It is important that you are periodically auditing and logging critical IT assets for the purpose of minimizing security, conduct and financial risks. Below I have noted the most important assets that should be properly logged and have auditable documentation.
IT ASSET MANAGEMENT CHECKLIST:
Hardware and Software
computer user, UPC, location, model number, et cetera
Network and communications infrastructure, servers and apps
Vendors and Service Providers
Purchase and disposal info
Computer and Laptop software upgrades
List of all apps in laptops or computers for each employee including authorization and security information.
Cloud Data backup hardware (e.g.; external USB drive)
By using this checklist the next time you conduct an IT Asset audit you’ll be able to identify vulnerabilities and exploits that were not previously known to you. For example, let’s say your policy states that there should be 10 laptops kept in the supply room at all times but when you conduct an audit you find only 8 and employees have been careless with the laptop request form. The laptops also have not been entered into the tracking system making matters worse as now you have to dig through invoices to identify the two missing laptop model numbers and SKUs.
An IT Asset Policy is not effective if it is not enforced regularly. Employees must be reminded of them everyday and trained periodically.
Great employees want to be challenged and learn new things. To increase employee retention and overall workplace satisfaction rates Human Resources must stay abreast of individual skills, learning capabilities, and industry skill trends.
They should also encourage Managers/Supervisors to offer opportunities that allow employees to further enhance their skills, learn valuable new skills, or pursue interests. In house educational programs and ability to attend related conferences and workshops are a great way to build employee confidence and skills. Human Resources should also check in quarterly with employees to see how they are doing and gain insights into their goals, concerns, workplace bottlenecks, et cetera. This information can be used to match critical variables with other employee data for the purpose of optimizing your Talent Management processes.
By utilizing the Voice of the Employee, Human Resources and Managers should collaborate in surveying and sharing employee information for the purpose of creating in-house educational programs that will enhance employee skills.
Employers that encourage an evergreen learning culture reap the following benefits:
Increased overall employee satisfaction
See improved productivity
Reduced process cycle times
Improved client satisfaction
By actively integrating learning opportunities at the workplace employers will not only enhance employee productivity but also yield greater profits. It pays to invest in your employees!