After the General Data Protection Regulation (also known as the GDPR) came into effect two years ago, a stricter penalty regime will commence on the 25th of May. As the employer, GDPR requires adjustments for dealing with the data of your employers. For example, organisations need to be transparent in the use of employee data, use the data only for predetermined purposes and will not be allowed to store data for longer than necessary. Personal data may also only be processed based on six determined principles. This requires adjustments when an organisation needs to gain insights on employee groups and individual employees – technically this is called 'profiling'. At Crunchr we have been working on an secured online environment that deals with employee data in a confidential manner.
The most direct and transparent way to gain employee data is, in our view, to ask them directly from the relevant employee, informing in a clear and transparent way about the intended activities and possible consequences. The hierarchical relationship with your employee might be a barrier in granting permission freely. That is why we outline that there are no consequences associated with granting permission, and why we let the process be supervised by an intermediary who is the only person who can see if an employee has given permission. This intermediary then determines whether sufficient data is available for analysis can be carry out, while the direct manager only has access to aggregated employee data. Privacy rules are paramount at all phases of the transaction.
Over the past two years, our team of software engineers has focused on the early implementation of privacy-sensitive measures on large-scale data processing. We have developed a secure online environment that allows you to work GDPR-proof, without the processing speed of your analysis diminishing consequently. Feel free to contact us to discuss how we can support you.