Was ist das eigentlich? Cyberrisiken verständlich erklärt

Es wird viel über Cyberrisiken gesprochen. Oftmals fehlt aber das grundsätzliche Verständnis, was Cyberrisiken überhaupt sind. Ohne diese zu verstehen, lässt sich aber auch kein Versicherungsschutz gestalten.

Beinahe alle Aktivitäten des täglichen Lebens können heute über das Internet abgewickelt werden. Online-Shopping und Online-Banking sind im Alltag angekommen. Diese Entwicklung trifft längst nicht nur auf Privatleute, sondern auch auf Firmen zu. Das Schlagwort Industrie 4.0 verheißt bereits eine zunehmende Vernetzung diverser geschäftlicher Vorgänge über das Internet.

Anbieter von Cyberversicherungen für kleinere und mittelständische Unternehmen (KMU) haben Versicherungen die Erfahrung gemacht, dass trotz dieser eindeutigen Entwicklung Cyberrisiken immer noch unterschätzt werden, da sie als etwas Abstraktes wahrgenommen werden. Für KMU kann dies ein gefährlicher Trugschluss sein, da gerade hier Cyberattacken existenzbedrohende Ausmaße annehmen können. So wird noch häufig gefragt, was Cyberrisiken eigentlich sind. Diese Frage ist mehr als verständlich, denn ohne (Cyber-)Risiken bestünde auch kein Bedarf für eine (Cyber-)Versicherung.

Wo erhalte ich vollständige Informationen über PHR?

Nachfolgend finden Sie alle Details zu Übungstests, Dumps und aktuellen Fragen der PHR: Professional in Human Resources (HRCI PHR) Prüfung.

2023 Updated Actual PHR questions as experienced in Test Center

Aktuelle PHR Fragen aus echten Tests von Killexams.com - easy finanz | easyfinanz

PHR Latest courses - Professional in Human Resources (HRCI PHR) | https://www.easyfinanz.cc/

HR PHR : Professional in Human Resources (HRCI PHR) ACTUAL EXAM QUESTIONS

Exam Dumps Organized by Lee

Latest 2023 Updated HR Professional in Human Resources (HRCI PHR) Syllabus
PHR ACTUAL EXAM QUESTIONS / Braindumps contains genuine test Questions

Practice Tests and Free VCE Software - Questions Updated on Daily Basis
Big Discount / Cheapest price & 100% Pass Guarantee

PHR Exam Center Questions : Download 100% Free PHR ACTUAL EXAM QUESTIONS (PDF and VCE)

Exam Number : PHR
Exam Name : Professional in Human Resources (HRCI PHR)
Vendor Name : HR
Update : Click Here to Check Latest Update
Question Bank : Check Questions

PHR questions are changed today. download new inquiries
Go through their PHR PDF Download, and you will feel confident about the PHR exam. Pass your PHR with Excellent Marks or get your money back. Everything you need to pass the PHR is provided here. They have aggregated a database of PHR Free PDF taken from real exams to help you prepare and pass the PHR on your first attempt. Simply set up their PHR braindumps test Sim and Cheatsheet, and you will pass the PHR exam.

Our PDF Practice Questions has been a reliable source for many applicants who have succeeded in passing the PHR test. With their comprehensive PHR PDF Download, it is rare for a candidate to study and practice their materials and get poor scores or fail in genuine tests. In fact, most of their candidates have experienced significant improvement in their knowledge and passed the PHR test on their first attempt. This is because they not only read their PHR PDF Download but also work hard to understand the subjects and master the skills required to work as experts in organizations.

At killexams.com, they go beyond just helping candidates pass the PHR test with their questions and answers. Their goal is to help them gain a deeper understanding of the PHR courses and objectives, which is crucial for their success as professionals. They encourage candidates to practice with their VCE test simulator and to review their materials repeatedly until they achieve a score of 100 percent. Once they feel confident, they can go to the Exam Center and take the PHR test with ease, knowing that they have the necessary knowledge and skills to succeed.

PHR test Format | PHR Course Contents | PHR Course Outline | PHR test Syllabus | PHR test Objectives

- Business Management (20%)

- Talent Planning and Acquisition (16%)

- Learning and Development (10%)

- Total Rewards (15%)

- Employee and Labor Relations (39%)

Functional Area 01 | Business Management (20%)

Using information about the organization and business environment to reinforce expectations, influence decision making, and avoid risk.


