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Human resource records are the cornerstone of human resource management. Organizations rely a great deal on their employees to furnish them with human resource records, which is crucial to the effective management of the employees and the success of the organization. It is evident, however, that personal information-related issues in organizations are of significant concern and that examining employees’ perceptions and attitudes regarding personal information management is extremely valuable. Yet, this is largely absent in the literature. This study, therefore, aims to investigate the influence of perceptions of employees concerning the uses and security of human resource records on their attitude toward human resource records in Ghana.

A descriptive survey design was used in this study. An online questionnaire was used to gather responses from employees for analyses. A structural equation model was developed and assessed because of the advantages that come with its use and the characteristics of this study. The assessment of the structural equation model was done to determine the significance of the hypothesized paths. In addition, effect size, coefficient of determination and predictive relevance of the structural model were assessed. Before that, the validity and reliability of the measurement model were examined through the assessment of the indicator loadings, average variance extracted, Cronbach’s alpha and composite reliability. An importance-performance map analysis (IPMA) was also conducted.

The hypotheses formulated in this study could not be rejected because the hypotheses tested were statistically significant. Thus, this study revealed that employees’ perception of the uses of human resource records influenced their attitude toward human resource records. Also, employees’ perception of the security of human resource records influenced their attitude toward human resource records. The IPMA revealed that the perception of uses of human resource records was more important, yet its performance was below the perception of security as significant.

Human resource records management professionals, particularly in Ghana, ought to ensure that the human resource records in their organizations are used for the purpose for which they are collected and also, secured. In addition, they should assure employees that their personal information is used as expected and secured. This could be realized with the use of international records management standards especially those in the ISO 30300 series. More so, human resource managers as part of their counseling duties also need to counsel employees so that they form positive perceptions about the uses and security of the personal information they give to their organization in the course of their employment.

To the best of the authors’ knowledge, this study brings to light the attitude of employees toward human resource records based on their perceptions of uses and security in the Ghanaian context which is absent in the literature as previous studies have focused mainly on personal information management behavior only at the individual level.

Although risks are present in any organisation and the importance of their study is obvious, the authors find that risk analysis is an area still in its infancy, as reflected in the small number of existing publications on this topic. Human resources tend to understand risk in an elementary way. The ability of human resources to perceive risk is the ability and competence to identify a potential threat that does not always appear.

Aim: The aim of the this chapter was to provide additional knowledge on human resource competencies, in order to avoid the emergence and spread of risks at the organisational and cyber level.

Methodology: The authors used the quantitative–comparative analysis, by presenting all the details regarding the competencies of the human resource in order to manage the risks at organisational and cybernetic level.

Findings: The findings of this chapter show that the compulsory competencies of the human resource influence both the general competencies and the special competencies: information technology and communications, security ethics and economic ones. These, in turn, can improve or diminish cyber security competencies by almost 50%.

Originality of the Study: This study is highlighted by results obtained from the analysis of the capacity of human resources, to integrate theoretical knowledge and practical competencies on the perception of cyber risk. Of particular importance for this research are the analysis of data and the interpretation of results on human resources competencies. In this sense, throughout the chapter are assessed the skills of human resources, necessary for the management of cyber risks at the organisational level. In terms of future research implications, it could be important research to identify a method of assessing the competencies acquired by human resources applied from the perspective of cyber risk.

Security of human resource records is important because of their nature but they are not adequately managed. This study aims to investigate access control issues affecting the security and confidentiality of human resource records at the University of Cape Coast.

A qualitative approach was used to conduct the study. Purposive sampling was used to select staff at the Directorate of Human Resource, University of Cape Coast. A textual analysis was used in analysing responses to open-ended questions leading to the identification of patterns and their subsequent categorisation. An interview was also conducted.

It was found that effective strategies were implemented in controlling access to human resource information and records making them secure. The challenges identified were in two categories: existing and anticipated challenges. Suggestions to resolve the challenges were also enumerated.

This study highlights the need to ensure access to human resource records is controlled so that they are secured and kept confidential. This study contributes to knowledge in the broader context of information and records management and specifically, human resource information and records management. It also adds to the dearth of empirical studies that focus on the security and confidentiality of human resource records.

This study aims to develop a conceptual model and assess the extent to which pre-, during- and post-employment HR security controls are applied in organizations to manage information security risks.

