Keepnet Labs Logo
Menu
HOME > blog > what is human risk management

What Is Human Risk Management? A 2025 Guide for Businesses

Human Risk Management (HRM) is the proactive discipline of identifying, quantifying, and reducing cybersecurity risks caused by employee behavior and decisions. In this guide, you’ll discover why HRM matters in 2025 and learn how to build a resilient, human-centric security culture with frameworks, tools, and best practices.

 What Is Human Risk Management? (2025 Guide)

Human risk management (HRM) is a modern cybersecurity approach that measures, predicts, and reduces security risks caused by and to people. It looks beyond “awareness courses” to the human element itself—what users actually do in the real world—and then applies targeted training, policies, and controls to change risky security behaviors and build a strong security culture. Analysts increasingly frame the evolution from “Security Awareness & Training (SA&T)” toward HRM as a shift in mindset, strategy, and technology focused on outcomes: reduced incidents and safer behavior.

“Human Risk Management isn’t another training checkbox—it’s a strategy to turn the human element into a defense layer. With an agentic human risk management platform, phishing simulations, and just-in-time security awareness training, we move from dashboards to measurable behavior change and a strong security culture.”

Ozan UCAR, the CEO of Keepnet Human Risk Management Platform

Why HRM matters right now

  • Breaches still involve people: Verizon’s 2025 DBIR reports the human element was present in 60% of breaches (after refining the metric to exclude malicious privilege misuse). That is where HRM operates—on behavior, decisions, and context.
  • The market has moved. Industry leaders and independent research now treat HRM as a distinct capability, not just a rebrand of training. Forrester’s work formalizes HRM and sets clear expectations for platforms: detect/measure behavior, trigger interventions, enable employees, and build positive security culture. (Forrester, 2024)
  • Skills and methods are maturing. Even SANS now teaches Managing Human Risk as a dedicated discipline—evidence that HRM is a craft with frameworks, metrics, and repeatable methods. (SANS Institute)

Check our blog to learn more about human risk indicators that can compromise your cybersecurity.

Human Risk Management Platforms vs. Traditional Security Tools

Traditional controls (email gateways, EDR, firewalls) and programmatic training remain vital. HRM platforms complement them by closing the behavior gap. Here’s the practical difference:

TopicTraditional security toolsHuman risk management platforms
Primary focusTechnical indicators and system eventsUser behavior, exposure, context, and culture
Unit of analysisDevices, endpoints, messages, processesPeople and groups (risk scores, attack exposure, privileges)
ObjectiveBlock/contain threatsChange behavior and reduce likelihood of human error
Data sourcesNetwork, endpoint, email telemetryAbove plus SAT results, real phishing reporting, identity, DLP, UEBA
InterventionsPolicies, signatures, auto-remediationTailored nudges, just-in-time micro‑training, policy tweaks per risk profile
KPIsDetections, MTTR, blocked eventsBehavior change, report rates, risky action reduction, risk score deltas
CoverageMostly email/web/endpointOmnichannel: email, SMS (smishing), voice (vishing), QR (quishing), MFA fatigue

In short: traditional tools detect and block; HRM manages humans—so fewer incidents happen in the first place.

What Are the Top Features of Modern Human Risk Management Platforms?

This section is written to match the exact query intent (“top features of modern human risk management platforms” and “what should I look for in a human risk management platform?”):

  1. Unified human-risk signals: Correlate user behavior and exposure (e.g., phish-prone patterns, sensitive-data handling, identity alerts, third-party attack targeting) into a single risk score per person, team, and business unit.
  2. Multi‑channel, real‑world phishing simulations: Go beyond email: run phishing simulations using smishing, voice (vishing), (quishing), or callback phishing, collaboration apps, and MFA phishing techniques so training mirrors real phishing techniques attackers use today.
  3. Just‑in‑time interventions: Deliver micro‑learning and nudges at the moment of risk (after a risky click, when uploading data, or during unusual login events). This is how platforms drive effective human risk management.
  4. Behavior‑change analytics: Measure security behaviors (reporting, slow-to-click, data handling) and culture indicators, not just training completion. Track risk deltas over time and tie them to fewer data breaches or incidents.
  5. Identity & privilege context: Blend directory/SSO data (roles, business privilege), attack telemetry, and exposure to identify the very attacked people and high-impact roles.
  6. Workflow automation: Push risk-based actions into IT/SecOps (SOAR/SIEM/ITSM): e.g., escalate controls for repeat offenders, trigger manager coaching, or enroll a high‑risk group into a focused human risk management program.
  7. Localization and inclusivity: Multi‑language content, cultural nuance, and accessibility—critical for a strong security culture across regions.
  8. Governance & privacy by design: Clear data processing boundaries, pseudonymization options, role-based access to risk data, and auditor‑ready evidence.
  9. Board‑ready reporting: Simple roll‑ups: organizational risk, trend lines, top behaviors improved, and business impact.
  10. Ecosystem integration: Connectors for email security, identity, EDR/XDR, DLP/CASB, collaboration tools, and ticketing to create a human risk management platform that fits your stack.

