Why Companies Aren’t As Bad As You Think


Two Key Reasons to Outsource Executive Protection

Make your own or outsource executive protection? The decision is exclusively yours, of course, but there are concrete reasons the second makes more sense. Of course, the possibilities are endless, but the most important factor here is the safety, productivity and satisfaction of the principal, as well as the executive protection program’s overall viability.

In any case, these are the two most compelling reasons to outsource their executive protection:

Proven Expertise

Experts are, well, experts. Their teams have practical experience in corporate executive protection that can span for decades and decades. They have operating procedures that have stood the test of time and practice. They are masters of recruiting and training agents for success. And they can use skills they have learned working from one client, to another.

Unlike an organization developing its own executive protection program, expert partners that have worked with plenty of other clients usually benchmark against other programs. Their perception of what makes best practice in the industry is something they have worked hard for. And they offer this to their clients in a variety of ways, from program creation to implementation to staffing.

Minimal Corporate HR Burden

The second major benefit offered by full or partial executive protection outsourcing is a reduction in the responsibilities of the client’s HR department. Executive protection is not a core competency of even the biggest businesses with the brightest talents. Alone, staffing and operating an executive protection program demands expertise in locating, screening, training, and paying on and off-boarding executive protection managers and agents, and that’s not even scratching the surface. Majority of corporations would rather not use headcount or devote HR expertise to this specialized but non-core service.

Of course, when it comes to firms that specialize in executive protection, the situation is totally different. Apart from having a vested interest, they are also experienced in sourcing talents who are most likely to achieve long-term success. They appreciate the requirement for developing people with relevant skills, and are familiar with the process of engaging them in a yearly program that boosts agents’ capabilities. And they are fully aware of the importance of spotting talent, as well as encouraging the best to follow a career path guided by growing responsibility and expertise.

In addition, specialist partners have a dependable reserve of vetted candidates, and if anyone should not work out for whatever reason, a replacement can be put in place in an efficient manner. What’s more, they have instant access to a global professional network of closely-vetted vendors, allowing them to secure complementary services internationally. Furthermore, they are able to minimize their clients’ legal exposure, as well as scrap the need for special licensing and insurance, thanks to their special partners.

Source: http://www.zenruption.com/zenbusiness/11/28/avoid-getting-star-struck-tips-for-hosting-a-vip

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