Remember the Fine Print

We recently talked about the steps involved in making a decision about purchasing an anti-virus program (Finding the Right Security) Throughout that post, you were discouraged from making the price of the program the primary driver of reaching a conclusion. That practice is true in nearly all situations whether it be in relation to hiring, entertainment, or any other endeavor. The main driver is what is offered and the value it has for the end user. Also involved is actually receiving what is put forth as the entire end product.

What's Included

Sometimes you see a really bargain price for what seems to be the entire package. (Whoa! We can't pass on this.) It's nabbed and taken "home." Then the unpackaging happens. What's discovered is the purchase was actually the barest elements. It's on the order of buying a car. There's the shell of the car but those little things such as seats, steering wheel, radio, heater, windows, and so on are the "extras". So the $100 car has a few extra items that are needed in order for it to serve its purpose. Likewise, those few extras have an additional cost. (Remember the ditty about Cheap Flights?)

If the product or service is only described as the bare bones, be certain to look into what it takes to get the entire suite of services that are needed. Of course, maybe those extras aren't immediately needed and are "nice to have"s today. Find out how much it's going to cost to add them at a later time. It may be there's another package, or even aother product elsewhere, that will be better suited to your needs.

What About the Extras

When you're bargaining for the product, are both of you speaking the same language? You use one term and have certain things in mind. Whereas, the other party has a totally different concept of what that term means. For example, one website was seeking copy editors who were to check the editor's (who was really the author of the article) content before it was published. What was meant by the term "copy editor" - one who corrects the content - was actually the duties of a proofreader - a person who merely marks spelling errors (using standard American grammar), typos, and missing punctuation. Correcting those issues was another matter that was the responsibility of the author/editor. Make certain there's a clear understanding of what you want and need compared with what is being offered.

Asking questions about what's to be expected on delivery is reasonable. Find out whether there are affiliated services that may be required. Learn what the cost of those affiliated services is or whether those expenses can be included in the single quote.

Then There's Renewal

Perhaps what is today's service is not a one-time deal but needs to be renewed in order to maintain it. The contract needs to be renewed on a regular basis. The price paid today may be the introductory price that is actually the bargain. The regular price may be 30 percent higher (or more). Ascertain what the regular price is before commiting to the purchase.

Some businesses offer a notification of when it's time to renew the service agreement. Some do not; they simply put the account on automatic renewal and collect their fee at the then prevailing rate (which may have undergone price index adjustment). Determine what the renewal terms are and whether you're comfortable with them.

The Research Is Worth Your Time

These may seem like niggling details. They are not. What you want is a valid bargained-for exchange. These are important aspects in regard to knowing what to expect when the box is opened and the product is put into use.

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Finding the Right Security

The adage is "You get what you pay for." That is definitely a truism is many situations. However, sometimes what's paid doesn't match the quality of what's received. There needs to be analysis and comparison before a decision is made. This is even more true as we move into increased use of the Internet and cyber strategies. Hacking of company files in order to access records is not something novel. The most recent incidents involved hospital records as well as retaliation for an entertainment company's planned release of a new movie.

Also important is what the budget is with regard to the type and amount of security that is used. Budget for a Fortune 1000 corporation is going to be vastly different from that for a medium-sized company. And a SOHO or start-up is going to need something but faces the challenge of affordability.

Types of Threats

Before we get into affordability, budget, and the size of the enterprise, we need to start with the first step. There needs to be an analysis of what is considered a threat (and therefore a vulnerability). Perhaps it isn't a threat at all because there are already prophylactics in place that have good integrity. Then again, maybe there aren't. Besides that, who knows what's lurking out there in the great cyber-unknown. Some authorities say there are five types of vulnerabilities while others say there are as many as eight. It's important to pay attention to when these opinions were made. Over time, new issues arise and require different strategies to address them. Regardless of how many types of weak spots there are, it's important to develop good security protocols and adhere to them. The Cadillac of protection will be useless if best practices for use are not followed.

Evaluation

Now that the types of threats are known, now that the frequency of exposure is appreciated, it's time to consider what attributes your existing protection offers and whether it needs to be enhanced in some way. Things to consider are:

• How reliable manufacturer is when it comes to providing support.
  
• How often the software is updated.
  
• What the reports and reviews have to say about the product.
  
• How effective it's proven to be.
  
• The size of your enterprise (number of employees, their locations, whether there are satellites in foreign countries).
  
• Whether or not a back-up system is used.
  
• There's this interesting thing called insurance against loss.
  
• Of course, what's the budget.
  

Comparison

Now that all these matters are in the checklist and they've been honestly considered, it's time to compare the attributes of what's on the market. Is a Cadillac really needed or will a Chevy be satisfactory?

Execution

The analysis is completed. Comparisons are done. More informed than before. It's time to make a choice of purchase a new program or upgrade. Whatever the case at this point, whether paid or free, you should be fully aware of what's at stake and what you've bargained for.

Be Safe

This is no longer the early days of the Internet. There are perils in cyberspace that threaten our security at home, in schools, and in business. The more we rely on electronic devices to do things for us, the more important security is to our welfare. Should we consider some form of protection for the new frontier - artificial intelligence and self-driving vehicles? We can talk about that on another day. Just make certain you're safe wherever you are and while doing what you need to do.

Errata (March 23, 2018): One resource provided talked about "Top 5 Best Free Anti Virus Software." After further investigation, it was discovered that none of the programs are free. One offers a free, limited period trial. Another offers free mobile device protection as part of its product. Finally, another program includes free cloud storage. All five products come with a fee and varying terms that accompany payment terms.

