Legal compliance in the field of Human Resources (HR) encompasses all obligations imposed on companies by the law, such as labor law and applicable standards like the mandatory display of documents, risk management, organization of working time and contracts, as well as HR interviews. In this context, technological innovation plays a key role in promoting legal compliance in HR departments. Digitalization offers new opportunities through the implementation of digital tools and artificial intelligence (AI), which not only facilitate compliance with legal obligations but also stimulate the innovation of HR processes.
Thus, the convergence between HR legal compliance and technological innovation has become essential within companies, as it allows meeting legal requirements while exploring new paths to improve HR practices.
In this article, discover why legal compliance in HR has become crucial within companies. How to effectively mobilize legal compliance in HR in the context of technological innovation?
Importance of Transparency and Legal Compliance
This concept is of crucial importance and concerns not only administrative aspects but also essential engagement criteria. Companies must ensure total compliance with current laws and regulations to avoid costly legal disputes and to establish a climate of trust with employees, partners, etc.
Ensuring Reassurance and Confidence Among Employees
In the context of legal compliance in HR, this consideration forms the foundation of a strong and fulfilling work relationship. When legal compliance is properly implemented, it can ensure that the rights and safety of employees are well taken into account. This creates an environment where employees feel reassured about their working conditions and personal data. A confident employee is more likely to fully engage in their work, actively contribute to the company’s goals, and maintain a constructive relationship with their employer. The combination of rigorous legal compliance and established trust promotes the long-term growth and success of the company.
Centralizing collected personal data and implementing finer control over access rights are essential practices. This practice provides an environment where employees feel secure due to this level of transparency and security, fostering employee engagement and also protecting the company against risks related to data confidentiality. In a complex digital landscape, rigorously respecting GDPR allows companies to establish a relationship of trust with their employees while ensuring the integrity and security of sensitive information.
Limiting Processed Data and Better Monitoring of Performed Processes
GDPR requirements compel HR services and employers to minimize the amount of processed data and only collect strictly necessary information while controlling each step of the data processing process. This data processing practice allows HR services to ensure total compliance with current regulations. It not only meets legal obligations but also demonstrates the company’s commitment to the data privacy of its employees.
Increasingly Demanding Employees
Today, employees have become more aware of their rights and are more inclined to demand fair working conditions with respectful treatment. Companies must now maintain rigorous legal compliance while developing a corporate culture that values and respects the growing rights and needs of their employees.
According to an article published on Empowill, “today, 32% of consumers declare themselves as ‘Privacy Actives,’ meaning that they consider the respect of their privacy more important than consuming certain products.” Since employees are also consumers, this sensitivity to data is likely reflected in their professional expectations.
Having Adapted Digital Tools
In the context of legal compliance in HR related to the increasing use of digital tools, having adapted digital tools is essential because they allow for meticulous documentation of data flows, tracking requests and exchanges, and thus ensuring transparent information management. By implementing these practices, companies strengthen the trust of their employees through secure data processing that complies with current legislation. Through the use of these digital tools, companies can establish a culture of integrity and respect for the confidentiality of their employees’ information.
Preventing Non-Compliance Risks through Data Analysis
Data analysis offers a proactive strategy to avoid legal disputes, especially on sensitive subjects. For example, a digital tool can document salaries and provide a clear visualization of pay disparities, helping companies identify potential discrimination. By anticipating these issues through predictive data analysis, companies can comply with legal regulations and also create an egalitarian and respectful work environment.
How TOP Integrates HR Legal Compliance?
The adoption of a digital tool is an opportunity to strengthen information security. TOP, the AI solution for augmented management, integrates HR legal compliance through well-defined actions.
Firstly, TOP teams implement GDPR compliance procedures and promote transparency with employees by raising awareness through signed charters, training on tool usage, and much more.
Additionally, TOP ensures personalized support during its implementation, involving HR Analyst teams in data selection and providing ethical training.
To ensure continuous security, TOP experts conduct regular security audits and perform thorough tests on data and the application. For example, this SaaS solution uses well-defined methods such as Pentest to assess data protection.
TOP strongly encourages the development of employee skills by offering professional training to promote an environment where legal compliance and skill growth harmoniously converge.
In conclusion, legal compliance in the use of digital tools and AI is of crucial importance in the field of human resources. By adhering to legal regulations, companies ensure the protection of employee data and can fully exploit the potential of these tools to improve the efficiency of HR processes, strengthen employee engagement, and foster innovation.