Top of FormAnnotated BibliographyMohammed, D. (2018, January
- 1. Top of Form Annotated Bibliography Mohammed, D. (2018, January 1). Cybersecurity Compliance in the Financial Sector | Open Access Journals. Cybersecurity Compliance in the Financial Sector. https://www.icommercecentral.com/open- access/cybersecurity-compliance-in-the-financial-sector- .php?aid=50498 Mohammed, D. (2018, January 1) has investigated on array of challenges as state and national level authorities endeavor to manage with cybersecurity dangers, vulnerabilities, and cyber- crime dangers. His investigation conclude that researchers should require checks against careless behavior and fundamental countermeasures against false hones. He believes that controls moreover carry the potential to burden the money related industry with duplication of exertion and complex announcing plans. Such measures may demonstrate counterproductive when as it were gigantic enterprises with the assets to hold huge lawful and administrative divisions can survive in a riotous administrative environment and Controllers must approach the monetary industry with an indeed bottom, leveraging solid Congressional oversight where fundamental, whereas killing pointless burdens that smother money related development. From this article, I have learned that Regulations can have positive impacts when they compel organizations to comply with recognized security measures. Be that as it may regulators must consider the impacts of wide enactment over the differing organizations working within the monetary industry. Regulators must consider the taken a toll organization cause since companies regularly pass these costs on to customers. Regulations frequently contain complicated dialect, requiring lawful groups to filter through and interpret. Be that as it may
- 2. legal counselors do not bear the obligation for guaranteeing administrative compliance. Accomplishing compliance regularly demonstrates a troublesome challenge since numerous organizations lack the assets to completely get it and thus completely comply with complex administrative systems. KENTH, J. A. G. D. E. V. (2019). Financial Crime and Cyber Security. Financial Crime and Cyber Security- The Hedge Fund Journal. https://thehedgefundjournal.com/financial-crime-and- cyber-security/ The author has researched a recent paper by AIMA illustrated clearly that hedge fund firms and other elective resource supervisors are playing an imperative part in financing the economy, giving much required capital and venture to the SME showcase, genuine bequest, and framework ventures, among others. As the segment plays a progressively standard part, issues such as money related wrongdoing and cyber security will stay central to encourage development. As later occasions appear, these stay a need for controllers and law requirement offices. He has also highlighted how Financial fraud appears to have possessed much of the Financial Conduct Authority’s (FCA) time. This article has played a vital role in making me understand the significance of conducting periodic evaluations of the nature of the data the firm collects and cybersecurity dangers, making a methodology that is outlined to avoid, identify, and react to cybersecurity dangers, which might incorporate controlling get to different frameworks, information encryption, reinforcement and recovery and executing the methodology through composed approaches, methods and preparing. It is important for firms to understand their cyber vulnerabilities and how these affect the level of chance for the firm’s portfolio of existing chance and oversee this threat. Temin, T. (2020, September 24). Secret Service stepping up in fight against cyber-enabled financial crimes. Federal News Network. https://federalnewsnetwork.com/cybersecurity/2020/0 9/secret-service-stepping-up-in-fight-against-cyber-enabled-
- 3. financial-crimes/ In this article, author talks about Secret Service examinations on cyber empowered money related crimes of all sorts. He also provides an overview of what Secret Service does do with regard to examinations of monetary crimes. He also conducts few Q&A with Jeremy Sheridan deputy assistant director of the Office of Investigations at the Secret Service. Jeremy mentioned that at the strategic level presently, in terms of what we are able do way better operationally, in a part of distinctive disciplines, we are seeing whether it is patterns in cybercrime, innovation, law and arrangement. In this Q&A type interview article, I learned a lot about the viewpoint of secret services and their plan in controlli ng financial and cybercrimes. How they are attempting to do is reimagine the Secret Service’s investigative mission in those diverse components, whether it is the profound web, the dark web, ransomware, commerce, e-mail, compromises, all shapes of phishing and to modernize our investigative center, extend our associations, reexamine how they are preparing, selecting, and holding cyber ability and go into modern approaches of cryptocurrency, resource relinquishment or cash laundering. Hasham, S., Joshi, S., & Mikkelsen, D. (2019, October 1). Financial crime and fraud in the age of cybersecurity. McKinsey & Company. https://www.mckinsey.com/business- functions/risk/our-insights/financial-crime-and-fraud-in-the- age-of-cybersecurity?cid=other-eml-alt-mip- mck&hlkid=ce2579bc165643c18bd96c45cec20ab6&hctky=1144 6973&hdpid=6885e6c0-7d91-4e5b-8c62-361eb9313b13# Hasham, S., Joshi, S., & Mikkelsen, D. (2019, October 1) talks about the wrongdoing was one concurrent, facilitated attack against numerous banks, sending an advanced information of the cyber environment and likely caught on managing an account forms, controls, and indeed vulnerabilities emerging from siloed organizations and governance. They convey how pioneers are hence reconsidering their approaches to take advantage of the synergies accessible in integration. Eventually,
