CERT Resilience Management Model, Version 1.0

identification of skill requirements, the acquisition of appropriate staff, the management ofstaff performance in supporting operational resilience, and the termination of staff in amanner that minimizes organizational impact.As people are a ubiquitous resource to an organization, there are many aspects of humanresources that affect operational resilience. People Management is focused on theavailability of people to the services that they support. The management of people throughtheir employment life cycle and the effect on operational resilience is addressed in theHuman Resource Management competency. Finally, promoting awareness of theorganization’s efforts and providing training to resilience staff for their roles in managingoperational resilience is addressed in the Organizational Training and Awarenesscompetency.Related Process AreasThe training of staff to meet resilience requirements, needs, and gaps is established andmanaged in the Organizational Training and Awareness process area.Determining funding needs for providing human resources to the operational resiliencemanagement process is addressed in the Financial Resource Management process area.The management of operational risks through their life cycle is addressed in the RiskManagement process area.The specific activities involved in cross-training and succession planning as a means forimproving and sustaining resilience is addressed in the People Management process area.The management of intellectual property and knowledge as high-value organizationalinformation assets is addressed in the Knowledge and Information Management processarea.Managing access to organizational assets on a recurring basis is addressed in the AccessManagement process area.Summary of Specific Goals and PracticesGoalsHRM:SG1 Establish Resource NeedsHRM:SG2 Manage Staff AcquisitionHRM:SG3 Manage Staff PerformanceHRM:SG4 Manage Changes to EmploymentStatusPracticesHRM:SG1.SP1 Establish Baseline CompetenciesHRM:SG1.SP2 Inventory Skills and Identify GapsHRM:SG1.SP3 Address Skill DeficienciesHRM:SG2.SP1 Verify Suitability of Candidate StaffHRM:SG2.SP2 Establish Terms and Conditions of EmploymentHRM:SG3.SP1 Establish Resilience as a Job ResponsibilityHRM:SG3.SP2 Establish Resilience Performance Goals andObjectivesHRM:SG3.SP3 Measure and Assess PerformanceHRM:SG3.SP4 Establish Disciplinary ProcessHRM:SG4.SP1 Manage Impact of Position ChangesHRM:SG4.SP2 Manage Access to AssetsHRM:SG4.SP3 Manage Involuntary Terminations134 | CMU/SEI-2010-TR-012