Janco News Feed
CSO
Chief Security Officer
Changing Role
The primary objectives of the enterprise information security effort and the Chief Security Officer (CSO) are:
- Ensuring the confidentiality of sensitive information processed by, stored in, and moved through information systems and applications belonging to the enterprise. Examples of sensitive information processed by enterprise include personally identifiable information and other Privacy Act protected records; pre-release economic statistics; information provided by companies and individuals under the assumption of confidentiality; and pre-award contract financial information.
- Ensuring the integrity of the enterprise information such that decisions and actions taken based upon the data processed by, stored in, and moved through enterprise information systems can be made with the assurance that the information has not been manipulated, the information is not subject to repudiation, the source of the changes to information can be determined as best as possible.
- Ensuring the availability of the enterprise information systems and applications during routine operations and in crisis situations to support the enterprise Mission.
Chief Security Officers (CSOs) have many issues they must address when looking at overall security of the enterprise and the IT function. One of traditional ones is security monitoring. Security monitoring spans three areas of operations: monitoring operations (the running status); monitoring traffic (both in and out); and monitoring the results of use (keeping logs, statistics, and analysis). This encompasses monitoring physical hardware, server performance, services, and the network.
Issues with Security Monitoring:
- Determining what needs to be monitored
- No clear and holistic view of the data
- Too many - or too few - "agents" for the job
- Too many manual tasks
- Too much complexity and hidden costs
- Hodgepodge of low-end tools
The job descriptions created by Janco's executive consultants have taken these changes in role into consideration when the job description for the CSO was updated. The Chief Security Officer job description is over 4 pages in length.
You can purchase this book as a PDF Book, Word Book or as individual word files for each Job Description (in WORD 2007 .docx format) which makes for easier modification. We have also combined the both book formats with the individual word files for each job descriptions to give you the best of both worlds.
Chief Security Officer News
CIO begin to think about growing the their IT organizations
According the Hackett Group's, company leaders have identified the need to grow their emerging market presence as one of the most important priorities for 2012, compared to 2011. They now want their current level of globalization to triple within two to three years, and among their top goals is expanding the reach of their IT service delivery models.
But simply growing and tapping new markets isn't enough. Companies want to remain agile so they can adapt quickly and intelligently to volatile changes in customer demands and costs, according to the firm. "Getting the right information to permit quick action can only be accomplished when mechanisms are in place to gather high-quality data, conduct rigorous analysis, and make decisions with confidence. IT and other support functions overwhelmingly recognize this fact and are focusing their technology priorities for 2012 around the themes of improving the foundation of unified data (to create 'one source of truth') and being able to provide analysis and access to those findings."
- more infoH-1B Visa program continues to grow
The data comes from the U.S. Citizenship and Immigration
Service. One list shows new applications for H-1B visas; the second list shows
the combined totals for new visas and renewals. A H-1B visa must be renewed
every three years.
The U.S. issues 85,000 H-1B visas annually. Of that number, 20,000 are reserved for advanced degree graduates of U.S. universities.
In total, the new visa applications from the top 10 users account for 22% of all the visas allowed by the U.S. each year. But offshore providers probably have a much larger percentage of the visas issued under the 65,000 cap, which includes graduates for foreign universities. An exact breakdown isn't available.
H-1B Visa Renewals and Approvals
- Cognizant - 5715
- Infosys- 4042
- Wipro - 2817
- Tata - 1758
- Larsen & Toubro - 1608
- Microsoft - 1586
- Accenture - 1370
- HCL America - 1128
- IBM - 1063
- Google - 615
H-1B New Visa Applications
- Cognizant - 4222
- Infosys - 3962
- Wipro - 2736
- Tata - 1740
- Accenture - 1347
- Larsen & Toubro - 1204
- HCL America - 1033
- Microsoft - 947
- IBM - 853
- Google - 383
- TOTAL - 18427
Recruiting using social media
Social media sites provide distinct clues that help identify top talent. Look at the candidate's presence on Linked In, Facebook, Twitter, or blogs, and look at:
- Writing style: Many top-tier recruits have blogs with at least a small readership. Take the time to read his or her blog posts - and not just the most recent ones, but the early ones as well. It will give you an idea about his or her professionalism, communication skills, and ability to evolve and progress.
- Followings: A good way to differentiate between two seemingly equal candidates may be to see how many people are commenting on their blog and, more significantly, how many followers they have on Twitter. Followers are a rough vote of interest and confidence in an individual.
- Word of mouth - online: Wall posts, Twitter @replies, blog comments, and LinkedIn recommendations provide insight into what people think of an individual.
Social media has proven to be a valuable resource in bad times, and it may
also be a compelling resource for businesses in times-a-plenty. Tracking
potential talent across social media venues is smart business because the top
players in any industry or profession are likely to be actively engaged in
online communities.
Talent in high demand at large firms
CIOs and other top organizational executives foresee a global talent shortage looming for the next several years, according to recent research from Deloitte. The consulting firm released the results of its survey in a new report, "Talent Edge 2020: Redrafting Talent Strategies for the Uneven Recovery." When it comes to adequately appointing leaders and staffing key operations, the report says fallout from the talent shortage could be significant. In addition, retaining younger workers has emerged as a key issue for many organizations.
Ultimately, companies that invest aggressively in talent management and development programs will reap rewards, the report concludes. "Today's top talent organizations are not sitting back and waiting for a slow recovery to solve their talent challenges," says the talent services leader for Deloitte Consulting. "These executives are more likely to invest ‑ by a two to one margin ‑ across the board on talent priorities." More than 375 senior executives and talent managers at large companies worldwide took part in the research.
- more infoHiring is on the uptick
Janco Associates and eJobDescription.com have found that hiring seems to be on the move up. In the last few months they have found that companies are beginning to look into the future.
