A View from the CISO: Insights from the Data Classification Process

Data security is a critical concern for organizations. In a rush to protect data, some IT managers overlook the important first step of data classification and instead focus on implementing the strictest controls on all data to reduce risk. To investigate organizational processes surrounding data classification, we conduct interviews with 27 CISOs in 23 organizations. We develop a model that identifies the common themes of data classification and their interrelationships. The most common driver for data classification is compliance with data privacy regulations and security standards. Collaboration and employee education are essential to the process. Increases in employee awareness of data security risk and improvements in data hygiene are outcomes. Challenges to data classification include the increase in IT landscape complexity, maintenance of an accurate data inventory, immaturity of automated tools, limited resources, and user compliance. Our model provides insights for practitioners and identifies areas of interest for researchers.

Optimal Education Plan of Employees Using Maintenance Model

The employee education is indispensable for companies to improve productive efficiency and product quality. In general, the employee education is divided into two types, i.e., On-job trainings and Off-job ones, and Off-job trainings are divided into two types, i.e., compulsory educations and non-compulsory ones. Compulsory educations such as safety program and compliance education, are necessary to maintain daily production without any accidents. Although all employees of a department and a division gather in a classroom annually in conventional compulsory educations, daily e-learning education complements and strengthens conventional compulsory ones today because employees forget what they learn by annual learning. In past studies, the logit model is used for modeling the influence from education receipt to its memory condition and quantitative relationship between the effect of traffic safety education and the accident-related human-errors was clarified. The effectiveness of the safety driving educational program was indicated by Structural Equation Modelling method. In this paper, an annual compulsory which is complemented and strengthened by e-learning, is discussed. The expected cost rate of education is expressed using imperfect maintenance models and optimal policies which minimizes it is considered. Although we use the exponential function which denotes the occurrence probability of accidents which are caused by forgetting lessons, the actual occurrence probability which is approximated from the actual data would be a complicated one. For solving such complex optimization problems, metaheuristic methods can be applied.

A new model for analyzing the role of new ICT-based technologies on the success of employees' learning programs

PurposeThe concept of e-learning is essential in employee education since it provides different ways to develop employees' knowledge, skills and attitudes using modern technologies. E-learning has been overgrowing in employee education because learning can be held anytime and anywhere. In order to succeed in implementing e-learning and benefiting from its capacities, and avoiding potential threats in the country, it is necessary to address the factors affecting its success. This paper aims to test the role of internet of Things (IoT)-based systems, cloud-based services, virtual classes, evaluation tools, attitude, content management and creativity on the success of employees' e-learning programs based on a framework.Design/methodology/approachE-learning systems receive ever-increasing attention in academia, business and public administration. With the development of e-learning, employee education has also benefited from its capacities in various fields. To succeed in implementing e-learning and benefiting from its capacities, and avoiding potential threats in the country, it is necessary to address its success. The proposing of Information and Communications Technology (ICT)-based technologies such as the IoT, cloud, etc., in e-learning, can help transform education. Therefore, this paper aims to test the role of IoT-based systems, cloud-based services, virtual classes, evaluation tools, attitude, content management and creativity on the success of employees' e-learning programs based on a framework. The research model and the data collected from the questionnaires have been analyzed via Smart PLS 3.2. This study has utilized the SEM to evaluate the causal model's reliability and validity based on measurement. According to the literature in this study, a framework has been proposed that examines the impact of IoT-based systems, cloud-based services, virtual classes, evaluation tools, attitude, content management and creativity on employees' learning programs' success.FindingsThe results have shown that IoT-based systems, cloud-based services, virtual classes and evaluation tools are four significant factors affecting attitude, content management and creativity. The results have also shown that attitude, content management and creativity are three significant factors affecting employees' learning programs' success. The factors above are considered critical in explaining the success of employees' e-learning programs, but, as far as we know, there has been no study in which all these factors were demonstrated together.Practical implicationsFrom a practical viewpoint, the statistical outcomes support the important role of the following factors: IoT-based systems, cloud-based services, virtual classes, evaluation tools, attitude, content management and creativity. Henceforth, aspects relating to these factors got the attention of any organization to develop e-learning processes.Originality/valueThis research will contribute to the literature related to employees' e-learning programs' success by integrating all the mentioned variables. As far as we know, it is the first study to test these variables in Iran.

Corporate education as a factor in the formation and development of human capital of gold mining enterprises (on the example of PJSC Polyus»)

