The nature of the human resources
industry requires the handling of somewhat delicate information. Considering
the fact that privacy is an increasingly prevalent topic of conversation across
all areas of industry, how can you navigate issues of privacy as a HR
professional?
Working as a professional in the
HP department is a unique position. Considering that the crux of the vocation
requires employee interaction and the handling of information and data that is
restricted to other departments, certain discretion is required from those
involved in these activities.
Private information is passed to
HR individuals as a matter of course; it’s necessary to ensure employee
payment, safety, accessibility etc. However in the wrong hands this information
can be abused. This leaves any HR employee in this position vulnerable; this is
after all their area of responsibility.
Therefore it is crucial if you
ever hope to cultivate a sustained career in this sector that you familiarise
yourself over issues of privacy in the handling of sensitive information and
data. What are you allowed access to, what are you allowed to share etc. to
ensure that you are never left in a vulnerable position.
A certain employee
confidentiality is critical to the maintenance of a position in HR. This means
that not only are you required to protect the rights of the employee from the
employee, but often from other employees as a matter of course.
Take the matter of the
termination of a contract, for example. The reasons for termination could be
varied; dismissal, the natural end of a contract, inappropriate conduct etc.
the matter of employee confidentiality comes into play. It is your obligation,
both to the employee and to the company, to keep the matter of the issue in a
question discrete.
This in itself creates an issue
we should address; employee inquiries on sensitive subjects. This is because in
a case such as dismissal, a culture of fear often arises in the office and as
liaison between employee and employer; it’s often you they turn to for answers.
In this case, firstly employee
confidentiality would obligate you to refuse to provide an answer concerning
the termination. Secondly in this case you would remind the employee that any
issue concerning job performance and termination would be brought up by the
manager.
This analogy signals both the
importance of employee confidentiality and the role of communicator in the HR
industry. Employee confidentiality is sacred and should always be upheld in
matters of privacy. However this should be mitigated by a communication
strategy that defuses the problem at hand.
HR in some ways is the medium of
compromise. You have to balance matters of privacy with the facilitation of a
productive work environment and this task often involves sensitivity and common
sense.
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Don't forget to visit my website or follow me on Twitter for all the latest advice from myself.
Frank Kelly, Dublin City