The market’s momentum is clear: major vendors now brand, package, and release capabilities under HRM (e.g., KnowBe4’s HRM+; Keepnet’s Agentic HRM; Forrester’s HRM Wave naming). Use this as validation that you’re comparing platforms in the right category.

How Do HRM Platforms Compare to Traditional Security Tools?

Comparison Between HRM Platforms and Traditional Tools
Picture 1: Comparison Between HRM Platforms and Traditional Tools
  • HRM vs. SAT: HRM is outcome‑oriented and evidence‑based; SAT is a tactic HRM uses. HRM quantifies risk, personalizes interventions, and proves behavior change across channels. (Forrester)
  • HRM vs. email-only defenses: HRM reduces risky actions before they reach SecOps queues; email security still blocks payloads, but HRM shrinks the attack surface by changing behavior.

What Are Some of the Key Things Large Organizations Look For in an HRM Tool?

Enterprises want HRM tools that deliver real behavior change, integrate diverse data, and scale securely across the business. Here are the core features they focus on:

  1. Proven behavior change beyond click rates (look for longitudinal reductions in risky actions, improved reporting, and fewer real incidents).
  2. Data breadth (identity, email, endpoint, DLP) and a clear risk model (likelihood × impact that an exec can understand).
  3. Controls orchestration: automate next steps (coaching, nudges, policy changes) when risk spikes.
  4. Enterprise readiness: SSO/SAML, RBAC, multi‑tenant, API depth, data residency options, audit evidence.
  5. Cultural fit: localized content, gamified learning where appropriate, role‑based learning journeys.
  6. Privacy & legal comfort: DPIAs, configurable data retention, transparent scoring.
  7. Board reporting: concise risk narratives and trend visuals.
  8. Time‑to‑value: fast connectors, prebuilt playbooks, and clear 90‑day rollout patterns.
  9. Independent validation & analyst alignment so you aren’t buying a re‑labeled SAT tool.
Key Features Enterprises Look for in an HRM Platform
Picture 2: Key Features Enterprises Look for in an HRM Platform

For a quick view of core components of HRM companies, see our blog on Human Risk Management (HRM) companies overview

Industries Benefiting From Human Risk Management Platforms

From finance to energy, many sectors rely on HRM to address people-driven risks and compliance pressures. The following industries gain the most from these platforms:

  • Financial services: high fraud exposure, privileged access, strict regulatory reporting.
  • Healthcare & life sciences: PHI handling, shadow IT risks, third‑party exposure.
  • Retail & e‑commerce: help‑desk vishing, card data handling, seasonal workforces.
  • Manufacturing & OT: phishing‑to‑VPN pathways, supplier compromise, safety impacts.
  • Public sector & education: broad user bases, high social‑engineering targeting.
  • Energy & utilities: critical infrastructure, MFA fatigue risks, vendor access. Across sectors, the pattern is consistent: focus interventions on the riskiest 5–10% of users and high‑impact roles, and overall risk falls fastest. (DBIR provides the “human element” baseline; HRM is how you move that number inside your org.)

Top Human Risk Management Platforms for Enterprise 2025 (how to shortlist—vendor‑neutral)

Rather than a generic “best of” list, use this RFP checklist to identify leaders:

  • Risk signals: Does the platform correlate threat, data, identity, and awareness signals into person‑level risk?
  • Actions: Can it automate coaching, controls, and policy changes from risk scores?
  • Multi‑channel: Does it cover phishing simulations in email, SMS, voice, QR, and MFA fatigue?
  • Real phishing & report handling: Does it triage, enrich, and respond to real user‑reported phishing quickly?
  • Evidence: Can it attribute fewer incidents (or faster containment) to specific interventions?
  • Analyst coverage: Is the vendor recognized or discussed in current HRM research and Waves?

Market pulse: Recent announcements show established players launching dedicated HRM suites (e.g., KnowBe4 HRM+), while others have been recognized in independent evaluations (e.g., Keepnet named as a significant player). Use those signals as a starting point for your shortlist, then verify fit through pilots.

