To develop a solid security education training and awareness program, I would begin by conducting a thorough risk assessment to identify the organization’s key vulnerabilities and compliance requirements. The program should be tailored to address those specific risks, with content customized for different roles to ensure relevance. It’s also essential to make training engaging through interactive sessions, real world examples and continuous reinforcement. A culture of security is most effectively built when employees understand how security impacts their day to day work and feel empowered to take ownership of protecting organizational assets.
Hi James
I agree with you but It is actually difficult to find the best way to motivate employees to take ownership of protecting the organizational assets, I change passwords for my clients on daily basis, getting them to fulfil the password requirements often annoys them.
Hi Nelson,
You bring up a really good point. Constantly changing passwords can definitely frustrate people. Do you think introducing something like password managers or using alternative authentication methods, like biometrics, might help ease that frustration while still maintaining strong security practices?
Yes! Passwords managers is a great way to go, internally my company has implemented password manager and it is working efficiently for us. not sure why it has not been recommended to our clients. I will definitely find out. Thanks for your insight.
I wonder what the risk is for implementing password managers on enterprise networks versus Single Sign On (SSO). I would presume that if a threat actor gets access to the credentials for the password managers then they can get access into other systems.
Fantastic response! In addition, I think incorporating mock phishing emails to test employee awareness and adherence to policy is a great step. Relating this to the Target Case, a third party was able to compromise Target’s data. Sending out mock phishing attacks shows how good an organization is at defending against attacks.
The main important thing that I would do if I was designing a security awareness and training program is implement it into the worker’s daily lives. What do I mean by that? Simply put workers already have a lot on their plates in their day by day jobs and I do not believe that traditional classroom training will be effective even if it is mandated. I instead would focus on other methods such as enforcing stricter password requirements that are reset more often, internal phishing campaigns with mandatory trainings for those who fail, and the requirement and normalization of visible access markers such as ID badges and normalized uniforms for building staff. Those measures would address the majority of security concerns. For copyright problems the best way to prevent copyrighted software from being used in the company would be by providing clear alternatives to those programs that are easily accessible by employees. If it’s easier for an employee to download a 3rd party version of the software you are licensing then to access the company approved version they will do that.
Hi Benjamin,
While I agree that practical, daily integration can be more effective for long-term awareness, completely dismissing classroom training overlooks the potential for a blended approach. A mix of structured, hands-on training and real-world practice may address both theoretical understanding and practical application. Are password policies and phishing tests enough, or should companies focus more on building a security-minded culture?
I genuinely believe that classroom approaches and the factor of a workplace culture need to be re-examined now that we have entered the remote work age. They could be useful, yes, but they are much older then the current tools that we have now and their efficacy may be taken for granted. If we could have trainings that both don’t take away from employee productivity or morale then those should be prioritized.
There are several topics to consider in developing security education training and awareness, it varies from one organization to another, it is important to understand the information technology security aspects which include security policies and procedures, security organization structure, IT security processes for business continuity strategy, and governance planning, rules and regulations. I will start with baseline topics like password security, Email phishing, social engineering, Mobile device security, and sensitive data security.
The next step is developing the material that will be used to communicate the content, I will use a combination of different techniques to create security awareness campaigns that are innovative and engaging, for instance, computer-based training, phishing awareness emails, and lectures.
Assessing the needs of the developed security education training and awareness is the next step to bring to light some unexpected needs to improve the results before implementation. I will identify the goals, objectives, and target audience. The program should be evaluated continuously to adjust to the next risk.
Your approach to starting with core security topics like password security, email phishing, and mobile device security is an excellent foundation. These are common areas where employees often face vulnerabilities, so it’s vital to address them early.
To develop a security education training and awareness (SETA) program, one must begin with an assessment of the organization, understanding the current knowledge and awareness of security best practices. After this assessment, an outline can be created to understand where employees are falling short, and what training could be further implemented to increase awareness and knowledge. Once an outline of the program’s goals and objectives has been developed, it would be crucial to receive support from upper management, as leaders of the organization would be able to set the tone for the success of the security program. Once the key topics for knowledge gaps have been selected, it is critical to ensure that that the training is done in an engaging manner to ensure that the material is being absorbed such as group training sessions, online quizzes or real-life scenarios such as the Threat SIM method where an administrator is able to craft fake phishing emails to monitor how the end user responds. Monitoring on a wider scope should be continuous, and reassessing is required to update training materials to reflect new threats and gaps within the organization.
