What is Human Risk Management?

Did you know that a staggering 74% of cybersecurity breaches are due to human error? That’s right – despite all the sophisticated technology and tools available, it’s our own actions that often leave us vulnerable to attacks. This is where Human Risk Management comes in.

Imagine this: a CISO at a large corporation has just implemented new cybersecurity systems and platforms, feeling confident that their organization is now secure. But then, an employee unknowingly clicks on a phishing email, and the entire system is compromised. This scenario is all too common, and it highlights the importance of managing human risk in cybersecurity.

In this guide, we’ll explore what Human Risk Management is, why it’s crucial for cybersecurity professionals, why traditional security awareness doesn’t work anymore and how to implement effective strategies to mitigate human risk.

So, as a cybersecurity professional, ask yourself: how well are you managing human risk in your organization? Are you 100% confident to handle the inevitable human errors that can lead to costly breaches? If not, this guide is for you.

I. What Is Human Risk Management (HRM) in Cybersecurity?

Human Risk Management (HRM) is a concept that aims to reduce cybersecurity risks posed by and to humans. It does it by measuring and quantifying real-life human risk, which triggers learning interventions, educating the workforce, fostering behavior change and building a solid security culture. 

HRM enables organizations to understand user risk and implement strategies to mitigate those risks. To achieve that, they leverage their existing security tech stack, like SIEM, EDR, Email Security, DLP, and other security solutions they rely upon daily. This strategy allows organizations to identify potential challenges, and develop policies, training programs, and monitoring systems to address those threats, based on real-world attacks.

Why do today’s businesses need to manage their human cyber risk?

When cybersecurity emerged, it was first regarded as a straightforward technological solution against cyber attackers. So, firewalls, antivirus software, encryption, multi-factor authentication, endpoint protection, and others took organizational attention from security professionals, the IT department, and organizational budgets, becoming the status quo. It was thought that employee risk wouldn’t be an issue once the technological barriers were there.

However, over time and despite the implementation of high-end security solutions, data breaches and cyber incidents kept occurring, where human interaction would bypass new technology barriers, either unintentionally or through malicious inside threat actors.

With that, cyber criminals quickly realized that exploiting employee risk with malicious intent within an organization was often easier and more effective than bypassing sophisticated technical defenses. Therefore, phishing attacks, tailgating, and other social engineering pathways became more effective and lucrative.

Of course, that meant problems for organizations, facing massive data breaches, regulatory fines, and reputational damage, spreading throughout a global network. As that happened, they started to recognize the need for security initiatives with a more human approach focusing on security behavior, which was at first responded to with Security Awareness Training (SAT).

But over time, even Security Awareness Programs and tools like phishing simulations proved not enough to address the human aspect. Therefore, Human Risk Management (HRM) came as a response to the growing realization that people and the organization’s processes, not just technology, play a critical role in overall security posture. 

Key features of an effective HRM program

Now that we’ve seen that HRM is mandatory for any organization dealing with Human cyber risk today, what makes Human Risk management unique?

In our view, after implementing HRM programs for customers, here are its key components:

Feature Impact
Risk Assessment & Quantification
It all starts with understanding your unique human risks. HRM solutions use assessments and analytics to identify risky user behaviors, quantify the likelihood and impact of human-related incidents, and assign risk scores to employees. This gives you visibility into your riskiest users and what behaviors need addressing.
Targeted Interventions
Generic, one-size-fits-all training and traditional Security Awareness programs don't cut it anymore. Advanced HRM platforms analyze an individual's risk profile and auto-generate personalized training plans to strengthen their specific areas of weakness. Bite-sized courses and simulated phishing tests are delivered regularly to drive continuous improvement.
Integration with Security Tech Stack
HRM shouldn't operate in a silo. The most impactful solutions integrate with your existing security tools like SIEM, SOAR, and EDR to ingest user behavior data and enable closed-loop remediation. This unified view of human cyber risk allows you to make data-driven decisions.
Behavior Analytics & Reporting
Tracking training completion rates is table stakes. Modern HRM provides granular behavior analytics so you can measure real change over time and report on program ROI. Risk metrics go beyond phishing click rates to give you a true pulse on your human risk posture.
Automated Workflows
Manually managing human cyber risk is time-consuming. Look for solutions that automate processes like assigning training, triggering phishing tests, and generating reports. This allows your team to focus on higher-level risk management activities.

The key is to find an HRM solution that brings together these components in an integrated, user-friendly platform. We’ll discuss this further in our article.

