Clients are usually important for any business that is willing to make it in the business world. As such, a company has to ensure that its clients only get the best services or products to obtain their most exceptional level of satisfaction. This proposition is especially important for a company such as Bio Server Systems which deals with confidential and sensitive information which if leaked will cause the clients unprecedented losses. To avoid this is important for business administrators who include managers and human resource managers to ensure that they only hire employees who will stick to ethical guidelines to secure the servers to ensure continued business. The case scenario represented here is a clear indication of the negative impacts of reckless handling of server systems by the employees leading up to the loss of sensitive information.
Bio Server Systems as observed from the scenario had attempted only to use the best technology to secure its client’s websites something that made the government consider hiring its services. Some of the technology used by BSS is the special security encryption software protocols, which come in handy since the BSS server systems are not susceptible to hacking. This kind of security in the systems is what has earned this company client of large companies with large security- protected databases with various access points. According to Sreenivasaiah & Kim (2010), while this seems like a right technology, the many access points may be the reason for leakage of sensitive data as is the case with Mercelle- Poulet a pharmaceutical firm. The reason for the leakage may have been due to employees’ actions meaning that this company must put in place assessment measures to ensure that they pick only the ethical and qualified employees.
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Startup companies usually have many challenges especially when it comes to acquiring customers who will be vital in ensuring sustenance of their business enterprises. Due to this fact it is essential to ensure that once clients come on board, all the stakeholders should be made aware of their varied roles in creating and maintaining positive relationships with their clients. According to Heneman et al. (2014), in as much as this is important, it is more important for the HR departments to conduct thorough background checks on the employees they are hiring to ascertain that they are the best candidates for the job. From the scenario, it is clear that Stanley only relied on the applicant's former employers to ascertain their credibility a decision which may have risked his client's confidentiality. To counteract this scenario from repeating itself, it is advisable for Stanley to perform strict background checks on to be employees from various channels since former employers may cover up for such employees.
Security breaches are very costly for both the company providing the server services and the clients who rely on this company for such services. For BSS it would risk losing business to its competitors if it does not come up with better alternatives to seal the existing loopholes when it comes to the security of its systems. The best way to do this is by performing both initial assessments and background checks on its employees before letting them onto the servers. This is possible through the inclusion of multiple predictors which ensure that background checks are a continuous process rather than a one-time undertaking or something that is done once a problem arises. However, this continuous process can be time-consuming as well as costly which then means that BSS has the option of asking the job applicants for their resumes as well as requiring all the applicants to fill out application blanks. These are usually critical documents to the company as they provide information that is more relevant in relation to the job that the applicant will undertake.
The resumes, on the other hand, come in handy especially in providing details on the applicants’ previous employers and BSS management can ascertain whether the applicant’s character as indicated is in line with their formers employers’ assessment records. Another way of assessing the employees to avoid breaches is mounting surveillance cameras to establish any worrying behavior by employees as well as monitor incoming and outgoing emails, which may compromise the security of the system (Hayes, Kane & Kotwica, 2013). Additionally, the BSS management has the option of conducting personality tests during the hiring process to establish how these applicants can relate to various issues pertaining to their line of work. The personality test, which can be facilitated by a psychologist, would help reveal the probability of an applicant engaging in unethical behavior which would risk a company’s business prospects. Doing this will ensure that the BSS company can be able to follow up with its employees to find out who is responsible for the leakage of clients sensitive information.
The Human Resource management team which is tasked with recruitment, selection hiring and hiring of employees must work closely with the other administrators to ensure that they stick to Equal Employment Opportunity (EEO) guidelines. This is important since as much as BSS wants to assess their employees, they must adhere to these guidelines to avoid getting into unnecessary lawsuits by the would-be employees. The EEO guidelines prevent companies from requesting for information regarding the applicant’s age, gender, nationality, marital status, weight among other personal details but should rather focus on the academic and professional qualification of the applicants. Additionally, the EEO guidelines prevents BSS from forcing the applicants to provide legal details even if it finds out that such applicants have had legal suits in their line of work. This then means that BSS is tied and has to rely on other mechanisms to establish the credibility of its employees to ensure that the information remains secure. According to Gutman, Koppes, and Vodanovich (2010), the reason for enforcing the EEO guidelines is to cushion employees from being discriminated in the workplace on the basis of their race, gender, disability, nationality, height or weight among others which some employees may use to incriminate their employees. Ignoring such guidelines would mean that BSS may get into legal tussles which will be bad for the business.
In conclusion, companies must take any necessary step to ensure that they maintain proper working relationships with their clients. This is possible when such clients are sure that their databases are secure and free from any infiltration by any person including their employees and the employees of the service providers. In the presented scenario, it is clear that there is a great possibility that the BSS employees could have leaked crucial information that could be disastrous for Mercelle-Poulet a pharmaceutical firm dealing with vaccines for bioterrorist weapons. As such, BSS is responsible for ensuring that they assess their employees before hiring and after hiring to prevent future attacks. Some of the assessment methods they can use are application blanks, personality tests, surveillance cameras, background checks, resumes among others. However, it is clear that BSS must adhere to Equal Employment Opportunity guidelines to avoid getting into legal suits for infringing and discriminating its workers on various bases as discussed.
References
Gutman, A., Koppes, L. L., & Vodanovich, S. J. (2010). EEO law and personnel practices . Samford Valley: Psychology Press.
Hayes, B., Kane, G. & Kotwica, K. (2013). Corporate security organizational structure, cost of services and staffing benchmark: Research report . New York, NY: Elsevier.
Heneman, H. G., et al. (2014). Staffing Organizations (8th Ed.). New York, NY: McGraw-Hill.
Sreenivasaiah, P. K. & Kim, D. H. (2010). Current trends and new challenges of databases and web applications for systems driven biological research. Frontiers in Psychology, 1(147). doi: 10.3389/fphys.2010.00147.