Hi Eric,
I agree with this structured approach, especially the focus on management’s role in setting the tone. However, while the use of engaging methods like quizzes and simulations is effective, it is crucial to recognize that individual learning styles vary, and offering diverse formats could enhance absorption of the material. A more personalized approach might lead to better outcomes for different employee groups. Great post!
Valid point! I do believe that employees could benefit from a more personalized approach regarding their learning style, while I think this may work for small companies, it may prove to be difficult for bigger companies due to the population size.
I would agree with this, one of the biggest factors in any large corporation is if it is scalable or not. If the solution isn’t then many times it’s not feasible.
Assuming that an organization does not have a Security Education, Training and Awareness (SETA) program in place, I would first start out by figuring out their mission and their security needs. This would be crucial in understanding the types of business they engage in, their core customers and assets, and their security objectives. I would then confirm that there is buy-in from leadership to design and develop a SETA program. After buy-in, the funding and establishment of priorities can commence.
I would include all users (from secretaries to executives) in a security awareness program that will provide a baseline of knowledge for common security threats and how to respond to them. This program will employ methods that will ensure all users have the skills to recognize threats and report potential security issues. This will set a general tone towards information security from the top down.
After the baseline has been set, I would then create a security training program that is dynamic based on job functions and skill/experience level. This program will build upon the baseline set in the awareness program and would allow users in group functions to receive security training tailored to the type of role they work in and the level of expertise they hold. This segregation will help influence behaviors when the users feel more engaged in training designed just for them.
The SETA program will include material (with the help of both internal and external security professionals) on concepts such as password security, email phishing, social engineering, and mobile device security. And will be disseminated through means such as emails, lectures, newsletters, and computer-based training. It will also be formulated by a centralized policy and aligned with strategy and implementation that is distributed based on departmental budgets and geography of staff. I will be working with the department responsible for general training while collecting input from security staff to develop a SETA program that involves real-world scenarios.
The program will be disseminated to employees during different stages of their employment. It will be included in their orientation and onboarding and will be refreshed every 6 months to uphold the tone and during the last few days of the employee’s offboarding to communicate details on what the employee is required to keep confidential even after leaving the organization.
I found two really important points you made, starting with understanding the organization’s mission and security needs before designing the SETA program is critical. Ensuring the training aligns with the company’s specific risks and goals. Second, I like how you emphasize tailoring security training based on job functions and experience levels. Customizing the program like this makes the training more relevant and engaging, which can lead to better retention and practical application of security knowledge.
I think you made an important point about making a program that is dynamic for job functions and levels. From personal experience even, I find that a SETA program is most successful when it feels relevant to an individual. Nothing is worse than sitting through a training that feels irrelevant to you and a waste of time.
I would perform a detailed risk assessment to develop a solid security education training and awareness program to pinpoint significant vulnerabilities and possible threats. Data protection, password security, and phishing are some topics that this examination would focus on. The program should focus on building a culture of security awareness throughout the organization by involving users in training tailored to their roles and ensuring everyone knows their security responsibilities and others. I would ensure that the program aligns with industry standards, such as ISO/IEC 27001, which offers guidelines for implementing security management practices. Finally, I would ensure the program has regular updates and interactive methods, like phishing simulations, to keep everyone engaged and informed as threats change.
The first step in developing security education training and awareness program is to conduct a risk assessment to identify potential threats and vulnerabilities. At this point it is also important to review any laws and regulations that mandate security training, as well as aligning the program with the organizations security goals to support business objectives. All employees should be trained on topics such as phishing, and password security. IT and security teams should be given specialized training on incident response, threat hunting, and network security. Training for senior management includes risk management, and the financial impact of a security breach. It is also important that third party vendors and contractors are given some form of training as well. The training needs to be done in person and ideally would include simulations and drills that can better prepare the employees. It is also important to continuously communicate best practices, and tips to employees to ensure that they continue to follow the training.
Creating a Security Education, Training, and Awareness (SETA) program starts with understanding the risks your company faces. You need to look at things like industry regulations, cybersecurity threats, and the specific roles employees play. For example, employees in IT, HR, or finance will need different training based on the type of sensitive information they handle. By figuring out where the biggest security gaps are, you can build a program that addresses the most important areas.