01 Interpret and apply information related to general business environment and industry best practices

02 Reinforce the organizations core values, ethical and behavioral expectations through modeling, communication, and coaching

03 Understand the role of cross-functional stakeholders in the organization and establish relationships to influence decision making

04 Recommend and implement best practices to mitigate risk (for example: lawsuits, internal/ external threats)

05 Determine the significance of data for recommending organizational strategies (for example: attrition rates, diversity in hiring, time to hire, time to fill, ROI, success of training)

Knowledge of:

01 Vision, mission, values, and structure of the organization

02 Legislative and regulatory knowledge and procedures

03 Corporate governance procedures and compliance

04 Employee communications

05 Ethical and professional standards

06 Business elements of an organization (for example: other functions and departments, products, competition, customers, technology, demographics, culture, processes, safety and security)

07 Existing HRIS, reporting tools, and other systems for effective data reporting and analysis

08 Change management theory, methods, and application

09 Risk management

10 Qualitative and quantitative methods and tools for analytics

11 Dealing with situations that are uncertain, unclear, or chaotic

Functional Area 02 | Talent Planning and Acquisition (16%)

Identifying, attracting, and employing talent while following all federal laws related to the hiring process.


01 Understand federal laws and organizational policies to adhere to legal and ethical requirements in hiring (for example: Title VII, nepotism, disparate impact, FLSA, independent contractors)

02 Develop and implement sourcing methods and techniques (for example: employee referrals, diversity groups, social media)

03 Execute the talent acquisition lifecycle (for example: interviews, extending offers, background checks, negotiation).

Knowledge of:

12 Applicable federal laws and regulations related to talent planning and acquisition activities

13 Planning concepts and terms (for example: succession planning, forecasting)

14 Current market situation and talent pool availability

15 Staffing alternatives (for example: outsourcing, temporary employment)

16 Interviewing and selection techniques, concepts, and terms

17 Applicant tracking systems and/or methods

18 Impact of total rewards on recruitment and retention

19 Candidate/employee testing processes and procedures

20 Verbal and written offers/contract techniques

21 New hire employee orientation processes and procedures

22 Internal workforce exams (for example: skills testing, workforce demographics, analysis)

23 Transition techniques for corporate restructuring, mergers and acquisitions, due diligence process, offshoring, and divestitures

24 Metrics to assess past and future staffing effectiveness (for example: cost per hire, selection ratios, adverse impact)

Functional Area 03 | Learning and Development (10%)

Contributing to the organizations learning and development activities by implementing and evaluating programs, providing internal consultation, and providing data.


01 Provide consultation to managers and employees on professional growth and development opportunities

02 Implement and evaluate career development and training programs (for example: career pathing, management training, mentorship)

03 Contribute to succession planning discussions with management by providing relevant data Knowledge of:

25 Applicable federal laws and regulations related to learning and development activities

26 Learning and development theories and applications

27 Training program facilitation, techniques, and delivery

28 Adult learning processes

29 Instructional design principles and processes (for example: needs analysis, process flow mapping)

30 Techniques to assess training program effectiveness, including use of applicable metrics

31 Organizational development (OD) methods, motivation methods, and problem-solving techniques

32 Task/process analysis

33 Coaching and mentoring techniques

34 Employee retention concepts and applications

35 Techniques to encourage creativity and innovation

Functional Area 04 | Total Rewards (15%)

Implementing, promoting, and managing compensation and benefit programs in compliance with federal laws.


01 Manage compensation-related information and support payroll issue resolution

02 Implement and promote awareness of non-cash rewards (for example: paid volunteer time, tuition assistance, workplace amenities, and employee recognition programs)

03 Implement benefit programs (for example: health plan, retirement plan, employee assistance plan, other insurance)

04 Administer federally compliant compensation and benefit programs Knowledge of:

36 Applicable federal laws and regulations related to total rewards

37 Compensation policies, processes, and analysis

38 Budgeting, payroll, and accounting practices related to compensation and benefits

39 Job analysis and evaluation concepts and methods

40 Job pricing and pay structures

41 Non-cash compensation

42 Methods to align and benchmark compensation and benefits

43 Benefits programs policies, processes, and analysis

Functional Area 05 | Employee and Labor Relations (39%)

Manage, monitor, and/or promote legally compliant programs and policies that impact the employee experience throughout the employee lifecycle.


