713
Dear all,
From the perspective of Security and Risk reduction management in my experience I would like to share the following for the benefit of HR,Administration and Security departments.
Usually the incidents of less significant nature do not occupy the attention of stake holders unless these incidents occur with striking regularity.
Incidents involving any one or some
1. Loss of calculators, desk top holders, stationaries, small cash, time piece .
2. Breakage of table glass without knowledge of occupant in a room in his absence.
3. Regular misplacement or loss of drawer keys or cash keys.
4. Regular damage to the drawer or any of the important cabins in the office.
5. Missing of furniture or light systems without proper authority.
6. Regular missing of lights in the lift of the office.
7. Unusual expense pattern on housing keeping materials.
8. Unusual maintenance expenditure in facilities management or stores room.
9. Sudden missing of the company scrap materials.
10. discovery of unused or new company property in the scarp disposal.
11. Inordinate delay in receipt of returnable company equipments, items purchased originally by the department.
12. Non maintenance of receipt and balance of returnable company materials sent for specific purpose.
13. Regular opening of stores/ materials department outside the regular working hours.
A well run organisation may have well designed manual for each of the above areas. It is seldom followed because of lack of supervision, control and involvement. Mainly lack of integrity in system itself. Because system drives people and people drive system.
All these are considered are systems lapse or administration error that do not get the due attention if there are no proper sop and NCR. Usually these events do not get escalated to the next level by the concerned for rectification.
Therefore SOP and NCR are the first step to prevent the occurance of these incidents. discussion may continue. We will discuss soon in the coming days.
Thanks and regards.
V. Rangarajan.
From India, Pune
From the perspective of Security and Risk reduction management in my experience I would like to share the following for the benefit of HR,Administration and Security departments.
Usually the incidents of less significant nature do not occupy the attention of stake holders unless these incidents occur with striking regularity.
Incidents involving any one or some
1. Loss of calculators, desk top holders, stationaries, small cash, time piece .
2. Breakage of table glass without knowledge of occupant in a room in his absence.
3. Regular misplacement or loss of drawer keys or cash keys.
4. Regular damage to the drawer or any of the important cabins in the office.
5. Missing of furniture or light systems without proper authority.
6. Regular missing of lights in the lift of the office.
7. Unusual expense pattern on housing keeping materials.
8. Unusual maintenance expenditure in facilities management or stores room.
9. Sudden missing of the company scrap materials.
10. discovery of unused or new company property in the scarp disposal.
11. Inordinate delay in receipt of returnable company equipments, items purchased originally by the department.
12. Non maintenance of receipt and balance of returnable company materials sent for specific purpose.
13. Regular opening of stores/ materials department outside the regular working hours.
A well run organisation may have well designed manual for each of the above areas. It is seldom followed because of lack of supervision, control and involvement. Mainly lack of integrity in system itself. Because system drives people and people drive system.
All these are considered are systems lapse or administration error that do not get the due attention if there are no proper sop and NCR. Usually these events do not get escalated to the next level by the concerned for rectification.
Therefore SOP and NCR are the first step to prevent the occurance of these incidents. discussion may continue. We will discuss soon in the coming days.
Thanks and regards.
V. Rangarajan.
From India, Pune
@ V. Rangarajan
Dear Sir
Nice to share your rich experiacen with us... First of all sorry for a late commend....
Let us consider a case. Theft of LAPTOP from the office within your area of monitoring. How you will proceed further? What all technique/tool you will use in investigation this case.
With regards,
Dipil Kumar V
From India
Dear Sir
Nice to share your rich experiacen with us... First of all sorry for a late commend....
Let us consider a case. Theft of LAPTOP from the office within your area of monitoring. How you will proceed further? What all technique/tool you will use in investigation this case.
With regards,
Dipil Kumar V
From India
Dear all,
The theft of property is of two types. One is movable and another one is immovable property. The properties neded to handled through proper procedures and SOP. The documentation is to be in the prescribed format.
The procedures and implementation of security rules and regulations have to be derived from the policy design. Security is a sensitive and critical department directly attached to the Top Management.Any incidents relating to the theft, pilferage and sobotage should be properly and immediately enquired in detail.