- 4. extortion, cybersecurity, and AML can be solidified beneath an all-encompassing approach based on the same information and forms. Most of the benefits are accessible within the close term, in any case, through the integration of extortion and cyber operations. Though this article, I understand banks have not however addressed these modern convergences, which transgress the boundary lines most have raised between the sorts of crimes. Furthermore, a siloed approach to these interconnected dangers is commonly looking progressively untenable; clearly, the working process should be rethought. It is important to note that banks and financial institutions (FI) have to be compelled to reconsider their techniques and upgrade past their bequest frameworks to combat these imaginative and complicated extortion and monetary fraudulent approaches. FERRO, B. R. I. A. N. (2020, July 6). Banking on Uncertainty - The Future of Financial Crime and Compliance. Www.Bankinfosecurity.Com. https://www.bankinfosecurity.com /blogs/banking-on-uncertainty-future-financial-crime- compliance-p-2925 FERRO, B. R. I. A. N. (2020, July 6) talks about the future of financial crime and compliance in banking sector. With more current technology advancing and COVID sort environmental changes money related wrongdoing and extortion typologies are proceeding to torment worldwide firms. He moreover clarifies how It is difficult for banks to needs when it comes to their compliance challenges. These are since of three fundamental variables, advancing administrative changes, Melancholy financial estimates and Combating changing cybercrime. From this article, I have realized that holistic facilitated cloud compliance arrangement that can offer the same strong security benchmarks (on the off chance that not way better than) that we anticipate from an on-premises arrangement. It makes us surer that any cloud stage and it can help at diminish costs and guarantee upkeep and management. And that's why compliance within the cloud is not basically a question of any stage.
- 5. Ultimately, Cloud-based arrangements empower the bank of long run to identify extortion more precisely through progressed analytics. Bottom of Form INSTRUCTIONSClick on the link below or copy and paste it into a new browser window to go to the website to learn more about how to use this budget spreadsheet.http://exceltemplates.net/financial/training-budget- spreadsheet/After reviewing the instructions click on the orange tab below titled Training Budget to develop your budget. http://exceltemplates.net/financial/training-budget-spreadsheet/ Training BudgetTraining BudgetOrganization: Year: Department: Submitted by: Annual training allotment:1Q Budget:$03Q Budget: $0Total Budget: $02Q Budget:$04Q Budget: $01st Quarter Training BudgetLineItemDescription/JustificationQty.Unit Cost/RateTotal1Courseware development$02Courseware purchase03Certification04Train-the-trainer05Hardware purchase06Facility rental07Instructional materials08Technical equipment09Consulting fees010Instructor fees011Content acquisition012Travel013Per diem0140150Grand Total$02nd Quarter Training BudgetLineItemDescription/JustificationQty.Unit Cost/RateTotal16Courseware development017Courseware purchase018Certification019Train-the-trainer020Hardware purchase021Facility rental022Instructional materials023Technical equipment024Consulting fees025Instructor fees026Content acquisition027Travel028Per diem0290300Grand Total$03rd Quarter Training BudgetLineItemDescription/JustificationQty.Unit Cost/RateTotal31Courseware development032Courseware purchase033Certification034Train-the-trainer035Hardware purchase036Facility rental037Instructional materials038Technical equipment039Consulting
- 6. fees040Instructor fees041Content acquisition042Travel 043Per diem0440450Grand Total$04th Quarter Training BudgetLineItemDescription/JustificationQty.Unit Cost/RateTotal46Courseware development047Courseware purchase048Certification049Train-the-trainer050Hardware purchase051Facility rental052Instructional materials053Technical equipment054Consulting fees055Instructor fees056Content acquisition057Travel058Per diem0590600Grand Total$0 Sheet1 BACKGROUND OF THE SHELL COMPANY 6 Background of the Shell Company Student’s Name Institution Professor Date Background of the Shell Company The link to the company’s website is https://www.shelloman.com.om/en_om/about-us/who-we- are.html I decided to select Shell Oman as my company to be addressed in the assignment this week. In 1958, the Shell Corporation of southeast Arabia was launched, and its downward marketing strategies started. This was representative of the rights to exchange of the Late Sultan Said bin Taimur to Shell Markets (Middle East) Limited. Fuel was originally imported on trade shows; oil containers hooked to a chain, floated offshore, and then rolling inland manually. Local agents are responsible for the whole exchange process (Al Balushi, 2019).
