Development of Cybersecurity Competency and Professional Talent for Cyber Ummah

The world is facing with threats in digital transformation. Cyber threats become trending as reported by my countries. Developed countries like Britain, America, Europe and Japan already prepared countermeasures for various incidents on computer threats since Internet was introduced. They formulated and developed a successful model to produce computer security expert and highly skilled talent at various level diploma, bachelor and professional. University and College established academic program in computer and internet security at bachelor and postgraduate level. Industries at those countries introduced certification program in computer and internet security. Throughout our studies, limited initiatives related to talent development in combating computer security issues including cyber threats. Previous studies showed development of cybersecurity talent in Muslim countries is critical. Malaysia needs 20000 cybersecurity professional in 2025 and only achieved 2500 at present. This study presents our experience in developing cybersecurity competencies and professional talent for OIC-Country. We collaborated virtually with OIC-CERT (OIC Centre for Emergency and Response Team) in knowledge exchange, proposed appropriate competency model and participate in professional certification development. We presented the eight years active involvement with OIC-CERT activities.  All initiatives established by OIC-CERT has produced outstanding impact to OIC Countries. One of the impactful initiatives known GlobalAce, it getting serious attention by many muslim countries. We also get benefit of other programs such as  training for risks analysis, incident management and policy development. Our students be able to participate with Virtual Lecture on Combating Insider Threats, Cyber Threats Drill, and Security Audit. OIC-CERT also introduce the first Industry Journal in Cybersecurity known as OIC-CERT Journal of Cybersecurity.   

Employee Retention Strategies in Nonprofit Organizations

The nonprofit sector is faced with the business problem of low employee retention rates. Low employee retention rate presents various business challenges, which includes the inability to offer community members much needed social service programs as well as providing a competitive compensation package to their employees. The purpose of this descriptive phenomenological study was to explore the evidence-based best practice strategies in employee retention used in the nonprofit sector. The research included a conceptual framework focusing on Herzberg\u27s Motivation - Hygiene Theory. The conceptual framework utilized in this study included segmentation of different employee retention strategies in nonprofit organizations. Data were collected from semi-structured face-to-face and Skype interviews with 13 leaders in the nonprofit sector. The sample included 8 female and 5 male participants working in the nonprofit sector in Central and South Florida. NVivo 12 software program was utilized to help the researcher interpret the research findings. The findings from coding analysis revealed strategies in motivation, employment status, mentoring, communication, human resource practices, job satisfaction and job security, reward management, and organizational leadership. In some mentoring programs the mentors spend time talking with the mentees about the path they took in achieving their career goals. Job satisfaction includes job security, work-life balance, and a flexible work schedule. Findings may be used to sustain community-based programs in the nonprofit sector. An increase in the employee retention rate may have a positive impact on social change in the community