SECURITY CONSIDERATIONS FOR COMPUTER PERSONNEL

1. SECURITY CONSIDERATIONS FOR COMPUTER PERSONNEL Tom Richards, Steve Guynes and Wayne Spence April 12, 2010

2. Organization • Introduction • Sources of Computer Crime • Organizational Climate and Morale • Communication • Job Satisfaction • Job Rotation and Enlargement • Employee Training • Summary • Conclusion

3. Introduction • Relationship between computer crime and employee management has not received the attention it deserves. • “Employee management” is used in contrast to “Personnel management” • There is a direct relationship between the way employees who work with or have access to the computer are managed and the amount of computer crime occurring within a firm.

4. Sources of Computer Crime • Management should develop and maintain effective employee management practices that will discourage criminal activities • Management must become concerned not only with hiring of well trained, dependable personnel, but also ensure that these people remain individuals of integrity by treating them in a manner which promotes this desired behavior. • Good employee management policies can serve as preventative measures in reducing the risk of computer crime

5. Organizational Climate and Morale • Employee management strategies include • Management's increased awareness of the prevailing climate and attitudes of its personnel • Improved communication between management and its employees • Maintenance of a good working environment in which there is little motivation to breach security system • Management can become aware of the climate within an organization by • Grapevine (Unofficial path of verbal communication) • An open door policy that encourages feedback • Observations of attitudes displayed by employees • Establishment of close relations with the personnel department • Staying alert to office politics.

6. Communication • By increasing interaction , both groups can better understand the needs of the other and thus develop "team spirit“ • It is extremely important that employees feel they are a valuable and contributing part in achieving the organizational and financial goals of their company. • Employee should be given a sense of belonging • While an employee might be hesitant to "inform" on fellow workers while directly interacting with them, an employee leaving the company might have a different attitude (Exit Interview)

7. Job Satisfaction • Are the needs which motivate personnel working with the computer different from those in other professions? • Survey suggests that DP personnel have a higher need for personal growth than the average • Points to five key factors • Development of a variety of skills • Identity with work, • Task significance, • Autonomy • Feedback. • Major complaints of these employees is related to the limited career paths offered to the technical specialist.

8. Job Rotation and Enlargement • Major motivating factors in the commission of crime by computer is the challenge involved. • If an employee is challenged sufficiently by his or her job, he/she may feel less compelled to challenge the system • Job rotation : might be implemented by allowing a programmer to perhaps be an application programmer for a year, then a user consultant and then a systems analyst. • Job enlargement: refers to the concept of allowing a person to be responsible for several tasks as opposed to one at a time. • Undetected security breach may be compartmentalized to the duration of the job rotation cycle.

9. Employee Training • Management can show that they are concerned with employee development by encouraging them to participate in a number of advanced training opportunities. • In addition to gaining knowledge, it will help employees perceive that management is attempting to make their work more meaningful. • This will help to increase the worker's self esteem and sense of pride as well as increase employee morale.

10. Summary • Security and its relationship to computing personnel is a critical issue • Management must provide an environment in which an otherwise honest person is not tempted to perform illegal acts. • Security measures : Predisposition, motive, and opportunity. • Person's predisposition cannot be guaranteed, one must identify those employees and situations which might lend themselves to the commission of an illegal act. • Effectively remove the motive • Denythe individual an opportunityto conduct illegal acts.

11. Conclusions • Thank you for your time • Questions and feedback are welcome