HR can help you map company standards, regarding acceptable use of the network and compliance mandates to your policies about purchasing and network access privileges. For instance, if there is a no-tolerance policy about mobile devices for finance officers because of the data risks, then you will not approve purchases for that type of equipment for the finance team. You'll also know to deny network access if someone from that department tries to attach an unauthorized device to the network.

Don't underestimate the importance of working with HR. Think of the critical knowledge HR has regarding the security of your network: It is the first to know who is new to the company and who has left it. Creating a line of communications with this department is critical to the success of your mission.

The next task is to know how users perform their jobs. This information should come from business unit managers. While the survey I mentioned in the previous column will help you start to glean this information, discussing this in person will give you a more comprehensive view of each person's role in the company.

What do they do?

Ask each unit manager to break down what each person does. This will give you insight as to what software, hardware and services you'll need to provide, as well as what level of support they'll expect. Also, discuss how upgrades and network improvements are usually carried out. For instance, does your virtual graphic design department usually wait until a large project is looming that will require around-the-clock workloads to update the entire team's graphic design software? Does the accounting team in a small office in Ohio usually run out of server space and capacity during the rush to deliver quarterly information to the home office? Knowing corporate workflow -- especially when remote access and other network needs will be greater -- will help you plan out your infrastructure, streamline efforts and reduce overall network expenses.