Personal data are processed<\/strong> when they are collected, recorded, stored and so on.<\/p>\n For example: A personnel register<\/p>\n Personal data <\/strong>refers to anything that enables a person to be identified directly (surname, first name) or indirectly (telephone number, customer number, etc.). A combination of several pieces of information can also be used to identify a person.<\/p>\n For example: address, date of birth and sports activities.<\/p>\n Personnel management is affected by the GPRD, as it involves handling the personal data of the company’s employees and applicants. As such, the General Regulations come into force, and the company must comply with them or face sanctions.<\/p>\n The data controller’s protocol must also comply with labor legislation, collective bargaining agreements, etc.<\/p>\n <\/strong><\/p>\n Note that the data collected must be up-to-date and of high quality. They have a limited shelf life.<\/strong><\/p>\n Data collection must meet specific objectives. In the context of personnel management, the objectives may be :<\/p>\n As a data controller, you must obtain the consent of the persons concerned. However, because of the company\/employee relationship, you have a legal basis for processing certain data in very specific situations.<\/p>\n These legal bases can be :<\/p>\n Example 1: applications (resume and cover letter) are processed on the legal basis of pre-contractual measures<\/p>\n Example 2: management of internal directories and organization charts based on legitimate interest<\/p>\n Example 3: remuneration is calculated on the basis of contract performance<\/p>\n Example 4: the Nominative Social Declaration is based on the legal obligation.<\/p>\n <\/strong><\/p>\n Note that data collected for one purpose cannot be reused for another.<\/strong><\/p>\n A bond of trust is established between you and the person whose data you are processing. So you need to be clear about your intentions.<\/p>\n When processing personal data, you must inform the person of this action. There is no standard on how to keep the person informed.<\/p>\n Nevertheless, information must be “concise, transparent, comprehensible and easily accessible, in clear and simple terms”<\/strong>.<\/p>\n The CNIL (French Data Protection Authority) offers a few examples of information notices to help you here<\/a>.<\/p>\n The persons whose data are processed have rights:<\/p>\n In the event of a request for consultation, rectification or deletion of data, you must be able to respond quickly.<\/p>\n Please note that the information covered by these rights does not include data for which consent has been given or data relating to the contract.<\/strong><\/p>\n Personal data cannot be accessed by all company employees. Access authorizations must be established.<\/p>\n Within the company, authorized persons are bound by their mission or function.<\/p>\n For example: people in charge of personnel management or payroll<\/p>\n Other organizations linked to the company may also have access to data as part of their mission or function.<\/p>\n Please note that the transmission of data outside Europe is subject to special rules.<\/strong><\/p>\n You need to adapt data processing to specific situations, especially when sensitive data is involved, for example in the event of a work-related accident (social security number, etc.).<\/p>\n The company must ensure data security. To achieve this, it must implement a safety protocol.<\/p>\n The CNIL (French Data Protection Authority) offers a set of guidelines to support the protection of personal data relating to personnel management. What’s more, technological tools can provide real support in the compliance process.<\/p>\n This is particularly true of ERP (Enterprise Resource Planning), which makes it easier for your company to comply with European regulations.<\/p>\n The fact that data is centralized in a single information system makes it easier to manage.<\/p>\n As mentioned above, the data collected must be of high quality and up-to-date. In an ERP system, data is constantly updated through the daily activities of employees within the software.<\/p>\n Personal data cannot be accessible to everyone. It depends on the mission and function. Through security accesses, ERP allows you to define authorizations.<\/p>\n Data is sorted and organized using the various modules contained in the software package.<\/p>\n Employees can easily exercise their rights (consultation, modification, etc.) thanks to simplified access to their personal data.<\/p>\n Employees have a global view of the data held on them by the company.<\/p>\n What’s more, the ERP is accessible via an authentication system, which notifies the user in the event of an attempted breach. This ensures the security of user-specific data.<\/p>\n Our vsa solution is a SaaS ERP that offers many features to facilitate RGPD-related processing:<\/p>\n Pour en savoir plus : VSA is GPRDcompliant. Simplify your GPRD!<\/a><\/p>\n The General Data Protection Regulation is an essential point to take into account in your internal processes, the choice of your service providers and subcontractors, or the choice of your IT tools.