Dear all,
Please let us have a specific discussion: Which is the best proven tool for incident investigation? Or which tool are you using for incident investigation?
Hope to have a good debate on this topic.
With regards,
Dipil Kumar V
From India
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730Please let us have a specific discussion: Which is the best proven tool for incident investigation? Or which tool are you using for incident investigation?
Hope to have a good debate on this topic.
With regards,
Dipil Kumar V
From India
Acknowledge(0)Amend(0)
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, incidents of less significant nature do not occupy the attention of stakeholders unless these incidents occur with striking regularity.
Incidents involving any one or some:
1. Loss of calculators, desktop holders, stationery, small cash, timepieces.
2. Breakage of table glass without the knowledge of the occupant in a room in their 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 furniture or light systems without proper authority.
6. Regular missing of lights in the lift of the office.
7. Unusual expense patterns on housekeeping materials.
8. Unusual maintenance expenditure in facilities management or the storeroom.
9. Sudden missing of the company's scrap materials.
10. Discovery of unused or new company property in the scrap disposal.
11. Inordinate delay in receipt of returnable company equipment, items purchased originally by the department.
12. Non-maintenance of receipt and balance of returnable company materials sent for a specific purpose.
13. Regular opening of stores/materials department outside regular working hours.
A well-run organization may have a well-designed manual for each of the above areas. It is seldom followed because of a lack of supervision, control, and involvement, mainly due to a lack of integrity in the system itself. Because the system drives people and people drive the system.
All these are considered system lapses or administrative errors that do not get the due attention if there are no proper SOPs and NCRs. Usually, these events do not get escalated to the next level by the concerned for rectification.
Therefore, SOP and NCR are the first steps to prevent the occurrence of these incidents. Discussion may continue. We will discuss soon in the coming days.
Thanks and regards,
V. Rangarajan.
From India, Pune
Acknowledge(0)Amend(0)
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, incidents of less significant nature do not occupy the attention of stakeholders unless these incidents occur with striking regularity.
Incidents involving any one or some:
1. Loss of calculators, desktop holders, stationery, small cash, timepieces.
2. Breakage of table glass without the knowledge of the occupant in a room in their 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 furniture or light systems without proper authority.
6. Regular missing of lights in the lift of the office.
7. Unusual expense patterns on housekeeping materials.
8. Unusual maintenance expenditure in facilities management or the storeroom.
9. Sudden missing of the company's scrap materials.
10. Discovery of unused or new company property in the scrap disposal.
11. Inordinate delay in receipt of returnable company equipment, items purchased originally by the department.
12. Non-maintenance of receipt and balance of returnable company materials sent for a specific purpose.
13. Regular opening of stores/materials department outside regular working hours.
A well-run organization may have a well-designed manual for each of the above areas. It is seldom followed because of a lack of supervision, control, and involvement, mainly due to a lack of integrity in the system itself. Because the system drives people and people drive the system.
All these are considered system lapses or administrative errors that do not get the due attention if there are no proper SOPs and NCRs. Usually, these events do not get escalated to the next level by the concerned for rectification.
Therefore, SOP and NCR are the first steps to prevent the occurrence of these incidents. Discussion may continue. We will discuss soon in the coming days.
Thanks and regards,
V. Rangarajan.
From India, Pune
Acknowledge(0)Amend(0)
Dear Mr. V. Rangarajan,
Nice to share your rich experience with us... First of all, sorry for the late commend.
Let us consider a case - the theft of a laptop from the office within your area of monitoring. How will you proceed further? What techniques/tools will you use to investigate this case?
With regards,
Dipil Kumar V
From India
Acknowledge(0)Amend(0)
Nice to share your rich experience with us... First of all, sorry for the late commend.
Let us consider a case - the theft of a laptop from the office within your area of monitoring. How will you proceed further? What techniques/tools will you use to investigate this case?