For conducting a detailed enquiry there is no scientific tool or prescribed format either in HR or Criminology to cul out the information from the individuals. Because the offence is committed in mind first and executed by human body. There is no scientifically established rule to identify the criminal mind. Because there is no qualifying criteria to call some one is a potential or committed offender. No gender. No case or creed or race. No academic qualifaction.
There is a detailed method of investigation of lap top computer. It may differ from organization to organisation.
some of the questions and issues are underlined below:
1. How many lap tops are used? 2. Who are all authorised to use in the office premises or in the work related geographical areas outside the workspot? 3. Who are empowered to access the lap top irrespective of actual possession? 4. The policy compliance when it is lost or damaged by the users or non users? 5. Whether the access is limited or unlimited? 6.The security procedures involved (when the lap top is brought and used) like the entries, names, signatures, date and time and pass issuance 7. The sop with respect to the usage and operations by people in travel domestic and oversees> 8. The storage devise used and operated by the users? 9. The vendors access during the maintenane and repair< 9. Responsibility and accountability with written undertaking in the event of loss or missing during transit or handing over and taking over<
In my experience I have come across instances misuse , damage and theft of lap top with leading organisations. The organisation normally do not allow themselves to punish the offender inspite of clearly laid down rules. More often than not the individual connived / committed in lap top thefts are mostly people who want to use or party to some one to use the gadget. They are normally educated and computer savy. They are intelligent and smart and knows the ways of security operations. They have knowledge of their function for which they are empowered with authority and leadrship role. The company at the maximum takes a easy route of putting the incident as complaint to police department clearly knowing the outcome and fall out of findings so that the case is closed and forgotten and taken the route of insurance claim.
How I have done to pin down the possible suspect or offender in my experience is totally different?
Bye and all the best. \
V. Rangarajan.
From India, Pune
The theft of property is of two types. One is movable and another one is immovable property. The properties neded to handled through proper procedures and SOP. The documentation is to be in the prescribed format.
The procedures and implementation of security rules and regulations have to be derived from the policy design. Security is a sensitive and critical department directly attached to the Top Management.Any incidents relating to the theft, pilferage and sobotage should be properly and immediately enquired in detail.
For conducting a detailed enquiry there is no scientific tool or prescribed format either in HR or Criminology to cul out the information from the individuals. Because the offence is committed in mind first and executed by human body. There is no scientifically established rule to identify the criminal mind. Because there is no qualifying criteria to call some one is a potential or committed offender. No gender. No case or creed or race. No academic qualifaction.
There is a detailed method of investigation of lap top computer. It may differ from organization to organisation.
some of the questions and issues are underlined below:
1. How many lap tops are used? 2. Who are all authorised to use in the office premises or in the work related geographical areas outside the workspot? 3. Who are empowered to access the lap top irrespective of actual possession? 4. The policy compliance when it is lost or damaged by the users or non users? 5. Whether the access is limited or unlimited? 6.The security procedures involved (when the lap top is brought and used) like the entries, names, signatures, date and time and pass issuance 7. The sop with respect to the usage and operations by people in travel domestic and oversees> 8. The storage devise used and operated by the users? 9. The vendors access during the maintenane and repair< 9. Responsibility and accountability with written undertaking in the event of loss or missing during transit or handing over and taking over<
In my experience I have come across instances misuse , damage and theft of lap top with leading organisations. The organisation normally do not allow themselves to punish the offender inspite of clearly laid down rules. More often than not the individual connived / committed in lap top thefts are mostly people who want to use or party to some one to use the gadget. They are normally educated and computer savy. They are intelligent and smart and knows the ways of security operations. They have knowledge of their function for which they are empowered with authority and leadrship role. The company at the maximum takes a easy route of putting the incident as complaint to police department clearly knowing the outcome and fall out of findings so that the case is closed and forgotten and taken the route of insurance claim.
How I have done to pin down the possible suspect or offender in my experience is totally different?
Bye and all the best. \
V. Rangarajan.
From India, Pune
Dear Friends,
Security and vigilance forms another specialization. I am yet to come across safety officers being trained to do security and connected vigilance duties. I would prefer safety people to concentrate fully on their own area. For this the safety fellow should be competent enough.