Once you understand the risks, set clear goals for the training. The main objectives are to raise awareness about security, teach employees safe practices, and ensure they follow company policies. Employees should be trained to spot phishing emails, understand the importance of strong passwords, and know how to handle confidential information. It’s important to make the training practical by using real-life examples that employees can relate to.
Lastly, the SETA program should be ongoing, not just a one-time training. Regular updates help keep employees aware of new threats and remind them to stay vigilant. Also, by evaluating the program regularly through feedback or performance data, you can make sure it continues to be effective and relevant.
Creating an effective security education training and awareness program is essential for fostering a culture of security within an organization. I would start by identifying the organization’s specific security risks and vulnerabilities. Then I would evaluate current employee awareness levels and previous training efforts. I would use this information to determine what the program needs to achieve and tailor the program to different roles within the organization. Next, I would develop a mix of formats (e.g., videos, PowerPoints, etc.,) to keep the training engaging. The essential subjects would cover password management, recognizing phishing attempts, secure browsing practices, and data handling protocols. The training would be incorporated into onboarding for new hires and provide ongoing sessions for existing employees. I would also regularly share security tips and updates via emails or newsletters to create a security-focused culture.
Hi Cyrena,
I agree with the need for role based training and ongoing sessions to maintain security awareness. However, I think while sharing tips through emails or newsletters is useful, it may not be enough to create a truly security focused culture. A more interactive and continuous feedback loop, such as employee driven discussions or regular team based security challenges, could foster deeper engagement.
I understand your point of view. The interactive component should definitely be incorporated within the continuous training segment and supported through regular communication. It would also be beneficial to add questions into the training segment to ensure retention and to track what training subjects need to be revamped or revisited to increase understanding of security protocol.
Great post, with an emphasis on culture! I believe it is a powerful mindset/value for any organization to have if echoed by leadership, it’s important for employees to understand their obligations and take appropriate measure to protect sensitive data during daily operations.
During the design phase of developing a SETA program, I would obtain a copy of the organization’s mission and meet with key members of the organization’s leadership and unit management to grasp its culture so that we can collectively determine how best to implement a training strategy. Topics to discuss would include:
• Implementation of customized training based on different groups within the organizations, such as those who need specialized security training to serve in their capacity and those who require general security training.
• Determine whether a centralized strategy, general policy, or both for organizational security would best suit the organization’s needs.
• Key roles and responsibilities would be identified, such as Chief Information Security Officer, and members would be designated to serve on the executive committee that authorizes and supports the program.
• The schedule of when to conduct security training, such as during orientation, quarterly, semi-annually, and/or annually—which would depend on the end users’ roles and responsibilities.
With this information, a needs assessment would be conducted with each of the organization’s units to determine the suggested budget, training plans, and best ways to implement security training. At this stage, a policy would be outlined, drafted, and submitted to the centralized authority for approval.
Once the design is approved and the required security staff are allocated, I would begin the development phase. Initial topics to implement via training throughout the entire organization would include password security, email, phishing, social engineering, mobile device security, sensitive data security, and business communications. Types of material and techniques used to provide training and awareness would include computer-based training, phishing awareness emails, video campaigns, posters and banners, lectures and conferences, regular newsletters, brochures and flyers, and events.
At this point, the program’s scope, goals, and objectives would be determined, as would an approved procedure for administering, maintaining, and evaluating it to ensure ease of use, scalability, accountability, and whether more or less organizational leadership support is warranted.
To develop an effective Security Education, Training, and Awareness (SETA) program, it is essential to first understand the specific security needs of the organization and its employees. The program should start with a broad security awareness campaign targeting all users, designed to create a culture of vigilance and accountability. This foundational training emphasizes individual responsibility in preventing basic security breaches, such as avoiding phishing attacks, safeguarding credentials, and following secure protocols for physical and digital access. The goal at this stage is to ensure that all employees, regardless of their role, recognize common threats and know how to respond, making them the first line of defense in organizational security.
As the SETA program matures, more targeted and advanced training should be introduced to address the specific job functions of employees. For instance, technical staff may require in-depth training on network security, firewall configurations, or intrusion detection, while non-technical staff may need guidance on recognizing social engineering tactics. Training can be tailored based on the employee’s role and technical skill level, ensuring that those who manage higher levels of risk receive the most robust training. By providing role-specific training, organizations not only comply with regulatory standards but also enhance their overall security posture, reducing the risk of security incidents and lowering insurance premiums.
