The Role of Hr in a Company's Security Policy

What roll does HR play in security policy?  Be specific, and think a bit outside of the box here.

The Human Resources (HR) department in any company is at the tip of the spear for the establishment and forward progress of said company. Those who work in the HR department sort through the plethora of applicants to find the best and most qualified people for the positions in which they are looking to fill. Part of HR’s responsibility is to ensure that potential employees abide by and adhere to the security policies that have been establish for the company that they may be working for. Part of that responsibility is for HR to make an educated judgement of the person that will potentially fill that particular job posting.

Background checks are one of the tools that are used by HR departments to learn a bit about the person they may be hiring. Police record checks, financial background checks, and even college transcripts are some of the tools that are used to make these judgement calls. One of the best tool that HR uses to make these judgement calls is the face-to-face interview. When a person comes to an interview, there are many different things that employers look at in order to make hiring decision. The attire that a person wears, the timeliness of the interviewee, the posture of the person, as well as the way a person speaks makes a massive impact on the interviewee’s potential employment.

Another responsibility held by the HR department is to ensure that employees and potential employees are fully aware of the security policies that have been established. HR must provide “every employee with a copy of this policy and require every new hire to sign an agreement to abide by the code of conduct.” (John, 2016, para. 3) If there are any changes or updates to these security policies, HR is responsible to make sure that every employee is informed and in compliance with the new changes. These responsibilities start before an employee is hired, and could stretch to a time long after the employee leaves the corporation.

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