Check our blog to learn difference between human risk management and security behavior and culture programs

Evaluate the Cybersecurity Company Keepnet on HRM (a quick, objective checklist)

Below is an evaluation template you can map to Keepnet’s Extended Human Risk Management approach:

  • Coverage & channels: Does the platform simulate beyond email—vishing (voice), smishing (SMS), quishing (QR), and MFA fatigue—so campaigns mirror real‑world attacks?
  • Risk model: Are there person, team, and org risk scores blending user behavior, attack exposure, and business privilege?
  • Interventions: Are there just‑in‑time micro‑lessons, nudges in collaboration tools, and manager coaching workflows?
  • Culture & gamification: Are learning paths engaging and localized to create a strong security culture (not only compliance)?
  • Evidence & reporting: Can you show behavior change over time and link it to lower incident counts or faster response?
  • Ecosystem: Native connectors to email security, identity/SSO, EDR/XDR, DLP, and ticketing systems (Beta).
  • Governance: Clear privacy options, role‑based insights, and auditor‑ready reports.

Tip: Pilot with a 90‑day plan—connect data, run multi‑channel simulations, apply targeted interventions, and present risk deltas to the board.

Check out our case study to learn more about How Keepnet Human Risk Management helped Forgify through a strategic partnership.

Key Features of a Human Risk Management Platform

  • Human risk scoring (individual, team, org)
  • Phishing simulations across email/SMS/voice/QR/MFA
  • Real phishing triage and automated incident workflows
  • Just‑in‑time coaching and spaced micro‑learning
  • Security strategies tied to measurable outcomes
  • Dashboards that track security behaviors and culture
  • Integrations with identity, DLP, EDR/XDR, and SIEM/SOAR
  • Compliance mapping plus privacy and data governance

A Simple 90‑Day HRM Rollout

Days 1–30 – Baseline & design

Connect identity and email data; run safe‑to‑fail simulations across two channels; build your first human‑risk dashboard. Define Minimum Behavior Baselines (e.g., reporting rate ≥40%, zero credential reuse).

Days 31–60 – Intervene & automate

Deliver just‑in‑time coaching to repeat‑risk users; introduce manager nudges and gamified challenges; automate controls for high‑risk personas (e.g., step‑up MFA, DLP rules).

Days 61–90 – Prove & tune

Report risk deltas (e.g., −35% risky clicks; +25% report rates); review “top 10 risky behaviors”; tune content, scenarios, and policies. Promote security champions to amplify culture.

From Insight to Habit: Orchestration, Training & Simulation

A modern human risk program has three moving parts working under the HRM umbrella: an orchestration & analytics layer that centralizes risk signals and triggers the right actions; security awareness training that’s role-based, localized, and reinforced with just-in-time coaching; and multi-channel phishing simulation (email, SMS, voice, QR, MFA fatigue) that gives people realistic practice. Together, they turn risk insights into everyday safer habits—without re-stating HRM as a “block.”

Why Keepnet’s Agentic Human Risk Management Changes the Game

Keepnet first framed its approach as Extended Human Risk Management, pulling together real-world phishing simulations, identity, email, and behavior data to drive measurable change. Today, that vision has evolved into Agentic Human Risk Management (A-HRM): a program where intelligent agents don’t just report risk—they observe, decide, act, and learn on their own, within your guardrails.

What “agentic” means in practice

  • Observe: Keepnet’s platform fuses the human element signals (user behavior, attack exposure, privileges) into a living risk graph across people, teams, and roles.
  • Decide: Policy-aware agents weigh risk, business impact, and privacy settings to choose the next best action—no manual playbook chase.
  • Act: Agents orchestrate interventions instantly: just-in-time coaching, manager nudges, targeted security awareness training, or even control changes (e.g., step-up MFA) when risk spikes.
  • Learn: Each action is measured against outcomes (fewer risky clicks, higher report rates, reduced real phishing impact), tightening the loop over time.

Why A-HRM outperforms traditional HRM platforms

  • From dashboards to outcomes: Instead of waiting on analysts, agents reduce time-to-value by turning insights into action in minutes.
  • Real-world coverage: Multi-channel training and testing (email, SMS, voice/vishing, QR/quishing, MFA fatigue) mirror how attacks actually happen—building a strong security culture.
  • Enterprise-grade by design: SSO/SAML, RBAC, audit-ready reporting, and privacy-first controls keep interventions effective and compliant.
  • Proven behavior change: Keepnet reports risk deltas clearly—linking interventions to fewer incidents, faster containment, and safer day-to-day security behaviors.

What to expect in your first 90 days

Connect your sources, baseline human risk, switch on agentic playbooks for your riskiest cohorts, and watch the closed loop—signal → decision → action → evidence—drive measurable improvement without extra headcount.

Bottom line

If you’re comparing human risk management platforms, Keepnet’s Agentic HRM stands out by turning policy and telemetry into automatic, personalized action. It’s not “more reports”; it’s fewer breaches—through a platform that continuously learns, adapts, and helps people make safer choices every day.

SHARE ON

twitter
linkedin
facebook

Schedule your 30-minute demo now

You'll learn how to:
tickCreate a tailored human resource risk management plan to protect your organization from human-centric vulnerabilities.
tickIncorporate training programs designed to improve employee resilience against modern threats.
tickMonitor and benchmark your HRM strategies using advanced analytics and reporting tools.