II. Understanding Human Risk

Human risk refers to the probability that an individual’s actions, intentional or not, can disrupt and harm an organization’s cybersecurity posture. It is a combination of employees’ security awareness, individual knowledge, informed decisions, and behaviors that can expose the organization to cyber threats.

It is a delicate and significant component of cybersecurity. That happens because a single click, inadequate intervention, or lapse in judgment can undermine the most sophisticated technological barriers. Human Risk amounts to almost 80% of data breaches. In the following sections, we will explore its various aspects inside cybersecurity and discuss strategies for managing human risk management.

The challenge posed by Human Risk

Human risk involves various factors such as:

  • Lack of security awareness initiatives
  • Social engineering tactics that exploit human psychology
  • Inadequate security culture and risk management processes

With so many different human risk vectors, and so many criminal groups trying to exploit it, managing it requires a comprehensive approach that traditional security awareness training can no longer respond effectively to. 

Furthermore, it has a direct correlation with severe workloads in the Security Operations Center (SOC). With 80% of all breaches starting with humans, SOC analysts deal with a massive volume of user-generated alerts every day, capturing their attention to responding to potential threats, and not working on prevention, strategy, and other high-value activities. 

By understanding and addressing the human factor, most organizations can significantly improve their organic defenses and build a more resilient security stance. Not only that but the insights provided by that help drive better strategic and budgetary decisions on the infrastructure side. 

The Psychology of Human Risk

Understanding the psychology of human risk and human behavior is crucial for Human Risk Management. Here are some key aspects of behavioral psychology that contribute to cyber risk:

  1. Cognitive biases: Cognitive shortcuts as the availability heuristic can lead to lapses. These biases affect decisions, so individuals are more susceptible to cyber threats.
  2. Emotional responses: Fear, trust, and urgency are shortcuts criminals take to trick individuals into performing the desired actions that lead into breaches. 
  3. Impulsivity: Impulsive behavior can lead to mistakes, by forcing people to make mistakes based on sense of urgency or force of an impersonated authority.
  4. Personality traits: Some personality traits, such as neuroticism, and extraversion, can influence cybersecurity behaviors. These are natural, human traits that can be exploited for good or bad, and criminals know that.

Encouraging a strong security culture, based on risk-based learning and improvement is an antidote to criminals exploiting these psychological shortcuts. Immediate feedback and opportunities to learn from those mistakes are the drivers of individual resilience and reduce the likelihood of repeating the same errors in the future.

The Science of Nudging

Nudging involves making subtle changes to the environment or the way information is presented to influence individuals’ behavior and choices. It is a notion born from behavioral economics and psychology, but for Human Risk Management, nudges can encourage behavior change and create a stronger security culture.

The nature of a nudge is – as the definition puts it – to be subtle. That’s why they are so effective: they leverage existing cognitive processes and do not demand great efforts from target employees and cybersecurity teams. They can be integrated into Human Risk Management programs as reminders, gamified experiences or even as customized training content.

For example, an alert when risky behavior happens, or a training prompt delivered directly to an employee who’s browsing an inappropriate website is a sure way that the employee will understand what’s happening, why they are receiving that nudge and it requires no effort to acquire.

Nudges are central to Human Risk Management for being automated and easy to engage with. When HRM integrates with the security tech stacks, nudges are driven by real-life human cyber risk, and are more effective, providing instant feedback and remediation of future incidents. 

The Need for a Solid Security Culture

In Human Risk Management, security culture encompasses the shared beliefs, behaviors, and attitudes within an organization that shape its approach to security. It is vital for mitigating human-related cyber risks and creating a secure environment for sensitive information with increased security awareness.

And what are its benefits?

  1. Proactive Threat Detection: Employees within a solid security culture anticipate risk, avoid traps, and respond correctly to common social engineering tricks by reporting these.
  2. Empowered Workforce: Employees are confident with the knowledge and skills to recognize and respond to security threats effectively.
  3. Continuous Learning: A virtuous cycle, where employees stay informed about evolving threats, new attack vectors, and best practices, being always ready to avoid risk.
  4. Decreased Security Alerts: The less risk-prone employees are, the less security alerts triggered by human-related incidents happen. This is a welcome benefit for Security Operations Center (SOC) teams, who can manage the daily amount of tickets generated from various sources.

A strong security culture is human-centric first. It comes from the inside out, including the workforce in the organization’s defenses without charging them with workloads or unnecessary training that reduces productivity. 

