Risk mangement strategy to protect the organisations

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Risk Mangement Strategy To protect the organisations IP and ensure that the organisation does not breach a third-party IP the company must provide a contract for employees as well as the third party like suppliers which make it clear that this information is the property of the company and that the company will also acknowledge the suppliers' IP and be responsible as well with ensuring that its employees will not breach the third party IP. Human Resources The steps and strategies recruiting staff involves: Identifying the hiring need In this step, we identify how many staff will be needed, what positions will be filled in and what would be the duties and responsibilities for the position/s. Planning Here, the recruitment process will be communicated to the team, assigned their individual or group responsibilities, come up with a strategy and ask suggestions from the team . Searching To find the right candidate, the strategy used is to start with friends and acquaintances of employees. This doesn't saves time and effort but money as well. If there is a need for more staff then the next strategy is to post the vacancies in the job finding sites. Making a Short List In this step, the applicants that meet the skills and selection criteria will be in the short list and be reviewed and may be called to schedule an interview. Interviewing Here, applicants will have a face-to-face interview. This is where we can get to know more about the applicants as well as to introduce our company. The interview will be a series of job related questions. They also be given customer service related problem and be asked to come up with their best solution. Offering of employment and Hiring of the candidate This step is where we decide who gets the position and be offered employment. Once the candidate accepts the employment offer he/she will be officially hired and be scheduled for induction. Incorporate IP Requirements An essential first step in securing confidential technical information is to make sure that all employees have contracts which make it clear that this information is the property of the company. Provisions relating to IP will be framed and communicated to the employees that
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usually state that certain types of customer, supplier or operational data are the property of the business and should be treated as confidential by the employee. The contracts will also refer to specific data security policies, such as restrictions on the removal of data from the company’s premises and the storage of information on laptops or other mobile electronic equipment. Finally, employment contracts may contain a requirement for departing employees to sign IP-related documents as part of a formalised exit procedure.
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