What type of actions can HR take to mitigate insider threats?

The choice focused on the suspension of employment is particularly relevant in the context of mitigating insider threats. When there are indications or evidence of potentially harmful behavior by an employee, HR has the authority to take immediate action to suspend that individual from their duties. This is important not only to prevent further risk to sensitive information and organizational assets but also to initiate an investigation into the situation. By suspending the employee, HR can help ensure that the organization’s operations and security are not jeopardized while protecting the integrity of the investigation.

The other options, while valuable in their respective areas, do not directly address the immediate HR actions necessary for managing the risk posed by potential insider threats. Building cybersecurity infrastructure is primarily within the domain of IT and cybersecurity professionals and involves long-term strategy rather than immediate action against an individual. Cloud data management and system hardware upgrades also relate more to technical solutions rather than HR's role in addressing individual risks within the workforce. Therefore, the choice to suspend employment is the most aligned with an effective strategy for minimizing insider threats through proactive HR intervention.