Acting master of all trades and poking their nose into other areas downgrades the profession. In fact most organizations feel there is no much work for the safety people and entrust irrelevant duties to them. To please the management personnel they accept such jobs. Such acceptance of other duties reinforces the management’s opinion about safety people having not much to do. Of course there are exemptions where safety people have no breathing time. This is also not professional. We should have a balanced approach and do justice to the profession. How ever accident prevention and crime prevention are entirely different activities. Of late in safety syllabus workplace violence is included but not theft.
Regards,
Kesava Pillai
From India, Kollam
Security and vigilance forms another specialization. I am yet to come across safety officers being trained to do security and connected vigilance duties. I would prefer safety people to concentrate fully on their own area. For this the safety fellow should be competent enough.
Acting master of all trades and poking their nose into other areas downgrades the profession. In fact most organizations feel there is no much work for the safety people and entrust irrelevant duties to them. To please the management personnel they accept such jobs. Such acceptance of other duties reinforces the management’s opinion about safety people having not much to do. Of course there are exemptions where safety people have no breathing time. This is also not professional. We should have a balanced approach and do justice to the profession. How ever accident prevention and crime prevention are entirely different activities. Of late in safety syllabus workplace violence is included but not theft.
Regards,
Kesava Pillai
From India, Kollam
Dear Friends,
We are yet to think of it in India. But few other countries found it essential and seriously go for it. especially USA. OSHA conducts training on prevention of work place violence. It is part of OSHA. It is now part of safety curriculum .
It includes 1. Violence by Strangers, 2. Client/Customers, 3. Coworkers and 4. Personal Relationships.
Every employer should establish, implement and maintain a written WPV Prevention Program. It should be made available to all employees, including managers and supervisors; and all employees should receive specific training concerning its content and implementation. The program should reflect the level and nature of threat faced by the employee(s)/employer. The potential for and/or source(s) of violence in a specific workplace requires a review and assessment of the vulnerability to the four (4) categories of violence previously outlined;
When violence may be committed by strangers, workers can be victimized both in and outside the "traditional" workplace, but while acting within the course and scope of their employment. Use of specific training, staffing and protective equipment coupled with effective physical security methods, and policies must be reviewed and assessed.
Two basic types of violence by client/customer(s) against workers are of concern. The first involves individuals that may have a history of violent behavior, such as prison inmates, mental health service recipients. Situations where this may occur are usually well recognized, and prevention focuses on appropriate staffing, and specialized training, augmented with other control measures. The second arises when client or customers may be "situationally" violent and are provoked when they become frustrated by delays or by the denial of benefits or social services. In these cases, problem anticipation, appropriate training and other control measures deemed effective are the focus for prevention.
Coworker violence can occur on several levels; between supervisors and subordinates or between non-supervisory and supervisory workers at the same level or different levels. A well written violence prevention policy which treats all employees fairly, training in conflict and dispute resolution and active involvement of trained Employee Assistance Program (EAP) personnel, is appropriate in these circumstances.
Finally, the potential for violence resulting from personal relationships must be considered. Estranged domestic partners may seek out their victims while they are at work. Employees who may be victims of domestic violence need to be aware and feel secure in alerting their employers to the potential for a workplace attack. Strict policies should be implemented that 1) address the confidentiality of personal employee information (i.e. home address, work schedules), 2) deny or restrict workplace access to employee relatives or outside visitors, and 3) allow flexibility in the use of leave, work schedules or transfers in situations where employee(s) may be at risk of violence.
To be successful, workplace violence prevention efforts must have commitment from top management and must involve supervisors, employees and employee representatives. Commitment and involvement are essential in any safety and health program. Management provides the organizational resources along with the motivating forces necessary to deal effectively with safety and security hazards. Employees should be involved, both individually and collectively, through participation in worksite assessment, assisting in the development of clear effective procedures and by identifying existing and potential hazards. Employee knowledge and experience should be incorporated into any written plan to correct and prevent safety and security hazards.
Ref : OSHA
Regards,
Kesava Pillai
From India, Kollam
We are yet to think of it in India. But few other countries found it essential and seriously go for it. especially USA. OSHA conducts training on prevention of work place violence. It is part of OSHA. It is now part of safety curriculum .
