Homeland Security Research Paper Example | Topics and Well Written Essays - 2000 words

Homeland Security - Research Paper Example The author has rightly presented that in America, homeland security has always been a matter of concern long before the September 11 attacks. When George Bush became the president of America in January 2001, terrorism was not a matter of priority in his administrative agenda. His administration was busy coping with many other problems like scarcity of staff in programs of foreign translation, poor and inefficient information systems and cultural differences between various agencies resulting in disruption of sharing of information. In 2011, the FBI requested the government to increase funding for counterterrorism programs in the coming Budget session. This proposal was rejected by the Attorney General just one day before the September 11 attack. The events of September 11 compelled the president to give more focus on terrorism with special priority to â€Å"biological weapons of mass destruction†. The Bush administration went on to establish the department of homeland security within the â€Å"White House Congress†. The department of homeland security was created with many new authorities to prepare the country against any future terrorist attacks. The focus was also on rapid response and recovery to terrorism. The Bush administration developed many new strategies and manuals on guidance for homeland security with extra focus on bioterrorism. The department of homeland security embodies multiple government departments and effectively manages its challenges. National Cybersecurity Initiative One of the most important concerns for the Bush administration was the nationwide cyber security. Cyber networks became a primary area of attack for the terrorists which resulted in unlawful access to the secret information and strategies of the Federal agencies. Electronic system of storing information had become the major support for securing a wide variety of strategy information regarding security and economy in both public and private sectors. Such systems were a primary target for terrorists and attacks on such system had become widespread. The Bush administration suspected that many such attackers were working in coordination with the â€Å"foreign military organisations or the foreign intelligent services.† Thus, among the many new enemies of America after the September 11 attack, the foreign intelligence bureaus attacking the electronic system became new and dangerous kind of adversaries. Cyber security became a crucial matter for the department of homeland security. Bush administration established the Comprehensive National Cybersecurity Initiative (CNCI) in January 2008 to strategically focus on protecting the country from all kinds of threats to the cyberworld. The main function of CNCI is to anticipate future technological threats on electronic systems. The CNCI then instructs the Federal government to â€Å"integrate many of its technical and organisational capabilities to better address sophisticated threats and vul nerabilities†

Strategic Management of HR 2 Essay Example | Topics and Well Written Essays - 1750 words

Strategic Management of HR 2 - Essay Example Furthermore, the relationship between line management and HR departments is also becoming integral and diversified as organizations require more accountability and responsibility on the former’s part, this notion however, poses several implications for the business. The aspect of diversity and inclusivity as well as the ethical dimensions attached with the outcomes of endorsing a culture of inclusiveness suggest that organizations must work towards the establishment of effective frameworks that govern work-life policies that encourage inclusivity and also encourage HR managers to adopt the role of being catalysts of change to promote a multicultural workforce within the organization. Organizational Issues in Strategic Human Resource Management Establishing HR Systems The differentiating aspect of strategic management of human resources in comparison with human resource (HR) approaches implemented on an individual basis is the former’s specific concentration towards the establishment of human resource systems (Lepak et al., 2006) that can aid towards the achievement of organizational aims and objectives. In the organization of today, however, the establishment, development and consequent implementation of these systems faces several challenges that hamper the initiatives taken by the HR department to promote strategic readiness in the organization for the effective management of its workforce through the present business climate. Reichers and Schneider (1990) define climate as the workforce’s observation and opinion of practices, policies and processes in the organization that are formally established or informally applied within the business. Lepak et al. (2006) note that organizational climate is a highly critical variable in creating a suitable fit between the nature of the organization and the job performance of employees. Moreover, organizational climate has also been found to be an imperative factor in contributing towards the effectiv eness of the organization as a whole (Ostroff et al., 2003). HR Policy Challenges Lepak et al. (2006) argue that in enhancing the strategic readiness to manage its people, an organization must implement effective HR systems that are in turn governed by specific HR policies. These policies include: 1. Concentrating on employee expertise such as skills, education and talent 2. Concentrating on the management of worker motivation 3. Concentrating on providing workers with chances for participation within the organization thereby, promoting employee involvement The selection and implementation of the aforementioned HR systems is faced with certain organizational issues, the first of which is concerned with an accurate assessment of the expertise demanded by an organization in its workers, this view is further cemented by the notion that each HR policy sphere requires specific knowledge scales in order to help an organization to achieve its strategic objectives (Lepak et al.,