Control is a loaded word; for some even a pejorative term. However, when it comes to HR, control makes sense and at some point is a crucial part of the function.

When it comes to control over data, HR departments are collecting and storing vast amounts of employee-related data. From turnover rates and workforce characteristics to payroll and employment history, never before have HR professionals had such unfettered access to personal information.

But making sure your HR data collection practices are kosher isn’t always about what information you’re collecting. The task also includes controlling who has access to that information. For example, if a sales representative lodges a complaint against their manager, the data storage system must be configured so that an HR manager can access this confidential data, but a sales manager can’t.

Balancing data security with the need for access and analysis is much harder than it sounds. Routine business processes often include passing sensitive information in unprotected spreadsheets, causing nearly a quarter of organizations to have had a data breach that stemmed from the mishandling of data in motion. This raises some big questions, like who in your company has access to personnel data?

This is why HROnboard’s June release has a focus on data control and privacy. Control over sensitive data access in employee workflows, who can and cannot access specific offers, and Increased control over the steps in the offboarding process.

You can find out more about our latest release here

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