Adding Computer & Cyber Crime Security To the Next Board Meeting Is Too Late!

Adding Computer & Cyber Crime Security  

To the Next Board Meeting Is Too late!

by Nick Ashton, CEO/CTO, CommSmart Global Group of Companies

Talk is cheap and tabling the potential collapse of your corporation is nonsense! 

Do CEO’s, COO’s, CFO’s and Board Members know what goes on in a company?  Do they understand the departments and the inter-connectivity?

It does not seem so from the actions of the largest companies in the world!  Being a LEADER, means just that!  LEADERSHIP!

Cyber security is of the utmost importance.  Europe held an exercise on how to protect us from Cyber crime. 

Their first mistake was to advertise it!

The exercise, was called Cyber Europe 2014, was the largest and most complex ever enacted, involving 200 organizations and 400 cybersecurity professionals from both the European Union and beyond.

It was questioned whether the law enforcement agencies taking part in the drill should be involved in safeguarding online security, in the wake of American whistleblower Edward Snowden's revelations of online spying by western governments.

"The main concern is national governments' reluctance to cooperate," said Professor Bart Preneel, an information security expert from the Catholic University of Leuven, in Belgium.

"You can carry out all of the exercises you want, but cybersecurity really comes down to your ability to monitor, and for that, national agencies need to speak to each other all the time," Preneel said.

The Crete-based office coordinating the EU's cybersecurity, the European Union Agency for Network and Information Security (ENISA), calls itself a "body of expertise" and cannot force national agencies to share information.

As with most aspects of policing and national security, the EU's 28 members have traditionally been reluctant to hand over powers to a central organization, even when -- as in the case of online attacks -- national borders are almost irrelevant.

Sorry, it was doomed from the outset!

You must protect yourselves and that means being ahead of the curve, not in a reactive mode all the time.  IT Departments and leadership is understaffed, underfunded and misunderstood by corporate leadership.  Also so far behind in their knowledge as they no time for catch-up on issues and solutions of today, tomorrow and in the future.

Just like street fighting and attacking terrorist insurgency, it is hand to hand combat and having to be right all the time.  Yes, 100% right is the mantra, as the cyber-terrorists only have to be right once, to wreck your world!

The Bangkok Post stated, “Cyberattacks occur when the computer information systems of individuals, organizations or infrastructure are targeted, whether by criminals, terrorists or even states with an interest in disrupting computer networks.

The EU estimates that over recent years there has been an increase in the frequency and magnitude of cybercrime and that the attacks go beyond national borders, while the smaller-scale spreading of software viruses is also an increasingly complex problem.

The EU's vulnerability has been highlighted over recent years by a number of high-profile cyberattacks, including one against Finland's foreign ministry in 2013 and a network disruption of the European Parliament and the European Commission in 2011.

And with Europe's supply of gas from Russia focusing attention on energy security, the highly computerized "smart" energy grids which transport and manage energy in the EU are also seen as vulnerable.

Yet the view from Brussels is that the member states' reluctance to work together on cyber security amounts to "recklessness", with one EU source saying national governments were "happy to put their citizens and economy at risk rather than coordinate across the EU."

What most experts agree on is that European companies and consumers are vulnerable to cybersecurity threats, and that can have an impact on people's willingness to use online services.

James Wootton, from British online security firm IRM, said the ENISA exercises are a step in the right direction, but are not enough.

"The problem is nation states wanting to fight cybercrime individually, even when cybercrime does not attack at that level," Wootton says, arguing that national law enforcement agencies often lack the required resources.

"So it is good to look at this at the European level, but what power does ENISA have? What can they force countries to do?"

Eurostat figures show that, by January 2012, only 26 percent of EU enterprises had a formally defined information technology security plan in place.

One industry insider said the view in Brussels is that EU cybersecurity was "like teenage sex: everyone says they are doing it but not that many actually are."

Really!

So are you carrying a computer condom in your pocket?  I doubt it and this is not just a European issue, it is worldwide.

CommSmart Global and our Trusted Remedy authentication and secure connection, already work with the EU and other government and financial bodies.