With regards,
Dipil Kumar V
From India
Acknowledge(0)Amend(0)
Dear all,
Theft of property comes in two forms: movable and immovable. These properties must be handled following proper procedures and standard operating procedures (SOP). Documentation should strictly adhere to the prescribed format.
Procedures and the implementation of security rules and regulations must align with the policy design. Security, being a sensitive and critical department, is directly linked to Top Management. Any incidents related to theft, pilferage, or sabotage should be promptly and thoroughly investigated.
Conducting a detailed inquiry lacks a scientific tool or prescribed format in HR or Criminology to extract information from individuals. The offense originates in the mind and is executed by the human body. There are no scientifically established rules to identify criminal intent, as there are no qualifying criteria based on gender, race, religion, or academic qualifications.
Investigating a laptop computer follows a detailed method, varying from one organization to another. Some key questions and issues include:
1. How many laptops are in use?
2. Who is authorized to use them within the office premises or related work areas?
3. Who has access regardless of possession?
4. Policy compliance in case of loss or damage by users or non-users.
5. Access limitations.
6. Security procedures during usage, including entries, names, signatures, dates, times, and pass issuances.
7. SOP for usage during domestic and overseas travel.
8. Storage devices utilized by users.
9. Vendor access during maintenance and repairs.
10. Responsibility and accountability, with written agreements in case of loss or mishandling during transit.
In my experience, I have encountered instances of misuse, damage, and theft of laptops in leading organizations. Despite clearly defined rules, organizations often refrain from penalizing offenders. Typically, individuals involved in laptop theft are educated, tech-savvy, intelligent, and knowledgeable about security protocols, often using or facilitating the use of stolen gadgets in some way.
Companies frequently opt to report incidents to the police, anticipating the outcome and repercussions, leading to cases being closed and forgotten, with insurance claims as the resolution.
My approach to identifying suspects or offenders differs significantly in my experience.
Best regards,
V. Rangarajan.
From India, Pune
Acknowledge(0)Amend(0)
Theft of property comes in two forms: movable and immovable. These properties must be handled following proper procedures and standard operating procedures (SOP). Documentation should strictly adhere to the prescribed format.
Procedures and the implementation of security rules and regulations must align with the policy design. Security, being a sensitive and critical department, is directly linked to Top Management. Any incidents related to theft, pilferage, or sabotage should be promptly and thoroughly investigated.
Conducting a detailed inquiry lacks a scientific tool or prescribed format in HR or Criminology to extract information from individuals. The offense originates in the mind and is executed by the human body. There are no scientifically established rules to identify criminal intent, as there are no qualifying criteria based on gender, race, religion, or academic qualifications.
Investigating a laptop computer follows a detailed method, varying from one organization to another. Some key questions and issues include:
1. How many laptops are in use?
2. Who is authorized to use them within the office premises or related work areas?
3. Who has access regardless of possession?
4. Policy compliance in case of loss or damage by users or non-users.
5. Access limitations.
6. Security procedures during usage, including entries, names, signatures, dates, times, and pass issuances.
7. SOP for usage during domestic and overseas travel.
8. Storage devices utilized by users.
9. Vendor access during maintenance and repairs.
10. Responsibility and accountability, with written agreements in case of loss or mishandling during transit.
In my experience, I have encountered instances of misuse, damage, and theft of laptops in leading organizations. Despite clearly defined rules, organizations often refrain from penalizing offenders. Typically, individuals involved in laptop theft are educated, tech-savvy, intelligent, and knowledgeable about security protocols, often using or facilitating the use of stolen gadgets in some way.
Companies frequently opt to report incidents to the police, anticipating the outcome and repercussions, leading to cases being closed and forgotten, with insurance claims as the resolution.
My approach to identifying suspects or offenders differs significantly in my experience.
Best regards,
V. Rangarajan.
From India, Pune
Acknowledge(0)Amend(0)
Dear Friends,
Security and vigilance form another specialization. I am yet to come across safety officers being trained to do security and connected vigilance duties. I would prefer safety personnel to concentrate fully on their own area. For this, the safety fellow should be competent enough.
