To minimize risks associated with short-term employees, which activity should an IS audit department include?

In the context of minimizing risks associated with short-term employees, focusing on succession planning is essential. Succession planning involves identifying and developing internal personnel to fill key positions within the organization as they become available. By ensuring there are trained staff members ready to take over, the organization mitigates the risks associated with turnover and short-term employment.

Short-term employees may lack the depth of institutional knowledge or stability that long-term employees have, which can lead to disruptions in operations and project continuity. Having a robust succession plan allows an organization to ensure that critical knowledge, skills, and competencies are maintained even when short-term personnel are in play. This planning allows for smoother transitions and ensures that the organization continues to operate effectively despite fluctuations in employee tenure.

In contrast, the other options do not directly address the specific risks posed by short-term employees. Staff job evaluations focus more on assessing performance rather than preparing for turnover, while defining responsibilities helps clarify roles but does not inherently prepare for employee exits. Employee award programs can boost morale but do not contribute to risk mitigation related to short-term employment. Therefore, focusing on succession planning specifically aligns with minimizing risks associated with this group of employees.