Learn that there are companies who can assist in your cyber protection and talk to us, before you become the next Target!

WE are in the NOW and

KEEP YOU; in the KNOW…

www.commsmart-global.com

Call: +1 (614) 655-1247

Email: info@commsmart-global.com

Trusted Remedy, 2 factor authentication, 
acting as PKI in a Private domain 

at nearly zero management!

Trusted Remedy, a two factor authentication, using your device as the second factor generating a breakthrough 2SSL peer to peer communication channel over any untrusted (internet) connection. The user automatically receives a short lived device certificate using a corresponding key pair in the range from 2048 through 4096 bit encryption which changes automatically every next time. Short lived access keys configurable from minutes thru hours, completely transparent to the end user and standard server configurations. 

Trusted Remedy generates an intrusion proof data in motion channel to protect your data.

Copyright 2016

HR, Change is Inevitable!

HR, Change is Inevitable!

Knowing the makeup of your employees from top to bottom is crucial.

It is more than just words on a page, it is the passions and competencies that make the success of a company.

It is about Human Capital & Talents...

Just as we all demand Hard Skill Sets, there is much more to a person you entrust to work within your company.  

What about the Soft Skill Set of each individual?  

Have you any idea whatsoever?

CHANGE!

Change the Rules...

www.commsmart-global.com

Email: info@commsmart-global.com

copyright 2016

Why Medical Facilities Must Revamp the Human Resources Departments

Why Medical Facilities Must Revamp 

the Human Resources Departments

Most treat HR as the wicked stepchild, it is an information goldmine!

by Nick Ashton, CEO/CTO, CommSmart Global Group of Companies

Conversation after conversation, opinion after opinion and written ‘Blah’ keep HR locked away and ill-informed in most cases.  Of course there are some that shine, sadly very few!

Since the HR inception in the Industrial Revolution they do the same thing day in and day out.  Hire, fire and deal with staff issues, normally connected to health insurance questions.

Medical facilities, such as hospitals, special services etc. requires an internal HR department and completely move away from outsourced recruitment services.  It is knowing the hires passion, competencies and sub-conscious that is vital and has been exposed over the last two years to all of our detriment.

The HR department must stop being viewed as the ‘Redheaded Stepchild’.  Sure, it is not profit center in C-Level or the Board’s eyes.  Wrong!  It is the vehicle to propel you forward to meet your Key Issues.  Your growth with the right employees, the molding of existing individuals with education and training.

Resumes and to-date education are not the means to hiring in today’s social anti-social world.  Most resumes are written for the specific job.  You do not know the soft skills of the candidate.  Hard skills can be trained, soft skills are the inner working of an individual.  Many are rejected without you even knowing their ‘real capabilities’.

As I was informed the other day, software and algorithms will not solve the issue on their own.  Correct, if it was a ‘run-of-the mill’ program, typically written by a software house with no knowledge whatsoever of the subject matter or never asked the right people, the right questions in the first place, then that would be true.

ZoooMeee E.R. © is totally different and is not a toy from the 1980’s or some indigenous Australian musical instrument!  It is a solution that goes far deeper than HR has ever gone before.  Simple, logical, a vast improvement on what is in place worldwide today within medical facilities.

Call it what you want, it is not the name that does anything, it is the application and the proven solution!  As we speak, it is in use in Europe and runs a nation’s unemployment programs successfully.  Reducing the welfare rolls and putting people successfully back to work.

It has changed corporations in understanding what they have been missing all these years, with companies who are matched with applicants with their passions and competencies for the vacancy. 

They are telling us it is a Millennial Revolution and they are making up over 38% of the workforce.  With their solid social media skills they know what they want and certainly think outside of the conventional HR box.

That is why the standard issue resume is not for them, they socially and business wise live and breathe the Internet of Things.  It is more about their softer skill set, though still understanding that hard skills are important. 

The stats show they would rather work for a smaller company of around 100 employees.

Searching for jobs is an everyday occurrence for them, it has proven that the old ways just does not work for them!  These are different people with skill sets to match and it is the employer that must search for them. 