Acting as a master of all trades and poking their nose into other areas downgrades the profession. In fact, most organizations feel there is not much work for the safety personnel 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 personnel having not much to do. Of course, there are exemptions where safety personnel have no breathing time. This is also not professional. We should have a balanced approach and do justice to the profession. However, accident prevention and crime prevention are entirely different activities. Of late, workplace violence is included in the safety syllabus but not theft.
Regards,
Kesava Pillai
From India, Kollam
Acknowledge(0)Amend(0)
Security and vigilance form another specialization. I am yet to come across safety officers being trained to do security and connected vigilance duties. I would prefer safety personnel to concentrate fully on their own area. For this, the safety fellow should be competent enough.
Acting as a master of all trades and poking their nose into other areas downgrades the profession. In fact, most organizations feel there is not much work for the safety personnel 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 personnel having not much to do. Of course, there are exemptions where safety personnel have no breathing time. This is also not professional. We should have a balanced approach and do justice to the profession. However, accident prevention and crime prevention are entirely different activities. Of late, workplace violence is included in the safety syllabus but not theft.
Regards,
Kesava Pillai
From India, Kollam
Acknowledge(0)Amend(0)
Dear Friends,
We are yet to think of it in India, but a few other countries have found it essential and are seriously pursuing it, especially the USA. OSHA conducts training on the prevention of workplace violence, which is now a part of safety curriculum.
It includes:
1. Violence by Strangers
2. Client/Customers
3. Coworkers
4. Personal Relationships
Every employer should establish, implement, and maintain a written WPV Prevention Program. This program should be made available to all employees, including managers and supervisors. All employees should receive specific training regarding its content and implementation. The program should reflect the level and nature of the threats faced by the employees/employers. A review and assessment of the vulnerability to the four (4) categories of violence outlined previously is necessary for workplaces facing potential violence.
When violence may be committed by strangers, workers can be victimized both within and outside the traditional workplace while acting within the course and scope of their employment. The use of specific training, staffing, protective equipment, effective physical security methods, and policies must be reviewed and assessed.
Two basic types of violence by clients/customers against workers are of concern. The first type involves individuals with a history of violent behavior, such as prison inmates and mental health service recipients. Prevention focuses on appropriate staffing, specialized training, and other control measures. The second type occurs when clients or customers may become situationally violent due to frustration with delays or denial of benefits or social services. Prevention in such cases focuses on problem anticipation, appropriate training, and effective control measures.
Coworker violence can occur on several levels: between supervisors and subordinates or between non-supervisory and supervisory workers at the same or different levels. A well-written violence prevention policy that treats all employees fairly, training in conflict and dispute resolution, and active involvement of trained Employee Assistance Program (EAP) personnel are appropriate in these circumstances.
Finally, the potential for violence resulting from personal relationships must be considered. Estranged domestic partners may target their victims at their workplaces. Employees who may be victims of domestic violence need to feel secure in alerting their employers to the potential for a workplace attack. Strict policies should be implemented to address the confidentiality of personal employee information, restrict workplace access to employee relatives or outside visitors, and allow flexibility in the use of leave, work schedules, or transfers for at-risk employees.
To be successful, workplace violence prevention efforts must have commitment from top management and involve supervisors, employees, and employee representatives. Commitment and involvement are essential in any safety and health program. Management provides the organizational resources and motivating forces necessary to effectively deal 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 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
Acknowledge(0)Amend(0)
We are yet to think of it in India, but a few other countries have found it essential and are seriously pursuing it, especially the USA. OSHA conducts training on the prevention of workplace violence, which is now a part of safety curriculum.
