Data protection in people analytics projects - most project managers ask themselves a lot of questions. The complexity lies in the interaction of very different disciplines. Technical infrastructure, processing procedures, the German Data Protection Act (DSGVO), the Federal Data Protection Act (BDSG) and company agreements must be communicated with the stakeholders of the disciplines involved in order to create a common, decision-making picture and thus enable the technical implementation of people analytics systems.
The experts at noventum explain the interrelationships and provide guidelines and procedural models with the solution "Data protection in HR analytics projects", which support project managers during implementation and operation.
People analytics and data protection go together
A separate consideration of people analytics and data protection is not possible, since, for example, in digital personnel management, numerous personal data are processed during data analysis in HR analytics systems. Due to the analysis of HR data in People Analytics, the processing affects, among other things, personal data according to Article 4 (1) of the GDPR or information about employees in the sense of employee data according to Section 26 of the German Federal Data Protection Act (BDSG). This may also include personal data of special categories according to Art. 9 DS-GVO. This type of personal data is subject to special protection under the EU General Data Protection Regulation (GDPR), which means that the implementation of data protection requirements may not be excluded. For this reason, the interplay between data-based analysis in People Analytics and data protection is of great importance and at the same time offers an assurance of protection for the personal data of all kinds to be digitally processed.
Read the complete article on nc360°, the noventum consulting newsdesk:
The experts at noventum explain the interrelationships and provide guidelines and procedural models with the solution "Data protection in HR analytics projects", which support project managers during implementation and operation.
People analytics and data protection go together
A separate consideration of people analytics and data protection is not possible, since, for example, in digital personnel management, numerous personal data are processed during data analysis in HR analytics systems. Due to the analysis of HR data in People Analytics, the processing affects, among other things, personal data according to Article 4 (1) of the GDPR or information about employees in the sense of employee data according to Section 26 of the German Federal Data Protection Act (BDSG). This may also include personal data of special categories according to Art. 9 DS-GVO. This type of personal data is subject to special protection under the EU General Data Protection Regulation (GDPR), which means that the implementation of data protection requirements may not be excluded. For this reason, the interplay between data-based analysis in People Analytics and data protection is of great importance and at the same time offers an assurance of protection for the personal data of all kinds to be digitally processed.
Read the complete article on nc360°, the noventum consulting newsdesk:
- The challenges of a people analytics project for companies and project managers
- The solution strategy
- Benefit