I would first evaluate the risk environment when developing a security education, training, and awareness program. Doing a risk assessment will identify any vulnerabilities and possible targets for threats. I would then define the clear goals of the program. For example, one could be to improve response to security breaches. Afterward, I would identify the target audience as the different organizational roles have different security responsibilities. Senior executives and management should be heavily educated about compliance and risk management. The cost of security breaches can be detrimental to an organization. Staff should practice good cybersecurity practices like password management and avoiding phishing scams. To do this, I would develop training content for them. This way a generalized standard can be set, so there are no incidents like we read about in the Target Case Study. The training can include modules related to data privacy, incident response, and safeguards (encryption, network security). Having them be a hybrid of online and in-person modules allows them to be tailored to any employee. I would then regularly make updates to the modules as needed, making them more advanced and targeted. I would measure the effectiveness by incorporating little checkpoint quizzes as well as a post-training assessment form. I will ensure compliance and regularly refresh it as new policies come to fruition or change, so the organization can remain proactive.
The purpose of a Security Education, Training, and Awareness (SETA) program is to change user behavior. Therefore, the design and implementation of the program are crucial to ensure the organization’s mission and culture are conveyed effectively.
Each organizational unit should first conduct an assessment to evaluate the current cybersecurity awareness level. This helps determine the areas where employees need the most training and identify the biggest vulnerabilities. Based on this assessment, you can establish the program’s goals and objectives and design a SETA program to meet those metrics.
Next, you need to establish a budget, determine the training plan and method, and develop the implementation strategy. It is also important to plan for monitoring and future updates, as training materials and best practices are ever-changing.
I agree that conducting an initial assessment is essential to identify gaps and tailor the SETA program to meet the organization’s specific needs. Additionally, building in a plan for continuous monitoring and updates is key to keeping the training relevant as new cybersecurity threats and best practices emerge.
To develop a security education and awareness (SETA) program, one must evaluate and assess where the company currently stands. That could be observing the policies and standards currently in place and identifying current issues. This will allow one to identify gaps in employee understanding for security awareness and best practices. With this evaluation, new practices or trainings can be propsed to senior mangement. It will be crucuial for the success of SETA programs to have support from business managers. It is important to note the proposed changes or new initatives should be engaging. As technology changes and advances, it is important to understand SETA programs should continiously be developed.
When I compare your post to the one I provided, I must admit it states the same proposal; additionally, it is far more simplified. Also included in your post, while excluded from mine, is the focus on advancing security changes as technology evolves. Great post.
To develop a Security Education, Training, and Awareness (SETA) program, it is important to design the program in a way that engages employees and leaves a lasting impression. Every employee, from executives to entry-level staff, play a critical role in maintaining security practices on a daily basis. The program should be both interactive and innovative to ensure full engagement across all levels.
A good starting point is conducting a survey to gauge how much knowledge employees currently have about cybersecurity and the company’s IT policies. The results of this survey will reveal areas where additional training and awareness are needed. The training should focus on closing knowledge gaps, whether it’s related to password management, phishing threats, or data protection. It’s crucial to ensure that the training is not only informative but also engaging and memorable.
To achieve this, incorporate interactive learning techniques such as role-playing scenarios or simulations that allow employees to experience real-world situations. Additionally, create innovative games to make learning fun and encourage participation. Providing multiple learning formats, such as online courses, in-person classroom sessions, and workshops that will accommodate different learning preferences and schedules, ensuring that every employee has access to the training in a way that suits them best.
I completely agree that engaging employees across all levels is crucial to a successful SETA program. Starting with a survey to assess current knowledge ensures the training is targeted and addresses specific gaps, such as phishing or data protection. Incorporating interactive elements like role playing or simulations will make the training more memorable, helping employees better understand how to apply security practices in real world situations. Offering multiple formats, including online courses and workshops, also accommodates different learning preferences, ensuring broader participation and long-term retention of the material.
James Nyamokoh says
To develop a solid security education training and awareness program, I would begin by conducting a thorough risk assessment to identify the organization’s key vulnerabilities and compliance requirements. The program should be tailored to address those specific risks, with content customized for different roles to ensure relevance. It’s also essential to make training engaging through interactive sessions, real world examples and continuous reinforcement. A culture of security is most effectively built when employees understand how security impacts their day to day work and feel empowered to take ownership of protecting organizational assets.