III. HRM vs Traditional Security Awareness Training (SAT)

The limitations of traditional security awareness training are more visible today, and are often characterized by box-checking exercises and generic, one-size-fits-all training, become more and more apparent as threats evolve and attackers get more sophisticated, to the point employees can’t handle all the training content there is out there without impacting their productivity. 

As a response to these shortcomings, the shift towards Human Risk Management has gained momentum, embracing a risk-based approach to mitigating risk. The HRM use cases demonstrate its effectiveness in addressing the complexities of human behavior within the cybersecurity landscape.

The Issue With Box Checking and One-Size-Fits-All

Traditional security awareness training (SAT) tends to treat training as a mere box-checking exercise or a one-size-fits-all approach. The result is that training is ineffective and risky behaviors persist because SAT does not address unique human risks and challenges faced by different organizations and individuals.

For many organizations, SAT is seen as a compliance box-checking requirement – something that exists to either drive away regulators and industry standards, rather than to drive away risks. That makes programs stale and formulaic, where security officers and employees go through the motions.

Don't Just Check the Box!

Find out how to move from checking compliance boxes to Human Risk Management that delivers behavior change and SOC alert reduction.

Moreover, traditional SAT often adopts a one-size-fits-all approach, delivering the same generic training to all employees, regardless of their roles, responsibilities, or specific risks. This cookie-cutter approach fails to acknowledge the diverse range of human cyber risk.

An employee in the finance department may be more susceptible to risks like financial fraud or insider trading, while a marketer may need to be hyper-vigilant about user data and communications. A one-size-fits-all training program simply cannot adequately address these nuanced risks and provide tailored guidance.

In contrast, Human Risk Management recognizes the importance of customization and tailoring the program to the specific needs and risks of the organization and its employees. Rather than a mere checkbox exercise, HRM is treated as an ongoing, dynamic process that evolves alongside the ever-changing threat landscape and organizational priorities.

HRM programs have the specific drive to change behavior based on real-life risk. An employee incurs risky behaviors captured by the technological security platforms, they receive a learning nudge, which can be an on-screen tip or a training session. Because of that unique nature, HRM delivers unique guidance, effective and that fosters behavior change.

Additionally, HRM emphasizes the importance of continuous improvement and adaptation. Rather than delivering the same static training year after year, HRM programs evolve as threats and the security tech stack evolve. The HRM playbook is ever-evolving and adaptable. 

IV. Creating an ROI Business Case for HRM

As HRM continues to gain traction in the cybersecurity landscape, it is crucial to demonstrate its value to various stakeholders within an organization. 

This chapter will explore the key aspects of building a strong business case for HRM, focusing on the involvement of various stakeholders, articulating the benefits for different audiences, and engaging C-level executives in the process.

By understanding the unique benefits of HRM and effectively communicating them to key stakeholders, organizations can make informed, up-to-date decisions about implementing this approach to mitigate human-related cyber risks.

What Internal Stakeholders are Involved With HRM?

Of course, HRM involves a range of external stakeholders, from policy regulators to vendors and others. However, what makes HRM unique are four internal stakeholders, and how they interact with the methodology and its solutions.



Within the HRM environment, they are not simply the ones who originated the alerts and receive the learning nudges, but the centerpiece of a healthy security culture. Their actions and behaviors can significantly impact the organization, so the more they are involved with it the more solid the culture is, which is a radical departure from traditional Security Awareness Training.

SOC Teams

SOC Teams

we’ve seen on Security Operations Center (SOC) teams a direct correlation between the volume of real-time training nudges delivered, to a reduction in security alerts to the SOC over time. This is the power of actually changing employee behavior.  Fewer employee mistakes made, equates to fewer alerts triaged.

Security Teams

Security teams

HRM programs address their key goals of behavior change, by delivering real-time learning nudges when users need the most. More than just meeting their training KPIs, they see real change in employees, which benefits the organization by protecting their sensitive information. 



By understanding the full scope of all user-generated security alerts and which behaviors are more easily, or less easily influenced with training, security leaders know where to invest into their security program, which controls and configurations need to be tightened, and where their remaining security gaps are. 

Putting a Monetary Value on Human Risk Management

While there’s a clear case for HRM within the InfoSec operation, how to articulate the business case? Taking HRM to the C-Suite demands showing tangible ROI beyond the obvious savings from “what if” scenarios caused by hypothetical data breaches.

Securing the buy-in of business leadership for HRM is about showing in how many ways such a project can optimize budgets while protecting the organization from threats.

