. Although administrative decentralisation is enshrined in the Constitution of the Portuguese Republic, only recently has it been prioritised as one of the great objectives of the administrative reforms of the state. To this end, the transfer of the necessary financial and human resources are foreseen. This will imply the implementation of human resources management strategies and mechanisms that avoid surplus or shortage of human resources, both in Central and Local Administration. Therefore, in this chapter, the creation of the “Portal for Employees in the Public Sector” is proposed as a shared management tool.

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Portal for Employees in the Public Sector

10.4018/978-1-6684-3873-2.ch035 ◽

2022 ◽

pp. 659-679

Author(s):

Ana Campos Cruz

Keyword(s):

Public Sector ◽

Human Resources ◽

Human Resources Management ◽

Management Strategies ◽

Public Spending ◽

Management Tool ◽

The Public ◽

Administrative Reforms ◽

Shared Management ◽

New Public

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Is BPM truly a critical success factor for ERP adoption? An examination within the public sector

Procedia Computer Science ◽

10.1016/j.procs.2020.09.058 ◽

2020 ◽

Vol 176 ◽

pp. 3389-3398

Author(s):

Renata Gabryelczyk

Keyword(s):

Public Sector ◽

Success Factor ◽

Critical Success Factor ◽

The Public ◽

Critical Success

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Personnel Policy and Practice: Sustainable Management of Pharmacy, Pharmacists and Pharmaceuticals and How to Bridge the Gap in Human Resources for Health

Medical & Clinical Research ◽

10.33140/mcr.04.09.05 ◽

2019 ◽

Vol 4 (9) ◽

Keyword(s):

Public Sector ◽

Human Resources ◽

Private Sector ◽

Human Resources For Health ◽

World Health ◽

Accurate Information ◽

Medical Council ◽

Pharmacy Services ◽

Spare Capacity ◽

The Public

Worldwide there are different systems for providing pharmacy services. Most countries have some element of state assistance, either for all patients or selected groups such as children, and some private provisions. Medicines are financed either through cost sharing or full private. The role of the private services is therefore much more significant. Nationally, there is a mismatch between the numbers of pharmacists and where are they worked, and the demand for pharmacy services. The position is exacerbated locally where in some areas of poor; there is a real need for pharmacy services, which is not being met and where pharmacists have little spare capacity. Various changes within the health-care system require serious attention be given to the pharmacy human resources need. In order to stem the brain drain of pharmacists, it is, however, necessary to have accurate information regarding the reasons that make the pharmacists emigrate to the private sector. Such knowledge is an essential in making of informed decisions regarding the retention of qualified, skilled pharmacists in the public sector for long time. There are currently 3000 pharmacists registered with the Sudan Medical Council of whom only 10% are working with the government. The pharmacist: population ratio indicates there is one pharmacist for every 11,433 inhabitants in Sudan, compared to the World Health Organisation (WHO) average for industrialised countries of one pharmacist for 2,300 inhabitants. The situation is particularly problematic in the Southern states where there is no pharmacist at all. The distribution of pharmacists indicates the majority are concentrated in Khartoum state. When population figures are taken into consideration all states except Khartoum and Gezira states are under served compared to the WHO average. This mal-distribution requires serious action as majority of the population is served in the public sector. This study reveals the low incentives, poor working conditions, job dissatisfaction and lack of professional development programmes as main reasons for the immigration to the private-sector. The objective of this communication is to highlight and provide an overview of the reasons that lead to the immigration of the public sector pharmacists to the private-sector in Sudan. The survey has been carried out in September 2014. Data gathered by the questionnaires were analysed using Statistical Package for Social Sciences (SPSS) version 12.0 for windows. The result have been evaluated and tabulated in this study. The data presented in this theme can be considered as nucleus information for executing research and development for pharmacists and pharmacy. More measures must be introduced to attract pharmacists into the public sector. The emerging crisis in pharmacy human resources requires significant additional effort to gather knowledge and dependable data that can inform reasonable, effective, and coordinated responses from government, industry, and professional associations.

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Live Enrollment for Identity Documents in Europe: The Cases of Sweden, Norway, Kosovo, and Estonia

JeDEM - eJournal of eDemocracy and Open Government ◽

10.29379/jedem.v10i2.517 ◽

2018 ◽

Vol 10 (2) ◽

pp. 53-73

Author(s):

Tarmo Kalvet ◽

Henrik Karlzén ◽

Amund Hunstad ◽

Marek Tiits

Keyword(s):

Public Sector ◽

Cultural Differences ◽

Smooth Transition ◽

Theoretical Research ◽

Legacy Systems ◽

Successful Implementation ◽

The Public ◽

Trade Offs ◽

Identity Document ◽

Malicious Intent

Digital image alterations (morphing) of identity document photos is a major concern, and may potentially allow citizens with malicious intent to enroll for identity document(s) later in order to be used by another individual. Taking the photo in the application office —live enrollment —can address this issue. However, this is a break with tradition and entails a sizeable overhaul in the public sector, which can be reluctant to change and often lacks the necessary formal methods that ensure a smooth transition. The objective of this paper is to map the main barriers and drivers related to live enrollment based on theoretical research and interviews conducted with high-ranking officers at passport authorities in Estonia, Kosovo, Norway, and Sweden. These countries have successfully switched to live enrollment. The main motivation for live enrollment has been increased security; for Estonia, user convenience was important and was behind the decision of keeping alternative application processes for the citizens. The absence of legacy systems makes it easier to implement public sector innovations, such as live enrollment. Behind the successful implementation is proper risk management: covering technological, political, and organizational risks. Finally, the research results indicate varying experiences, obstacles, cultural differences, and trade-offs, while emphasizing the need to understand barriers and drivers in a contextualized way.

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Evaluation of Organizational E-Government Readiness in the Public Sector

International Journal of E-Services and Mobile Applications ◽

10.4018/jesma.2013040101 ◽

2013 ◽

Vol 5 (2) ◽

pp. 1-21 ◽

Cited By ~ 5

Author(s):

Ibrahim A. Alghamdi ◽

Robert Goodwin ◽

Giselle Rampersad

Keyword(s):

Public Sector ◽

Information And Communication Technologies ◽

Business Processes ◽

Organizational Transformation ◽

Government Programs ◽

The Public ◽

Government Organizations ◽

Information And Communication ◽

User Access ◽

Ict Infrastructure

The purpose of this paper is to provide an integrated framework to evaluate organizational e-government readiness for government organizations. This framework is necessary as current ones ignore challenges that arise due to organizational transformation issues stemming from diffusion of Information and Communication Technologies (ICTs). This study adopts an e-government framework to highlight the main internal factors involved in the assessment of e-government organizational readiness and to examine how these factors lead to successful, organizational e-government readiness. The proposed framework integrates seven dimensions for evaluating organizational e-government readiness including e-government strategy, user access, e-government programs, portal architecture, business processes, ICT infrastructure, and human resources. This paper offers valuable insights to ICT managers for effectively assessing the e-government readiness of organizations to facilitate the success of e-government programs in the public sector.

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