How Does GDPR Impact HR & Analytics?

The introduction of GDPR has transformed how employee data are collected, processed and analysed by establishing a strong and uniform data privacy and protection regulatory framework.

FREMONT, CA: In today’s digital landscape, data has become a pivotal asset for businesses across diverse sectors, especially human resources (HR) departments. Data and analytics have transformed the way organisations manage their workforce. However, introducing the General Data Protection Regulation (GDPR) in the European Union (EU) has considerably impacted HR data gathered, processed, and analysed. The primary objective of GDPR is to further align a higher level of protection of personal data.

The GDPR has significant implications for employment law since employers handle the personal data of their workforce and job applicants on a large scale. Additionally, employers process employee data regarding the workplace, such as information from security cameras or employees’ internet activities. Therefore, it is paramount for employers to comprehend the forthcoming challenges and how to navigate these regulations efficiently.

 The European Commission has been revising privacy regulations since January 2012 with the intention of resonating with the demands of the digital age. The GDPR standardises privacy rules throughout the European Union, ensuring a strong and consistent level of protection that becomes immediately enforceable across the EU.

GDPR establishes a strong emphasis on data privacy and protection. It mandates organisations to maintain transparency regarding the gathering and processing personal data, including HR-related information. This empowers HR departments to exercise more caution in the valuable data they collect, ensuring that the workforce is well-informed about the purpose for which their information is used.

The introduction of GDPR enables employees to gain additional rights to reinforce control over their personal data. For instance, the extended access right allows the employee to be informed about diverse aspects. Firstly, It empowers the workforce to have the right to know how long their employer aims to retain their information. Secondly, they will be entitled to understand whether their data will be used for automated -decision-making.

This clear understanding of data utilisation makes organisations’ data policy more transparent, yielding employee trust and facilitating employee retention. Furthermore, these advancements enhance the responsibility of anyone who handles personnel information, as transparency and compliance with expanded rights become pivotal.

The introduction of GDPR has a considerable influence on HR analytics. GDPR establishes strong data privacy and protection requirements, transforming how HR departments gather, analyse, and process employee data. This encompasses obtaining consent for data processing, guaranteeing data minimisation, and improving data security measures. It mandates aligning HR- analytics with GDPR’s privacy principles, demanding data anonymisation and transparency. Furthermore, GDPR provides the workforce with an extensive range of additional rights like access to data, rectification, and the right to be forgotten, impacting HR analytics processes. This compliance with GDPR bolsters transparency and builds trust with employees, increasing employee retention and performance.