01 Analyze functional effectiveness at each stage of the employee lifecycle (for example: hiring, onboarding, development, retention, exit process, alumni program) and identify alternate approaches as needed

02 Collect, analyze, summarize, and communicate employee engagement data

03 Understand organizational culture, theories, and practices; identify opportunities and make recommendations

04 Understand and apply knowledge of programs, federal laws, and regulations to promote outreach, diversity and inclusion (for example: affirmative action, employee resource groups, community outreach, corporate responsibility)

05 Implement and support workplace programs relative to health, safety, security, and privacy following federal laws and regulations (for example: OSHA, workers compensation, emergency response, workplace violence, substance abuse, legal postings)

06 Promote organizational policies and procedures (for example: employee handbook, SOPs, time and attendance, expenses)

07 Manage complaints or concerns involving employment practices, behavior, or working conditions, and escalate by providing information to appropriate stakeholders

08 Promote techniques and tools for facilitating positive employee and labor relations with knowledge of applicable federal laws affecting union and nonunion workplaces (for example: dispute/conflict resolution, anti-discrimination policies, sexual harassment)

09 Support and consult with management in performance management process (for example: employee reviews, promotions, recognition programs)

10 Support performance activities (for example: coaching, performance improvement plans, involuntary separations) and employment activities (for example: job eliminations, reductions in force) by managing corresponding legal risks

Knowledge of:

44 General employee relations activities and analysis (for example, conducting investigations, researching grievances, working conditions, reports, etc.)

45 Applicable federal laws and procedures affecting employment, labor relations, safety, and security

46 Human relations, culture and values concepts, and applications to employees and organizations

47 Review and analysis process for assessing employee attitudes, opinions, and satisfaction

48 Diversity and inclusion

49 Recordkeeping requirements

50 Occupational injury and illness prevention techniques

51 Workplace safety and security risks

52 Emergency response, business continuity, and disaster recovery process

53 Internal investigation, monitoring, and surveillance techniques

54 Data security and privacy

55 The collective bargaining process, terms, and concepts (for example: contract negotiation, costing, administration)

56 Performance management process, procedures, and analysis

57 Termination approaches, concepts, and terms

Killexams Review | Reputation | Testimonials | Feedback

Do not spend big amount on PHR guides, get this question bank.
Overall, killexams.com was an awesome resource that helped me prepare for the exam. Although some of the questions in the test were 100% similar to what killexams.com provided, I managed to pass with a great result. Over 70% of the questions were identical and the rest were very similar, which may or may not be a good thing. However, keep in mind that despite using killexams.com, you still need to study and use your brain.

What study guide do I need to pass PHR exam?
The killexams.com dumps are designed to provide the right abilities to the students, making learning easy and brief. Their material is custom-designed, which does not become overwhelming or burdensome for the students. I found their ILT ebook to be very effective and recommend it to my colleagues and everyone looking for a high-quality answer for the PHR exam.

It is unbelieveable, but PHR braindumps are availabe here.
I was thinking about my schooling and didn't want my parents to find out. I knew that performing well on my PHR test would cover my errors and regain my parents' trust. killexams.com provided me with appropriate commands and helped me pass the test with ease. I am grateful to killexams.com for its guidance and support.

It is great to have PHR practice Questions.
Both my roommate and I agree that killexams.com is the best website to use if you want to pass your PHR exam. They both used their services and were satisfied with the outcome. I performed well in my PHR exam, and my marks were terrific. Thank you for the guidance.

It turned into extremely good to have real test questions updated PHR exam.
The guide provided by killexams.com was an excellent resource that I used daily to prepare for my exam. It helped me achieve a fantastic score in the PHR exam, offering the expertise to perform better in the exam. I am grateful for the outstanding assistance provided by killexams.com.

HR in information search


For Search Committees

A thoughtful, intentional search plan is key to finding the best candidates. A great way to plan your search is using reverse order to plan the timeline for your recruitment. Start with the date you want your candidate to begin working and work backwards including all key milestones the search will require.

Keep in mind that the minimum posting period for each position type is predefined. Use the posting periods below and the key milestones of the search to develop a timeline.

End of Internal Posting Period: If an internal candidate is identified before the end of the internal posting period, the external posting period can be canceled. The end of the internal posting period is the last day to cancel the external posting period.

End of External Posting Period: At the end of the external posting period, the search committee should decide whether the applicant pool is sufficient or if additional outreach is needed.