Resources:

• Hacking of Health Care Records Skyrockets, Tom Costello, NBC News (Feb.13.2016)
  
• Hospital network hacked, 4.5 million records stolen, Jose Pagliery, CNN Tech (August 18, 2014)
  
• After computer hack, L.A. hospital pays $17,000 in bitcoin ransom to get back medical records, Justin Wm. Moyer, The Washington Post (February 18, 2016)
  
• Texas Hospital hacked, affects nearly 30,000 patient records, Jessica Davis, Healthcare IT News (November 04, 2016)
  
• UCLA Health hacked, 4.5 million victims, Jose Pagliery, CNN Tech (July 17, 2015)
  
• Sony Hack Reveals Health Details on Employees, Children, Shannon Pettypiece, Bloomberg Technology (‎December‎ ‎11‎, ‎2014)
  
• Sony Pictures attacked again, 4.5 million records exposed, Chester Wisniewski, Naked Security (02 Jun 2011)
  

  Vulnerabilities
  

• Most Common Types of Network Security Breaches, M.S. Smith•edited by Jean Scheid, Bright Hub (updated: 3/28/2010)
  
• Security Breach Examples and Practices to Avoid Them, University of California Santa Cruz, Information Technology Services (revised November 2015)
  
• Common Types of Cybersecurity Attacks: A look inside the attacker's toolkit, Rapid 7
  
• The Top 5 Data Breach Vulnerabilities, Eric Basu, Forbes (Nov 5, 2015)
  
• Types of Cyber Security Breaches – What are the Most Common?, City Business Solutions (September 23, 2016)
  

  Top Anti-Virus Programs
  

• The Top 5 Antivirus Software of 2018, The Top 5 Antivirus
  
• The Best Antivirus Software of 2018, Natural Intelligence Ltd.
  
• Top 5 Best Free Anti Virus Software, Best Anti-Virus Providers
  
• Best Antivirus for Mac - March 2018, The Top 10 Sites, Inc.
  

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They Didn't Apply

Some managers believe they are fully informed about good management practices. They proclaim their qualifications in terms of association with others in similar capacities or familial involvement in management. The trouble is, these types have no formal training in management or leadership and they have not been groomed for the responsibilities of the position.

When it comes to inclusion, it's important to let everyone in your department know about the event or the open position so that they may choose to attend the event or apply for the position. It is rationalized that some do not attend events because they chose to stay away. Likewise, some reason that some employees do not apply for open positions because they were not interested. The problem with the reasoning in either situation is that the employee was not aware of the opportunity. The choice to not be in attendance or to not compete for the position was removed from their discretion and they were, therefore, excluded from it.

The Open Position

Penny Morey tells us it's simply good management practice to post notice about a new open position internally. There may be workers who are very qualified for the position who were previously invisible to management. There may be others who are interested in that type of position. This is their opportunity to learn more about what it takes to be qualified to compete.

Some companies have a candidate in mind but have guidelines that require the posting of the availability. That candidate has already been pre-screened and probably has been trained in the disciplines of the position. But there may be others who have been quietly going about performing their duties, doing what they're told to do, and polishing their skills through off-duty classes or via social and service organizations. What a loss if one of your long standing loyal is also the best qualified and has been interfacing with the clientele to develop their loyalty to your brand and product - for years.

Susan M. Heathfield explains why it's a good idea to internally post a notice of open positions first from several perspectives. Generically speaking, the requirement may be among the policies listed in the employee handbook. Another reason is in relation to a union shop and the terms of a labor agreement or where the position is in civil service.

Even if the company is not bound by the terms of a bargaining agreement or civil service requirements, it's a good idea to internally post notice of open positions in order to develop a culture where the workforce feels there is opportunity for career growth and development. It's another form of transparency. And it tends to nurture camaraderie by having other team members do what they can to support the one who is vying for the new situation. The practice tends to build morale.

We're not just talking out of the top of our hat. Consider the admonitions of the EEOC when it comes to posting job opportunities and policies in regard to other matters concerning employment.

Did You Go to the Company Picnic?

The company promo says, "We're a fun and inclusive place. There are monthly group activities for all employees. Morale is important here. That's why you'll find happy, satisfied workers serving our clients with the best attitude and abilities ever." The trouble is, only certain ones get the notice about those monthly group activities. The ones who didn't attend? They heard about the event - two days later as an overheard conversation.

If it's an inclusive environment, if there's a desire for healthy diversity, if there's a plan to grow the workforce in order to keep pace with an increasing demand for the company's product, there needs to be a team atmosphere. Cliques just don't work. The result of those will be high turnover and increased costs due to advertising, screening, intake, training, and other factors. Those are dollars that could be put to better use by simply using better talent management strategies.

And Then There's Training

As we've been considering the matter of transparency and inclusiveness with regard to notification of open positions and with regard to internal events, the importance of notifying personnel about the availability of training is also important. It's important for the business to grow in order to keep pace with demands. It's also important to keep pace with innovations and improvements in processes, equipment, and style of delivery. Additionally, there are some members of the workforce who are very interested in continuing to develop themselves and their career opportunities within the company. Remaining in a static position is not everyone's cup of tea.

When there is a company sponsored training, it's wise to alert your personnel. Sometimes a simple notice on the bulletin board will suffice. But they need to know it's available. Of course, they can attend a training elsewhere. But it would be more desirable to attend a training that has company approval so that there's assurance that the content will be in consonance with the needs of the enterprise. Just make certain that the ones who attend the training have ample opportunity to practice what was learned and also apply the training to actual projects.

They Chose Not to - False

It may be convenient to say there were those who were absent by choice. The critical issue is whether they were aware that there was even a choice to be made. Constructive and actual notice are concepts applied to law and real estate, not to participation in activities or vying for a position open to all who are qualified.

Resources:

• Do you legally have to advertise an open position in your company?
  
• Does HR Have to Post Job Openings Internally?
  
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• Prohibited Employment Policies/Practices
  

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