Nelson Ezeatuegwu says
Hi James
I agree with you but It is actually difficult to find the best way to motivate employees to take ownership of protecting the organizational assets, I change passwords for my clients on daily basis, getting them to fulfil the password requirements often annoys them.
James Nyamokoh says
Hi Nelson,
You bring up a really good point. Constantly changing passwords can definitely frustrate people. Do you think introducing something like password managers or using alternative authentication methods, like biometrics, might help ease that frustration while still maintaining strong security practices?
Nelson Ezeatuegwu says
Hi James
Yes! Passwords managers is a great way to go, internally my company has implemented password manager and it is working efficiently for us. not sure why it has not been recommended to our clients. I will definitely find out. Thanks for your insight.
Gbolahan Afolabi says
I wonder what the risk is for implementing password managers on enterprise networks versus Single Sign On (SSO). I would presume that if a threat actor gets access to the credentials for the password managers then they can get access into other systems.
Neel Patel says
Hi James!
Fantastic response! In addition, I think incorporating mock phishing emails to test employee awareness and adherence to policy is a great step. Relating this to the Target Case, a third party was able to compromise Target’s data. Sending out mock phishing attacks shows how good an organization is at defending against attacks.
Benjamin Rooks says
The main important thing that I would do if I was designing a security awareness and training program is implement it into the worker’s daily lives. What do I mean by that? Simply put workers already have a lot on their plates in their day by day jobs and I do not believe that traditional classroom training will be effective even if it is mandated. I instead would focus on other methods such as enforcing stricter password requirements that are reset more often, internal phishing campaigns with mandatory trainings for those who fail, and the requirement and normalization of visible access markers such as ID badges and normalized uniforms for building staff. Those measures would address the majority of security concerns. For copyright problems the best way to prevent copyrighted software from being used in the company would be by providing clear alternatives to those programs that are easily accessible by employees. If it’s easier for an employee to download a 3rd party version of the software you are licensing then to access the company approved version they will do that.
James Nyamokoh says
Hi Benjamin,
While I agree that practical, daily integration can be more effective for long-term awareness, completely dismissing classroom training overlooks the potential for a blended approach. A mix of structured, hands-on training and real-world practice may address both theoretical understanding and practical application. Are password policies and phishing tests enough, or should companies focus more on building a security-minded culture?
Benjamin Rooks says
I genuinely believe that classroom approaches and the factor of a workplace culture need to be re-examined now that we have entered the remote work age. They could be useful, yes, but they are much older then the current tools that we have now and their efficacy may be taken for granted. If we could have trainings that both don’t take away from employee productivity or morale then those should be prioritized.
Nelson Ezeatuegwu says
There are several topics to consider in developing security education training and awareness, it varies from one organization to another, it is important to understand the information technology security aspects which include security policies and procedures, security organization structure, IT security processes for business continuity strategy, and governance planning, rules and regulations. I will start with baseline topics like password security, Email phishing, social engineering, Mobile device security, and sensitive data security.
The next step is developing the material that will be used to communicate the content, I will use a combination of different techniques to create security awareness campaigns that are innovative and engaging, for instance, computer-based training, phishing awareness emails, and lectures.
Assessing the needs of the developed security education training and awareness is the next step to bring to light some unexpected needs to improve the results before implementation. I will identify the goals, objectives, and target audience. The program should be evaluated continuously to adjust to the next risk.
Aisha Ings says
Hi Nelson,
Your approach to starting with core security topics like password security, email phishing, and mobile device security is an excellent foundation. These are common areas where employees often face vulnerabilities, so it’s vital to address them early.
Ericberto Mariscal says
To develop a security education training and awareness (SETA) program, one must begin with an assessment of the organization, understanding the current knowledge and awareness of security best practices. After this assessment, an outline can be created to understand where employees are falling short, and what training could be further implemented to increase awareness and knowledge. Once an outline of the program’s goals and objectives has been developed, it would be crucial to receive support from upper management, as leaders of the organization would be able to set the tone for the success of the security program. Once the key topics for knowledge gaps have been selected, it is critical to ensure that that the training is done in an engaging manner to ensure that the material is being absorbed such as group training sessions, online quizzes or real-life scenarios such as the Threat SIM method where an administrator is able to craft fake phishing emails to monitor how the end user responds. Monitoring on a wider scope should be continuous, and reassessing is required to update training materials to reflect new threats and gaps within the organization.