Interviews: The search committee can begin interviewing immediately after the position is posted. Starting interviews right away will help minimize the time spent interviewing candidates and can help shorten the posting timeline.

Recommendation for Hire: After the search committee has interviewed candidates, they must deliberate and decide who they would like to recommend for hire.

Hiring Proposal Submission: Once a recommendation has been made, the hiring manager will need to submit a hiring proposal for approval in UB Jobs.

Hiring Proposal Approval: An offer of employment can only be extended after the hiring proposal has been approved. Once the hiring proposal has been approved, the department can contact the candidate to offer the job.

Offer Accepted: When the candidate has accepted the offer, the department can coordinate a start date and begin making onboarding preparations.

Date to be Filled: The date to be filled is the start date for the candidate who has accepted the position.

Ready, Set…AI Not Yet: Majority of HR Professionals Want More Training, Education, and Laws for AI in The Workplace

Around one-third of job candidates and HR professionals believe AI leads to more bias in hiring

62% of HR Professionals say that AI can help them hire the best candidate

NEW YORK, July 18, 2023 /PRNewswire/ -- The Greenhouse AI and DEIB Report, a new survey of 2,700 candidates and 100 HR professionals, has discovered that 80% of HR professionals and 48% of candidates have used or are considering using generative AI in the hiring process. While the majority are utilizing AI's benefits, the survey results show that concerns are top of mind among candidates and HR professionals alike.


The large majority of HR professionals (84%) believe that there should be more education and training in the workplace regarding AI tools. A further 62% believe that there should be more laws specifically governing AI tools to prevent bias in the recruitment process. The data has revealed that both HR professionals and candidates are equally torn on whether AI will lead to more or less bias in hiring.

AI and DEIB: The Two Acronyms Shaping the Future of HiringHR professionals see AI as the future of hiring – most (62%) believe that AI can help them hire the best candidate – but there's work to be done to ensure it is used ethically. Half of the respondents' companies are not monitoring or evaluating the performance of AI tools, leaving job seekers frustrated. Almost one-third (27%) of candidates believe that AI leads to more bias in the hiring process. HR professionals are split with around 37% strongly or somewhat disagreeing that AI will reduce bias in the hiring process, and 28% feel the opposite. Furthermore, one-third of HR professionals (33%) believe that AI will help organizations reach their DEI goals, yet 31% strongly or somewhat disagree.

Screen In, Screen OutWhile around half of HR respondents (48%) strongly or somewhat agree with their company using AI to screen job applications, one-third (33%) of HR professionals disagree. Similarly, over 35% of candidates disagree with the use of AI in job application screenings. Over one-third (35%) of candidates said using AI in the hiring process is fair game since companies are using AI to sort through resumes.

While HR professionals are starting to implement AI in the hiring process, they want more transparency from their companies and candidates on their AI usage. Over 38% of HR professionals believe that if a candidate has used AI in the application and hiring process, they should disclose that to the company they are applying to. Almost 50% of candidates say that companies should do the same.

"While AI is a beneficial tool for automating tasks and increasing efficiency, it shouldn't be used in its present form to make human-based decisions like hiring. Their report found that HR professionals realize this and want to implement AI thoughtfully to ensure the hiring process is fair and equitable. As companies begin using AI, it's critical that they are clear and transparent about how they are using it while being able to monitor and identify applications that could have a biased impact on a hiring decision," said Henry Tsai, VP of Product and Design at Greenhouse.

Many senior leaders know that AI demands training and education. Lani Phillips, Vice President of Channel Sales at Microsoft, says, "Educating employees not only on the scope of how AI can be used, but on the ethical considerations of it, like privacy, transparency, and bias, will be critical as they go forward with the intention of responsible and ethical AI."

Additional survey data shows:

  • Close to one-third (31%) of candidates are thinking that a company might reject their application if they used AI in the hiring process.
  • And 37% of HR professionals have or are considering implementing AI screening/plagiarism tools.
  • Candidates who are currently using generative AI in the job search are using it to:
  • Write resumes (45%) and cover letters (41%), answer job application questions (36%), help prepare for interviews (38%), help with skills testing as part of the interview process (34%), and write and/or help with a job interview test (25%).
  • However, almost one-fifth (18%) of candidates do not believe AI is advanced enough to create quality documents such as resumes and cover letters.
  • The main reason job seekers are using AI is to save time during lengthy hiring processes, specifically to:
  • Save time finding jobs that are relevant (47%)
  • Save time preparing (e.g. interview prep, creating documents such as resumes/cover letters, etc.) (42%)
  • Stand out from the competition (42%)
  • Apply to more jobs as the application process is too lengthy and inefficient (31%)
  • For access to the full results from the Greenhouse AI and DEIB Report, visit their blog here.

