Define the workforce event
Set the joiner, mover or leaver decision, access consequences and Required Confidence for the intended role or project.
HCIIF IN PRACTICE · PEOPLE, WORKFORCE AND IDENTITY
One role change.
Several different records.
An employee moves from one project to another. The HR record is updated, but project allocation, organisational directories and role-based access do not change consistently.
The information
challenge.
Access decisions are only as reliable as the workforce information behind them.
HR, line management, project teams, security and technology services may each hold part of the employee’s current position. When those records conflict, the individual may retain access they no longer need while waiting for access required in the new role.
A technically effective IdAM or RBAC solution cannot create confidence in incomplete, outdated or poorly governed source information.
Assess the workforce information
Identify candidate authoritative EIAs for identity, status, role, project and manager, then test the evidence supporting reliance.
Establish the confidence position
Compare HR, directory, project and access records to expose Current Confidence, conflicts and the Confidence Gap.
Govern access through change
Carry the confidence basis, approvals and review triggers into IdAM and RBAC so accountable owners grant, amend or remove access.
ILLUSTRATIVE INFORMATION INTEGRITY PASSPORT
What confidence is justified?
- Confidence basis
- Employment status and role are confirmed by authoritative sources; project assignment and access need are approved by accountable owners.
- Justified reliance
- Sufficient to grant, amend or remove access for the defined role and purpose.
- Accountability
- HR, the line manager, project owner, security and technology teams retain clear responsibilities across the JML process.
- Review triggers
- A role, project, contract, location, manager, employment status or risk-profile change.
HCIIF outcome
The organisation establishes a governed workforce view that supports timely JML activity, proportionate RBAC and a clearer single version of truth for identity and access decisions.
This example illustrates information-integrity management. It does not prescribe a specific HR, IdAM or access-control design.