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RGPD: the point six months after

General Data Protection Regulation, the RGPD is applicable since May 2018 in all member states of the European Union under penalty of significant penalty. Six months after its entry into force, what about its real impact on businesses?

RGPD: What is it?

The purpose of the RGPD is to provide a framework for businesses to protect the personal data of their customers. As a result, this change impacts both employers and HR professionals, who must take it into account.

Whatever the number of employees, the companies have been able to experience this supervision since May 25, 2018. The GDPR allows them to identify their data and define who is likely to access it. This same data will then be sorted by domain, then secured to avoid losses and hacking.

Companies must demonstrate a perfectly secure information system. The RGPD includes a number of criteria, such as the need to obtain the consent of clients and citizens. The Regulation also values a right to be forgotten allowing the destruction of personal data under certain grounds.

A desire for transparency is in fact clearly displayed, all individuals now having access to a complete file of their personal data. Finally, each private or public company is now provided with a data protection officer to ensure the correct application of the regulation.

An impact on employers and HR services

The need to legislate on the RGPD follows significant data protection failures by some companies. Indeed, a study had previously revealed that 32% of companies said they were unable to effectively manage all of their information. Worse still, nearly 42% admitted a certain laxity regarding the processing of data to be saved or eliminated.

By reaching all the European Union member countries, the RGPD has the advantage of proposing a homogeneous framework on the issue. Companies acting as bad students face exemplary penalties, ranging from two million euros to 4% of their annual turnover.

It should be noted that the employer is always responsible for the implementation of data protection in his company and his mission is to ensure that the tools used comply with the legislation in force. Structures with more than 250 employees are also subject to a register that can be consulted at any time by the data monitoring body of their country. Human Resources departments also have to deal with some new things. Among them, the need to be able to justify the coherence of all the data collected.

A mixed progress report

Nearly one semester after its entry into force, a first assessment can be drawn of the impact of the RGPD on the life of companies. Its implementation allows users to no longer be subject to the processing of personal data by the Web players. They enjoy greater freedom and can manage the information disclosed, as well as reverse their decision. For companies, opting for transparency has also offered a better image of their brand.

However, the overall results of these first months seem mixed. While the regulations have just come into effect, some organizations show a significant increase in complaints compared to last year. The recent scandal Cambridge Analytica also strongly accentuated the phenomenon. As a reminder, Facebook was accused of selling private data of its subscribers for purposes of political targeting.

At the time of the entry into force of the Regulation, almost 50% of companies in Europe said they were not ready for RGPD. We bet that they will take advantage of the two years they have to comply with the law.

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Posted on October 11, 2018.

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