- 7. Human resource management applies to all the persons engaged in the administration of property related to the staff and the agency responsible for them. Human resources management encompasses the whole process and system built for handling entities in an organization. Managing human resources' tasks and roles are split into three major fields: personnel, compensation, benefits for workers, and work schedule (Al Balushi, 2019). Maximizing an organization's productivity by improving its workers' effectiveness is the main consideration of human resources. The firm succeeded in its market by the production and execution of a successful human resource strategy. Human resource policy preparation and development is an integral aspect of all human resource management systems. Human resources systems should be built as part of an overarching approach to support the achievement of corporate objectives (Al Shabibi, 2020). Human resource policy planning and development is an integral aspect of all human resource management systems. Human resource processes must be built in the framework of an overarching human resources plan consistent with fulfilling corporate priorities and wishes to participate (Al Shabibi, 2020). My paper aims to research the Shell Oman business and define tactics and practices for its growth. Therefore, I understood the Organization's vision, mission, and goals if they were accomplished by the execution of the human resources management techniques. Vision Shell Oman's vision states that “To be the market leader and deliver the best value to our stakeholders.” Mission
- 8. Shell Oman's marketing company's mission statement is “To enhance profitability through innovative management strategies while ensuring cost effectiveness and harnessing creative ideas.” Goals The goals of Shell Oman are as follows: · Innovative developments in offshore oil and gas production security technology, protective culture, and environmental management systems (Al Shabibi, 2020). · The role played to encourage the development of safe, resilient societies in the Gulf is to raise awareness and recognize the similarities between human health and the environment (Al Shabibi, 2020). · Develop an understanding of the whole world area as a complex framework of mature, integrated human and environmental processes, roles, and procedures for advising ecosystem resources conservation and restoration (Al Shabibi, 2020). SWOT Analysis of the Oman Shell Company Strengths The strengths of Shell Oman are inner influences that have rendered the business's policy and functionality for human resources. The establishment of a good workplace is one of the long-term priorities to be employees' option (Al Shabibi, 2020). Shell workers are a strength for Shell's experience, skills, and expertise in distributing goods and services to its clients. In contrast with the rival firms, besides superior goods, workers must be able to produce product-specific.
- 9. Weaknesses In difficult economic conditions, which can impact employee's capacity to perform, Shell Company can experience the budget- cutting problem in Oman (Al-Sarihi, 2020). In the lack of goods, human capital is not profits. Jobs rely on logic to finance human capital investments. Opportunities Shell Oman is offered the opportunity via recruiting and training to improve his human resources. The production process allows the company to plan its products and services accordingly. More commercial interpretations of greater increases or increased pay for new workers and growth for nearby neighbours by adding more employees. External considerations may also be the organization's willingness to reach a good successor whose market growth practices strengthen its role or industry (Al-Sarihi, 2020). Threats If a strategic advantage benefits from a rival, it impacts the performance of the business. In exchange, the corporation is compelled to refuse the costs or close the firm while retaining the profit margin. Conclusion The Shell Oman policy planning leadership has had an impact on the company's executive priorities. Human resource management plays an important role in the assortment of management by considering reasons for loss or achievements of last operation appreciation for decision-making. The aptitude approach is also one of them, and a business that forecasts potential employees' desires and then finds the recruiting of individuals with that skill is an important advantage. Human resources management requires defining the abilities,
- 10. experience, and skills required to play each task and create job requirements (Al-Sarihi, 2020). This strategy is constant training and workforce growth, which is apparent in researching the Shell Company and how the workers must demonstrate how the processes operate for a company to grow. Each employee must still be qualified enough to play its part and thereby enhance the manufacturing and selling of goods. Shell has gi ven its employees ample ability. References Al Balushi, M. M. (2019). The Role of Dramaturgy in Change Management in Shell Oman Marketing Company (Doctoral dissertation, University of Bradford). Al Shabibi, I. (2020). Planning for entrepreneurialism in a rentier state economy: Entrepreneurship education for economic diversification in Oman (Doctoral dissertation, Cardiff University). Al-Sarihi, A., & Mason, M. (2020). Challenges and opportunities for climate policy integration in oil-producing countries: the case of the UAE and Oman. Climate Policy, 20(10), 1226-1241. Strategic Training and Development Process Flowchart Business Strategy based training Strategic Training and Development Initiatives
- 11. Business Strategy Metrics Showing Value of Training Training and Development Activities Improve Customer Service Accelerate the Pace of Employee Learning Capture and Share Knowledge Mission Values Goals Use online Training Make development Training Mandatory
- 12. Increase amount of Customer Service Training Learning Performance Reduced Customer Complaints Reduced Turnover Employee Satisfaction NEEDS ASSESSMENT 6
