Book Image

Building a Cyber Resilient Business

By : Dr. Magda Lilia Chelly, Shamane Tan, Hai Tran
Book Image

Building a Cyber Resilient Business

By: Dr. Magda Lilia Chelly, Shamane Tan, Hai Tran

Overview of this book

With cyberattacks on the rise, it has become essential for C-suite executives and board members to step up and collectively recognize cyber risk as a top priority business risk. However, non-cyber executives find it challenging to understand their role in increasing the business’s cyber resilience due to its complex nature and the lack of a clear return on investment. This book demystifies the perception that cybersecurity is a technical problem, drawing parallels between the key responsibilities of the C-suite roles to line up with the mission of the Chief Information Security Officer (CISO). The book equips you with all you need to know about cyber risks to run the business effectively. Each chapter provides a holistic overview of the dynamic priorities of the C-suite (from the CFO to the CIO, COO, CRO, and so on), and unpacks how cybersecurity must be embedded in every business function. The book also contains self-assessment questions, which are a helpful tool in evaluating any major cybersecurity initiatives and/or investment required. With this book, you’ll have a deeper appreciation of the various ways all executives can contribute to the organization’s cyber program, in close collaboration with the CISO and the security team, and achieve a cyber-resilient, profitable, and sustainable business.
Table of Contents (14 chapters)

How the CHRO supports cyber resilience

Perhaps the most direct link between the HR function and cybersecurity is found in HR’s ability to help control the insider threats faced by the organization. During the sourcing, hiring, and onboarding of candidates, there are security assessments and processes the CHRO can use to support the company by strengthening its cyber resilience and mitigating cyber risks linked to insider threats.

Here are some pre-hiring and post-hiring examples of where the CHRO can support this:

Pre-hiring:

  • In the job posting, the HR process should indicate references will be checked and a background check is necessary before confirmation of the hire.
  • The HR process must ensure a nondisclosure agreement is provided and signed before sharing any confidential information with the candidate and should advise the hiring manager accordingly.
  • When an employment agreement is prepared, the HR process must ensure that clauses around data privacy...