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Human Capital Managers

Human Capital Managers have the important responsibility of understanding every type of job in order to fill them and help their organization function properly. But since the cybersecurity field is still being defined and developed, how can you make sure you attract and hire the correct workforce? Read below for information that might help.

Understanding the Field: The National Cybersecurity Workforce Framework

Throughout the Federal Government and the nation, there is little consistency in terms of how cybersecurity work is defined and categorized. Consequently, uncertainty surrounds the job duties and tasks carried out by cybersecurity professionals and the skill sets required to perform these duties. In order to provide a common lexicon and define the field, the government led the development of the National Cybersecurity Workforce Framework (the Workforce Framework). The Workforce Framework is designed to be comprehensive covering the major categories and specialty areas while remaining inherently flexible, allowing organizations to adapt its content to their human capital and workforce planning needs. The first version of the Workforce Framework, released in 2012, outlines 31 functional work specialties within the cybersecurity field and is the foundation of the workforce efforts. To learn more, visit the Workforce Framework page.

Understand Your Workforce

Talent Management is an all-encompassing term for strategic human capital activities that include recruitment/hiring, onboarding, engagement, succession planning, performance management, workforce planning, retention, leadership development, etc. It's about who you need, and how you get them - planning and execution. Talent management activities like recruitment/hiring, retention and engagement are more about execution, or "HOW" you get the workforce you need in the door and/or keep them there. Workforce Planning, performance management and succession planning are more about planning, the "WHO" or "WHAT" of talent management. Unlike the "HOW," these pieces are not about the act of getting the workforce, but planning actions for defining what workforce it is you need. To help with this, in an effort to better understand who a cybersecurity professional is, the government interviewed a diverse group of cybersecurity professionals to learn about their motivations, personalities, values, and work preferences. By better understanding these qualities, we can build a national strategy to continue to grow this highly skilled workforce. To learn more, visit the Talent Management page.

Plan Your Workforce

Workforce planning is a systematic way for organizations to determine future human capital requirements (demand), identify current human capital capabilities (supply), and design and implement strategies to transition the current workforce to the desired future work state. Good workforce planning is designed in a repeatable and reliable fashion, highlighting risks and forecasting needs over time. Effective workforce planning highlights potential risk areas associated with aligning the workforce to work requirements. Applied correctly, workforce planning allows organizations to adjust resources to meet future workloads, patterns of work, and fundamental changes in how work is accomplished. A workforce planning approach must fit the needs of a specific organization and account for unique characteristics of the cybersecurity profession. Learn how you as a Human Capital Manager can use these concepts on the Workforce Planning page.

Recruit the Right Workforce

Once we have identified and built the cybersecurity workforce we need to protect our critical infrastructure, intellectual property, and people, we must continuously work to motivate and retain that workforce. In order to help with this effort, NICE is using the cybersecurity professional profile report to outline what motivates cybersecurity professionals. This report was developed from information collected from focus groups involving individuals at all career levels and across all sectors, to include Federal, state, local, and tribal governments, industry, academia, and non-profits. Learn more about recruiting and retaining the correct workforce on the Talent Management page.