Cybersecurity and Working From Home

The last few years have shown us that while the necessity of remote work may have evaporated, the zeal for it has not. And though IT managers have worked to set employees up for success with portable technology and remote logins, there remains a viable threat to many networks.

With that in mind, I wanted to reach out today with a few steps you can take to reinforce the security of your network and your business assets if you haven’t already.

Implement MFA:

Multifactor authentication is a vital way to ensure that those logging on are who they say they are.

Limit access:

Least privilege access is designed so that only people who need access have access.

Update devices:

Institute an IT protocol so that all devices that touch your network are updated with the latest programs and security.

Protect with VPN:

A virtual private network (VPN) can help protect traffic to and from your assets by encrypting data.

Use a password manager:

Employees will be less likely to forget or compromise their access if it’s all in one place.
Revisit your cyber coverage: Given that cyber-attacks have risen 238% since 2020, it’s important to recognize that a cyberattack could very well happen, even if you take all of the necessary steps.

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Hiring for an HR Director?

By Paula Fulghum • July 21, 2025

I’ve seen a lot of job postings lately for small to medium sized companies looking for an HR Director or Manager. Then, when you get into the details, it shows they are the sole person doing HR for the company- or maybe have an assistant. Does this mean they have a payroll department and/or a benefits department? That’s typical in large companies. Not typical in smaller ones that only have the budget for party of one. What’s eye catching for me is now this person is IT. One man band. Key holder to it all. What’s interesting for me is that HR people are like ice cream flavors- we all have our favorite. Is that flavor strategy? Is it training? Is it compliance? Is it recruiting? Is it payroll? Is it benefits? Neapolitan only has 3 flavors. Once you get past 3, you can’t really taste what’s in the ice cream anymore it’s really more of a mess. HR is much like this messy ice cream. One person isn’t good at it all and if they are they are one in a million & a small business can’t afford them. Or if they can- they won’t last long because that person will be bored in a heart beat. And if they are a good leader of a department and don’t have these detailed skill sets & delgate well- that’s great- but when your company is smaller- who are they going to delgate to? See the conundrum? I enjoy chocolate & peanut butter ice cream. It’s two flavors, I can taste both & I can rely on that. If you start adding in scoops of other flavors it gets a little muddy. But that’s OK- I have an entire team who’s good at what I’m not and I can have them jump in at any time. When you are party of one- that’s not possible. So if you are smaller but want more flavors, HR outsourcing is really the way to go. You get the best of both worlds at a fraction of the cost of a full time salary of one. And you don’t have to worry that your HR person doesn’t like strawberry ice cream when trouble happens and strawberry is the only flavor that will do.