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3 Key Takeaways of GDPR?
Insights From Mettl Company Insights

What will GDPR change in the realm of HR, organization, and management? Do existing procedures need to be changed? Will hiring, retaining, and employee exit will be different? What about sub-functions of a business like marketing and sales? All this and more in the following pointers. Read along-   

How GDPR would impact Non-Compete Covenant:

When you’re hiring a traditional workforce, you get them to sign a non-compete agreement in their contract in exchange for reasonable value-addition and consideration of their legitimate interests. With the contingent workforce, the demarcation of contacts is diminished and there are huge risks and consequences associated with the leak of critical data like client lists, trade secrets, proprietary technology, and intellectual rights. There is no legalities, liabilities, and legislation that cover contingent workers or how they plan to use crucial company information, especially when the worker is working with companies of competing interests, certainly without the knowledge of competing parties. How that shapes up and evolve in the wake of GDPR and data regulations is also something that has to be figured out.

Companies need to buckle down the legislation around contingent workers and use of critical company data, bringing on board legal experts to frame their non-disclosure and non-compete contracts for freelancers and gig workers. Otherwise, companies can have a mix-workforce partly consisting of gig workers for tasks that don’t include a lot of crucial client’s and organizational data and proprietary technology information and partly of traditional employees for tasks where such information is involved.   

Consent Management:

Companies must be on the lookout for ways to give their customers and clients a seamless authority and control over their data. Some effective ways to handle consent management and data privacy:

  • Consent Forms: Before using any data, people must be informed why the data is being collected and how it will be used. Just like Google does. Also, get their consent on the same.
  • Strong Processes: Install in place strong systems and processes which are also streamlined according to GDPR regulations. This way personal data of customers is safe with you and you are safe with regards of legislation.
  • Data Security: There must be strong and robust data security measures in place along with effective storage and retrieval platforms. Not to mention, regulations regarding sharing it with any third-party.              

GDPR Implementation by Large Corporations:

While 2018 marked the arrival of GDPR regulations, 2019 will pave the way for the first steps towards its administration on the ground. For large organizations- technical, operational, and organizational aspects have to be streamlined with stringent data regulation and monitoring processes, a foundation of the procedure for handling personal dtla, and SOPs literature which works as an organizational protocol- will be crucial and of dire consequences. SMBs would be wary of spending any share of their budget to GDPR till results or outcomes become apparent for them to follow suit.

Topics: HR News and Trends

Originally published June 21 2019,updated February 26 2020

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