员工离职保安公司要怎么防止机密泄露呢? - 公司新闻

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员工离职保安公司要怎么防止机密泄露呢?

来源:http://www.zzzhongtebao.com/  点击次数:    发布时间:2018-02-14
企业应该怎么做才能防止离职员工泄露机密呢?
What should an enterprise do to prevent employees from leaking secrets?
加强部门间的沟通
Strengthen interdepartmental communication
人资部门应该和IT部门保持足够的沟通,在裁员或重组之前能预先通知IT部门,IT部门要根据情况事先评估这些员工在企业信息系统中的各种账号、权限等,并预先设计好工作范围和操作流程。
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.
对员工保持尊重
Maintain respect for employees
在解雇员工的时候非常专制,限制员工将个人数据备份、不给员工足够的收拾物品的时间等,这些做法往往会引起离职员工的不满和敌意,另一方面,还可能引起其他在职员工的危机感,造成不稳定因素。所以,在解雇员工时也要有理有据,在保证公司机密的同时给予足够诚意的尊重。
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.
统一的权限管理系统
Unified authority management system
尽可能将企业的各个系统应该整合在一起,在一个平台上集中控制和管理企业内部的账号、权限、角色等。以洋葱令牌为例,部署洋葱令牌后的内网权限都在一个平台进行管理,员工离职时只需要在洋葱内网管理系统的平台上进行一次性删除即可去除其在各个系统的登录权限。
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.
同时,在没有统一管理之前,企业应该注意这些问题:
At the same time, in the absence of unified management, enterprises should pay attention to these problems:
尽可能避免共用账号:即使在不得共用账号的情况下,一旦有员工离职则需立即修改掉共用的密码。
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.
用好系统日志功能:日志就是用来记录员工登录行为的证据,如果不幸发生泄漏,起码能做到有据可查。
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.
小化权限控制:根据员工的具体职责、资历来决定拥有哪些权限,当实际情况发生变化后要及时调整。
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.
商业秘密的保护,重在预防。
The protection of commercial secrets is the emphasis on prevention.
企业要提高保密意识,建立商业秘密保密机制,强化涉密人员的保密义务和责任,可通过与其签订保密协议、在劳动合同中增加保密条款等方式。比如:与核心员工进行的竞业禁止协议的签订,电脑硬盘的管理,离职前的交接,客户信息的集中管理等。竞业禁止协议固然重要,然而企业的消息:保密文化的建设、员工激励、对员工的信任,以及高管自身的职业操守的加强则更为重要。此外,还要注重营造和谐稳定的劳资关系,培养员工对企业的认同感和归属感。
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.
注重细节管理
Attention to detail management
确定关键岗位和关键部门实施重点防护。同时从内部流程制度建设上,完善保密程序。尤其对于研发、财务、信息系统等核心部门,更要注意其人员的素质水平,不仅要注意管理和激励,更要让他们感受到信任和责任感。同时,企业要关注员工的情绪和心理感受,以防止产生恶意的泄密现象。
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.
企业要避免员工流失
Enterprises should avoid employee turnover
许多公司管理者在做出裁员考虑时常常关注了那些“看得见的成本”,如支付员工遣散费、再次招聘等可以计算的费用,却容易忽略往往是那些“看不见的成本”。
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".
首先,如果有太多的员工选择离开公司,势必让公司的声誉和形象受到影响,其次是相对于竞争对手而言竞争力下降了,第三是企业的生产率下降了。
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.
这也是为什么离职员工走前的一至三个月中,他的生产率会下降到40%~50%,而招聘到的新手,前三个月的生产率只能达到60%,也就是说一个员工的离职可能会使企业在某一岗位上的生产率在半年时间内只能达到一半。这样看起来,这些代价都是需要考虑进来的。
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.
总而言之,尽管许多企业为员工离职时采取了一些“保命”措施,但在作出裁员决策的之前,应从多个角度综合考虑,尤其是裁员所带来的企业机密危机。
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.
让离职员工,心中充满感恩而不是怨恨,甚至依然能和企业是朋友,的确需要一种文化的境界。
Leaving employees with gratitude, not resentment, or even a business friend, does need a cultural realm.
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