<\/p>\n Failure to comply with the GPRD results in a fine of up to 4% of your company’s worldwide annual turnover.<\/p>\n To help you achieve compliance, the CNIL offers a number of tools, including a reference guide to the processing of personal data in personnel management.<\/p>\n IT tools such as ERP offer features to simplify your GPRD compliance.<\/p>\n Read also <\/strong><\/p>\n 40% of Data Protection Officers (DPOs) and lawyers have taken advantage of containment to bring their companies into GPRD compliance, according to a data legal drive survey. As a company, you need to process the personal data of your employees and candidates. You therefore need to set up a protocol for processing this sensitive data, […]<\/p>\n","protected":false},"author":1,"featured_media":5609,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_seopress_robots_primary_cat":"","_seopress_titles_title":"","_seopress_titles_desc":"","_seopress_robots_index":"","inline_featured_image":false,"footnotes":""},"categories":[1],"tags":[],"article--metier":[],"solution":[74,73,75],"class_list":["post-7385","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-non-classifiee","solution-vsa-en","solution-vse-en","solution-vsp-en"],"acf":[],"_links":{"self":[{"href":"https:\/\/veryswing.com\/en\/wp-json\/wp\/v2\/posts\/7385","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/veryswing.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/veryswing.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/veryswing.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/veryswing.com\/en\/wp-json\/wp\/v2\/comments?post=7385"}],"version-history":[{"count":2,"href":"https:\/\/veryswing.com\/en\/wp-json\/wp\/v2\/posts\/7385\/revisions"}],"predecessor-version":[{"id":7520,"href":"https:\/\/veryswing.com\/en\/wp-json\/wp\/v2\/posts\/7385\/revisions\/7520"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/veryswing.com\/en\/wp-json\/wp\/v2\/media\/5609"}],"wp:attachment":[{"href":"https:\/\/veryswing.com\/en\/wp-json\/wp\/v2\/media?parent=7385"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/veryswing.com\/en\/wp-json\/wp\/v2\/categories?post=7385"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/veryswing.com\/en\/wp-json\/wp\/v2\/tags?post=7385"},{"taxonomy":"article--metier","embeddable":true,"href":"https:\/\/veryswing.com\/en\/wp-json\/wp\/v2\/article--metier?post=7385"},{"taxonomy":"solution","embeddable":true,"href":"https:\/\/veryswing.com\/en\/wp-json\/wp\/v2\/solution?post=7385"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}Why is personnel management concerned by the GPRD?<\/h2>\n
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What personnel management data is affected by the GPRD?<\/h2>\n
Employee identification<\/h3>\n
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Assessing candidates’ skills at the time of recruitment<\/h3>\n
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Employee career and training follow-up<\/h3>\n
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Payroll and related legal obligations<\/h3>\n
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Validation of acquired experience<\/h3>\n
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Management of workplace accident and occupational illness declarations, work stoppages and other authorized absences.<\/h3>\n
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Situations giving entitlement to special leave or delegation hours.<\/h3>\n
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Professional tools or equipment available to the employee in the course of his or her duties.<\/h3>\n
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Management of social and cultural activities implemented by the employer<\/h3>\n
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Professional elections and meetings of staff representative bodies.<\/h3>\n
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The fight against discrimination, compulsory employment, etc.<\/h3>\n
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6 ways to comply with the GPRD<\/h2>\n
Collect only the data you need<\/h3>\n
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Transparency<\/h3>\n
Respecting people’s rights<\/h2>\n
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Supervising data management<\/h3>\n
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Anticipate risks<\/h3>\n
Ensuring data security<\/h3>\n
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ERP and GPRD: a winning duo?<\/h2>\n
By centralizing data<\/h3>\n
Reliable, up-to-date data<\/h3>\n
Manage authorizations<\/h3>\n
To classify data<\/h3>\n
Easy access<\/h3>\n
Transparency<\/h3>\n
Access to the software package via an authentication system<\/h3>\n
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VSA is GPRD compliant<\/h2>\n
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To conclude on personnel management and the GPRD<\/h2>\n
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