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The LGPD in HR must follow all the premises applicable to the law. That is, to ensure that personal data is secure based on a set of principles.
In this sense, have you ever throught about the amount of personal data that the Human Resources area has?
This data ranges from the simplest – such as the name, to the most complex ones such as image and even biometrics. Undoubtedly, the impacts of the LGPD on HR are numerous. After all, this is the department that has the most third-party data.
But, how does the LGPD apply in HR and how to ensure that all data used has the consent of it’s holders?
What is LGPD in HR?
It is a fact that data and information are the basis for the activities of the Human Resources area to be executed. In this sense, the sector collects and stores data from the admission process to the dismissal.
That is why knowing how to adapt the LGPD to HR is so important, especially so that there are no punishments or fines.
And, the application of the LGPD is broad. It even involves digital activities, such as registering for open positions carried out throught the website.
In this way, HR works with both personal data and sensitive data, such as religion, union membership, skin color, amoung others. In addition, HR often handles data from third parties, such as dependents.
In this sense, even the images that the internal cameras capture from employees must be LGPD compliant.
As the area’s internal processes require the capture of different types of data, adapting the LGPD in HR is a requirement. After all, we are talking about the area that most captures, stores and has access to sensitive data.
The law seeks to ensure the confidentiality and security of information, to adapt the LGPD in HR it is necessary to analyze the processes. Including how, and if it is necessary to capture certain data.
In this sense, the impacts of the LGPD on HR do not make it impossible to execute processes, but improve them.
What are the impacts of the LGPD on HR?
The impacts of the LGPD on HR come mainly from the correct collection and storage of information.
Thus, the biggest concern is the correct use, the consent of the holders and the security that prevents leaks.
What changes in HR in relation to recruitment and selection?
Arguably, most selection processes start with the online registration of professionals. Thus, if your website has an area such as “work with us” for the professional to enter their data, it will be necessary to comply with the LGPD. And if you receive your resume by email too.
Therefore, many companies area leaving aside very detailed fields, even if this can slow down the selection.
Thus, the LGPD in HR provides a critical analysis of what information is essential to the recruitment and selection process.
After all, the data collected will be the responsibility of the company. Therefore, sensitive data such as race and religion should be avoided.
However, even if only personal information is collected, it is essential to inform what privacy policies are adopted.
In addition, at the end of the selection process, it is necessary to eliminate the excess data and information.
Internal Processes and Records
The capture of information from employees also occurs during the execution of their activities. In this logic, by adopting activity registration with biometrics, personal data is being stored.
Undoubtendly, the practice of recording entries and exits, the famous “cloking in”, is fundamental for internal control. Therefore, it is necessary to adapt the LGPD, seeking authorization for use from the holder.
In this perspective, every image of the professional, such as a badge photo or promotional videos, needs to be allowed to be used.
In addiction, data regarding salaries, bonuses, productivity, evaluations, bank of hours, among others, are records that needs to be treated safely.
In this sense, define which professionals may have access to this information. After alll, a person may feel discriminated against if their information is misused.
When there is a dismissal from the company
The dismissal process also suffers the impacts of the LGPD on HR. When a shutdown is finalized, the company must eliminate the data is unnecessary.
In addition, if it is essential to preserve any data, the person needs to be aware of the purpose and whether there will be sharing.
Obviously, adopting a total exclusion procedure avoids damage to the company, such as leaks or misure.
The importance of authorization terms
One of the best ways to adapt HR to the LGPD is by obtaining consent for the use of data subjects.
This type of concession allows the company to capture, use, and store the data, avoiding legal problems with the LGPD in HR.
However, it is essential to explain to each employee how the process of capture, use, and storage takes place. And, express for what purposes the data is used, ensuring that everything occurs safely.
Protection of captured data
Possibly, among everything that changes in HR, the protection of information is the most important.
The LGPD in HR aims to protect data. In this sense, storage must be carried out with secure software. In addition, access should only be by authorized people who will actually make pertinent use of the information.
Thus, the responsability for protecting the data lies with the company that obtained it. Know thats if a third party (banks or health plans) misuses the information, the employee’s company is co-responsible for the misconduct.
Therefore, companies must establish partnerships with ethical and transparent suppliers. In addition, inform employees with which companies the data can be shared.
How to adapt HR to the LGPD with the help of technology?
At first it may seem that LGPD in HR only brings complications, but it is not reality. In addition to the security for data storage, this is a great opportunity to use technology to your advantage.
In this sense, by adopting a document management system, such as the Fusion Platform, you take a step forward in compliance.
First, it will be necessary to standardize the processes. This action is very advantageous. After all, it provides an analysis of activities and the need to collect certain information. Thus, the collection of unnecessary data is avoided.
In addition, Fusion is able to provide information tracking and allows you to delimit access permissions. In addition, there is a record of all activities, providing greater control.
Thus, the processing and use of data is realiable and in compliance with the laws relevant to the LGPD in HR.
In addition to ensuring the integrity of the information, Fusion has security backups, cloud storage, and full document logging.
Then, processes are created to authorize the use of data, adding the purposes of use. Another issue that encompasses compliance is that the tool allows authorizations to be signed with a digital signature.
In this sense, it helps to apply the LGPD in HR in a practical and objective way, especially considering the increase in hybrid work.
We know that adapting to new laws is a laborious process. Therefore, Fusion has exclusive templates that helps apply LGPD in HR.
Neomind helps you keep HR compliant with the LGPD. Try the Fusion Platform free for 15 days and see all these advantages in practice.
How is the LGPD in your company’s HR? Tell us about your experience here in the comments. And also, if you have any questions, write in the comments, we will respond promptly.
