Director of Security for a New Industrial Facility - Top Cut Food Industries Pty Limited - Case Study Example

Director of Security for a New Industrial facility Name and Student Number:   Tutorial day and Time:       Tutor’s Name: Word Count: Facility Description The Top Cut Food Industries Pty Limited is a company that is categorized under Meat Processing and located in Flemington, VIC, Australia. The company offer: Nowrthwest Meat Processors, American Meat Processors, Meat Processors, Meat packers and Game Meat Processors. The company flagship product is Weet-Meat, a top-seller in the Australian meat market. The company also operates health food shops in different cities around Australia. The Security Director at Top Cut Food Industries Pty Limited is responsible for protecting the property of a processing plant. He is responsible for making that the processing plant is safe from theft, fire, terrorism and vandalism. The security director is also responsible for training, hiring, evaluating, assigning duties to security personnel. During manufacturing processing, a security director must maintain security of the plant without interfering with the manufacturing processes. Organizational Chart Justification of SSO For many years, the main job of security professionals was to secure the premise-physically protect the premise from physical threats that may happen (DEMOS, 2006). Today’s business environment physical threats are more dangerous than before, but physical threats is being accompanied by systematic and virtual threats that in the past could not have conceived of. With the organizations now exposed to attacks that may come from the other side of the globe, the businesses environment, is, in a sense, boundless (DEMOS, 2006). This is true in today’s business environment because physical security in many companies is losing the concept of perimeter. Modern technologies have allowed many companies security to evolve to a centrally based model. For example, an office that is centralized placed in an organization that is used to monitor feeds from different places in the company. Security is a vital component for business. The value security director brings to a company is enormous as the person is required to work hard with cautious to avert losses, shield human assets and company’s properties (DEMOS, 2006). As companies are recruiting new workers or staffs, most of these companies are now conducing background checks of these new recruits, so they can make sound judgment on each new staff that is employed in the company (DEMOS, 2006). Companies should keep in mind that their employees can sue them for defamation of person’s character if they provide other companies with falsified or negative information on former or current employee (DEMOS, 2006). There are so many specific crimes that fall into the legal aspects of business environment. Companies risk, as it applies to security organizations means “the uncertainty of financial loss, the variations between the expected and actual results, or the probability that a loss has already occurred or will occur in the near future.” Companies should have risk management programs in place that will help the minimize losses. Risks in most cases are associated with occurrences that have an undesirable outcome. In other words, it means any potential hazard that a company can suffer from as a result of that threat (DEMOS, 2006). These threat are always associated with three types of risk: property, personal and liability justice companies can be susceptible to fraud, human error, environmental disasters, employees misconduct and an organization need to prepare itself against these threats through establishing a thorough risk management programmes (DEMOS, 2006). In this new era, the role of a security director remains important, no matter the size of the company (DEMOS, 2006). There is not, and likely never will be, any alternative for physically interceding between a violent perpetrator and his or her intended target in a timely manner. Whether a person want to commit a crime is holding a knife, a gun, a suspicious package or a grudge; muscle on the ground is always important (DEMOS, 2006). However, with a new definition of security in an organization, the role of director of security has been joined by a host of others, with, in many companies, professionals from HR, IT, Logistics, Legal and other departments in the security related roles. So where does that leave the traditional security director? In many situations it is probably true that, there is no one that is placed in a good position to lead security efforts in a company than the security director (DEMOS, 2006). However, it is true that, in order to do so, security director should have a multi-disciplinary team that is around him, with professionals delivering what might be to them unfamiliar type of expertise. And the team that has surrounded the security director must be located in many different locations within the company (DEMOS, 2006). Senior Security Officer i. Job Description Senior Security Officer (SSO) is required to ensure the security of information, equipment and prevent employees in the company from physical assault, industrial espionage, robbery, among other threats. The work of a SSO will also be responsible for hiring, training and supervising other employees that would be part of the security and safety department. ii. Skills The person interested for the job must have the following qualities: Having organizational skills Having excellent verbal and written communication skills. Being able to work with a team Having decision making skills Being able to handle various security procedures. Being analytical Having supervisory skills Having investigation skills Being proactive Being detail oriented. iii. Education The candidate for this position must have a Bachelor’s Degree in either/or Public Security, Police Science, Information Systems or related subject. A candidate having Master of Business Administration in Business Management with specialization in Organization Development will be have added advantage. Further the candidate in this position should have at least five years or relevant experience in policy, security and management fields. Recruitment Plan Hiring Manager: Date Opened: Division/Dept./Group: Date posted on web: Job Classification/Job Code: Offer (date): Working Title & req#: Date Closed: Date Meet with HM: Underutilization/Diversity Recruitment Required: Salary Range: Recruiting Sources (delete those not used; add sources not listed) Project ID# Reminder: For senior employee searches, an international search is required; list sources used in the relevant category, below. LBNL’s resume database Print media (specify): Professional organization job board(s) – specify: User groups, professional associations (specify): CareerBuilder.com Job fairs specific to this position (specify): Networking contacts (specify): Other (specify): Recruiting Activity Responsible Person Timeline Develop the position description and determine position level Hiring Manager in conjunction with Security Director 1st Week Create the posting Hiring Manager in conjunction with Security Director 1st Week Obtain Company’s board approval. Security Director 2nd Week Open the job requisition in The Advertiser and The Daily Telegraph HR Center 3rd Week Approvals for advertising content Security Director and Hiring Manager (coordinated through HR Center) 4th Week Sourcing Recruiter 5th Week Hiring Manager or Designee (specify): 6rd Week Interview setup Hiring Manager 6rd Week Interviews Security Director and Hiring Manager 6rd Week Discuss benefits with the potential candidate before at the interview. HR or Recruiter 6rd Week Reference check HR or Recruiter 7th Week Send pre-hire paperwork to selected finalist 7th Week Develop offer package Hiring Manager in conjunction with HR Center 7th Week Solicit management approval Hiring Manager 7th Week Communicate verbal offer to candidate using standard script HR Center 7th Week Send offer letter once verbal offer has been made HR Center 7th Week Post-acceptance, communicate nonselection to those who were phone screened and not selected Recruiter or Hiring Manager (specify) 7th Week Send all recruiting materials to the HR Center for the closed job packet Recruiter 7th Week Selection Panel Members Roles Security Department Representative To make sure appropriate candidate has been recruited into the department HR Department Representative To make sure terms of the jobs the potential candidate has. Recruiter To rectruit potential candidate Interview Assessment Form Interview Assessment Form Panel member name Department/ Service Job title: Department/ Service: Interview date: Applicant name: Skills/ experience/ qualifications Demonstrable (yes/ no) Reasons and comments for decision and feedback Tell us about yourself Why do you want to leave your present employer? Why do you want to work for this company? Describe your average day at work Describe your major strengths What are your weaknesses? Why are you the best person for this position? What was your most challenging project and why? What are your salary requirements? Where do you see yourself 5 years from now? Appointable or not & rank order (1 = most appointable) Any other comments for feedback: Read More