From the Security Operations Center (SOC) and overall security perspective, HRM reduces the volume of human-caused security alerts, by changing employee behavior with real-time alert-based training nudges. With or without data breaches, SOC teams deal with thousands of alerts daily, which overburdens employees and creates a strain on the workforce. Knowledgeable users empowered by HRM means reduced human resources shortages and burnout caused by excessive alerts. 

The savings from additional man hours are just the beginning. The integration with the security tech stack promoted by HRM helps understand the full scope of all user-generated security alerts and which behaviors are more easily, or less easily influenced with training. This way, security teams know where to invest in their security program, which controls and configurations need to be tightened, and where their remaining security gaps are. This means smarter investments and superior ROI.

In conclusion, the adoption of HRM means organizations will have improved visibility of their risk posture and management, while effectively reducing their security alerts, all of it impacting massively their investments and delivering positive ROI. 

V. 5 Steps to Implement Human Risk Management in Your Organization

Implementing a robust HRM program within your organization is no easy feat, but the payoff can be significant in terms of reducing the risk of human-related security incidents. In this chapter, we’ll walk you through the five key steps to successfully integrate an HRM program into your cybersecurity strategy.

From conducting a comprehensive risk assessment to fostering a security-conscious culture, each of these steps is crucial in building a holistic and effective HRM framework tailored to your organization’s unique needs. 

Step 1: Conduct Comprehensive User Risk Assessment Processes

The foundation of any successful HRM program lies in understanding the specific human risks your organization faces. That’s where a comprehensive risk assessment comes into play. This critical first step will help you identify the vulnerabilities, threats, and potential impacts associated with the human element of your security stance.

During the assessment, you’ll want to examine a wide range of factors, including:

  • Employee access levels and privileges
  • Patterns of user behavior and activities
  • The volume of user-generated alerts at the SOC
  • Which integrations will be needed with an HRM platform to monitor user activity
  • Security awareness and training programs
  • Existing security policies and procedures

By analyzing these elements, you can identify the specific human risks that are most relevant to your organization, such as the potential for data breaches, insider threats, or compliance violations.

But the assessment shouldn’t stop there. It’s also crucial to establish clear objectives for your HRM program. What are you aiming to achieve? Increased employee security awareness? Alert reduction? Define these objectives upfront, as they will serve as the North Star for your entire HRM implementation.

With a comprehensive understanding of your human risks and well-defined objectives, you’ll be well on your way to building an HRM strategy that effectively addresses the unique challenges and vulnerabilities within your organization.

Step 2: Finding the Right HRM Platform

Once you’ve completed the critical first step of assessing your human risks and establishing clear objectives, it’s time to find the right HRM solution to support your implementation.

The HRM market is rapidly evolving, with a growing number of specialized solutions and vendors vying for your attention. As an information security professional, you know that the right platform can make all the difference in the success of your HRM program.

When evaluating potential HRM platforms, it’s essential to look for solutions that offer a comprehensive suite of features tailored to your specific needs. This may include:

  • Risk-driven coaching: Look for customizable, interactive training content that can be easily deployed across your organization, through real-time nudges. Automated nudges are key to the success of your HRM program.
  • Detailed insights on user behavior: Detailed insights into your employees’ behavior, enabling targeted interventions to enhance your security practices.
  • Seamless integration with the security tech stack: integration with SIEM, EDR, Email Security, DLP, and other security solutions to gain visibility into which employees are most breach-prone based on the alerts they generate, trends, and risk appetite, at the individual, department and user group level.

But features alone aren’t enough. You’ll also want to assess the vendor’s level of expertise, industry reputation, and commitment to customer success. After all, HRM is not a one-time implementation – it’s an ongoing process that requires a partner who understands the evolving landscape and can provide ongoing support and guidance.

As you explore different HRM platforms, don’t be afraid to ask tough questions, request demonstrations, and thoroughly vet the solutions. The right platform can be a game-changer in your efforts to build a robust and resilient HRM program.

Remember, selecting an HRM platform is a crucial step that will set the foundation for the rest of your implementation. Take the time to carefully evaluate your options and choose a solution that aligns with your organization’s specific needs and objectives.

Step 3: User Risk Data Analytics - OKRs

With your comprehensive risk assessment complete and the right HRM platform in place, it’s time to dive into the world of data analytics. In the realm of Human Risk Management, data is the key to unlocking insights, driving decision-making, and measuring the success of your program.

Think of data analytics as the North Star that will guide your HRM efforts. By leveraging the wealth of information collected by your HRM platform, you can gain a deep understanding of the human risks within your organization and make informed, data-driven decisions to mitigate them.