ZoooMeee E.R. is an evolution and has turned job seeking upside down. 

You, the employer find the candidates for your vacancies with ZoooMeee E.R. sending their ‘Smart Bio’ details directly to you, in an exceedingly easy format.

By 2020, Millennials in the workforce will have grown to 46%.  Having a far better understanding of this generation evolution of workers will assist you to enhance the attraction of the best and brightest amongst them.

With employment prospects shaky, Millennials are not feeling comfortable in searching for full-time employment with the same job tools that have been around for a long time: job boards (like Indeed or Monster), prospective company's websites, recruitment events, and college career services.

Sure ‘word of ‘mouth’ still works, sadly it has shrunk and the ‘who you know’ factor is less and less.  The change is in!  That is the operative word, CHANGE!

It is not just the availabilities of vacancies and how companies are searching for employees with archaic means, it the ability allow HR to have the ‘real knowledge’ of the growth and future of the corporation, the goals and aspirations.  This enables the inner change that is necessary to occur.

Human-capital/talent issues are top-of-mind for CEOs around the global — but their regard for the HR function remains hazardously truncated: CEOs feel that HR isn’t ready for the task ahead. When asked how well prepared the major functions in their business were to capitalize on transformational trends, only 34% felt that HR was well-prepared and 9% said it was not prepared at all.

In a Harvard report it states, that sadly, chief executives aren’t the only ones with this negative perception. It’s pervasive in organizations — and to make matters worse, HR practitioners have inadvertently played into it. In its “State of Human Capital/Talent” that people in HR still largely have “a support-function mindset, a low tolerance for risk, and a limited sense of strategic ‘authorship’” — all of which has led to “low status among executive peers, no budget for innovation, and a ‘zero-defects’ mentality.”

I must admit, that many HR managers would take exception to those findings, they do, overwhelmingly, want more of a strategic voice than they have now. Look at any HR discussion forum, and you’ll find some version of this question: How can HR get a “seat at the table” and become a strategic business partner?

Simple, let the C-Level and Board understand that without change, the corporation or force will not move forward with the interests and demands of shareholders, the citizenry in mind.

It is about CHANGE!

Our employee, employer and H.R. solution prepares all for the key battlefields ahead.

It is time to view potential employees, job descriptions and the future strategic motivation and labor trends of the corporation from a solid H.R. perspective.

First let’s look at talent acquisition. It’s critical to bring in the right people to drive the business forward. The thing is, the labor markets and relevant skills vary widely from function to function. Smart recruiting requires an intimate understanding of the work to be done and the hard and soft skill sets desired, as well as the function’s business plan (to forecast that demand). That’s the specialized insight required to develop the right sourcing and recruiting strategy. HR often centralizes talent acquisition in order to minimize costs, and that’s absolutely short-sighted. Saving a few hundred dollars per hire may seem like a quick win, but a bad hire can cost more than $50,000.

With medical facilities, just like law enforcement, you cannot afford to make mistakes!  It has the ability for you to know your employee from top to bottom, their skill sets and the necessary improvements, socially and educational that are demanded to keep them on track and both you and employee from harm’s way.

For its part, learning and development should enhance employees’ ability to further the company’s mission, mold future leaders, and build strong teams. But companies aren’t seeing it as the strategic opportunity it is — and that’s because of its placement in HR.

It is the passion and competencies of the prospective employee.  That is why ZoooMeee E.R., using a ‘no resume’ approach is successfully.  The applicant answers some fifty-two questions, simple ‘like’ or dislike’ answers and our over 1,500 algorithms do the rest.  No it is not a robotic process, the application is simple and straightforward for HR to understand in seconds, no long pages of a resume that was specially written with the job in mind by the applicant.

ZoooMeee E.R. looks at all the applicants ‘Smart Bios’ and select them for your open vacancy, sending the top candidates which you then decide on who you will interview.

For the applicant it goes even further with additional information on how they can improve their skills with education course and training to better suit their employment desires. 

