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Business

GDPR: How HR can educate staff to be more compliant

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When the General Data Protection Regulation (GDPR) comes into force, most companies won’t be fully compliant but will have programmes in place to close the gaps. One area in particular that presents a significant challenge is in raising awareness across an organisation, ensuring all employees understand their data protection obligations. When it comes to compliance with the GDPR, data security is a key issue, with staff often sidestepping security policies to get things done quicker. It’s probably no surprise that the principal cause of a business security breach is human error, accounting for 35% of breaches, according to FISSEA. Most…

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GDPR: Using legitimate interests as grounds for processing HR data

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With the General Data Protection Regulation (GDPR), coming into force very soon, many HR organisations are still confused about their new legal obligations when it comes to collecting, processing and retaining employee data. The new regulation stipulates that a single basis for the lawful processing of employee data needs to be chosen. Up to now, consent has been one of the most commonly relied on grounds for data processing, however, under the GDPR it will be difficult for consent to be freely given and valid for all processing requirements. It will be very hard for an employer to justify a…

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GDPR: How long must you keep your HR records?

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The law has always required you to keep HR records. The Data Protection Act (DPA), which governs this area, stipulates statutory retention periods for some records – for example, P60s and P45s must be retained for at least six years. But for other areas, such as CVs and interview notes, the DPA lays down no fixed regulation and instead advises that employee data should ‘not be kept longer than necessary for the purpose for which it was processed’. So, in many cases, you must use your discretion. There is slightly conflicting guidance on the exact length of data retention, and…

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The biggest HR challenges faced by growing companies

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There is no universal threshold a small business needs to reach before starting to build an in-house HR team, but 50 employees is a typical benchmark. At this point, it becomes clear that standardised, formal HR processes are necessary to avoid the chaos that can ensue as more new people join the business. Whereas previously an organisation may have hired a part-time HR practitioner or consultancy, a permanent HR professional is now needed to build an internal HR operation that can support the next phase of the company’s growth. When the business reaches between 150 to 200 employees it’s likely…

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What is an HR Business Partner?

By | Business, FAQs, Human Resources | No Comments

Before we get stuck in, it’s important to note that different organisations and individuals see the HR business partner role slightly differently. There is no definition set in stone. However, there are some central tenets, and as the concept of HR business partnerships gain momentum and popularity we are beginning to see a more cohesive understanding. In order to address the question ‘What is an HR business partner?’ we need to look at the function and role of HR and how organisations meet their HR needs. The Fundamentals of an HR Business Partnership Fundamentally, HR business partnering is a model…

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