CRISC Exam Dumps - Certified in Risk and Information Systems Control

The best method to ensure a terminated employee’s access to IT systems is revoked upon departure from the organization is to have the human resources (HR) system automatically revoke system access, which is a process that involves integrating the HR system with the IT system, and triggering the removal of access rights for the employee as soon as the termination is recorded in the HR system12.

This method is the best because it provides the most timely, accurate, and consistent way of revoking access, and reduces the risk of human error, oversight, or delay that may occur in manual or semi-automated processes12.

This method is also the best because it enhances the security and compliance of the organization, and prevents the terminated employee from accessing or compromising the IT systems or data after departure12.

The other options are not the best methods, but rather alternative or supplementary methods that may have some limitations or drawbacks. For example:

Login attempts are reconciled to a list of terminated employees is a method that involves monitoring and verifying the login activities of the IT systems, and comparing them with a list of terminated employees to identify and block any unauthorized access attempts34. However, this method is not the best because it is reactive rather than proactive, and may not prevent the terminated employee from accessing the IT systems before the reconciliation is done34.

A list of terminated employees is generated for reconciliation against current IT access is a method that involves creating and maintaining a list of terminated employees, and checking it against the current IT access rights to identify and remove any access that is no longer needed34. However, this method is not the best because it is manual and labor-intensive, and may introduce errors or inconsistencies in the list or the access rights34.

A process to remove employee access during the exit interview is implemented is a method that involves conducting an exit interview with the terminated employee, and revoking the employee’s access to the IT systems during or immediately after the interview34. However, this method is not the best because it depends on the availability and cooperation of the terminated employee, and may not cover all the IT systems or access rights that the employee had34. References =

1: IT Involvement in Employee Termination, A Checklist3

2: Best Practices to Ensure Departing Employees Retain No Access5

3: User Termination Best Practices - IT Security - Spiceworks2

4: IT Security for Employee Termination - Policies, Checklists, Templates - Endsight1

The risk practitioner’s primary role during the change is to manage the third-party risk, as this involves identifying, assessing, and mitigating the risks associated with outsourcing the business operations for the emerging technology. The risk practitioner should ensure that the third-party provider has the necessary capabilities, security, and compliance to deliver the expected outcomes and meet the contractual obligations. The risk practitioner should also monitor the performance and service levels of the third-party provider and report any issues or incidents. Developing risk scenarios, managing the threat landscape, and updating risk appetite are all important activities for the risk practitioner, but they are not the primary role during the change. Developing risk scenarios is a technique for identifying and analyzing potential risk events and their impacts. Managing the threat landscape is a process of identifying and responding to the external and internal threats that may affect the organization. Updating risk appetite is a decision that reflects the organization’s willingness to accept or avoid risk in pursuit of its objectives. References = Risk and Information Systems Control Study Manual, Chapter 2: IT Risk Identification, page 48.

Regulatory restrictions for cross-border data transfer can significantly impact compliance, making this the most critical consideration. Addressing such restrictions ensures adherence toLegal and Regulatory Requirementsin risk management.

Establishing executive management support is the most important success factor when introducing risk management in an organization. This is because executive management support can help ensure that risk management is aligned with the organization’s vision, mission, and strategy, as well as provide the necessary resources, authority, and accountability for riskmanagement activities. Executive management support can also help foster a risk-aware culture,promote stakeholder engagement, and facilitate risk communication and reporting. According to the CRISC Review Manual 2022, one of the key elements of IT governance is to obtain executive management support and commitment for risk management1. According to the web search results, executive management support is a critical success factor for risk management in various contexts and industries234.

The best recommendation to address recent IT risk trends that indicate social engineering attempts are increasing in the organization is to conduct a simulated phishing attack, as it tests the awareness and behavior of the employees in responding to a realistic and targeted email scam, and identifies the areas and individuals that need improvement or training. Updating spam filters, revising the acceptable use policy, and strengthening disciplinary procedures are not the best recommendations, as they may not address the human factor of the risk, or may be too reactive or punitive, respectively. References = CRISC Review Manual, 7th Edition, page 155.