HR systems suppliers and HR more widely continue to be quiet on the question of the impact of the EU’s General Data Protection Regulation (GDPR) on their solutions and HR processes, despite the clock ticking on implementing the legislation in May 2018.
If you aren’t aware of the changes, there is a great summary from the people at Shoosmiths, which I happened to come across recently on the web.
One of the areas highlighted is the expanding rights of data subjects, that’s you and me, to make data access requests. That means third parties have to ask to see our data. The new regulations also enhance our rights to rectification, restricts processing and the rights to objection. Essentially under GDPR, all EU citizens have more rights to see and control how and what data (about us) is processed.
One potential consequence of this is that employees may, under their enhanced rights, ask to see data about them, which was previously hidden in HR processes. This could be things like what their company’s systems say is their flight risk, what their succession plan is like as a succession candidate, their potential ratings, their inclusion in Talent Pools, things that they were never aware of before. The HR process often hides such data.
So, whilst there appears to be a rush around compliance of data access from outside the EU, for HR systems, we may also need to think about the visibility of our HR process!
We may need to think through the consequences of employees asking “What Talent pools do you have me assigned to?” and “Which roles am I an active and identified successor for?”
Not having an answer, as well as having an answer, might prompt some challenging, or less than engaging conversations.
Now, again to be clear, this is supposition on my part, but it would be interesting to hear some answers, beyond. “It’s too early to say,” which is what I have heard from some suppliers, sounds frighteningly like some people may be burying their heads in the sand.
If people have been talking about this in their HR world – I would love to hear your thoughts!
As this is a legal theme – a disclaimer: This post is for discussion purposes only and does not constitute legal advice. It is recommended that specific professional advice is sought before acting on any of the ideas given. And please share your insights and shed some light on the subject if you can…! :o)