GDPR is the latest regulation that the EU has imposed on the member states. The regulation regulates the handling of data and other types of information that, among other things, concern personal data. What does this Swedish company mean?
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What is the difference between the GDPR and the Data Protection Regulation?
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In Swedish, the relatively new ordinance is called the Data Protection Ordinance. It regulates by and large all handling of personal data and a special section is intended for information that is classified as sensitive. All companies must comply with the regulation, it has a decisive effect on companies that collect information about their customers, which in principle all companies that sell and buy goods do.
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In order to be competitive in the market, companies need to gather information about their target group. The regulation that now applies in the EU means that there must be the consent of all private individuals, about whom companies collect information and especially with regard to information that the regulation classifies as sensitive.
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Sensitive information is information that can be traced to an individual. This can be, for example, social security number, address and name information. But also digital information such as an IP address and the like.
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Are companies’ HR data affected by the regulation?
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The information that companies collect about their customers is important in order to be able to create a successful business financially. Companies need to know what customers want in order to be able to create services and products that customers in turn want to buy and use.
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Information about the companies ‘own employees is also important in relation to the companies’ efficiency, which is crucial for how competitive a company can be in the market. By collecting information about the staff, the staff resources can be distributed in the best possible way within the company.
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In English, the term, in the business world, is often called employee engagement, on Swedish resource allocation or staff initiatives, depending on what you are referring to specifically. Practically, it is about having the right type of staff, with the right skills, who perform the right type of tasks. The Data Protection Ordinance stipulates legally that all staff must approve that the employer can collect and save all the type of information, which is about the employees.
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HR data is information that companies collect about their staff. This can be, for example, information about educational background, age, qualifications and work experience. Information can be used to allocate the company’s human resources in an efficient way. In practical terms, this may mean that the staff’s skills are not fully utilized.
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Why is HR data important?
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Competition in the market is becoming increasingly fierce for companies and this places ever higher demands on being competitive. In relation to competitiveness, HR data can play a crucial role for many companies. Reduced prices to consumers are not always a possible alternative or the answer to becoming a competitive company – the alternative may be to take advantage of employee engagement index, which provides a clear overview of the human resources available.
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With this information, the companies can namely redistribute the resources and thereby streamline the processes within the company. This makes it possible to profit from the resources that already exist within the company, which will probably lead to expenses and costs being minimized.
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