It includes:
1. Violence by Strangers
2. Client/Customers
3. Coworkers
4. Personal Relationships
Every employer should establish, implement, and maintain a written WPV Prevention Program. This program should be made available to all employees, including managers and supervisors. All employees should receive specific training regarding its content and implementation. The program should reflect the level and nature of the threats faced by the employees/employers. A review and assessment of the vulnerability to the four (4) categories of violence outlined previously is necessary for workplaces facing potential violence.
When violence may be committed by strangers, workers can be victimized both within and outside the traditional workplace while acting within the course and scope of their employment. The use of specific training, staffing, protective equipment, effective physical security methods, and policies must be reviewed and assessed.
Two basic types of violence by clients/customers against workers are of concern. The first type involves individuals with a history of violent behavior, such as prison inmates and mental health service recipients. Prevention focuses on appropriate staffing, specialized training, and other control measures. The second type occurs when clients or customers may become situationally violent due to frustration with delays or denial of benefits or social services. Prevention in such cases focuses on problem anticipation, appropriate training, and effective control measures.
Coworker violence can occur on several levels: between supervisors and subordinates or between non-supervisory and supervisory workers at the same or different levels. A well-written violence prevention policy that treats all employees fairly, training in conflict and dispute resolution, and active involvement of trained Employee Assistance Program (EAP) personnel are appropriate in these circumstances.
Finally, the potential for violence resulting from personal relationships must be considered. Estranged domestic partners may target their victims at their workplaces. Employees who may be victims of domestic violence need to feel secure in alerting their employers to the potential for a workplace attack. Strict policies should be implemented to address the confidentiality of personal employee information, restrict workplace access to employee relatives or outside visitors, and allow flexibility in the use of leave, work schedules, or transfers for at-risk employees.
To be successful, workplace violence prevention efforts must have commitment from top management and involve supervisors, employees, and employee representatives. Commitment and involvement are essential in any safety and health program. Management provides the organizational resources and motivating forces necessary to effectively deal 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 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
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Dear Mr. Kesa Pillai,
It is not very often that we discuss something useful. Unlike other topics such as training, business opportunities, and immature questions and thoughts, your inputs are valuable and stimulate our minds for long-term processing in our daily lives.
Thanks and regards,
V. Rangarajan.
From India, Pune
Acknowledge(0)Amend(0)
It is not very often that we discuss something useful. Unlike other topics such as training, business opportunities, and immature questions and thoughts, your inputs are valuable and stimulate our minds for long-term processing in our daily lives.
Thanks and regards,
V. Rangarajan.
From India, Pune
Acknowledge(0)Amend(0)
Dear Mr. Rangarajan,
Thank you, sir. I am glad that a few individuals like you, who have achieved high positions in the profession, are watching it. I will strive to be a part of this endeavor to impart what I have gained while in service and protect it from simply rusting.
Regards,
Kesava Pillai.
From India, Kollam
Acknowledge(0)Amend(0)
Thank you, sir. I am glad that a few individuals like you, who have achieved high positions in the profession, are watching it. I will strive to be a part of this endeavor to impart what I have gained while in service and protect it from simply rusting.
Regards,
Kesava Pillai.
From India, Kollam
Acknowledge(0)Amend(0)
Dear Mr. Keshav Pillai,
Thank you for sharing your knowledge.
Please review the following scenario: In the case of workplace violence, a Safety Professional who has a positive reputation among the workforce (instilling the belief that he is here to assist rather than punish) can play a crucial role. By being able to engage directly with a potentially violent group, he can effectively help to de-escalate the situation.
I would appreciate your insights on the above.
Warm regards,
Dipil Kumar V
From India
Acknowledge(0)Amend(0)
Thank you for sharing your knowledge.
Please review the following scenario: In the case of workplace violence, a Safety Professional who has a positive reputation among the workforce (instilling the belief that he is here to assist rather than punish) can play a crucial role. By being able to engage directly with a potentially violent group, he can effectively help to de-escalate the situation.
I would appreciate your insights on the above.
Warm regards,
Dipil Kumar V
From India
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