    Survey MethodGreenhouse, the hiring software company, surveyed over 2,700 candidates in the United States, the United Kingdom, Germany, and Ireland, and 100 HR professionals.

    About GreenhouseGreenhouse is the hiring operating system for people-first companies.

    Our industry-leading software brings a structured hiring approach to any company's process, helping to promote more fair and equitable hiring practices and more data-driven decisions so companies can continuously get better at hiring.

    We've helped over 7,000 companies turn talent into their competitive advantage, so they can hire for what's next. Some of the smartest and most successful companies like HubSpot, Buzzfeed, J.D. Power, Scout24 and The Knot Worldwide use Greenhouse for data and guidance on the behaviors and capabilities they need to Strengthen their overall hiring performance as they move up the  Hiring Maturity™ curve.

    Greenhouse has won numerous awards including Fortune Best Workplaces (2019-2022), Inc. Magazine Best Workplace (2018 – 2022), Glassdoor #1 Best Place to Work, Forbes Cloud 100, Deloitte Technology Fast 500, Inc. 5000, Crain's Best Places to Work NYC and Mogul's Top 100 Workplaces for Diverse Representation (2022).

    © 2023, Greenhouse Software, Inc. All rights reserved. "Hire for what's next," "Talent Makers" and the G Logo are trademarks of Greenhouse Software, Inc.

    Writing about Greenhouse? We've got everything you need. For access to company logos, images, information and more, contact press@greenhouse.io.

    Cision View original content to download multimedia:https://www.prnewswire.com/news-releases/ready-setai-not-yet-majority-of-hr-professionals-want-more-training-education-and-laws-for-ai-in-the-workplace-301878614.html

    SOURCE Greenhouse Software, Inc.


    While it is very hard task to choose reliable certification questions / answers resources with respect to review, reputation and validity because people get ripoff due to choosing wrong service. Killexams.com make it sure to serve its clients best to its resources with respect to ACTUAL EXAM QUESTIONS update and validity. Most of other's ripoff report complaint clients come to us for the brain dumps and pass their exams happily and easily. They never compromise on their review, reputation and quality because killexams review, killexams reputation and killexams client confidence is important to us. Specially they take care of killexams.com review, killexams.com reputation, killexams.com ripoff report complaint, killexams.com trust, killexams.com validity, killexams.com report and killexams.com scam. The same care that they take about killexams review, killexams reputation, killexams ripoff report complaint, killexams trust, killexams validity, killexams report and killexams scam. If you see any false report posted by their competitors with the name killexams ripoff report complaint internet, killexams ripoff report, killexams scam, killexams.com complaint or something like this, just keep in mind that there are always bad people damaging reputation of good services due to their benefits. There are thousands of satisfied customers that pass their exams using killexams.com brain dumps, killexams PDF questions, killexams practice questions, killexams test simulator. Visit Their demo questions and demo brain dumps, their test simulator and you will definitely know that killexams.com is the best brain dumps site.

    Which is the best dumps website?
    Sure, Killexams is 100% legit and even fully efficient. There are several includes that makes killexams.com legitimate and legit. It provides exact and 100% valid ACTUAL EXAM QUESTIONS that contain real exams questions and answers. Price is nominal as compared to most of the services online. The mock test are current on regular basis using most exact brain dumps. Killexams account method and merchandise delivery is incredibly fast. Submit downloading is certainly unlimited and extremely fast. Help support is avaiable via Livechat and Email. These are the characteristics that makes killexams.com a sturdy website that come with ACTUAL EXAM QUESTIONS with real exams questions.

    Is killexams.com test material dependable?
    There are several mock test provider in the market claiming that they provide genuine test Questions, Braindumps, Practice Tests, Study Guides, cheat sheet and many other names, but most of them are re-sellers that do not update their contents frequently. Killexams.com is best website of Year 2023 that understands the issue candidates face when they spend their time studying obsolete contents taken from free pdf download sites or reseller sites. Thats why killexams.com update test mock test with the same frequency as they are updated in Real Test. ACTUAL EXAM QUESTIONS provided by killexams.com are Reliable, Up-to-date and validated by Certified Professionals. They maintain dumps collection of valid Questions that is kept up-to-date by checking update on daily basis.