James Nyamokoh says
Hi Eric,
I agree with this structured approach, especially the focus on management’s role in setting the tone. However, while the use of engaging methods like quizzes and simulations is effective, it is crucial to recognize that individual learning styles vary, and offering diverse formats could enhance absorption of the material. A more personalized approach might lead to better outcomes for different employee groups. Great post!
Ericberto Mariscal says
Hi James,
Valid point! I do believe that employees could benefit from a more personalized approach regarding their learning style, while I think this may work for small companies, it may prove to be difficult for bigger companies due to the population size.
Benjamin Rooks says
I would agree with this, one of the biggest factors in any large corporation is if it is scalable or not. If the solution isn’t then many times it’s not feasible.
Gbolahan Afolabi says
Assuming that an organization does not have a Security Education, Training and Awareness (SETA) program in place, I would first start out by figuring out their mission and their security needs. This would be crucial in understanding the types of business they engage in, their core customers and assets, and their security objectives. I would then confirm that there is buy-in from leadership to design and develop a SETA program. After buy-in, the funding and establishment of priorities can commence.
I would include all users (from secretaries to executives) in a security awareness program that will provide a baseline of knowledge for common security threats and how to respond to them. This program will employ methods that will ensure all users have the skills to recognize threats and report potential security issues. This will set a general tone towards information security from the top down.
After the baseline has been set, I would then create a security training program that is dynamic based on job functions and skill/experience level. This program will build upon the baseline set in the awareness program and would allow users in group functions to receive security training tailored to the type of role they work in and the level of expertise they hold. This segregation will help influence behaviors when the users feel more engaged in training designed just for them.
The SETA program will include material (with the help of both internal and external security professionals) on concepts such as password security, email phishing, social engineering, and mobile device security. And will be disseminated through means such as emails, lectures, newsletters, and computer-based training. It will also be formulated by a centralized policy and aligned with strategy and implementation that is distributed based on departmental budgets and geography of staff. I will be working with the department responsible for general training while collecting input from security staff to develop a SETA program that involves real-world scenarios.
The program will be disseminated to employees during different stages of their employment. It will be included in their orientation and onboarding and will be refreshed every 6 months to uphold the tone and during the last few days of the employee’s offboarding to communicate details on what the employee is required to keep confidential even after leaving the organization.
Christopher Williams says
I found two really important points you made, starting with understanding the organization’s mission and security needs before designing the SETA program is critical. Ensuring the training aligns with the company’s specific risks and goals. Second, I like how you emphasize tailoring security training based on job functions and experience levels. Customizing the program like this makes the training more relevant and engaging, which can lead to better retention and practical application of security knowledge.
Brittany Pomish says
I think you made an important point about making a program that is dynamic for job functions and levels. From personal experience even, I find that a SETA program is most successful when it feels relevant to an individual. Nothing is worse than sitting through a training that feels irrelevant to you and a waste of time.
Tache Johnson says
I would perform a detailed risk assessment to develop a solid security education training and awareness program to pinpoint significant vulnerabilities and possible threats. Data protection, password security, and phishing are some topics that this examination would focus on. The program should focus on building a culture of security awareness throughout the organization by involving users in training tailored to their roles and ensuring everyone knows their security responsibilities and others. I would ensure that the program aligns with industry standards, such as ISO/IEC 27001, which offers guidelines for implementing security management practices. Finally, I would ensure the program has regular updates and interactive methods, like phishing simulations, to keep everyone engaged and informed as threats change.
Vincenzo Macolino says
The first step in developing security education training and awareness program is to conduct a risk assessment to identify potential threats and vulnerabilities. At this point it is also important to review any laws and regulations that mandate security training, as well as aligning the program with the organizations security goals to support business objectives. All employees should be trained on topics such as phishing, and password security. IT and security teams should be given specialized training on incident response, threat hunting, and network security. Training for senior management includes risk management, and the financial impact of a security breach. It is also important that third party vendors and contractors are given some form of training as well. The training needs to be done in person and ideally would include simulations and drills that can better prepare the employees. It is also important to continuously communicate best practices, and tips to employees to ensure that they continue to follow the training.
Christopher Williams says
Creating a Security Education, Training, and Awareness (SETA) program starts with understanding the risks your company faces. You need to look at things like industry regulations, cybersecurity threats, and the specific roles employees play. For example, employees in IT, HR, or finance will need different training based on the type of sensitive information they handle. By figuring out where the biggest security gaps are, you can build a program that addresses the most important areas.
