What Is Privacy Management?

From an enterprise perspective, in order to achieve the goals of job matching, safe production, eliminating corruption and improving efficiency, it is necessary to comprehensively understand the learning and working experience of employees and even their living habits in the recruitment process, which contains personal privacy. In order to find suitable jobs, applicants will inevitably expose some aspects of personal privacy by submitting job resumes and talking with interviewers. Therefore, the issue of employee privacy management, which has started from the recruitment stage, is receiving more and more attention.

Privacy management

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From an enterprise perspective, in order to achieve the goals of job matching, safe production, eliminating corruption and improving efficiency, it is necessary to comprehensively understand the learning and working experience of employees and even their living habits in the recruitment process, which contains personal privacy. In order to find suitable jobs, applicants will inevitably expose some aspects of personal privacy by submitting job resumes and talking with interviewers. Therefore, the issue of employee privacy management, which has started from the recruitment stage, is receiving more and more attention.

Chinese name

Privacy management

Include

Personal photos, contact numbers, ID numbers, etc.

Including

Blood type, social relationship, property status, etc.

About

There is a certain conflict between the right to information and the right to privacy

First, the question of how to handle your resume. Regardless of whether or not the candidate can be hired, they must prepare and submit their resumes. These resumes often involve many personal privacy, such as name, address, personal photo, contact phone number, ID number, and work experience. If HR workers are careless or irresponsible, the personal information of candidates may be leaked, thereby violating their right to privacy. Legally speaking, resumes are the personal belongings of applicants. If there is no statement in the job advertisement that says "non-refundable", their ownership should belong to the applicant. According to reports, a recruiting company threw non-compliant job resumes into the trash can at will, and one candidate was very sad when he found it. This practice of the company not only damages the corporate image, but also may leak the applicant's personal privacy, thereby breaking the law. Secondly, ask tips. In the process of talent selection, in order to fully understand the situation of candidates, HR workers often conduct many inspections on the candidates. These inspections include personal information such as age, health status, education background, and job title related to the job. Personal information such as family situation, blood type, social relationship, property status that is not directly related or even related to the job. Some companies also conduct drug testing, alcohol testing, and AIDS testing when selecting candidates. Candidates, as a weak party, are often able to cooperate with the investigation requirements of enterprises. However, if HR workers do not have certain skills and experience in the operation process, it is very easy for candidates to feel that their privacy has been violated.

First, there is a certain conflict between the right to know and the right to privacy. The HR workers responsible for recruitment are representatives of business owners and shareholders, and have the right to know, that is, the right to know the personal activities and personal information of employees and candidates who are about to become employees. Employers, as corporate investors and managers of production and operation, naturally organize their production activities around profit-making purposes. One of the prerequisites for achieving profitability is effective management of employees. To implement effective management, you must have a precise understanding and grasp of personal information such as the age, education, work experience, and special skills of the candidate. Therefore, the law recognizes and protects the employer's right to know about employees' personal information in order to protect the legitimate rights and interests of the employer in terms of business management. As employees, they have their own personal dignity and right to work privacy, that is, the right of employees to control their personal activities, private areas and personal information in the workplace. The fundamental starting point for giving employees the right to privacy is to respect the personal dignity of employees. Of course, respect for the personal dignity of employees should be reflected in all aspects of their lives, and the personal dignity of employees in the workplace is naturally no exception. Therefore, employees need the trust and respect of employers and other employees in the workplace, which can also maintain a relatively peaceful psychological state. One of its manifestations is that they hope that certain things involving personal privacy will not be offended or intruded by others. For example, their own physical conditions, life experiences, etc. In addition, some secrets such as work wishes and emotions that employees have in their hearts are often unwilling to be known to others.

Second, improper privacy management can easily lead to a crisis of trust. Respect for personal privacy is an important manifestation of respect for human nature. Personal privacy is the prerequisite for a person to become a rational, conscious, and autonomous individual. The existence of privacy is an important manifestation of human autonomy and freedom. Disclosure of personal information and related decisions should be determined by themselves, not controlled by others. Similarly, in the interactive relationship formed between enterprises and employees, the necessary privacy space should be left for employees. Otherwise, it will easily lead to the following four consequences: First, the employee's loyalty to the company will decline; second, the employee's sense of security will be lost, which will destroy the employee's consciousness and initiative; third, it is easy to cause employees Retaliation has brought unnecessary losses to the company. Fourth, as a team, there is no individual privacy and normal interpersonal relationships cannot be formed within the team.

First, the privacy management process must be made public . The reasons and processes for publicly conducting privacy management activities and the treatment of the results not only reflect the respect of the corresponding employers and employees, but also avoid the legal risk of being prosecuted for privacy violations to a certain extent. For example, in a job advertisement, try to write as clearly as possible what the resume needs, and if you don't need it, you don't have to ask the candidate to provide it. If you want to record a video during the interview, you must obtain the consent of the candidate. After the interview, whether the resume should be archived or destroyed should have clear rules. Second, privacy management must have a legitimate purpose . The purpose of HR workers to obtain personal information, such as conducting background checks on employers, is to protect the legitimate interests of the company, but to do a good job of technical processing of the investigation process and content. Under normal circumstances, the video during the interview process can only be used to screen personnel during the recruitment process. If it is to be used for professional discussions in human resources management, the applicant's consent must be obtained and the name omitted. Of course, if there is any poor performance of the candidate in the content, even if it is used for professional seminars, it cannot be used for commercial purposes.

Again, the content collected must be work related . Everyone has a lot of privacy, some related to work and some not related to work. Therefore, HR workers must grasp the principles related to job needs when understanding candidate privacy. The scope of collection and preservation of the personal information of the applicant should also be limited to the scope of the data that is directly related to the operation and management of the enterprise and thus necessary for the employment relationship. Information and materials that have a certain relationship with the company's business management but are not necessary for the employment relationship, such as marital status, should be obtained and approved by the applicant in advance or notified in writing to the applicant without the applicant's objection. save. For those who have nothing to do with business management, such as religious beliefs, family life, etc., are purely in the private domain of the applicant, HR workers are not necessary and have no right to understand and collect.

Finally, adhere to the principle of confidentiality . The personal information collected must not be disclosed or disclosed to any third party unless authorized by the judicial authority or otherwise provided by the legal department. HR workers should take appropriate security measures to protect them, and this security measure should be commensurate with the degree to which information needs to be kept secret. General personal characteristics such as height, education, name, and contact information cannot be told to unrelated personnel outside the company; information related to personal health, job evaluation, and past experience is kept confidential within the company, and only disclosed to the extent necessary for work ; Records that are closely related to personal dignity, such as mental status, judicial crimes, etc., must be kept secret and disclosed only within the scope of responsibility.