May 25. That was the date given to all the global companies working directly and indirectly in the European Union to abide by the GDPR regulations. That date came and went by and the companies have geared up to comply with every new legislation in place.

Especially, the talent management industry which has a massive amount of employee data with itself has agreed to the twist in the turns of events. Before you can name the sources in a serial order, a deluge of such sources fill your mind- from Slack to Chatter to Skype to web history to emails to phone conversations to social media details. An employee is a power now who calls the shots.

Many big companies are hiring or taking services from the talent management consulting firms to understand what really are new rules and how should they go about it. The talent management consulting firms are having a busy day these days with hordes of international companies seeking help regarding stipulated guidelines.

Most importantly, the major changes that will shape the organizational data shift are:

  • Perform DPIA (Data Protection Impact Assessment): Any company storing personal data of individuals or group of individuals has to mandatory perform an assessment procedure called DPIA. What’s DPIA? It is a kind of an organizational audit for its various procedures, operations, and processes for the measurement of its effect on the individual privacy concerns and checking the data storage, collection, and processing.

With the correct implementation of the testing parameters of DPIA, there are different things which can be achieved, some of which are:

  • Ensuring compliance with the applicability of legal, policy, and regulatory requirements regarding privacy issues
  • Determination of risks, causes, and effects
  • Evaluation of alternative processes and protections for the mitigation of potential privacy risks
  • Receiving Customer Content: Whenever any organization is about to collect consumer data, the companies must ask. The consent request regarding data must be laid out in an easy-to-understand and simple language. A clear explanation regarding the duration of data storage as well as the purpose of it must be clearly stated.

Earlier a silence or inactivity used to be interpreted as the consent for data collection but new GDPR regulations don’t think so. The reason is now the companies are required to prove the customers have agreed to give their consent. If there are new purposes or any change in the duration of data storage, a new consent form has to be sent and agreed upon by the end-customer.

Customers have the total rights to agree or disagree. Also, they can withdraw their consent at any given point in time and the companies must oblige as and when such request from customers are received.       

  • Recruitment of Data Protection Officer (DPO): For an effective GDPR compliance, it’s essential for corporations to hire a DPO. Those companies which employ 10 or 15 employees or greater than that, have to hire a DPO.

Given below are the roles and responsibilities of a DPO:

  • A systematic and regular monitoring of subjects of data on a massive scale
  • Data processing of special categories on a large scale

It’s another matter that talent management consulting firms aren’t the only go-to if you wish to implement GDPR. Human resources professionals working in the workplace must know about it and the companies can rely on such professionals. Moreover, an HR with a legal education or specialization can come in very handy in checking the proper and due process. The importance of GDPR, certainly, isn’t and mustn’t be lost on the talent management industry.

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