I need to answer these two posts and give your thoughts on it and if you agree or not, thanks

RE: Q1 - Industry of interest

Good Evening Class,

The human resource industry is a critical component of any organization, responsible for managing the workforce and ensuring compliance with relevant laws and regulations. However, as with any industry that handles sensitive data, associated security threats need to be addressed.

One of the primary security threats in the human resource industry is the potential for data breaches. This could result from a variety of sources, including external attacks by hackers or internal breaches by employees with access to sensitive information. The consequences of a data breach in the human resource industry can be severe, including the loss of confidential information such as social security numbers, personal addresses, bank account details, and other sensitive data.

Another potential security threat in the human resource industry is the use of outdated software or hardware. This could make it easier for attackers to gain access to sensitive information, as older software and hardware may have known vulnerabilities that can be exploited.

Organizations in the human resource industry should implement several security measures to reduce existing weaknesses and vulnerabilities to these threats. The measures include:

1. Implementing access control: Access controls can help to prevent unauthorized access to sensitive data by limiting access only to those who need it.

2. Conducting regular security training: Regular security training for employees can help reduce the risk of internal breaches by making employees aware of the importance of data security and identifying potential security threats.

3. Implementing encryption and data masking: Encryption and data masking can help to protect sensitive data by rendering it unreadable to anyone who does not have the appropriate decryption key.

4. Regular security audit: Regular security audits can help to identify potential vulnerabilities in existing security measures and provide recommendations for addressing these vulnerabilities.

5. Using up-to-date software and hardware: Ensuring that all software and hardware used in the human resource industry and up-to-date can help to minimize the risk of known vulnerabilities being exploited.

In conclusion, the human resource industry faces various security threats, including data breaches, and outdated software and hardware, among others. Organizations should implement access controls, regular security training, encryption and data masking, regular security audits, and use up-to-date software and hardware to reduce the existing weaknesses/vulnerabilities to these threats.

I hope everyone is having a great week, and look forward to reading some discussions for this week.

RE: Q2 - Recruitment, hiring, and retention

Every company in the United States is faced with the challenge of recruiting and retention. No matter how much you pay an individual or how attractive the benefits--it is difficult to hire the correct personnel for positions companies are hiring. There are a lot of bodies, but many do not meet the requirements of the job. The Pew Research Center located in Washington DC did some research on The Whys and Hows of Generations Research. It talks about how an individual's age is the most common predictor of differences in attitudes about social policy, foreign affairs, and jobs. It has been often echoed by the Baby Boomers and older adults that millenniums are lazy and will not work. I personally find that statement not to be true.

However, I interview my oldest grandchild and asked her the following questions: "Taylor, do you think that most of your peers are lazy and don't want to work? If yes, why?" Yes sir, the ones that I know are very lazy! Because they are spoiled and live at home with their momma and daddy. They have no mortgage or rent to pay and most of them don't even buy food. I was not trained like that. I have a granddaddy and a daddy who are veterans of the Army. I love you and Daddy for being tough on me."

Employee turnover can be very costly. Productivity loss, workplace safety, training, and the loss of profitability; etc. Many companies want prospective workers to start right away without any training. A company that does not invest in its people.

There are many CEOs that say that the American education system is so that it affects hiring. Then there is the issue of workplace violence. A company can go through background checks, and skills test, look at education, talk to references, and do a Briggs Meyers test, but know can predict a mental snap like what happened in Louisville, Kentucky.

The company that I work for has been in business for 83 years and only has had six chief executive officers. Every CEO came from the bottom level and worked their way up. We offer 401K, also retirement, two bonuses per year, profit sharing, medical, dental, and vision. The starting base salary is $80,000 per year with most teammates that work in the mill making $110,000 to $115,000. With this great financial package, It is still challenging to retain talent people who desire to work. one of our plants in Arkansas hired 22 people and twelve of them failed the drug test..