This isn't the last post in my current provisioning series. I promised the last post would focus on a few architectural ideas for handling provisioning and de-provisioning in a distributed environment. This one simply highlights something I saw reported that helps illustrate a point I made in my last post. The Daily Press, Newport News, VA, last week reported:
A part-time computer help desk technician let go from Thomas Nelson Community College almost three weeks ago said that, as of Wednesday morning, he still had computer access to the records and Social Security numbers of every student in the Virginia Community College System.
Edwin Slater, a 24-year-old Newport News resident, said college officials told him he was being laid off from his job July 9 because of budget cuts. But Charles Nurnberger, TNCC's vice president for finance and administration, said no employees have been laid off, although some jobs have been consolidated.
The college VP's answer to the alleged data breach is quite contorted. He indicates that no employees had yet been officially terminated. The VP doesn't address the fact that the employee in question had either been notified weeks ago that he was being laid off or that, in any case, he had not showed up to work in 3 weeks. So the VP sort of implies that there was no data breach since the college hadn't officially terminated the individual's status as an employee. This is an interesting answer, but not one that has anything to do with protecting the confidential student information to which the help desk technician had access.
As I wrote in my previous post:
In the case of involuntary terminations, it may be important to schedule de-provisioning in advance of when the notice is given and/or when the termination is effective for payroll, benefits, or other purposes. Some notion of "suspension pending termination" is necessary in many situations. Conversely, an employee's notice of voluntary termination (e.g., two weeks notice) may or may not invoke any immediate de-provisioning of systems. The point here is that both provisioning and de-provisioning are not always tied exactly to official hire and termination dates. Fine-grain handling of lifecycle events is required.
Unless there is other "breaking news," the post I promised with a few architectural ideas on provisioning will be up next.
The purpose of this webinar
The purpose of this webinar is to demystify ESBs for HR IT stakeholders. Within large and medium-sized enterprises, it is common for HR systems to connect into the "enterprise service bus." However, HR IT typically is a relying party and doesn't always exercise control or influence over how ESB infrastructure is applied to HR integration scenarios. In many cases, there is no shortage of middleware or ESB infrastructure within the enterprise, but simply a lack of adequate attention given to the application of such technology to complex and rapidly evolving HR integration scenarios.Blogs are always a main source of getting accurate information.i am marry Davidson now a days i am in the field of IT and i did MBA in HRM and IT these days i am doing preparation of different online certification and i found testking is best helping source which is providing best helping material. i also spend my extra time in surfing internet and listening music and playing games.after my exams i would like to join your group.
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