 

This continues with your corporation as now, you are using ZoooMeee E.R. H.R. and each employee takes the same Q/A.  You will find that in many cases existing employees match your wants and needs of new hires for other departments.  It is your own talent pool that find the growth of the company and even assist you and for them to understand that further education, matching the vacant jobs are available.

By reorganizing HR activities along the lines of the ZoooMeee E.R. model, companies can free their cost-focused services to provide excellent support without having to grapple with illusions of strategic grandeur. And they can empower the truly strategic services — talent acquisition and learning and development — to create value without having to view every decision through a cost-cutting lens. At the moment, business leaders are searching for a strategic partner to help them navigate the critical human-capital/talent issues that will make or break their companies.

Medical Facilities Get ZoooMeeefied!

www.commsmart-global.com

email: info@commsmart-global.com

Why Law Enforcement Must Revamp the Human Resources Departments

Why Law Enforcement Must Revamp 

the Human Resources Departments

Most treat HR as the wicked stepchild, it is a goldmine really!

by Nick Ashton, CEO/CTO, CommSmart Global Group of Companies

Conversation after conversation, opinion after opinion and written ‘Blah’ keep HR locked away and ill-informed in most cases.  Of course there are some that shine, sadly very few!

Since the HR inception in the Industrial Revolution they do the same thing day in and day out.  Hire, fire and deal with staff issues, normally connected to health insurance questions.

Law enforcement requires an internal HR department and completely move away from outsourced recruitment services.  It is knowing the hires passion, competencies and sub-conscious that is vital and has been exposed over the last two years to all of our detriment.

The HR department must stop being viewed as the ‘Redheaded Stepchild’.  Sure, it is not profit center in C-Level or the Board’s eyes.  Wrong!  It is the vehicle to propel you forward to meet your Key Issues.  Your growth with the right employees, the molding of existing individuals with education and training.

Resumes and to-date education are not the means to hiring in today’s social anti-social world.  Most resumes are written for the specific job.  You do not know the soft skills of the candidate.  Hard skills can be trained, soft skills are the inner working of an individual.  Many are rejected without you even knowing their ‘real capabilities’.

As I was informed the other day, software and algorithms will not solve the issue on their own.  Correct, if it was a ‘run-of-the mill’ program, typically written by a software house with no knowledge whatsoever of the subject matter or never asked the right people, the right questions in the first place, then that would be true.

ZoooMeee Blue © is totally different and is not a toy from the 1980’s or some indigenous Australian musical instrument!  It is a solution that goes far deeper than HR has every gone before.  Simple, logical, a vast improvement on what is in place worldwide today within law enforcement.

Call it what you want, it is not the name that does anything, it is the application and the proven solution!  As we speak, it is in use in Europe and runs a nation’s unemployment programs successfully.  Reducing the welfare rolls and putting people successfully back to work.

It has changed corporations in understanding what they have been missing all these years, with companies who are matched with applicants with their passions and competencies for the vacancy. 

They are telling us it is a Millennial Revolution and they are making up over 38% of the workforce.  With their solid social media skills they know what they want and certainly think outside of the conventional HR box.

That is why the standard issue resume is not for them, they socially and business wise live and breathe the Internet of Things.  It is more about their softer skill set, though still understanding that hard skills are important. 

The stats show they would rather work for a smaller company of around 100 employees.

Searching for jobs is an everyday occurrence for them, it has proven that the old ways just does not work for them!  These are different people with skill sets to match and it is the employer that must search for them. 

ZoooMeee Blue is an evolution and has turned job seeking upside down. 

You, the employer find the candidates for your vacancies with ZoooMeee Blue sending their ‘Smart Bio’ details directly to you, in an exceedingly easy format.

By 2020, Millennials in the workforce will have grown to 46%.  Having a far better understanding of this generation evolution of workers will assist you to enhance the attraction of the best and brightest amongst them.

With employment prospects shaky, Millennials are not feeling comfortable in searching for full-time employment with the same job tools that have been around for a long time: job boards (like Indeed or Monster), prospective company's websites, recruitment events, and college career services.

Sure ‘word of ‘mouth’ still works, sadly it has shrunk and the ‘who you know’ factor is less and less.  The change is in!  That is the operative word, CHANGE!

