Take a moment to think about how protected your company is against a cyberattack. Is it fully prepared or have some issues yet to be resolved? The threat of cybercrime continues to grow, it only makes sense that the most robust protocols are in place. The only issue here is that some firms believe that digital security is solely an IT concern. On the contrary, it impacts everyone within an organization.
How can human resources professionals ensure that sensitive information is kept behind closed doors at all times? When we highlight the fact that as many as 76 percent of all American companies are thought to have suffered some type of data breach in recent years, it becomes clear that targeted solutions are required. Let's take a closer look at some important steps.
Clarify the Role of Human Resources
What roles will your HR team be responsible for? This is a crucial question, as you will then be able to adopt a robust plan. It is generally also a good idea to incorporate other department members so that duties can be delegated (such as members from IT, client engagement, marketing, and legal). When the responsibilities of each individual are made clear, the team itself will be much more efficient.
Identify HR-Related Responsibilities
It is then wise to determine the types of scenarios that a HR team will need to address. Here are some typical examples:
- Overseeing legal and compliance issues.
- Informing staff members of potential security threats.
- Explaining the threat in greater detail.
- Answering all relevant questions.
- Developing methods to reduce the risk of a future data breach.
As you may have already imagined, different team members can be assigned to each of the variables mentioned above. This will help to reduce any confusion so that human resources can develop a clear and coordinated response.
What Type of Data Needs to be Collected?
The first step to solving a problem is becoming aware of its existence. This is why knowing what types of information need to be collated is another logical concern. In terms of HR, this data can include:
- When the breach took place.
- How long it lasted.
- The suspected cause of the breach.
- The length of time it will take for the problem to be resolved.
If these factors can be quickly identified, the chances are much higher than your HR team will be able to take the appropriate steps to deal with the threat itself while keeping employees informed.
Creating a Data Breach Response Template
Similar to a fireman who trains to extinguish fires, efficiency is the result of practice. This is why creating a data breach "game plan" from the beginning is a wise strategy. These templates will enable all members to understand what to expect while further clarifying their responsibilities. Here are a handful of areas that should be included within these plans:
- Addressing employee questions such as how to report a data breach and what information the report should contain.
- Listing and defining the most common types of cyber threats.
- Outline how the company will communicate with its stakeholders if a breach is detected. Verbal communications, letters, and emails are all relevant here.
- Answering the most frequently asked questions (this helps to cut down on initial response times and lessens the chances that mistakes will be made).
It is also a good idea to seek the advice of other team members when creating a response template. The chances are high that they will be able to provide additional advice and suggestions.
Practice Makes Perfect
Let's now imagine that an effective data breach response strategy has been created. Creating mock situations and assessing issues such as response times is the best way to ensure that your team is ready for the real thing.
It is wise to use a third-party software platform (or a firm) to test how your HR team responds to an active threat. You will then be provided with an objective evaluation, clarifying strengths as well as weaknesses. Here are some top-tier companies which are often capable of providing such evaluations:
- ScienceSoft
- QAwerk
- Intruder
- Cipher CIS
- HackerOne
Be sure to contact each other or to perform additional research to appreciate your options as well as which is the most appropriate for the needs of your firm.
Also, make it a point to develop numerous fictional scenarios (such as website vulnerabilities, phishing, and DDoS [distributed denial-of-service] attacks). Assuming that a test has been carried out, you will then need to analyze your performance. This is normally when you may encounter loopholes or weaknesses within the plan. These are completely natural and are simply a part of the overall learning process.
An Ounce of Prevention
Ongoing training is essential if you wish to prepare your HR department for any threats as they emerge. This involves promoting awareness as well as addressing new topics as they come to light. For instance, what data breach dangers may be on the horizon? How can employees safely handle sensitive data? How can important files be encrypted? When might the use of a cloud-based storage system be warranted? These and similar questions will provide the clarity required to deal with a real-time cyberattack.
Everyone should be involved with the security of an organization. To put this observation into perspective, it is now estimated that a new attack occurs every 39 seconds somewhere within the United States. Unfortunately, the frequency will likely increase. Taking the right steps at the right times will ensure that your firm remains well ahead of the curve.
These are the very same reasons why human resources personnel need to remain "in the loop" at all times. After all, a bit of preparation will go a long way towards keeping the hackers at bay.
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