The Data Protection Act was recently passed and is effective since May 2018. For many Human Resources professionals, it is considered a breakthrough for the market. Companies have already begun to move and pay attention to new ways to ensure data security for their customers, employees and suppliers.

The human resources sector is the sector with the largest number of employee information stores. With the new law, it will be time for HR to find innovative ways to maintain effective storage of sensitive information.

Let’s talk more about what this law is, how it influences and impacts the HR industry. 

What does GDPR stand for?

GDPR stands for General Data Protection Regulation. It’s the core of Europe’s digital privacy legislation. It was created to protect the data of citizens, whether individual or legal entity, public or private law that operates with processing of personal data. This law will impact everyone, business, citizens and public bodies. This is a new way to ensure the security of this information.

Again, the law is based on the General Data Protection Regulation created in the European Union which aims to protect the illegal capture of personal data of citizens. For some countries like Brazil, it was adapted to their reality.

This personal data is defined as any type of information that can identify someone, such as name, age, address, sexual orientation, ethnicity. They are referred to as “sensitive data” and are now better protected to avoid discrimination.

What are the impacts of GDPR on HR?

With LGPD coming into force in 2020, companies are already analyzing and studying ways to adapt their processes. Organizations that do not comply with the new standards will be subject to fines and, in more severe cases, stop their activities.

These new measures directly impact the HR industry, so professionals must adapt as soon as possible to avoid potential failures.

HR should already map all its processes where this data is used. This will make it easier to identify where the protection of this information is most flawed. This is the time when HR joins with IT and legal to make sure that it complies with the law.

HR and IT Integrations

The HR and IT sectors will get even closer at this time of restructuring. One of the proposals of the law is the creation of the position of Data Protection Officer, the professional should reevaluate contracts, company policies and all processes involving professional data.

With HR, IT will develop compliance programs that will ensure information security so that it is effectively protected. Remembering that any violation or leakage of data may be punished.

Protecting Candidates Data

Data protection must be done from the moment the applicant registers in a selection process of his company. A document should be prepared where the individual must sign the permission that their data be used by the company and will be kept in archives.

In the case of consultancy and recruitment and selection companies, the applicant may be asked to authorize their resume to be accessed by other companies and the purpose as it is common to show different professionals who have the requirements of other companies as well.

New employees

The moment of admission of new employees is when human resources professionals end up acquiring various sensitive data from new talent.

Ideally, new talent understands the purpose of data authorization forms and has no doubt. HR should keep new employees aligned with every detail from day one.

HR professionals consider LGPD to be a breakthrough and a legal milestone for companies. The law will bring more awareness of all your personal data in the hands of organizations. They believe that the degree of trust between citizens and businesses will increase and the more efficient the better the company will be in the marketplace.