What is ReSeBI?
ReSeBI (Resilient Security Behavior Index) is a comprehensive guide developed by Security Quotient to facilitate the adoption of desirable cyber security behavior practices within organizations. It simplifies building a robust cyber security culture by offering expert insights and covering various behaviors across different job roles.
ReSeBI offers two behavior types: General and Role-Specific. The General Behavior type applies universally, while the Role-Specific practices align with specific roles. This flexibility allows you to select the behaviors that best suit your organization’s needs, accompanied by corresponding behavior categories and indicators.
Download your copy of ReSeBI (Resilient Security Behavior Index)
How to use ReSeBI?
Let’s explore an example that utilizes the ReSeBI methodology to develop a cyber security behavior guideline specifically tailored for HR staff.
This example will provide a practical demonstration of how ReSeBI can be effectively employed in real-world scenarios.
Step 1: Identify Human Resource Behavior (HRB) in ReSeBI.
First, select one or more desired behaviors from HRB. For instance, let’s focus on HRB1 Recruitment behavior, which includes the following categories:
- HRB1.1 Secure candidate data collection
- HRB1.2 Candidate data protection
- HRB1.3 Candidate data archiving and retention
- HRB1.4 Secure candidate data deletion
For the purpose of this example, we’ll focus on the behavior category HRB1.4 Secure candidate data deletion, which has the following behavior indicators:
HRB1.4.1 Uses secure data deletion methods to permanently erase candidate data
HRB1.4.2 Ensures candidate data removal to prevent unintended restoration or duplication
To qualify as strong in the behavior category HRB1.4 Secure candidate data deletion, the HR personnel should have both of the above behavior indicators. Similarly, they should be proficient in all of the above behavior categories that fall under HRB1 Recruitment to qualify as strong in this behavior, which is a crucial cyber security behavior practice for the HR Department.
Step 2: Assess HR personnel’s behavior.
Evaluate the HR personnel’s proficiency in meeting the above criteria. Identify gaps in their cyber security behavior concerning the HR practices listed in ReSeBI.
Step 3: Implement corrective actions.
Implement strategies to rectify the identified weak spots in your HR team’s cyber security behavior. Provide regular training and assessments to ensure that your HR team stays updated to face emerging cyber threats.
By following the above steps, you can build a solid cyber security behavior guideline for your organization’s HR department. Likewise, you can use ReSeBI to cultivate a robust cyber security culture for any role within your organisation.