The conceptual model is developed based on the agency theory and the review of theoretical, empirical and practitioner literature. Following, empirical data are collected through a survey from 134 IT professionals, internal audit personnel and HR managers working within five major industry sectors in a developing country to test the organizational differences in pre-, during- and post-employment HR security measures.

Using analysis of variance, the findings reveal significant differences among the organizations. Financial institutions perform better in employee background checks, terms and conditions of employment, management responsibilities, security education, training and awareness and disciplinary process. Conversely, healthcare institutions outperform other organizations in post-employment security management. The government public institutions perform the worst among all the organizations.

An integration of a conceptual model with HR security controls is an area that is under-researched and under-reported in information security and human resource management literature. Accordingly, this research on HR security management contributes to reducing such a gap and adds to the existing HR security risk management literature. It, thereby, provides an opportunity for researchers to conduct comparative studies between developed and developing nations or to benchmark a specific organization’s HR security management.

The study examines organizational security culture as the driver of supply chain security (SCS) practices (information management security, facility management security and human resource security). Additionally, the study examines the minimization of occurrence of supply chain disruption as the outcome of SCS practices.

A research model grounded on the contingency theory and the dynamic capabilities theory was developed and tested using partial least squares structural equation modelling (PLS-SEM). Data was obtained from 110 manufacturing and service firms in Ghana.

It was revealed that organizational security culture has a positive and a significant impact on information management security, facility management security and human resource security as hypothesized. In addition, facility management security significantly minimized supply chain disruption occurrence as hypothesized but information management security and human resource security did not.

To the best of the researchers' knowledge, this is the first study that examines organizational security culture as the driver of SCS practices. Additionally, the study is novel in examining the interplay between organizational security culture, SCS practices and supply chain disruption.

This study aims to investigate the impact of skills and knowledge of employees, economic situations of the company, current IT infrastructure, payment fashion, cloud availability, and cloud privacy and security on the productivity of the human resources in the COVID-19 era.

Over the past few years, the advent of cloud-assisted technologies has dramatically advanced the Information Technology (IT)-based industries by providing everything as a service. Cloud computing is recognized as a growing technology among companies around the world. One of the most critical cloud applications is deploying systems and organizational resources, especially systems whose deployment costs are high. Manpower is one of the basic and vital resources of the organization, and organizations need an efficient workforce to achieve their goals. But, in the COVID-19 era, human resources' productivity can be reduced due to stress, high labor force, reduced organizational performance and profits, unfavorable organizational conditions, inability to manage and lack of training. Therefore, this study tries to investigate the productivity of human resources in the COVID-19 era. Data were collected from the medium-sized companies through a questionnaire. Distributed questionnaires were conducted on the Likert scale. The model is assessed using the structural equation modeling technique to examine its reliability and validity. The study is a library method and literature review. A case study was conducted through a questionnaire and statistical analysis by SPSS 25 and SMART-PLS.

Based on the findings, the skills and knowledge of employees, the economic situations of the company, payment fashion, cloud availability and the current IT infrastructures of the company have a positive impact on human resource efficiency in the COVID-19 era. But cloud privacy and security have a negative effect on the productivity of human resources. The findings can be the basis for companies and organizations in the COVID-19 era.

This study has some restrictions that need to be considered in evaluating the obtained results. First, due to the prevalence of Coronavirus, access to information from the companies under study was limited. Second, this research may have overlooked other variables that affect human resource productivity in the COVID-19 era. Prospective researchers can examine the impact of Customer Relationship Management (CRM) and Supply Chain Management (SCM) on the human resource's productivity in the COVID-19 era.

The results of this research are applicable for all companies, their departments and human resources in the COVID-19 era.

In this paper, human resources' productivity in the COVID-19 era is pointed out. The presented new model provides a complete framework for investigating cloud-based enterprise resource planning systems affect the productivity of human resources in the COVID-19 era.

Despite ongoing reports of insider-driven leakage of confidential data, both academic scholars and practitioners tend to focus on external threats and favour information technology (IT)-centric solutions to secure and strengthen their information security ecosystem. Unfortunately, they pay little attention to human resource management (HRM) solutions. This paper aims to address this gap and proposes an actionable human resource (HR)-centric and artificial intelligence (AI)-driven framework.

The paper highlights the dangers posed by insider threats and presents key findings from a Leximancer-based analysis of a rapid literature review on the role, nature and contribution of HRM for information security, especially in addressing insider threats. The study also discusses the limitations of these solutions and proposes an HR-in-the-loop model, driven by AI and machine learning to mitigate these limitations.

