来源：http://www.zzzhongtebao.com/ 点击次数： 发布时间：2018-02-14
What should an enterprise do to prevent employees from leaking secrets?
Strengthen interdepartmental communication
Maintain adequate communication should be the human resources department and IT department, IT department can advance notice before downsizing or restructuring, IT departments to evaluate various accounts, these employees in the enterprise information system authority in advance according to the situation, and the preliminary design work scope and operation process.
Maintain respect for employees
When autocratically dismissed employees, employees will limit the personal data backup, do not give employees enough time to pick up items, these practices often lead to employee dissatisfaction and hostility, on the other hand, may cause other employees a sense of crisis, resulting in instability. So, when employees are to be found, to ensure that the company confidential and give enough sincerity respect.
Unified authority management system
As far as possible, the various systems of the enterprise should be integrated together to centrally control and manage the account, authority and role of the enterprise on a platform. Taking onion token as an example, the internal network permissions after deployment of onion token are managed on a platform. When employees leave, they only need to delete them on the onshore network management system platform to remove their login privileges in various systems.
At the same time, in the absence of unified management, enterprises should pay attention to these problems:
Avoid sharing your account as much as possible: even if you don't share an account, you need to immediately change the common password once employees leave.
Use the system log function: log is used to record evidence of employee login behavior, if misfortune is leaked, at least it can be checked up.
Minimized permissions control: determine what permissions you have according to the employee's specific duties and qualifications, and adjust it in time when the actual situation changes.
The protection of commercial secrets is the emphasis on prevention.
If enterprises want to enhance their sense of secrecy, establish a business secret secrecy mechanism, and strengthen secret obligations and responsibilities of secret agents, they can sign confidential agreements with them, and increase confidentiality clauses in labor contracts. For example: the signing of the non competition agreement with the core staff, the management of the computer hard disk, the handover before leaving, the centralized management of the customer information. Competition prohibition agreement is important, but the news of enterprises is that the construction of confidentiality culture, staff motivation, trust for employees, and the enhancement of their professional ethics are more important. In addition, we should pay more attention to building a harmonious and stable relationship between labor and capital, and cultivate employees' sense of identity and belonging to the enterprise.
Attention to detail management
Key posts and key departments should be determined to implement key protection. At the same time, from the internal process system construction, to improve the security procedures. Especially for the core departments such as R & D, finance and information systems, we should pay more attention to the quality level of their staff. We should not only pay attention to management and motivation, but also make them feel trust and responsibility. At the same time, the enterprise should pay attention to the emotional and psychological feelings of the employees in order to prevent the occurrence of malicious leakage.
Enterprises should avoid employee turnover
A lot of company managers often pay attention to those "visible costs" when making layoffs, such as paying the employees' severance fees and re recruiting, etc., but they are easy to ignore. Those are often "invisible costs".
First of all, if too many employees choose to leave the company, the reputation and image of the company will be affected. Secondly, the competitiveness will decline compared with the competitors, and the third is the productivity decline of the company.
This is why the employee turnover in one to three months to go before, his productivity will drop to 40%~50%, and recruitment to the novice, the first three months of the productivity can reach 60%, that is to say an employee turnover may make the enterprise in a position of the productivity only in half a year to reach half. So it seems that all these costs need to be taken into account.
To sum up, although many enterprises take some "life saving" measures for employees to quit, they should consider from a number of angles before making decision on layoffs, especially the corporate secrets crisis brought by layoffs.
Leaving employees with gratitude, not resentment, or even a business friend, does need a cultural realm.
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