It is not just the availabilities of vacancies and how companies are searching for employees with archaic means, it the ability allow HR to have the ‘real knowledge’ of the growth and future of the corporation, the goals and aspirations.  This enables the inner change that is necessary to occur.

Human-capital/talent issues are top-of-mind for CEOs around the global — but their regard for the HR function remains hazardously truncated: CEOs feel that HR isn’t ready for the task ahead. When asked how well prepared the major functions in their business were to capitalize on transformational trends, only 34% felt that HR was well-prepared and 9% said it was not prepared at all.

In a Harvard report it states, that sadly, chief executives aren’t the only ones with this negative perception. It’s pervasive in organizations — and to make matters worse, HR practitioners have inadvertently played into it. In its “State of Human Capital/Talent” that people in HR still largely have “a support-function mindset, a low tolerance for risk, and a limited sense of strategic ‘authorship’” — all of which has led to “low status among executive peers, no budget for innovation, and a ‘zero-defects’ mentality.”

I must admit, that many HR managers would take exception to those findings, they do, overwhelmingly, want more of a strategic voice than they have now. Look at any HR discussion forum, and you’ll find some version of this question: How can HR get a “seat at the table” and become a strategic business partner?

Simple, let the C-Level and Board understand that without change, the corporation or force will not move forward with the interests and demands of shareholders, the citizenry in mind.

It is about CHANGE!

Our employee, employer and H.R. solution prepares all for the key battlefields ahead.

It is time to view potential employees, job descriptions and the future strategic motivation and labor trends of the corporation from a solid H.R. perspective.

First let’s look at talent acquisition. It’s critical to bring in the right people to drive the business forward. The thing is, the labor markets and relevant skills vary widely from function to function. Smart recruiting requires an intimate understanding of the work to be done and the hard and soft skill sets desired, as well as the function’s business plan (to forecast that demand). That’s the specialized insight required to develop the right sourcing and recruiting strategy. HR often centralizes talent acquisition in order to minimize costs, and that’s absolutely short-sighted. Saving a few hundred dollars per hire may seem like a quick win, but a bad hire can cost more than $50,000.

With law enforcement, just like medical, you cannot afford to make mistakes!  It has the ability for you to know your employee from top to bottom, their skill sets and the necessary improvements, socially and educational that are demanded to keep them on track and both you and employee from harm’s way.

For its part, learning and development should enhance employees’ ability to further the company’s mission, mold future leaders, and build strong teams. But companies aren’t seeing it as the strategic opportunity it is — and that’s because of its placement in HR.

It is the passion and competencies of the prospective employee.  That is why ZoooMeee Blue, using a ‘no resume’ approach is successfully.  The applicant answers some fifty-two questions, simple ‘like’ or dislike’ answers and our over 1,500 algorithms do the rest.  No it is not a robotic process, the application is simple and straightforward for HR to understand in seconds, no long pages of a resume that was specially written with the job in mind by the applicant.

ZoooMeee Blue looks at all the applicants ‘Smart Bios’ and select them for your open vacancy, sending the top candidates which you then decide on who you will interview.

For the applicant it goes even further with additional information on how they can improve their skills with education course and training to better suit their employment desires. 

 

This continues with your corporation as now, you are using ZoooMeee Blue H.R. and each employee takes the same Q/A.  You will find that in many cases existing employees match your wants and needs of new hires for other departments.  It is your own talent pool that find the growth of the company and even assist you and for them to understand that further education, matching the vacant jobs are available.

By reorganizing HR activities along the lines of the ZoooMeee Blue model, companies can free their cost-focused services to provide excellent support without having to grapple with illusions of strategic grandeur. And they can empower the truly strategic services — talent acquisition and learning and development — to create value without having to view every decision through a cost-cutting lens. At the moment, business leaders are searching for a strategic partner to help them navigate the critical human-capital/talent issues that will make or break their companies.

Law Enforcement Gets ZoooMeeefied!

www.commsmart-global.com

email: info@commsmart-global.com