The paper argues that AI promises to offer many HRM-centric opportunities to fortify the information security architecture if used strategically and intelligently. The HR-in-the-loop model can ensure that the human factors are considered when designing information security solutions. By combining AI and machine learning with human expertise, this model can provide an effective and comprehensive approach to addressing insider threats.

The paper fills the research gap on the critical role of HR in securing and strengthening information security. It makes further contribution in identifying the limitations of HRM solutions in info security and how AI and machine learning can be leveraged to address these limitations to some extent.

The security issue in supply chains is among the most pressing concerns that firms are currently facing. As a preliminary attempt to address this lack of empirical research, the primary purpose of this paper is to explore the relationship between security practices and the security operational performance with respect to security culture as a moderator.

With the resource-based view of the firm as the theoretical underpinning, the study utilizes survey data to test the propositions derived from the security literature and partial least squares for the analysis.

The research reveals four crucial practices of supply chain security that collectively affect a firm’s security operational performance among Malaysian service providers. It is also interesting to observe that security culture positively moderates the relationship between facility management and the security operational performance of the firm.

Firms in emerging countries need to realize that supply chain security practices can result in significant benefits to their firms that can give them additional incentives to adopt these initiatives. This study may also help policymakers in emerging countries, in general, in setting appropriate policies and strategies, and Malaysia, in particular, for ensuring that it is a secure location for exporting cargo and giving assurance to the local and international investors to continue their investment.

This study will assist supply chain managers and logisticians to re-examine their existing supply chain security model by considering the selected supply chain security practices, which have a significant impact on supply chain security operational performance. Individual firms need to strategize their business model with the inclusion of security aspects, which will surely create a competitive advantage over other players in the logistics industry. Firms can develop the best appropriate supply chain security model that will benefit the firm, customers, and business partners, such as suppliers and local authorities.

The study highlights is the important role of the supply chain security practices to deliver high quality of service in terms of supply chain security operational performance in emerging countries. In addition, it offers an empirical analysis of the moderating role of security culture on the relationship between supply chain security practices and security operational performance.

The purpose of this paper is to suggest ways to integrate human resources (HR) and information security management (ISM) within a firm to help reduce expensive and embarrassing failures in information security breaches.

This paper is written for the practitioners. It includes a general review of literature in information technology and HR to help explain ways to decrease the chance of ISM failures.

Employees often become careless about information security in the workplace, and the threat to corporate information systems is serious. Although security training is essential, a more comprehensive approach to addressing the security issue is needed. As human factors account for most security breaches, including HR personnel as a partner with IT may help address some of the weaknesses that training alone cannot resolve.

This paper discusses the human factors that cause information technology breaches and how combining HR practices and ISM may generate a competitive advantage for the organization. This paper then offers practical suggestions that HR may use to help with ISM issues.

Cloud eases information processing, but it holds numerous risks, including hacking and confidentiality problems. It puts businesses at risk in terms of data security and compliance. This paper aims to maximize the covered human resource (HR) vulnerabilities and minimize the security costs in the enterprise cloud using a fuzzy-based method and firefly optimization algorithm.

Cloud computing provides a platform to improve the quality and availability of IT resources. It changes the way people communicate and conduct their businesses. However, some security concerns continue to derail the expansion of cloud-based systems into all parts of human life. Enterprise cloud security is a vital component in ensuring the long-term stability of cloud technology by instilling trust. In this paper, a fuzzy-based method and firefly optimization algorithm are suggested for optimizing HR vulnerabilities while mitigating security expenses in organizational cloud environments. MATLAB is employed as a simulation tool to assess the efficiency of the suggested recommendation algorithm. The suggested approach is based on the firefly algorithm (FA) since it is swift and reduces randomization throughout the lookup for an optimal solution, resulting in improved performance.

The fuzzy-based method and FA unveil better performance than existing met heuristic algorithms. Using a simulation, all the results are verified. The study findings showed that this method could simulate complex and dynamic security problems in cloud services.

The findings may be utilized to assist the cloud provider or tenant of the cloud infrastructure system in taking appropriate risk mitigation steps.

Using a fuzzy-based method and FA to maximize the covered HR vulnerabilities and minimize the security costs in the enterprise cloud is the main novelty of this paper.