Describe the overall concepts of homeland security and homeland defense. Construct a response that provides the following related to both homeland security and homeland defense:
Primary missions, tasks, responsibilities, operations, etc. for:
Homeland Security and
Highlight those areas that are shared between the two (what overlaps between HLS and HLD?)
Lastly, recommend a definition for homeland security.
Topic 2: Using the overarching themes of the National Security Strategy from 2017, provide your own recommendation for new National Strategy for Counterterrorism (it must be nested under the NSS according to the principle of strategic hierarchy). What key elements and focus areas would you suggest for the part of a new CT strategy that is domestic focused (homeland security, not overseas), and make sure to use the Ends, Ways, and Means strategy framework.
In terms in terms of inclusivity, the company values the contribution of all the employees in such a way that they all contribute to the objective of the overall objective of the organization. Erongo RED gives equal opportunities to all employees in terms of developing employee’s skills through various trainings. The company is also assisting those who do not perform by offering training as well as motivation. Erongo RED has different targeted programs from as low as cleaners and clerks. Erongo RED has also recently trained all its middle management, by sent them for Management Development programme (MDP), therefore this group of about 20 employees was exposed to MDP training for about six month in order to develop their management talent, therefore they did not select specific managers but included the whole group of middle management. This is in line with the literature by Ready & Conger 2007 who defined talent as a group of employees with an average knowhow and skills and are prepared to be promoted to executive positions thus are regarded as best employees in the organization. All the middle management is regarded as potential employees that why they were all given equal chance. In terms of exclusivity approach Erongo RED has demonstrated this by only implementing performance management system to the staff from C1 and above. Employees performance is being monitored, measured, they are given targets that they are supposed to meet and given responsibilities. Erongo RED is also practicing exclusivity or elitist approach whereby it reserves the talent for high-value and high performing staff. Erongo RED is interested more in developing the talent of the staff the individuals of which it sees potential for growth as well as potential for better contribution to the effectiveness of the growth of the company. These are the people that are regarded as future leaders or employees with potential that can take the company to the next level. Therefore, they identify these people and expose them to various trainings and so as to give them potential for growth. All this is done through performance appraisals. The company applies exclusivity approach mostly to the staff in its core business units which is Network Operations as well as Network Engineering. The aim of this is to ensure that it has enough qualified Engineers as well as Electricians. Erongo RED also uses this to create leadership roles, succession planning as well as a mean of retaining high performing staff. They expose lower staff level to key Management meetings and initiatives for example acting in high capacity when incumbents are on leave. Erongo RED also does mentoring for graduate trainees. 4.2 Benefits of Inclusive and exclusive approach Inclusive gives employees equal chances to show their potential, but only those who are exceed the threshold will be included in a talent programme. Erongo RED gives equal opportunity to all employees by according them with job opportunity, on the job training, necessary equipment needed and all the support needed to perform their job to the best of their ability. When this approach is being used this means that every employee will then be for example partake in performance management. This will benefit the organization in the fact that all employees as low as the cleaner will start to take responsibility for their action as they know that their performance is being monitored and evaluated at the end of the day. Any development initiative targeted by the company will then be benefiting all employees as well as remuneration strategy. The objective exclusive approach is mainly to enable the company to attract high caliber candidates and to retain high flyers and employees in roles which are regarded as specific or skills shortage areas. Without these roles the company would be unable to proficiently meet its company objectives. Erongo performs workforce projections data and demograph>GET ANSWER