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This article focuses on identifying key human resource management (HRM) practices necessary for improving information security performance from the perspective of IT professionals. The Importance-Performance Map Analysis (IPMA) via SmartPLS 3.0 was employed and 232 samples were collected from information technology (IT) professionals in 43 organizations. The analysis identified information security training, background checks and monitoring as very important HRM practices that could improve the performance of organizational information security. In particular, the study found training on mobile devices security and malware; background checks and monitoring of potential, current and former employees as of high importance but with low performance. Thus, these key areas need to be improved with top priority. Conversely, the study found accountability and employee relations as being overly emphasized by the organisations. The findings raised some useful implications and information for HR and IT leaders to consider in future information security strategy.

Emerging human resource management (HRM) practices are focusing on background checks, training and development, employer-employee relations, responsibility and accountability, and monitoring of information systems security resources. Information systems security ensures that appropriate resources and adequate skills exist in the organization to effectively manage information security projects. This chapter examined the role of HRM in enhancing organizational information systems security. Using importance-performance map analysis, the study found training, background checks, and monitoring as crucial HRM practices that could enhance organizational information systems security. Moreover, four indicators, consisting of training on mobile devices security; malware management; background checks; and monitoring of potential, current, and former employees recorded high importance but with rather low performance. Consequently, these indicators should be improved. On the contrary, the organizations placed excessive focus on responsibility, accountability, and employee relations.

This article focuses on identifying key human resource management (HRM) practices necessary for improving information security performance from the perspective of IT professionals. The Importance-Performance Map Analysis (IPMA) via SmartPLS 3.0 was employed and 232 samples were collected from information technology (IT) professionals in 43 organizations. The analysis identified information security training, background checks and monitoring as very important HRM practices that could improve the performance of organizational information security. In particular, the study found training on mobile devices security and malware; background checks and monitoring of potential, current and former employees as of high importance but with low performance. Thus, these key areas need to be improved with top priority. Conversely, the study found accountability and employee relations as being overly emphasized by the organisations. The findings raised some useful implications and information for HR and IT leaders to consider in future information security strategy.

Emerging human resource management (HRM) practices are focusing on background checks, training and development, employer-employee relations, responsibility and accountability, and monitoring of information systems security resources. Information systems security ensures that appropriate resources and adequate skills exist in the organization to effectively manage information security projects. This chapter examined the role of HRM in enhancing organizational information systems security. Using importance-performance map analysis, the study found training, background checks, and monitoring as crucial HRM practices that could enhance organizational information systems security. Moreover, four indicators, consisting of training on mobile devices security; malware management; background checks; and monitoring of potential, current, and former employees recorded high importance but with rather low performance. Consequently, these indicators should be improved. On the contrary, the organizations placed excessive focus on responsibility, accountability, and employee relations.

Employees globally are expected to flourish amidst the uncertainty, volatility, and complexities of the muddy waters of Industry 4.0. To identify changes in the perceived workplace relationships and consider initiatives that will improve interpersonal relationships at work in the 4IR. A review of literature will be conducted on the following key variables: 4IR. In the 4IR, provision of interpersonal other than digital means of communicating with employees, effectiveness in intra-organizational information sharing among employees, constant training on new and improved technological tools of working will be useful. Human resource practitioners should focus on designing strategies to improve IR at work, in order to minimize interpersonal conflicts, provide social support and improve organisational performance.

The authors discuss the victimization characteristics of crimes committed by women in Irkutsk and Transbaikal Regions, the characteristics of the personality of the victim of these infringements, the behavioral patterns of the criminal and the victim in the process of victimization, their relationships and social connections. The research, based on the statistical analysis and study of 250 criminal cases, allowed the authors to come to a number of conclusions, including the following ones. Victimization trends in the regions under consideration are unfavorable, the victimization level is growing, and the growth rate is higher in Irkutsk Region than in Transbaikal Region. The structure of regional victimization is dominated by crimes against property, while other types in this structure are crimes against life and health, family and minors, as well as against health of the population and public morals. Characteristic features of victims of regional female crimes are age victimity, as every second victim in Transbaikal Region and every third in Irkutsk Region has it, and a considerable victimogenic personality deformation of most middle-aged victims. Such victims show guilty (unlawful, amoral or light-minded) behavior, which is the manifestation of their personal victimity. Using the obtained results, the authors worked out a system of victimological prevention measures aimed at stopping and neutralizing the identified victimogenic factors. They suggest legal, organizational, information, educational measures, as well as measures of rehabilitation and procedural nature. Taking into account the regional specifics of victimization, the personality of crime victims, their victim-like behavior can make the practice of victimological prevention more effective.

Increasing number of threats to corporate and organizational information systems that require prepare for a major crisis. It is necessary for that good planning so that DRP can run optimally. However, in this case, many small and medium enterprises are hampered carry out solid DRP planning because of significant cost constraints quite a lot is needed. The use of cloud computing g can minimize costs. In this paper, it is proposed to combine the two concepts of long-term planning and utilization of multi cloud in its implementation on recovery plan with cloud computing. From result research conducted using AWS multi-cloud and Microsoft Azure, obtained a low risk level on days six and seven with segments 2 and 3 utilizing long-term research

Purpose This paper aims to examine the level of transparency of the electronic procurement (e-procurement) system in Malaysia. Design/methodology/approach Using the content analysis method, 23 transparency disclosure items from the Website Attribute Evaluation System (WAES) checklist were used to evaluate the transparency level of the e-procurement system. The data gathered from the WAES were analysed using frequency and percentage based on the various categories of transparency. Findings The study reveals that the e-procurement system disclosed 17 out of the 23 WAES transparency disclosure items, which represents a transparency disclosure level of 73.91%. Of the five categories of disclosure, i.e. ownership, contact information, organizational information, citizen consequences and freshness, the detailed results show that the items are fully disclosed for only two categories, and for three categories, i.e. ownership, contact information and organizational information, the items are not fully disclosed. Research limitations/implications The findings of the present research offer a positive indication that the government is moving in the right direction, particularly in efforts to reduce the corruption level in procurement activities and to improve the accountability level of the government. Originality/value The present study is among the few studies that attempts to address a fundamental issue of transparency in the public procurement system that has an important relationship with the occurrence of corruption in procurement activities.