    If you want to Pass your test Fast with improvement in your knowledge about latest course contents and courses of new syllabus, They recommend to download PDF test Questions from killexams.com and get ready for genuine exam. When you feel that you should register for Premium Version, Just choose visit killexams.com and register, you will receive your Username/Password in your Email within 5 to 10 minutes. All the future updates and changes in mock test will be provided in your download Account. You can download Premium ACTUAL EXAM QUESTIONS files as many times as you want, There is no limit.

    Killexams.com has provided VCE VCE test Software to Practice your test by Taking Test Frequently. It asks the Real test Questions and Marks Your Progress. You can take test as many times as you want. There is no limit. It will make your test prep very fast and effective. When you start getting 100% Marks with complete Pool of Questions, you will be ready to take genuine Test. Go register for Test in Exam Center and Enjoy your Success.

    CPT VCE | Salesforce-Marketing-Cloud-Developer mock test | Salesforce-Certified-Advanced-Administrator dump | CAU302 test test | 2B0-202 question test | PL-400 test prep | 4A0-103 Cheatsheet | ICTS online test | ISEBSWTINT-001 test prep | DCPP-01 certification demo | NSE5_FAZ-7.0 test prep | DES-1D12 test Questions | HPE0-V14 dumps | 75940X practical test | 920-556 test questions | 300-920 test questions | 1D0-61B past exams | LRP-614 study guide | MB-320 Dumps | MISCPRODUCT practice test |

    PHR - Professional in Human Resources (HRCI PHR) exam
    PHR - Professional in Human Resources (HRCI PHR) study tips
    PHR - Professional in Human Resources (HRCI PHR) Latest Questions
    PHR - Professional in Human Resources (HRCI PHR) Practice Test
    PHR - Professional in Human Resources (HRCI PHR) PDF Download
    PHR - Professional in Human Resources (HRCI PHR) test syllabus
    PHR - Professional in Human Resources (HRCI PHR) syllabus
    PHR - Professional in Human Resources (HRCI PHR) testing
    PHR - Professional in Human Resources (HRCI PHR) test Questions
    PHR - Professional in Human Resources (HRCI PHR) information hunger
    PHR - Professional in Human Resources (HRCI PHR) information source
    PHR - Professional in Human Resources (HRCI PHR) test
    PHR - Professional in Human Resources (HRCI PHR) Test Prep
    PHR - Professional in Human Resources (HRCI PHR) test success
    PHR - Professional in Human Resources (HRCI PHR) test
    PHR - Professional in Human Resources (HRCI PHR) study help
    PHR - Professional in Human Resources (HRCI PHR) tricks
    PHR - Professional in Human Resources (HRCI PHR) test Questions
    PHR - Professional in Human Resources (HRCI PHR) study help
    PHR - Professional in Human Resources (HRCI PHR) Test Prep
    PHR - Professional in Human Resources (HRCI PHR) book
    PHR - Professional in Human Resources (HRCI PHR) Dumps
    PHR - Professional in Human Resources (HRCI PHR) test Braindumps
    PHR - Professional in Human Resources (HRCI PHR) information search
    PHR - Professional in Human Resources (HRCI PHR) study help
    PHR - Professional in Human Resources (HRCI PHR) exam
    PHR - Professional in Human Resources (HRCI PHR) study help
    PHR - Professional in Human Resources (HRCI PHR) study help
    PHR - Professional in Human Resources (HRCI PHR) study help
    PHR - Professional in Human Resources (HRCI PHR) questions
    PHR - Professional in Human Resources (HRCI PHR) dumps
    PHR - Professional in Human Resources (HRCI PHR) Practice Questions
    PHR - Professional in Human Resources (HRCI PHR) syllabus
    PHR - Professional in Human Resources (HRCI PHR) boot camp
    PHR - Professional in Human Resources (HRCI PHR) information search
    PHR - Professional in Human Resources (HRCI PHR) information hunger
    PHR - Professional in Human Resources (HRCI PHR) book
    PHR - Professional in Human Resources (HRCI PHR) PDF Braindumps
    PHR - Professional in Human Resources (HRCI PHR) PDF Download
    PHR - Professional in Human Resources (HRCI PHR) Dumps
    PHR - Professional in Human Resources (HRCI PHR) real questions
    PHR - Professional in Human Resources (HRCI PHR) test
    PHR - Professional in Human Resources (HRCI PHR) course outline
    PHR - Professional in Human Resources (HRCI PHR) Questions and Answers


