Exercise #1
In the ASIS guidelines, both pre-assignment, post-assignments, and training requirements ensure that firms get qualified security personnel that will tighten their security. Verifying first the someone is fit for the job by screening their history to ensure they have clean records ensures the selected candidates do not compromise themselves in the line of duty (ASIS, 2010) . However, after selection, candidates need to be trained to ensure that they are well versed in work. The training should be continued even after deployment to ensure that the security personnel remains effective all day (Justia, 2010) . However, these all processes will add an extra cost to the firm's operations. Despite that investing heavily to gain competent and efficient security personnel should be advantageous to the firm in the long run. Having competent security personnel will shield the firms from suffering from losses that may accrue from ignorant mistakes by security employees.
However, in the homeland private security firms, employers first seek to understand their potential candidates' background information. These rules out individuals with criminal records since it is hard for someone to depart from their old ways even after employment(INTERNATIONAL, 2006) . However, physical fitness is a number one qualification for someone getting into private security work due to the work's scope. Such has helped firms gain individuals that can overcome physical security threats that require physical strength interventions.
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References
ASIS. (2010). Private Security Officer Selection and Training Guideline. ASIS GDL PSO .
INTERNATIONAL, A. (2006, September.). PRE EMPLOYMENT BACKGROUND SCREENING GUIDELINE. Advancing security Worldwide.
Justia. (2010). 2010 Maryland Code BUSINESS OCCUPATIONS AND PROFESSIONS: TITLE 13 - PRIVATE DETECTIVES.
Exercise #2
Understanding that the state law prohibits one from discriminating against someone, especially based on nationality, race, or gender, the firm needs to focus on the candidate's ability to do the job. Such will be based on an individual's qualification such as clean criminal records, physical fitness, drug-free, among others (U.S.E.E.P.C.) . Therefore , the candidate will need to go through screening and verification before proceeding to train. However, even after training, any candidates who do not do well during this period will have to be disqualified. The firm's main aim is to hireable personnel that will not compromise their work ethics, which may come with added cost.
References
U.S.E.E.P.C. (n.d.). Prohibited Employment Policies/Practices. U.S. Equal Employment Opportunity Commission.
Week 7
Exercise #1
Workplace violence causes a major threat to employees and properties. However, given that there is no sure way to be used to predictive human behavior, the only sure way to prevent violence is to identify problems and resolve them at an early stage before they blow up to the crisis (U.S.D.A., 2011) . One of the major ways is to do pre-screening to understand someone's history. After employment, the company needs to improve security by providing employees with name tags and badges that will easily help identify someone who may be plotting to perform a crime and run away.
In cases where violence escalates into a crisis that becomes hard for the involved parties to solve their issues by themselves, and alternatives methods need to be employed (Lakatos, Mitchell, Askari, & Etheredge, 2018) . Such can be done through a mediator who is well trained in listening and communication and can easily decode a misunderstanding between the parties involved and eventually provides room for dialogues. However, when it comes to conflict resolutions, it is the work of every person working in the organization to ensure that they provide a conducive working environment for everyone.
References
Lakatos, B. E., Mitchell, M. T., Askari, R., & Etheredge, M. L. (2018, July ). An Interdisciplinary Clinical Approach for Workplace Violence Prevention and Injury Reduction in the General Hospital Setting: S.A.F.E. Response. Journal of the American Psychiatric Nurses Association, 25 (45). doi:10.1177/1078390318788944
USDA. (2011, October). The U.S.D.A. Handbook on Workplace Violence Prevention and Response. Un .
Exercise #2
Due to the increased potential threats that aim to attack and compromise a firm's physical operations and systems, converging both the physical and cybersecurity areas can help mitigate this problem. By converging both, the teams can eliminate duplicated actions during threat response and enable information sharing. Such will efforts will enable the firm to eliminate potential threats targeted to the firm (Melissa, 2018) . Nevertheless, convergence may slow down the firm's response speed since both physical security and cybersecurity teams must agree before initiating a response. Moreover, cybersecurity intervention could expose the firm's vulnerable area since cybersecurity uses software that contains the potential of being hacked.
References
Melissa, L. (2018, February). Combining Strengths: Cyber and Physical Security Convergence. doi:10.13140/RG.2.2.31955.0208
