Chief Information Security Officer in Current Market

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Table of Contents

Chief information officer
Chief information security office
Job description
Conclusion
References

Chief information officer

The role of a chief information officer in any company is to take leadership for developing and implementing any information that comes along in the company. In the process, the information technology proposal is created. This role of technology in most of the strategic businesses has made most of the executives who are aware of the technology and identify profitable applications of products and services in their company. Many of the companies have tackled this need through the rendezvous of the CIO. Any kind of operations in the company is carried out and supported by the CIO in order to improve the quality of services. The achievement and development of enterprise IT systems are all carried out by the CIO

CIO is responsible for giving advice and assisting the senior managers on the purchases that the IT plans to make and management. CIO is concerned with the improvements of any work processes in the company. They promote successful and resourceful design and the operations of the company. The CIO is also responsible for making sure that all the training is carried out on time, developing policies and specific plans for any kind of appointments that might take place in the organization. He makes sure that all the managers meet the requirements that are required.

The knowledge and skills of the personnel are assessed by the CIO. He ensures that all the personnel in the organization meet the performance goals that have been by the management. The CIO is responsible for making sure that the staff he retains in the organization and competent enough to create an office environment where they can work together as a team and on daily basis. The CIO also helps in monitoring and assessing new technology.

Chief information security office

The person manning this office might either be a centralized employee or a contractor who is appointed in writing by a system owner to ensure the accomplishment of system-level security controls and to preserve system credentials. The employee should be familiar with complete IT security policies and detailed procedures in place to fully gear them for the system and test them in order to work effectively.

The CISO is responsible for making sure that there is a supportive relationship with business partners or other consistent systems. He contributes to the self-assessment of system maintenance. He ensures that there is proper documentation and authorization of systems. He assists in investing in any kind of event that might occur in the organization. He also informs the IT security who is in charge of any alleged incident in the organization. CISO help in safeguarding and enlargement of system security plans and emergency plans for all systems under their accountability.

They also contribute to risk evaluation to occasionally re-examine and understand the system, the risks involved, and alleviation strategies. They also help in determining and choosing the suitable level of security which is corresponding with the contact level. CISO has the responsibility of advising the system owner regarding security considerations in applications systems procurement or operation. He also has the duty of guiding him on the implementation, development and maintenance, and disposal activities.

Job description

Job description refers to an organized factual statement of duties and responsibilities of a specific job. It tells what to be done now and why. It can also refer to a standard of function, defining appropriate and authorized job contents. The most notable sources of job description include employees’ specifications, supervisors’ related information, and external sources such as customers, consultants, and government inspectors.

In health, for example, job description documents are derived in six main stages they include, job identity, job location, job details, materials and equipment, time schedules, and required personal attributes. In more light, health care informatics, clinical officers, or even physicians require well-structured job description documents for them to perform their functions. As an example, directing, managing, system planning, and controlling health care activities require proper quality management and management of clinical resources which are all enhanced by a well-structured job description.

Impacts of the job description in the organization

Healthcare centers involve several branches or departments which can greatly benefit from job description drafts in productive group discussions especially where decision making starts from an executive level. The job description also enhances the development of job specifications which assists in planning, recruitments, training, and hiring of personnel. Further, health care centers benefit from the job description in new employee orientation programs, setting evaluation standards, and job evaluation techniques.

The job description process has proven to be essential in the different departments in a health care center. The process requires auditing jobs, analyzing employee responsibilities and qualifications in their different positions. Therefore, the process starts by collecting background information which requires the organization to know the specific job identity. The selection of a repetitive job that involves taking a representative sample from a group of employees is the second stage of the process. The third stage requires the presentation of job analysis data which involves collecting data on features of the job required, employee behavior, and human qualities.

The deriving job description also involves describing the job contents in terms of functions, duties, and responsibilities which is enhanced by developing a job and employee specifications. Job specification requires analyzing traits, skills, knowledge, and background necessary for performing the job. Employee specification requires a description of physical, educational, and experience which will show whether the individual has the propensity to perform the job.

Effects of a job description

The job description requires the corporation of the workers, the supervisors, and the top management basically all the stakeholders. Since it involves employee specification it breaks a major role in determining the physical education and experience required for a particular job. It also plays a major in marketing the company especially where functions or duties of employee are made public to the health center customers. Health care specialists require proper qualifications therefore; job description can be used in structuring the interviews and recruitment sections. Employees need to understand the duties and responsibilities so that they can be able to relate with what the company expect from them and its objectives. This move reduces employee turnover and increases motivation.

In addition, implementing job description in a health center will solidify performance management since job description constitute to success in the job. Determining pay levels such as wages and salary of health centers personnel is enhanced since its base on their duties and contribution to the organization.

Other effects of job description to health centers include the ability limit legal exposure. Legally equality or human rights should be upheld in the health centers. Job description assists in this process. Selection and recruitment processes are based on employees’ specifications in relation to job speciation. Therefore, ensuring only qualified employees are recruited. Legal requirements involving health care centers duties and responsibility or performance management decisions are well stated. Hence ensuring companies with proper job description are free from illegal accusations since there are objective, duties and employee responsibilities are clearly stated.

In conclusion job description involves statements relating to duties and responsibilities of particular job. It requires job specifications and employee specification for it to be structured. Health centers are affected positively by job description since it assists in development of pay levels, employee motivation, recruitments and performance managements. personnel. Further, health care centers benefits from job description in new employee orientation programs, setting evaluation standards and job evaluation techniques.

Job description process

Job description process has proven to be essential in the different departments in a health care center. The process requires auditing jobs, analyzing employee responsibilities and qualifications in their different positions. Therefore, the process starts by colleting background information which requires the organization to know the specific job identity. Selection of a repetitive job which involves taking a representative sample from a group of employee is the second stage of the process. The third stage requires presentation of job analysis data which involves collecting data on features of the job required, employee behavior and human qualities.

Deriving job description also involves describing the job contents in terms of functions, duties and responsibilities which is enhanced by developing a job and employee specifications. Job specification requires analyzing traits, skills, knowledge and background necessary for performing the job. Employee specification requires description of physical, educational and experience which will show whether the individuals has the propensity to perform the job.

Conclusion

Job description requires corporation of the workers, the supervisors and the top management basically all the stakeholders. Since it involves employee specification it breaks a major role in determining the physical education and experience required for a particular job. It also plays a major in marketing the company especially where functions or duties of employee are made public to the health center customers. Health care specialists require proper qualifications therefore; job description can be used in structuring the interviews and recruitment sections. Employees need to understand the duties and responsibilities so that they can be able to relate with what the company expect from them and its objectives. This move reduces employee turnover and increases motivation.

References

Susan M. Healthfield, Employee Job Descriptions: Why Job descriptions make Good Business Sense. Web.
Harvey R., Job Analysis System, 2006.
The Association of Medical Directors of Information Systems and The improve –IT Institute, 2008, The Informatics Review.

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