Once you understand the risks, set clear goals for the training. The main objectives are to raise awareness about security, teach employees safe practices, and ensure they follow company policies. Employees should be trained to spot phishing emails, understand the importance of strong passwords, and know how to handle confidential information. It’s important to make the training practical by using real-life examples that employees can relate to.
Lastly, the SETA program should be ongoing, not just a one-time training. Regular updates help keep employees aware of new threats and remind them to stay vigilant. Also, by evaluating the program regularly through feedback or performance data, you can make sure it continues to be effective and relevant.
Cyrena Haynes says
Creating an effective security education training and awareness program is essential for fostering a culture of security within an organization. I would start by identifying the organization’s specific security risks and vulnerabilities. Then I would evaluate current employee awareness levels and previous training efforts. I would use this information to determine what the program needs to achieve and tailor the program to different roles within the organization. Next, I would develop a mix of formats (e.g., videos, PowerPoints, etc.,) to keep the training engaging. The essential subjects would cover password management, recognizing phishing attempts, secure browsing practices, and data handling protocols. The training would be incorporated into onboarding for new hires and provide ongoing sessions for existing employees. I would also regularly share security tips and updates via emails or newsletters to create a security-focused culture.
James Nyamokoh says
Hi Cyrena,
I agree with the need for role based training and ongoing sessions to maintain security awareness. However, I think while sharing tips through emails or newsletters is useful, it may not be enough to create a truly security focused culture. A more interactive and continuous feedback loop, such as employee driven discussions or regular team based security challenges, could foster deeper engagement.
Cyrena Haynes says
Hi James,
I understand your point of view. The interactive component should definitely be incorporated within the continuous training segment and supported through regular communication. It would also be beneficial to add questions into the training segment to ensure retention and to track what training subjects need to be revamped or revisited to increase understanding of security protocol.
Ericberto Mariscal says
Hi Cyrena,
Great post, with an emphasis on culture! I believe it is a powerful mindset/value for any organization to have if echoed by leadership, it’s important for employees to understand their obligations and take appropriate measure to protect sensitive data during daily operations.
Jocque Sims says
During the design phase of developing a SETA program, I would obtain a copy of the organization’s mission and meet with key members of the organization’s leadership and unit management to grasp its culture so that we can collectively determine how best to implement a training strategy. Topics to discuss would include:
• Implementation of customized training based on different groups within the organizations, such as those who need specialized security training to serve in their capacity and those who require general security training.
• Determine whether a centralized strategy, general policy, or both for organizational security would best suit the organization’s needs.
• Key roles and responsibilities would be identified, such as Chief Information Security Officer, and members would be designated to serve on the executive committee that authorizes and supports the program.
• The schedule of when to conduct security training, such as during orientation, quarterly, semi-annually, and/or annually—which would depend on the end users’ roles and responsibilities.
With this information, a needs assessment would be conducted with each of the organization’s units to determine the suggested budget, training plans, and best ways to implement security training. At this stage, a policy would be outlined, drafted, and submitted to the centralized authority for approval.
Once the design is approved and the required security staff are allocated, I would begin the development phase. Initial topics to implement via training throughout the entire organization would include password security, email, phishing, social engineering, mobile device security, sensitive data security, and business communications. Types of material and techniques used to provide training and awareness would include computer-based training, phishing awareness emails, video campaigns, posters and banners, lectures and conferences, regular newsletters, brochures and flyers, and events.
At this point, the program’s scope, goals, and objectives would be determined, as would an approved procedure for administering, maintaining, and evaluating it to ensure ease of use, scalability, accountability, and whether more or less organizational leadership support is warranted.
Andrea Baum says
To develop an effective Security Education, Training, and Awareness (SETA) program, it is essential to first understand the specific security needs of the organization and its employees. The program should start with a broad security awareness campaign targeting all users, designed to create a culture of vigilance and accountability. This foundational training emphasizes individual responsibility in preventing basic security breaches, such as avoiding phishing attacks, safeguarding credentials, and following secure protocols for physical and digital access. The goal at this stage is to ensure that all employees, regardless of their role, recognize common threats and know how to respond, making them the first line of defense in organizational security.