It includes 1. Violence by Strangers, 2. Client/Customers, 3. Coworkers and 4. Personal Relationships.
Every employer should establish, implement and maintain a written WPV Prevention Program. It should be made available to all employees, including managers and supervisors; and all employees should receive specific training concerning its content and implementation. The program should reflect the level and nature of threat faced by the employee(s)/employer. The potential for and/or source(s) of violence in a specific workplace requires a review and assessment of the vulnerability to the four (4) categories of violence previously outlined;
When violence may be committed by strangers, workers can be victimized both in and outside the "traditional" workplace, but while acting within the course and scope of their employment. Use of specific training, staffing and protective equipment coupled with effective physical security methods, and policies must be reviewed and assessed.
Two basic types of violence by client/customer(s) against workers are of concern. The first involves individuals that may have a history of violent behavior, such as prison inmates, mental health service recipients. Situations where this may occur are usually well recognized, and prevention focuses on appropriate staffing, and specialized training, augmented with other control measures. The second arises when client or customers may be "situationally" violent and are provoked when they become frustrated by delays or by the denial of benefits or social services. In these cases, problem anticipation, appropriate training and other control measures deemed effective are the focus for prevention.
Coworker violence can occur on several levels; between supervisors and subordinates or between non-supervisory and supervisory workers at the same level or different levels. A well written violence prevention policy which treats all employees fairly, training in conflict and dispute resolution and active involvement of trained Employee Assistance Program (EAP) personnel, is appropriate in these circumstances.
Finally, the potential for violence resulting from personal relationships must be considered. Estranged domestic partners may seek out their victims while they are at work. Employees who may be victims of domestic violence need to be aware and feel secure in alerting their employers to the potential for a workplace attack. Strict policies should be implemented that 1) address the confidentiality of personal employee information (i.e. home address, work schedules), 2) deny or restrict workplace access to employee relatives or outside visitors, and 3) allow flexibility in the use of leave, work schedules or transfers in situations where employee(s) may be at risk of violence.
To be successful, workplace violence prevention efforts must have commitment from top management and must involve supervisors, employees and employee representatives. Commitment and involvement are essential in any safety and health program. Management provides the organizational resources along with the motivating forces necessary to deal effectively with safety and security hazards. Employees should be involved, both individually and collectively, through participation in worksite assessment, assisting in the development of clear effective procedures and by identifying existing and potential hazards. Employee knowledge and experience should be incorporated into any written plan to correct and prevent safety and security hazards.
Ref : OSHA
Regards,
Kesava Pillai
From India, Kollam
Dear Mr Kesa pillai,
It is not very often that we discuss something useful. Unlike any other topics such training, business opportunity and immatured questions and thoughts, your inputs are useful and trigger our minds in long term processing in our daily lives.
Thanks and regards.
V. Rangarajan.
From India, Pune
It is not very often that we discuss something useful. Unlike any other topics such training, business opportunity and immatured questions and thoughts, your inputs are useful and trigger our minds in long term processing in our daily lives.
Thanks and regards.
V. Rangarajan.
From India, Pune
Dear Mr. Rangarajan,
Thank you sir, I am glad a few like you placed high in profession are watching it.
I will try to be a part of this to impart what I gained while in service and protect it from just rusting.
Regards,
Kesava Pillai.
From India, Kollam
Thank you sir, I am glad a few like you placed high in profession are watching it.
I will try to be a part of this to impart what I gained while in service and protect it from just rusting.
Regards,
Kesava Pillai.
From India, Kollam
@ Keshav Pillai
Dear Sir
Thanks for your great mind of sharing knowledge...
Please go though the below:
In case of workplace violence if a Safety Professional having a good image within the workforce (A feeling that this man is here to help us, than punishing us) can play a major role ... He can go even into the middle of mobe and can play a vital role to bring the situation under control...
Please give your comments on the above sir.
With regards,
Dipil Kumar V
From India
Dear Sir
Thanks for your great mind of sharing knowledge...
Please go though the below:
In case of workplace violence if a Safety Professional having a good image within the workforce (A feeling that this man is here to help us, than punishing us) can play a major role ... He can go even into the middle of mobe and can play a vital role to bring the situation under control...
Please give your comments on the above sir.
With regards,
Dipil Kumar V
From India
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