    GPHR study guide | SPHR study guide | PHR examcollection | DSST-HRM real questions | PET brain dumps |

    Best ACTUAL EXAM QUESTIONS You Ever Experienced

    Google-PCNE test Questions | 9A0-381 test Cram | 300-535 questions answers | ACT-Math test sample | 010-151 writing test questions | CRT-251 mock questions | T7 practice exam | IIA-ACCA free online test | 1D0-541 past bar exams | 010-160 test papers | PMP Real test Questions | SPLK-1003 test prep | CPM test questions | DP-500 test questions | ISEB-SWTINT1 boot camp | ACSCE-5X free prep | 312-49v10 Dumps | MS-101 Free PDF | 300-910 PDF Download | II0-001 questions download |

    References :


    Similar Websites :
    Pass4sure Certification ACTUAL EXAM QUESTIONS
    Pass4Sure test Questions and Dumps

    Direct Download

    PHR Reviews by Customers

    Customer Reviews help to evaluate the exam performance in real test. Here all the reviews, reputation, success stories and ripoff reports provided.

    PHR Reviews

    100% Valid and Up to Date PHR Exam Questions

    We hereby announce with the collaboration of world's leader in Certification Exam Dumps and Real Exam Questions with Practice Tests that, we offer Real Exam Questions of thousands of Certification Exams Free PDF with up to date VCE exam simulator Software.

    Warum sind Cyberrisiken so schwer greifbar?

    Als mehr oder weniger neuartiges Phänomen stellen Cyberrisiken Unternehmen und Versicherer vor besondere Herausforderungen. Nicht nur die neuen Schadenszenarien sind abstrakter oder noch nicht bekannt. Häufig sind immaterielle Werte durch Cyberrisiken in Gefahr. Diese wertvollen Vermögensgegenstände sind schwer bewertbar.

    Obwohl die Gefahr durchaus wahrgenommen wird, unterschätzen viele Firmen ihr eigenes Risiko. Dies liegt unter anderem auch an den Veröffentlichungen zu Cyberrisiken. In der Presse finden sich unzählige Berichte von Cyberattacken auf namhafte und große Unternehmen. Den Weg in die Presse finden eben nur die spektakulären Fälle. Die dort genannten Schadenszenarien werden dann für das eigene Unternehmen als unrealistisch eingestuft. Die für die KMU nicht minder gefährlichen Cyber­attacken werden nur selten publiziert.

    Aufgrund der fehlenden öffentlichen Meldungen von Sicherheitsvorfällen an Sicherheitsbehörden und wegen der fehlenden Presseberichte fällt es schwer, Fakten und Zahlen zur Risikolage zu erheben. Aber ohne diese Grundlage fällt es schwer, in entsprechende Sicherheitsmaßnahmen zu investieren.

    Erklärungsleitfaden anhand eines Ursache-Wirkungs-Modells

    Häufig nähert man sich dem Thema Cyberrisiko anlass- oder eventbezogen, also wenn sich neue Schaden­szenarien wie die weltweite WannaCry-Attacke entwickeln. Häufig wird auch akteursgebunden beleuchtet, wer Angreifer oder Opfer sein kann. Dadurch begrenzt man sich bei dem Thema häufig zu sehr nur auf die Cyberkriminalität. Um dem Thema Cyberrisiko jedoch gerecht zu werden, müssen auch weitere Ursachen hinzugezogen werden.

    Mit einer Kategorisierung kann das Thema ganzheitlich und nachvollziehbar strukturiert werden. Ebenso hilft eine solche Kategorisierung dabei, eine Abgrenzung vorzunehmen, für welche Gefahren Versicherungsschutz über eine etwaige Cyberversicherung besteht und für welche nicht.

    Die Ursachen sind dabei die Risiken, während finanzielle bzw. nicht finanzielle Verluste die Wirkungen sind. Cyberrisiken werden demnach in zwei Hauptursachen eingeteilt. Auf der einen Seite sind die nicht kriminellen Ursachen und auf der anderen Seite die kriminellen Ursachen zu nennen. Beide Ursachen können dabei in drei Untergruppen unterteilt werden.