As the SETA program matures, more targeted and advanced training should be introduced to address the specific job functions of employees. For instance, technical staff may require in-depth training on network security, firewall configurations, or intrusion detection, while non-technical staff may need guidance on recognizing social engineering tactics. Training can be tailored based on the employee’s role and technical skill level, ensuring that those who manage higher levels of risk receive the most robust training. By providing role-specific training, organizations not only comply with regulatory standards but also enhance their overall security posture, reducing the risk of security incidents and lowering insurance premiums.
Neel Patel says
I would first evaluate the risk environment when developing a security education, training, and awareness program. Doing a risk assessment will identify any vulnerabilities and possible targets for threats. I would then define the clear goals of the program. For example, one could be to improve response to security breaches. Afterward, I would identify the target audience as the different organizational roles have different security responsibilities. Senior executives and management should be heavily educated about compliance and risk management. The cost of security breaches can be detrimental to an organization. Staff should practice good cybersecurity practices like password management and avoiding phishing scams. To do this, I would develop training content for them. This way a generalized standard can be set, so there are no incidents like we read about in the Target Case Study. The training can include modules related to data privacy, incident response, and safeguards (encryption, network security). Having them be a hybrid of online and in-person modules allows them to be tailored to any employee. I would then regularly make updates to the modules as needed, making them more advanced and targeted. I would measure the effectiveness by incorporating little checkpoint quizzes as well as a post-training assessment form. I will ensure compliance and regularly refresh it as new policies come to fruition or change, so the organization can remain proactive.
Brittany Pomish says
The purpose of a Security Education, Training, and Awareness (SETA) program is to change user behavior. Therefore, the design and implementation of the program are crucial to ensure the organization’s mission and culture are conveyed effectively.
Each organizational unit should first conduct an assessment to evaluate the current cybersecurity awareness level. This helps determine the areas where employees need the most training and identify the biggest vulnerabilities. Based on this assessment, you can establish the program’s goals and objectives and design a SETA program to meet those metrics.
Next, you need to establish a budget, determine the training plan and method, and develop the implementation strategy. It is also important to plan for monitoring and future updates, as training materials and best practices are ever-changing.
Andrea Baum says
I agree that conducting an initial assessment is essential to identify gaps and tailor the SETA program to meet the organization’s specific needs. Additionally, building in a plan for continuous monitoring and updates is key to keeping the training relevant as new cybersecurity threats and best practices emerge.
Dawn Foreman says
To develop a security education and awareness (SETA) program, one must evaluate and assess where the company currently stands. That could be observing the policies and standards currently in place and identifying current issues. This will allow one to identify gaps in employee understanding for security awareness and best practices. With this evaluation, new practices or trainings can be propsed to senior mangement. It will be crucuial for the success of SETA programs to have support from business managers. It is important to note the proposed changes or new initatives should be engaging. As technology changes and advances, it is important to understand SETA programs should continiously be developed.
Jocque Sims says
Good afternoon, Foreman,
When I compare your post to the one I provided, I must admit it states the same proposal; additionally, it is far more simplified. Also included in your post, while excluded from mine, is the focus on advancing security changes as technology evolves. Great post.
Aisha Ings says
To develop a Security Education, Training, and Awareness (SETA) program, it is important to design the program in a way that engages employees and leaves a lasting impression. Every employee, from executives to entry-level staff, play a critical role in maintaining security practices on a daily basis. The program should be both interactive and innovative to ensure full engagement across all levels.
A good starting point is conducting a survey to gauge how much knowledge employees currently have about cybersecurity and the company’s IT policies. The results of this survey will reveal areas where additional training and awareness are needed. The training should focus on closing knowledge gaps, whether it’s related to password management, phishing threats, or data protection. It’s crucial to ensure that the training is not only informative but also engaging and memorable.
To achieve this, incorporate interactive learning techniques such as role-playing scenarios or simulations that allow employees to experience real-world situations. Additionally, create innovative games to make learning fun and encourage participation. Providing multiple learning formats, such as online courses, in-person classroom sessions, and workshops that will accommodate different learning preferences and schedules, ensuring that every employee has access to the training in a way that suits them best.
Andrea Baum says
I completely agree that engaging employees across all levels is crucial to a successful SETA program. Starting with a survey to assess current knowledge ensures the training is targeted and addresses specific gaps, such as phishing or data protection. Incorporating interactive elements like role playing or simulations will make the training more memorable, helping employees better understand how to apply security practices in real world situations. Offering multiple formats, including online courses and workshops, also accommodates different learning preferences, ensuring broader participation and long-term retention of the material.