However, the most important aim of the regulation is inherent in its name: data protection. GDPR Compliance in HR with it.data guardianīetter transparency and quality of data is an essential part of GDPR compliance. In addition to supporting GDPR compliance, these capabilities enable companies to strengthen their approach to data quality across master data systems.
The company defines rules, and cleansed data can then be transferred back into the master data system. The solution will also include an automated data cleansing function. Clear visual representation makes it much easier to monitor activities and identify where process breakdowns are occurring or where data cleansing is required. Data quality can be assessed via strategic dashboards. A Systematic Approach to Master Data QualityĪs it.data guardian can be configured to regularly store information in the cloud, administrators in all departments gain real-time access to data that they can be sure is up to date. This consolidation of data from multiple sources makes it much easier to confirm alignment across all parties and maintain an overview of all employee information. For example, the user can import records from external sources such as legacy systems, SAP SuccessFactors software, or spreadsheets, and export employee data reports.
The SAP Fiori launchpad acts as a portal for the user to import and export data.
Running on the SAP Cloud Platform, the solution is compatible with SAP SuccessFactors software and can work in combination with SAP Fiori. The software solution it.data guardian from NTT DATA Business Solutions is embedded into a company’s master HR data system. Mark Albrecht, Global Head of Innovation, NTT DATA Business Solutions AG it.data guardian: A Solution for Data Quality and Reliability With it.data guardian, master data managers can monitor, troubleshoot, and optimize HR master data. These systems, and the way data is transferred from them into the master HR data processing system, will need to be reviewed to ensure GDPR compliance. This could result in multiple versions of the truth across departments and offices, errors, and low data quality. Inconsistencies might also occur if employees are using self-service software for tasks such as hours worked, holidays, and absences. HR systems will need to be reviewed to ensure they fulfill these criteria, which can be challenging in cases where data is inputted via multiple sources, from various departments. New principles as part of the GDPR require master data to be accurate, up to date, and complete. But how can you provide this quickly if your system is overcrowded, outdated, and contains inconsistencies between departments? Organization-Wide Reviews Are Needed This demands a high level of data transparency and the ability to produce a personal data report on request. An employee has the right to review the personal data processed by their employer at any time. An additional challenge under the new GDPR is that consent previously established in an employment contract may not still be valid and could require renewed consent from employees.
A disorganized system blurs data overview and can make it difficult to identify where threats to security exist. This sensitive information, such as addresses, bank details, and even medical records, needs to be kept secure. In HR, administrators deal with highly personal data on a daily basis. What New Challenges Does the GDPR Pose to HR Departments? Here, we discuss how the it.data guardian solution enables better data quality and can support HR departments with GDPR compliance.
But under the new EU General Data Protection Regulation (GDPR), you need to protect employee data much more effectively than ever before. Easier access to data speeds up HR tasks such as talent management or performance analytics. GDPR Compliance: How Can HR Departments Respond?ĭigitization has changed human resources. SAP S/4HANA Transição Seletiva de Dados.Digital Transformation as a Service (DTaaS).