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In many organizations, employees will move from position to position over time These position changes are not always upward through a career path, but are instead lateral moves from one type of work to another Unless an organization is very careful about its access management processes and procedures, employees who transfer and are promoted tend to accumulate access privileges This happens because a transferring employee s old privileges are not revoked, even though those privileges are no longer needed Over a period of many years, an employee who is transferred or promoted every few years can accumulate many excessive privileges that can signify significant risk, should the individual choose to perform functions in the applications that they are no longer officially authorized to use This phenomenon is sometimes known as accumulation of privileges or privilege creep Privilege creep happens frequently in companies accounting departments An individual, for example, can move from role to role in the accounting department, all the while accumulating privileges that eventually result in the ability for that employee to defraud his or her employer by requesting, approving, and disbursing payments to themselves or their accomplices Similarly, this can occur in an IT department when an employee transfers from the operations department to the software development department (which is a common career path) Unless the IT department deliberately removes the transferring employee s prior privileges, it will end up with an employee who is a developer with access to production systems a red flag to auditors who examine roles and responsibilities
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The term sourcing refers to the choices that organizations make when selecting the personnel who will perform functions, and where those functions will be performed
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The options include whose personnel will perform tasks: Insourced The organization hires employees to perform work These workers can be full time, part time, or temporary Outsourced The organization utilizes contractors or consultants to perform work Hybrid The organization can utilize a combination of insourced and outsourced workers Next, the options include where personnel will perform tasks: On-site Personnel work in the organization s work site(s)
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Off-site, local Personnel are not located on-site, but are near the organization s premises, usually in the same community Off-site, remote Personnel are in the same country, but not near the organization s premises Offshore Personnel are located in a different country
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NOTE Organizations are often able to work out different combinations of whether personnel are insourced or outsourced and where they perform their work For instance, an organization can open its own office in a foreign country and hire employees to work there; this would be an example of offshore insourcing Similarly, an organization can use contractors to perform work on-site; this is on-site outsourcing
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Insourcing, which is the practice of hiring employees for long-term work, is discussed earlier in this chapter in the Personnel Management section
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Outsourcing
Outsourcing is the practice of using contractors or consultants to perform work for the organization An organization will make a decision to outsource a task, activity, or project for a wide variety of reasons: Project duration An organization may require personnel only for a specific project, such as the development of or migration to a new application Often an organization will opt to use contractors or consultants when it cannot justify hiring permanent workers Skills An organization may require personnel with certain hard-to-find skills, but not need them on a full-time basis Persons with certain skills may command a higher salary than the organization is willing to pay, and the organization may not have sufficient work to keep such a worker interested in permanent employment with the organization
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