Insufficient Due Diligence as a Security and Privacy Issue

Organizations face the rapid and constant evolution of technology and must adapt quickly to that fast pace changing environment. It is in that perspective that companies dive into adopting a new technology without a proper investigation on how the technology works or without knowing if they have the adequate resources to use it; thus, underestimating possible security threats. One of the most common threats related to organization rushing into acquiring a new technology is insufficient due diligence. Insufficient due diligence is the lack of proper measures taken to ensure the credibility of the technology provider. Insufficient due diligence happens when organizations try to move too quickly to the adopt technology without thoroughly understanding it. Organizations rushing in the decision making of which technology to choose, skip some important steps such as conducting a proper evaluation of the technology they want to adopt, which cause security threats. This is a problem mainly because of lack of research on the subject, ignorance and lack of attention to details. This starred paper will present the state of art of insufficient due diligence when adopting technology, its root causes, and the different aspect of the problem and propose recommendation to improve security in organizations. This work aims to raise the security bar for organizations adopting technology and improve security

Employee empowerment and HR flexibility in Information Technology SMEs

CAUL read and publish agreement 2023HR systems in IT organizations need to be flexible to enable them to adjust to the fast rate of technological change. Employee empowerment, often practiced at IT organizations under the banner of agile practices, has been highlighted as likely to enable HR flexibility. Based on a research panel based survey of top managers at 163 IT organizations in New Zealand and Australia, we confirmed positive effects of employee empowerment on four dimensions of HR flexibility: resource flexibility in employee skills and behaviors, coordination flexibility in employee skills and behaviors, resource flexibility in HR practices, and coordination flexibility in HR practices. The results are consistent with the view that, at IT organizations, employee empowerment both promotes employee ability and willingness to be flexible and facilitates the organizational structures and practices that enable flexible use of HR resources.fals