Многие современные компании средних или крупных размеров понимают роль образования сотрудников в развитии компании и включают внутреннее обучение сотрудников в сферу своей деятельности, выделяя специальные кадры для обучения, оценки и развития образовательного уровня персонала. При этом все большее распространение получает практика корпоративных университетов. В нашей стране они функционируют при таких компаниях, как ПАО «Газпром», ПАО «Сбербанк», Госкорпорация «Росатом», ОАО «УГМК», ПАО «Полюс». Для национальных компаний обучение сотрудников становится предпосылкой развития их конкурентоспособности. Многие исследователи отмечают, что из-за постоянного роста конкуренции и серьезного демографического спада в стране компании сталкиваются с нехваткой высококвалифицированных сотрудников. В этих условиях обучение внутри компании является возможным средством решения проблем нехватки квалифицированной рабочей силы. В статье рассмотрена получившая все большее распространение практика корпоративных университетов, внедренная в крупнейших компаниях ПАО «Газпром», ПАО «Сбербанк», Госкорпорация «Росатом», ОАО «УГМК», ПАО «Полюс». Рассмотрено содержание термина «корпоративное обучение». Отмечено, что большая часть программ обучения в ПАО «Полюс» проводится Корпоративным университетом, объединяющем все обучающие и образовательные курсы для руководителей, специалистов и рабочих. По мнению авторов целесообразно для компании в сфере золотодобычи внедрение модели «10:20:70» в несколько модифицированном варианте. Many modern companies of medium or large sizes understand the role of employee education in the development of the company and include internal employee training in the scope of their activities, allocating special personnel for training, evaluating and developing the educational level of personnel. At the same time, the practice of corporate universities is becoming more widespread. In our country, they operate under such companies as PJSC Gazprom, PJSC Sberbank, State Corporation Rosatom, OJSC UMMC, and PJSC Polyus. For national companies, employee training becomes a prerequisite for the development of their competitiveness. Many researchers note that due to the constant growth of competition and the serious demographic decline in the country, companies face a shortage of highly qualified employees. In these circumstances, in-house training is a possible means of addressing the shortage of skilled labor. The article considers the increasingly widespread practice of corporate universities, implemented in the largest companies of PJSC Gazprom, PJSC Sberbank, State Corporation Rosatom, JSC UMMC, PJSC Polyus. The content of the term "corporate training" is considered. It is noted that most of the training programs at PJSC Polyus are conducted by the Corporate University, which combines all training and educational courses for managers, specialists and workers. According to the authors, it is advisable for the company in the field of gold mining to introduce the "10:20:70" model in a slightly modified version.

Sustainable Corporate Strategy: The Role of Human Capital in the Time of COVID-19 Crisis

The paper examines the role of human capital in sustainable corporate strategy, education and discusses the ways it supports corporate social responsibility (CSR). In order to identify how employee benefits and how education can support human capital development, quantitative research was realized via an online survey method through a structured questionnaire. Data were collected during two time intervals, before and during COVID-19 Crisis. We find evidence that employees have transformed their perceptions of employee benefits during the Crisis. The survey showed that with the majority of employees working from home due to the current situation, it is necessary to support more flexible working benefits as an integral part of creating a sustainable strategy. Moreover, the investment in employee education as the condition of sustainability is not supported by most of the investigated companies. Finally, the results indicate that the benefit structure is, for employees, an essential part of their job satisfaction and can support employees' loyalty to the firm.

PERFORMANCE IMPROVEMENT STRATEGIES IN FINANCIAL, LEARNING AND GROWTH PERSPECTIVES THROUGH IMPLEMENTING THE INTEGRATION OF LEAN WITH SIX SIGMA (DMAIC) CONCEPTS IN THE PACKAGING DRINKING WATER INDUSTRY IN MAKASSAR CITY

The growth of bottled drinking water is currently growing in line with the increasing needs of the community, however, in its operational activities, several problems are still found. The problems are related to the problem of activities that are not useful (waste) in the aspects of finance, learning, and growth. Based on these problems, in this study, an analysis was carried out by applying the integration of the concept of Lean and Six Sigma. The research method approach is carried out by identifying the types of activities that are not useful (waste) and analyzed by the stages Define, Measure), Improve, and Control with the abbreviation DMAIC analysis. The method of data collection was carried out by direct survey, interview, and questionnaire instrument distribution. The results of this study identify activities that are not useful (waste) in the form of findings of the amount of non-productive work time, low work motivation, low frequency of employee education and training activities, loss of sales turnover due to consumer movement to buy other brands of products, it is still found that the lowest sales volume occurs. Based on the stages of DMAIC analysis, 10 root causes and strategies of waste are found from a financial perspective, and 8 on the aspects of growth and learning.

Analysis of Employee Recruitment in Improving Performance in the Accommodation Service Business

The economic development of a region, especially in the development of the tourism sector, cannot be separated from the development of its human resources. This study aims to see the employee recruitment system, employee performance, and employee education qualifications at hotels in the city of Parepare. 7 informants are leaders and/or employees who are taken from hotels who are deemed to be able to represent the whole hotel in Parepare City. This research is applied research with a qualitative approach. Data were analyzed descriptively. Observations were made at seven hotels as the object of research, one of which recruited employees openly, while the other six hotels did not. Of all employees in the seven hotels, only a small proportion have educational qualifications with a tourism background. There is one hotel that has employees with a tourism education background, but only at the level of vocational high school education, besides that employee performance is generally still low in almost all hotels, only one hotel which according to our observations is quite good in terms of hotel service standards. The results showed that the recruitment system has not been implemented openly, employee performance is still low and educational qualifications are not following the needs of the workforce in the hotel industry

UPAYA PENINGKATAN KUALITAS PELAYANAN UNTUK MENINGKATKAN KEPUASAN PELANGGAN DI ALINEA CATERING

The increasing growth of culinary service providers in Bandung has made competition in the culinary world even tighter. Service and product quality is the stake of every service provider to remain competitive in this industry. This study aims to find out, how are the form of service quality received by customers in the catering industry, the form of quality improvement efforts, and the form of handling customer complaints. This research was conducted in Alinea Catering, using qualitative descriptive methods. From the results of this study, it was found that basically the quality of services provided was still not good, with the determination of service standards that were deemed not optimal. This is because the standard setting has not been done in writing in a standard operating procedure. So this has an impact on the implementation of service quality and handling of complaints that cannot be measured with certainty. However, efforts to improve service quality have been well illustrated, by increasing employee education standards, increasing wages, and updating work uniforms regularly.