    Nicht kriminelle Ursachen

    Höhere Gewalt

    Häufig hat man bei dem Thema Cyberrisiko nur die kriminellen Ursachen vor Augen. Aber auch höhere Gewalt kann zu einem empfindlichen Datenverlust führen oder zumindest die Verfügbarkeit von Daten einschränken, indem Rechenzentren durch Naturkatastrophen wie beispielsweise Überschwemmungen oder Erdbeben zerstört werden. Ebenso sind Stromausfälle denkbar.

    Menschliches Versagen/Fehlverhalten

    Als Cyberrisiken sind auch unbeabsichtigtes und menschliches Fehlverhalten denkbar. Hierunter könnte das versehentliche Veröffentlichen von sensiblen Informationen fallen. Möglich sind eine falsche Adressierung, Wahl einer falschen Faxnummer oder das Hochladen sensibler Daten auf einen öffentlichen Bereich der Homepage.

    Technisches Versagen

    Auch Hardwaredefekte können zu einem herben Datenverlust führen. Neben einem Überhitzen von Rechnern sind Kurzschlüsse in Systemtechnik oder sogenannte Headcrashes von Festplatten denkbare Szenarien.

    Kriminelle Ursachen


    Hackerangriffe oder Cyberattacken sind in der Regel die Szenarien, die die Presse dominieren. Häufig wird von spektakulären Datendiebstählen auf große Firmen oder von weltweiten Angriffen mit sogenannten Kryptotrojanern berichtet. Opfer kann am Ende aber jeder werden. Ziele, Methoden und auch das Interesse sind vielfältig. Neben dem finanziellen Interesse können Hackerangriffe auch zur Spionage oder Sabotage eingesetzt werden. Mögliche Hackermethoden sind unter anderem: Social Engineering, Trojaner, DoS-Attacken oder Viren.

    Physischer Angriff

    Die Zielsetzung eines physischen Angriffs ist ähnlich dem eines Hacker­angriffs. Dabei wird nicht auf die Tools eines Hackerangriffs zurückgegriffen, sondern durch das physische Eindringen in Unternehmensgebäude das Ziel erreicht. Häufig sind es Mitarbeiter, die vertrauliche Informationen stehlen, da sie bereits den notwendigen Zugang zu den Daten besitzen.


    Obwohl die Erpressung aufgrund der eingesetzten Methoden auch als Hacker­angriff gewertet werden könnte, ergibt eine Differenzierung Sinn. Erpressungsfälle durch Kryptotrojaner sind eines der häufigsten Schadenszenarien für kleinere und mittelständische Unternehmen. Außerdem sind auch Erpressungsfälle denkbar, bei denen sensible Daten gestohlen wurden und ein Lösegeld gefordert wird, damit sie nicht veröffentlicht oder weiterverkauft werden.

    Ihre Cyberversicherung sollte zumindet folgende Schäden abdecken:


    • Soforthilfe und Forensik-Kosten (Kosten der Ursachenermittlung, Benachrichtigungskosten und Callcenter-Leistung)
    • Krisenkommunikation / PR-Maßnahmen
    • Systemverbesserungen nach einer Cyber-Attacke
    • Aufwendungen vor Eintritt des Versicherungsfalls

    Cyber-Drittschäden (Haftpflicht):

    • Befriedigung oder Abwehr von Ansprüchen Dritter
    • Rechtswidrige elektronische Kommunikation
    • Ansprüche der E-Payment-Serviceprovider
    • Vertragsstrafe wegen der Verletzung von Geheimhaltungspflichten und Datenschutzvereinbarungen
    • Vertragliche Schadenersatzansprüche
    • Vertragliche Haftpflicht bei Datenverarbeitung durch Dritte
    • Rechtsverteidigungskosten


    • Betriebsunterbrechung
    • Betriebsunterbrechung durch Ausfall von Dienstleister (optional)
    • Mehrkosten
    • Wiederherstellung von Daten (auch Entfernen der Schadsoftware)
    • Cyber-Diebstahl: elektronischer Zahlungsverkehr, fehlerhafter Versand von Waren, Telefon-Mehrkosten/erhöhte Nutzungsentgelte
    • Cyber-Erpressung
    • Entschädigung mit Strafcharakter/Bußgeld
    • Ersatz-IT-Hardware
    • Cyber-Betrug