Hiring Policies, Research Paper Example

A company’s private security is mostly dependent on the current existing security policies inside the given organization. Security policies administer a structure that serves as guidance to the advancement of all policies in company security. These policies also serve as the important role of notifying customers, managers, as well as employees of the organization’s policies in defending all company assets, intellectual property, and stake holders. The regulations must therefore have the ability to construe all the security fundamentals of the organization. They must also clearly construe what is allowed as well as what is prohibited within the company. These policies and regulations must also be consistent, realistic, and economically suitable.Company security policies must also be in good standing with the any existing legal requirements. Abiding to the legal obligations can assure that the policies enforced in security policies will not violate any laws defined by the government, state, or industry regulators.

Maintaining the confidentiality of a trade secret is an endless task since the fear of disclosure is always present. Generally, employees are the main threat because there is no assurance that the non-disclosure agreement or the non-compete will be efficient to regulate the use of unauthorized disclosure of classified information by employees leaving the company. In any case, the non-compete clause is not an absolute guarantee, as it often has a limited scope in terms of their duration and geographical scope.

In the last several years there have been serious changes in the business world and the staff of the companies. In the past, the employees had an expectation to live his entire working life in the same company, and business managers were expecting an unswerving loyalty to their workers. Equally, the latter tended to show commitment to their employer. This image of loyalty business has gradually changed with the advent of “globalization”, from which the employees have begun to suffer all kinds of restructuring, company re-locations and reductions in staff. Given that employers “have failed to comply with the rules of the game”, have been brought into question the mutual obligations and nobody expects to obtain a lifetime employment or dedicate themselves exclusively to one company: change of job is considered a normal phenomenon and everyone is trying to get higher wages or better working conditions. Right now it is more difficult to obtain and give loyalty and confidence in the working environment.

The companies provide the much needed competitive advantage of new and improved products and processes which cannot be copied. Constantly having to find creative ideas or inventive is a constant challenge. Some companies are even willing to seize unscrupulous employees of the competition in order to take advantage of their creative capacities and inventive, as well as access to information that will allow them to know the secrets of the success of their competitors. The majority of the acts of disclosure or use of confidential information are executed by employees on the payroll of the company.

There is always a “psychological contract” between the employer and the employees that work for a company. Unlike the formal contract established by the law, that another contract includes a series of expectations that have employees and employers with regard to the contributions made by each one of them to the company and the incentives that will receive as a result . This is a set of expectations that the other workers are knowing for the most part during his career. As employees gradually become familiar with the culture of the company, have clear what behaviors are acceptable and what are their obligations and their duties to the company and vice versa.

Employees must confidentiality to the employer automatically. However, in an environment in which the employee mobility is stimulated, the contracts have discontinued to be relied upon; it implies that you need to give greater importance to the formal contracts in accordance with the law. Through such contracts or clauses promotes the legal protection of trade secrets and is granted to the security company in the event of a dispute. There are several types of contractual clauses in contracts of employment that can subscribe companies with their employees to protect your confidential information.

There are confidentiality clauses that both parties agree not to disclose confidential information covered in the agreement. These clauses should be used in all kinds of agreement contracts, either regular employees, interns, temporary staff, shareholders, customers, or any that may have come in contact with the trade secrets of the company.

In the legislation relating to trade secrets is to balance competing policy options. On one side, there is a concern in stimulating innovation and creativity and to protect the companies that invest in innovative and creative activities. On the other side, there are concerns in exercising fair competition and freedom of employment. These political interests various and often conflicting complex aspects which are reflected in the “inevitable disclosure doctrine” and the “doctrine of the spring-board” existing in the jurisdictions that enforce the common law system.

The doctrines of imminent revelation have been influenced around the issue of employees seeking a new job in a similar activity. The doctrine is based on the principle that employees who have had access to confidential information inevitably disclose such information to a potential employer, given that they are working in the same line of work. Even if that worker maintains ethical desire, the doctrine assumes that it is inevitable that the technical information and skills acquired during the old employment will automatically or instinctively when working in a new employment if it is in the same field. In this case, the policy considerations referred above come into play. On the one hand, the society must defend the classified knowledge of its enterprises, but at the same time may not restrict the freedom of employment of its members.

Judicial decisions in this area have been based on the particular facts and circumstances of each case. Warrants have been approved by prohibiting an employee from taking a new job in the cases where it was likely that the employee will use in the new job information which was not publicly known or readily ascertainable by competitors in the industry. In this regard, confidential information must be separated from the ordinary skills and knowledge that the employee has acquired in his former employment, and that he has all the right to use.

Communication is an important resource in promoting employee commitment. It is possible that the interests of the address are different from those of the employees, so that each one of the parties must have very clear what are the mutual expectations so that all understand what is expected of them. It will strengthen the commitment of employees if managers gain the respect and confidence of your team, so offering leadership development programs to business managers, the latter will be able to improve their leadership skills in certain areas.

The mechanisms of internal communication can be useful for employees to make their voice heard, which is important in making them feel important to the organization and provide useful information to improve the management and resolving internal problems. You can create a positive environment by launching programs such as the internal forums where employees can express themselves freely and to make suggestions. Businesses can also receive information from employees about their weaknesses and the areas in which dissatisfaction which can be take timely remedial measures to solve these problems.

In a culture in which the hierarchical relationships are not so charged, the superiors treat subordinates with respect and without abusing their authority, subordinates are entrusted with important assignments, responsibilities are shared or very often these fall in the superiors as part of its work, and managers often socialize with subordinates. In this type of culture flourishes a more collective, democratic or decentralized environment in the workplace, which greatly enhances the loyalty of the employees, because it facilitates communication between managers and employees and encourages mutual respect. In its relations with employees, employers must be attentive and concerned about their working conditions. In addition, this kind of work environment creates a family atmosphere that fosters a sense of belonging. Loyalty is promoted also by encouraging the participation. The objective of any accession strategy is to make every employee aware of their role in the company and how it contributes to the overall success of their activities, as this would enhance the sense of belonging, improved self-image and promoting greater loyalty to the company.