Canadian HR Reporter

CANADIAN HR REPORTER March 21, 2016 NEWS 9 ing to IBM, and human resources professionals need to be an essen- tial part of any company's cyber security. "Traditional security solutions, such as anti-virus and anti-spy- ware software, aren't equipped for 24-7 compliance with con- sideration to the increasingly sophisticated and evolving cyber attacks," said Paul Eisner, director of development, security intelli- gence and MSS for IBM Security in Fredericton. Instead, employers need to em- brace a more active role when it comes to the cyber security realm and work towards cultivating a cyber risk-aware culture, he said. "Providing eff ective user edu- cation is a good start," said Eisner. "Cyber security is crucial right from the very beginning of on- boarding a new employee." Workfl ows, processes Policy-based workfl ows and au- thorization processes should be introduced to employees as part of their initiation to the work- place, and these programs should be backed by behavioural analyt- ics and security intelligence tools with automated monitoring ser- vices, said Eisner. "In addition, employers should always monitor and audit what's going on within the barriers of the company, such as looking out for any suspicious and out-of-the- ordinary behaviour." Integrating an organization's cyber security and HR assets is the best way to protect confi- dential information, said Kevin Wennekes, chief business offi cer for the Ottawa-based Canadian Advanced Technology Alliance. " ere's almost a need for cyber security to be in the DNA of an or- ganization and its structure," said Wennekes. "Every role, every po- sition, has to be considered from a cyber security risk perspective and every employee needs a basic understanding of how to protect and uphold the company's cyber security strategies, mandates and requirements." Human resources profession- als are often an organization's greatest asset in strengthening cyber security because they have a unique understanding of the workforce, he said. "All employers face the chal- lenge of addressing the weakest link in the cyber security chain, which is the human factor. It's generally going to be a human error which impacts an organiza- tion," said Wennekes. HR professionals are in a po- sition to ensure cyber security speaks to the specifi c needs of an organization, and that cyber secu- rity is integrated into the compa- ny's culture, he said, recommend- ing cyber security be assessed as part of employees' performance in the same way sales numbers might be. Cyber security is worth the in- vestment of both an organization's money and its time, said Janet Sa- lopek, Calgary-based partner and senior consultant for Salopek & Associates. HR professionals are an integral part of that invest- ment, she said, because they have the greatest understanding of a company's culture and the people who create it. "A large number of people in the workforce are millennials," said Salopek. "Our millennials rely very heavily on their personal devices, either their cellphones or their computers, while they work. ey strive for that work-life bal- ance and so they often work from home and use their personal devices." Understanding these types of workplace dynamics is an integral part of developing appropriate policies and programs to address cyber security, she said, and that understanding also ensures em- ployees are trained in the most effective and efficient manner possible. "It's critical right now because of who we have in our workforce and how they like to do their work," said Salopek. When cyber security is inte- grated into an organization's cul- ture, she said, that security follows employees as they work remotely from home or abroad. "You have to talk about it, make it part of the culture of your or- ganization. Organizations benefi t from the fact that millennials will- ingly take work home with them or work from wherever they are to meet deadlines," said Salopek. "When you create that type of work environment with those ex- pectations and the desire for peo- ple to go that extra mile, that be- comes part of your culture. When that happens, it's really important to talk to your people about what they need to do to make sure they're protecting themselves and also your organization." Employers are often reluctant to discuss cyber security as it re- lates to employees working from home, said Salopek, because they fear it will lead to conversations about company-provided per- sonal devices. "Sometimes, we're reluctant to talk about this and put the topic on the table because we're not sure where the conversation is going to go," she said. "But I truly believe this is the way the major- ity of our people want to work and it allows them to have that work- life balance so we really need to be courageous and have these conversations." Understand workplace dynamics to build policies CYBER SECURITY < pg. 1 " ere's a need for cyber security to be in the DNA of an organization." Prepared for Barbara Smith CHRL Date: January 20, 2016 It's FREE and the best 30 minute investment you can make to advance your career. HRPA.ca/CPDassessment HRPA's new CPD Needs Analysis Self-Assessment tool helps you take a strategic approach to your HR career. Evaluate your current skills and knowledge using a 30-minute online evaluation (based on HRPA's professional competency framework) and pinpoint the continuing professional development you need to develop your capabilities. • Identify your skills gaps • Prioritize your CPD requirements • Receive annual development recommendations • Discover the skills you need to advance your career Prepared for Barbara Smith CHRL Date: January 20, 2016 TABLE OF CONTENTS Introduction .................... 3 About the HRPA Professional Competency Framework .................... 4 Your organization and you .................... 6 Your Self-Assessment Results YOUR ASSESSMENT SUMMARY .................... 7 1. STRATEGY .................... 8 2. PROFESSIONAL PRACTICE .................... 9 3. ORGANIZATIONAL EFFECTIVENESS .................... 10 4. WORKFORCE PLANNING AND TALENT MANAGEMENT .................... 11 5. LABOUR AND EMPLOYEE RELATIONS STRATEGIES .................... 12 6. TOTAL REWARDS .................... 13 7. LEARNING AND DEVELOPMENT .................... 14 8. HEALTH, WELLNESS, AND SAFE WORKPLACE .................... 15 9. HUMAN RESOURCES METRICS, REPORTING AND FINANCIAL MANAGEMENT .................... 16 Your Personal Development Plan Introduction .................... 18 Certificate Programs .................... 19 Workshops & Seminars .................... 21 Webcasts .................... 23 Enabling Competencies .................... 25 Conferences .................... 26 Hot Topics .................... 27

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