At the heart of this process are your Objectives and Key Results (OKRs) – the quantifiable goals that will define the success of your HRM program. These OKRs should be closely tied to the objectives you established during the risk assessment phase, providing a clear roadmap for your team to follow.

For instance, your OKRs might include:

  • Reducing the SOC alerts by 10% month over month
  • Or reduce alert triage cost by $250,000 in a year, based on SOC analyst salaries vs alert triage cost
  • Or even reduce specific alerts, based on risk profiles, like 25% in email-based alerts in 6 months

By setting measurable, time-bound OKRs, you can track your progress, identify areas that need more attention, and continuously refine your HRM strategies to achieve your desired outcomes.

But data analytics isn’t just about setting goals – it’s also about extracting valuable insights from the wealth of information at your fingertips. Your HRM platform’s user behavior analytics, incident reports, and training engagement metrics can shed light on the specific human risks and vulnerabilities that are most prevalent in your organization.

Armed with these insights, you can take targeted actions to address the root causes of the problems, whether it’s ramping up security awareness training, tightening access controls, or enhancing physical security measures.

Remember, data analytics is an ongoing process, not a one-time exercise. As your HRM program matures and new threats emerge, you’ll need to regularly review and adjust your OKRs and data analysis strategies to ensure they remain aligned with your evolving organizational needs.

By embracing the power of data analytics, you can transform your HRM program from a reactive, box-checking exercise to a proactive, data-driven approach that consistently delivers measurable results and reduces the risk of human-related security incidents.

Step 4: Bringing Everyone on Board

You’ve laid the groundwork for your Human Risk Management (HRM) program by conducting a comprehensive risk assessment, selecting the right platform, and establishing data-driven objectives and key results. Now, it’s time to bring everyone on board, including C-level executives, security team and regular employees. As we’ve said before, HRM is human-centric, so it’s time to walk the walk. 

You see, HRM is not just an initiative led by the security team; it’s a company-wide effort that requires buy-in and participation from all levels of the organization. After all, your employees are fundamental to your security culture, and their security-conscious behaviors can make or break the success of your HRM program.

Start at the top by engaging with your executive leadership team. We’ve explained on the “How to get C-level involved with HRM” section how to bring them on board and how to articulate the business case. Get them excited about the role they can play in fostering a security-conscious culture by showing the bottom-line impact.

HR and communications teams are key to communicate change. They will help with the rollout of your HRM program. Here, channels like emails, meetings, boards keep everyone informed and engaged.

Employees are more likely to embrace HRM if they feel part of it and understand how it benefits them. Emphasize the importance of their role in building the organization’s security culture, safeguarding the company’s reputation and competitive edge.

Encourage open dialogue and feedback from your employees. Create dedicated channels for them to share their concerns, suggestions, and success stories. This two-way exchange will help you tailor your HRM program to their needs and foster a sense of shared ownership. Remember that human-centric is not a buzzword, it’s a requirement.

Step 5: It's Not Just Tech

It’s easy to just deploy tech and think your work is just about watching dashboards as people engage with the platforms. The true power of HRM lies in its ability to transform your organization’s culture and mindset around cybersecurity.

Security is about the way your employees think, behave, and interact with the systems and information that keep your business running. The final form of your HRM program is a strong culture that comes from and benefits your workforce, which in the end will make your organization more defensible in an organic way.

Start by leading by example. Demonstrate a genuine commitment to security, and make it clear that HRM is a strategic imperative. Don’t just check the box!.

Empower your employees to be active participants. Encourage them to speak up about risks, share best practices, and provide feedback. When they feel invested, they’re more likely to embrace the changes.

Changing the security culture is a continuous process that requires patience, persistence, and understanding of your employees’ motivations. By weaving security into the fabric of your organization, you’ll create an environment where everyone sees cybersecurity as a shared responsibility.

Remember, it’s not just about the technology – it’s about empowering your people to be the champions of your security efforts. With a strong, security-conscious culture in place, your organization will be better equipped to navigate the ever-evolving cybersecurity landscape.

VI. Which Technologies are Involved With HRM?

As you’ve already seen, implementing a robust Human Risk Management (HRM) program requires a multifaceted approach that addresses the complex interplay between people, processes, and technology. And when it comes to the technological side of HRM, the options can be both exciting and overwhelming.

From user behavior analytics to security awareness training platforms, the world of HRM-focused tools and solutions is rapidly evolving, each offering unique capabilities and benefits. But the real power of these technologies lies in their ability to work together, seamlessly integrating and automating various aspects of your HRM strategy.