- 13. Needs Assessment Student’s Name University Affiliation PART ONE: Online Needs Assessment Survey TRAINING NEEDS SURVEY Below is a current Training Needs Analysis Questionnaire which should be completed by the end of the day. Please set aside time to go through the paper and answer the questions accurately and honestly. The purpose of this survey is to identify and develop training priorities that help in training priorities. The results of this analysis will be confidential. Feel free to contact the HR Department in case of queries. Thank you for your time and cooperation in this. Best regards, Demographics Please complete the following section accurately. 1. Which department do you work in? a. Sales and Marketing b. Finance c. Human Resource d. Administrative 2. How long have you worked at the organization? 3. Name your current job role or responsibility in the department 4. List the type of training you have received over your years of employment in this organization. 5. Select the topics that you believe are your most crucial development and training needs a. Accounting b. Coaching c. ICT d. Presentation skills
- 14. e. Project management f. Strategic planning g. Team work h. Financial reporting In a scale of 1 to 5, please rate your knowledge, mastery, or skills in each of the following sections. Communication 6. Written communication skills 7. Spoken communication skills Interpersonal Skills 8. Addressing issues in a timely fashion 9. Understanding and respecting the opinions of others Problem Solving Skills 10. Risk identification and assessment 11. Ability to develop innovative solutions to address problems Business Skills 12. Understanding the objectives and goals of the business 13. Does the objectives align to individual goal of growth and development 14. Is constructive feedback given in time and effectively? 15. Is effective training offered within the organization? PART TWO: Needs Assessment Survey A need assessment survey was conducted in which 15 participants were included in the survey. 12 participants fully completed the analysis questionnaires while the rest 3 did not complete the survey. The participants were random employees in different departments in the organization. The information provided by the participants was greatly useful in determining training needs of the organizations. The survey took approximately 24 hours after which the questionnaires were handed back to the human resource manager. PART THREE: Needs Assessment Analysis 20 participants were invited to participate in the needs assessment. However, only 15 of them responded to the call and undertook the survey. This number represented 75% of the entire population that was invited to participate.
- 15. From the information that was generated from the survey, it was identified that the organization needed to undertake several training needs. Among these training needs were financial reporting skills, problem solving skills, property management skills, and strategic planning skills. The training audience of the organization includes departmental managers, and fellow employees in charge of complex tasks and projects. During this project, training will focus on helping employees develop problem solving skills. This training need is crucial above others since many employees complained of having less training on problem identification and solving skills. It was also identified that many employees could not solve effectively and timely solve sudden problems that may arise in the organization. There are other issues that were identified that are not training needs. Such issues include low morale, conflicts between employees, and inadequate resources in the organization. As a training consultant, I would advise Ryan to address the issue of low morale by helping the individual identify the cause of the problem and coming up with a solution that will lead to a positive difference. He should also solve infighting by resolving the issues between the conflicting parties or replacing one or both of them with new employees. Ryan should also aim at solving the issues with inadequate resources in the organization. There are various techniques that can be implemented in a needs assessment survey. One major technique is interviews. This approach is beneficial as it will provide an opportunity for the interviewer to have a face to face discussion with the respondents. The interviewer will gain first hand information, determine the emotions, complexity and intensity of feelings of respondents towards particular subjects, and also allows the respondents to seek clarifications where they do not understand. References Angela Wilson (2020). Training versus performance: It isn’t
- 16. always a training issue. Training Industry. https://trainingindustry.com/magazine/issue/training-versus- performance-it-isnt-always-a-training-issue/ Tom LaForce (May 29, 2016). 5 problems training won’t solve. https://laforceteamwork.com/5-problems-training-wont-solve/ NEEDS ASSESSMENT SURVEY SHELL COMPANY RISCHONDA FORSYTHE A need assessment survey was conducted in which 20 participants were included in the survey. 13 participants fully completed the analysis questionnaires while 7 did not complete the survey. The participants were random employees in different departments in the organization. The information provided by the participants was greatly useful in determining training needs of the organizations. The survey took approximately 24 hours after which the questionnaires were handed back to the human resource manager. 1 How many people were invited to participate in the needs assessment? How many people responded to the needs assessment? What percentage responded? 20 PEOPLE WERE INVITED 13 PEOPLE RESPONDED 65 PERCENT 20 participants were invited to participate in the needs assessment. However, only 13 of them responded to the e-mail and undertook the survey. This number represented 65% of the
- 17. entire population that was invited to participate. 2 Who is the training audience? SALES AND MARKETING HUMAN RESOURCES ADMINISTRATION FINANCES INFORMATION TECHNOLOGY The training audience of the organization includes departmental managers, and random employees from each department. Those departments include sales, administration, finance, human recourses and technology. 3 YEARS IN ORGANIZATION The data shows the years employees have been with this organization. At least 3 participates have been with the company over 10 years. The rest was only within a few years. I was hoping to have a little more long term employees participate but the data was consistent. 4 What training needs have you identified?
