In the world of cybersecurity, the biggest and most overlooked threat is human risk. With human error responsible for 68% of data breaches (according to the Verizon Data Breach Investigations Report), managing this risk isn’t just important - it’s essential.

That’s why Human Risk Management (HRM) has become a cornerstone of modern security strategies.

Effective HRM goes beyond basic awareness training. It takes a data-driven, behaviour-focused approach to reducing human risk. Implementing HRM successfully requires more than policies and procedures - it demands a strategy that blends technology, psychology and continuous adaptation. Here are seven best practices to help organisations build a strong HRM programme that drives real behaviour change and strengthens overall security.

Engage Leadership and Build a Security Culture

HRM initiatives thrive when backed by strong leadership and a culture of accountability. When senior executives prioritise cybersecurity, the rest of the organisation tends to follow suit. Engaging leadership means:

• Fostering Executive Buy-In Highlight the financial, reputational and operational risks of ignoring human risk. Use case studies and real-world examples of breaches caused by human error to emphasise the urgency of proactive measures.

• Cross-Department Collaboration HRM works best when it draws insights from HR, IT, legal and compliance teams. This collaborative approach ensures a comprehensive view of organisational risk and helps implement cohesive policies without gaps.

• Promoting Continuous Improvement Leadership should champion ongoing security training and awareness initiatives. Regular reviews and strategy updates help keep pace with evolving threats.

Comment: When leadership sets the tone, it creates a ripple effect—embedding HRM into the organisation’s values and goals. This not only enhances security but also boosts overall operational resilience.

Adopt a Culture of Accountability and Transparency

Accountability and transparency are key to building employee trust and ensuring compliance with security policies. To foster this culture:

• Set Clear Expectations Communicate security policies in a way that’s easy to understand and follow. Use newsletters or internal platforms to reinforce key messages.

• Encourage Reporting Create a safe environment for employees to report potential security issues. Anonymous reporting channels and clear follow-up processes help build transparency.

• Reward Positive Behaviour Recognise and reward employees who demonstrate good security practices. Incentives or public recognition can motivate others to follow suit.

Comment: Transparency also means openly discussing lessons learned from past incidents. Sharing updates on security efforts and their impact fosters a sense of shared ownership and accountability.

Start with a Risk Assessment

A thorough risk assessment is the foundation of any HRM strategy. It enables organisations to:

• Identify Key Risks Pinpoint areas where employees are most vulnerable—like phishing or poor password habits. Use threat intelligence to stay ahead of industry-specific risks.

• Prioritise Efforts Focus on the most critical threats based on your cybersecurity posture and business goals. For example, prioritise protecting high-value assets like customer data or intellectual property.

• Align with Business Goals HRM strategies should complement broader organisational objectives. A risk assessment aligned with business goals helps secure executive support and ensures security investments deliver maximum ROI.

Comment: Risk assessments should be iterative, evolving with the organisation’s needs and threat landscape. Behavioural analytics can offer actionable insights into employee activities and vulnerabilities. Periodic assessments help maintain alignment with strategic objectives.

Personalise the Experience

Generic, one-size-fits-all security training rarely works. Instead, tailor HRM initiatives to individuals or groups based on:

• Risk Levels Employees handling sensitive data or critical systems may need specialised training. For instance, finance teams might benefit from guidance on avoiding payment fraud.

• Behavioural Insights Understand how employees interact with technology and identify risky behaviours. Tools that flag actions like repeated access attempts to restricted files can guide training priorities.

• Engaging Content Use gamification, microlearning and scenario-based exercises to keep employees engaged. Simulations of real-world threats, like phishing, improve retention and readiness.

Comment: Personalised HRM strategies address specific vulnerabilities and foster meaningful behaviour change. Regularly updating training content ensures employees stay vigilant against emerging threats.

Leverage AI to Automate and Enhance HRM Processes

Artificial intelligence (AI) is transforming HRM by automating tasks and delivering real-time insights. Key benefits include:

• Behavioural Analytics AI tools can detect risky patterns, such as repeated failed logins or unusual data access. These insights allow security teams to intervene before breaches occur.

• Phishing Detection AI can simulate phishing attacks tailored to your organisation, helping employees spot and report threats. Advanced models can also block phishing emails before they reach inboxes.

• Streamlined Processes Automating tasks like log analysis and risk assessments frees up security teams to focus on strategic initiatives. AI dashboards offer instant summaries of organisational risk levels for quicker decision-making.

Comment: AI boosts the efficiency and effectiveness of HRM, helping organisations stay ahead of threats. It’s vital, however, to ensure AI tools align with organisational goals and ethical standards to avoid bias in decision-making.

Measure, Monitor, and Improve

Continuous improvement is the backbone of a successful HRM strategy. Organisations should:

• Track Key Performance Indicators (KPIs) Metrics like phishing simulation click rates, incident response times and training completion rates offer insights into HRM effectiveness. Benchmarking against industry standards highlights areas for growth.

• Conduct Regular Testing Simulations and penetration tests help identify gaps and reinforce employee readiness. Frequent testing keeps security top of mind.

• Incorporate Feedback Use employee feedback and incident data to refine training and policies. Surveys and focus groups provide valuable insights into improving security practices.

Comment: A data-driven approach ensures HRM strategies remain relevant and effective. Regular reviews and adjustments based on measurable outcomes support long-term success.

Incorporate Human Elements

While technology is vital, the human touch remains essential in HRM. Organisations can:

• Provide Coaching and Mentoring Pair employees with security champions or mentors to reinforce positive behaviours. Personalised guidance helps employees understand their role in reducing risk.

• Offer Support for High-Risk Employees Address stress, burnout or other factors that may lead to risky behaviour. Access to mental health resources or flexible work arrangements can help mitigate these issues.

• Engage Employees in Security Planning Involve staff in creating security initiatives to boost buy-in and relevance. Workshops and brainstorming sessions make employees feel valued and invested.

Comment: Balancing technical tools with personal interactions creates a well-rounded HRM approach. Human-centric initiatives build trust and engagement, enhancing overall effectiveness.

Conclusion

HRM isn’t a one-off project - it’s an ongoing strategy that evolves with your organisation and the threat landscape. Success requires a multifaceted approach that balances technology, behaviour and culture.

By engaging leadership, conducting thorough risk assessments, personalising training, leveraging AI, fostering accountability, continuously improving, and incorporating human elements, organisations can build a robust HRM strategy.

Follow these seven best practices to move beyond traditional awareness training and adopt a proactive, data-driven approach to managing human risk.