In this chapter, we’ll explore the key technologies that are shaping the HRM landscape, with a particular focus on how they can be integrated and automated to drive greater efficiency, visibility, and impact.

HRM Integrates Your Security Solutions so Everything is Working Together in One Platform

There are various ways an organization can capture user alerts with their security tech stack. SIEM, EDR, Email Security, DLP, and other security solutions run on a daily basis and provide user data that is only used to generate tickets that SOC teams act upon to mitigate risks and avoid data breaches, but not to address long-term behavior change or deeper insights into the organization security posture. 

That’s where the HRM integration technology comes in hand. By combining all of these human-led alerts into a singles platform, risk becomes measurable on all levels and can be addressed, generating learning targeted nudges to users when they need the most and intelligence to the organizations around risk.

Through integration, organizations can refine their security postures, users can improve their behaviors and security teams can reduce the alerts generated by users. 

HRM Leverages Time-Saving Automation

The orchestration of these integrations is made possible by automation. As HRM platforms ingest the security alerts, an entire process of delivering training nudges and creating risk profiles happens instantly. An HRM solution is only as good as the automation running through it. 

Picture this: an user visits a gambling website: if this user receives a nudge with orientation about how that is an inappropriate website a week from now, how effective is that? Will they remember they even visited the website? Now, what if that nudge arrives on Slack 5 seconds after the visit? It becomes memorable, and will likely be remembered next time they attempt to do it again. 

Same goes for the insights generated. Business decisions can’t wait for days. Understanding risk profiles across the organization and decision-making are an ongoing process and require live updates. Automation delivers data as it enters the platform, and delivers reliable, real-time information. As artificial intelligence integrates with the tech stack ad HRM platforms, the more sophisticated this process will become.

VII. HRM Resources

As you’ve already seen, implementing a robust Human Risk Management (HRM) program requires a multifaceted approach that addresses the complex interplay between people, processes, and technology. And when it comes to the technological side of HRM, the options can be both exciting and overwhelming.

From user behavior analytics to security awareness training platforms, the world of HRM-focused tools and solutions is rapidly evolving, each offering unique capabilities and benefits. But the real power of these technologies lies in their ability to work together, seamlessly integrating and automating various aspects of your HRM strategy.

In this chapter, we’ll explore the key technologies that are shaping the HRM landscape, with a particular focus on how they can be integrated and automated to drive greater efficiency, visibility, and impact.

HRM Glossary

Human Risk Management brings a lot of new concepts to cybersecurity. Here are some handy definitions to help you navigate the landscape:

Term Definition
Human Risk
The potential for an individual's actions, whether intentional or unintentional, to cause harm to an organization's assets, reputation, or operations.
Security Culture
The set of values, norms, attitudes, and assumptions that shape how people think about and approach security within an organization. It is essential for effective HRM.
Risk Assessment
The process of identifying, estimating, and prioritizing risks to organizational operations, assets, individuals, and other entities. Risk assessments and risk-related metrics are a critical component of HRM programs.
Behavior-based Training
Learning that promotes secure behaviors among employees, and it's triggered by real-life actions. It's usually prompted by a nudge (see next entry).
Training nudge
A subtle prompt or reminder designed to encourage secure behaviors and reinforce key messages from HRM training. Nudges can help sustain the impact of HRM programs over time.
Tech integrations
The use of security technologies, such as SIEM, SOAR, and EDR, in conjunction with HRM programs to provide a unified view of risk across the organization. Integrating HRM with the broader security tech stack can enhance risk mitigation efforts.
Data breach
An incident in which confidential, protected, or sensitive data is accessed or disclosed by an unauthorized party. HRM programs aim to reduce the risk of data breaches and data theft caused by human error or negligence.
Insider threat
A security risk that originates from within the organization, often involving employees or contractors who misuse their access privileges. HRM can help detect and prevent insider threats through a combination of training, monitoring, and risk analytics.
Security posture
An organization's overall cybersecurity strength and resilience against threats. A mature HRM program can significantly improve it by addressing the human element of risk.

HRM Useful Links

This guide is just the start. If you want to know more about HRM, we highly recommend the following resources:

Rodrigo Leme

Rodrigo Leme

Marketing Director for Right-Hand Cybersecurity, Rodrigo has over 20 years worth of experience in Technology companies in Brazil, US, Canada and other countries. He is based in Sao Paulo, Brazil, and loves everything tech, music, marketing, writing, and hockey (go Canucks!).

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