- 18. FINACIAL REPORTING PROJECT MANAGEMENT ACCOUNTING COACHING From the information that was generated from the survey, it was identified that the organization needed to undertake several training needs. Among these training needs were financial reporting skills, coaching, project management skills, and accounting. These training needs will be taken in consideration and provided as soon as possible. 5 CRUCIAL DEVELOPMENT AND TRAINING NEEDS TRAINING PREFERENCES The majority of employees will benefit more training face to face. A low percentage will rather have online training. This data proves that this a big concern in most work places because a lot of trainings are online, from experience many people work ethics are better when trained face to face. 7 EFFECTIVE TRAINING
- 19. From the data it proves that shell company is providing effective training for employees. When a company is doing thing effectively for employees it helps build a strong team. The best thing to do is see what you can offer to those who don’t think effective training is provided. The key to building strong employees is to always reach out to see what can be done to help provide better training. Although it is a small percentage every employee count. 8 What one training will you focus on developing for the remainder of this project? Why did you select this training need over the others? This Photo by Unknown Author is licensed under CC BY During this project, the training I will focus on helping employees develop is Interpersonal skills. This training need is crucial above others since many employees complained of having less training on Interpersonal Skills. It was also identified that many employees lack communication with others which could cause problems that may arise in the organization. Strong interpersonal skills are the key indicator to success in a work environment. How can you effectively solve problems without having a strong interpersonal skill. I chose this skill over the other skills because this skill can help enhance the others skills. 9 KNOWLEDGE AND SKILLS
- 20. The scale shows that a lot of employees ranks really high in each section. This signs of valuable employees. Each skill is really important in any organization. This data shows how well this company have trained their employees. Communication Written communication skills Spoken communication skills Interpersonal Skills Addressing issues in a timely fashion Understanding and respecting the opinions of others Problem Solving Skills Risk identification and assessment Ability to develop innovative solutions to address problems Business Skills Understanding the objectives and goals of the business 10 If you could implement any type of needs assessment instrument(s), not just a survey, within the organization which techniques from our textbook would you utilize? Explain your rationale. If you would only use a survey explain why. This Photo by Unknown Author is licensed under CC BY-NC- ND There are various techniques that can be implemented in a needs assessment survey. One major technique is interviews. This approach is beneficial as it will provide an opportunity for the interviewer to have a face to face discussion with the respondents. The interviewer will gain first hand information, determine the emotions, complexity and intensity of feelings of respondents towards particular subjects, and also allows the respondents to seek clarifications where they do not understand.
- 21. 11 CONSTRUCTIVE FEEDBACK The percentage for constructive feed back is awesome, this will help your employee perform better which will contribute to a positive outcome. It encourage employees when they feel leaders are supporting them. Making every employee feel valued is a great leader. 12 ORGANIZATION GROWTH Most organizations offer growth which motivate employees more, work hard for a possibility of a better position. When organizations give employees no room to grow they usually do not stay with an organization long. Many turnovers rates can hurt a organization considering it cost money every time you hire a new employee. Its not to easy for small organizations to offer growth but showing appreciation like bonus and raises can also help keep employees longer. This data shows that shell organization offer growth, 76.9 percent said yes and 23.1 percent said maybe. The fact that the 23 percent can see a potential growth is a good thing. 13 What advice as an independent training consultant would you give to Ryan regarding the non-training issues? This Photo by Unknown Author is licensed under CC BY-NC- ND
- 22. As a training consultant, I would advise Ryan to address the issue of low morale by helping the individual identify the cause of the problem and coming up with a solution that will lead to a positive difference. He should also solve infighting by resolving the issues between the conflicting parties or replacing one or both of them with new employees. Ryan should also aim at solving the issues with inadequate resources in the organization. 14 REFERENCE Angela Wilson (2020). Training versus performance: It isn’t always a training issue. Training Industry. https://trainingindustry.com/magazine/issue/training-versus- performance-it-isnt-always-a-training-issue/ Tom LaForce (May 29, 2016). 5 problems training won’t solve. https://laforceteamwork.com/5-problems-training-wont-solve/