Frequently Asked Questions

Human risk management vs. security awareness training—what’s the difference?

arrow down

HRM is a program and platform category focused on measuring and reducing human risk; SAT is one tactic inside it. HRM adds behavior analytics, interventions, and orchestration.

Is HRM recognized by independent sources?

arrow down

Yes. Forrester has defined the category and published research; SANS teaches Managing Human Risk as a course; mainstream vendors are launching HRM suites.

Which KPI should I report to the board?

arrow down

Report behavior change (risk score deltas, reporting rates, “time‑to‑coach”), incident outcomes (fewer real compromises, faster containment), and culture signals.

Which industries benefit most?

arrow down

Financial, healthcare, retail, manufacturing/OT, public sector, education, energy/utilities—anywhere human error meets sensitive data and privileged access (i.e., every industry).

How does a security awareness training platform differ from a Human Risk management platform?

arrow down

HRM is a program and platform category focused on measuring and reducing human risk; SAT is a tactic inside it. HRM adds behavior analytics, interventions, and orchestration. For a deeper dive, see our post on the difference between Human Risk Management and Security Awareness Training.

How do I choose the right Human Risk Management vendor?

arrow down

Choosing the right HRM vendor is more than just picking a tool. It involves evaluating features like behavior analytics, phishing simulations, adaptive training, and dashboards that map to your risk profile. For a full guide on vendor‐selection criteria, check out our detailed post on how to identify Human Risk Management vendors and select the right partner for success.

What core steps should an organization take first to implement HRM?

arrow down

The first steps are to conduct a baseline risk assessment, define policies, and gather behavior data through simulations or surveys. Planning with metrics like Human Risk Score and exposure helps—you can see more on selecting vendors in our guide on Human Risk Management Vendor Identification.

What does “end-to-end” mean in Human Risk Management?

arrow down

End-to-end HRM covers the full lifecycle: measuring risk, running simulations, delivering just-in-time interventions, automating workflows, and reporting outcomes. It ensures nothing is left fragmented. To learn more about the foundational concepts, see our post on End-to-End Human Risk Management: A Strategic Approach for Cyber Resilience.

How do we use a Human Risk Score in practice?

arrow down

A Human Risk Score is a composite indicator that quantifies a person’s likelihood and potential impact of causing—or being targeted by—security incidents. Modern HRM platforms calculate it by correlating security behaviors (e.g., reporting rates, risky clicks), attack exposure (e.g., Very Attacked People), and business context (roles/privileges). Use it to prioritize interventions: enroll high-risk cohorts in targeted phishing simulations, trigger just-in-time coaching, or escalate controls (e.g., step-up MFA) until scores improve.

How do just-in-time interventions actually change behavior?

arrow down

Just-in-time coaching delivers short, contextual micro-lessons at the moment of risk—right after a risky click, during a sensitive data action, or following an unusual login. Because feedback is immediate and relevant, employees retain it better than with periodic, generic training. Effective human risk management pairs these nudges with spaced reinforcement and manager prompts, turning single corrections into lasting security habits.

Which integrations matter most for an HRM platform?

arrow down

Look for broad, native integrations across identity/SSO (to map privileges and high-impact roles), email security and EDR/XDR (to ingest real threat telemetry), DLP/CASB (to see sensitive-data handling), collaboration tools (to deliver nudges), and SIEM/SOAR/ITSM (to automate follow-ups). A well-integrated HRM solution unifies these signals into person-level risk scores and pushes risk-based actions—reducing swivel-chair work and accelerating time-to-value. When paired with agentic AI, this becomes even more efficient because the system can observe signals in real time, decide the next-best action, and act automatically—triggering just-in-time coaching, manager nudges, or control changes without manual triage—then learn from outcomes to continually improve.

How should we address privacy and data ethics in Human Risk Management?

arrow down

Adopt privacy-by-design: minimize data, define clear purposes, and give role-based access to risk insights. Prefer pseudonymization/aggregation for broad reporting, reserve identifiable views for need-to-know roles, and document retention policies that align with DPIAs and local regulations. Be transparent with employees about what the HRM program measures, why it matters, and how just-in-time coaching helps them avoid breaches—this improves trust and culture.

How do we prove ROI and report HRM outcomes to the board?

arrow down

Translate activity into outcomes. Track risk-score deltas, reduction in risky actions (e.g., −% clicks across multi-channel phishing simulations), improved reporting rates, and faster time-to-coach after incidents. Tie these behavior improvements to incident metrics (fewer real compromises or faster containment) and show trend lines at org, team, and role levels—clear, board-ready evidence that human risk management is shrinking the attack surface.