Managing GDPR in the Global Learning Landscape

The 25th of May, 2018 is the date when the General Data Protection Regulations come into effect. This brings very important changes for both individuals and companies. Since the new privacy policy will replace the Federal Data Protection Act and the EU Data Protection Directive (Directive 95/46 / EC), it is of vital importance for all HR specialists to understand the changes brought by these new regulations. One of the greatest challenges we see is that HR leaders are not yet sure what GDPR is and how it will impact their day to day work.

The Right to be Forgotten

European citizens have the right to be forgotten – something that wouldn’t be understood by many companies based in the US, for example. So the interpretation of data privacy and the period of time over which that data may be stored is different. In most Western and European countries, we’re only allowed to store user data for six months and then we have to delete it. In other parts of the world, we’re encouraged to keep them for as long as possible.  This underlines the difference between technology itself and the way we interpret and use it. What HR really needs to do is to find a common denominator for the usage of technology, as well as for monitoring and reporting user results or any other kind of big data.

Data privacy is about data protection and about workforce law, which varies strongly depending on where you go in the world. As a result, when implementing large-scale global IT systems within HR structures, you need to be very aware of the fact that there are different regulations out there which may hamper the system you wish to install. In addition, you will need to find the common denominator to manage the entire set of regulations within that system. For example, we have clients that don’t use cloud-based systems in some parts of the world, simply because they cannot cope with the regulations in those areas.

What Will be Different with GDPR?

Essentially, this regulation serves as the legal basis for data processing, the rights of data subjects, and regulates the obligations of those responsible. The aim behind it is the protection of the fundamental rights of natural persons and in particular, their right to the protection of their personal data (subject matter and objectives: Article 1, paragraph 2) and the free movement of personal data. (Purpose and objectives: Article 1, paragraph 3)

Article 1 (2): This Regulation protects the fundamental rights and freedoms of natural persons and in particular, their right to the protection of personal data.

Article 1 (3): The free movement of personal data in the European Union shall not be restricted or prohibited for reasons of the protection of individuals with regard to the processing of personal data.

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The Way out of the GDPR Maze

I strongly believe that cloud-based delivery / SaaS is a strong solution for both HR and users across large organizations. From an HR perspective, it allows us to disseminate a common standard in training throughout the entire organization, to monitor and gauge results from that delivery. On the other hand, it allows students to learn anytime, anywhere. They can use their mobile device, learn in the workplace, learn at home – so it’s learning anytime and anywhere. At the same time, results are available to HR throughout the entire organization. However, At Speexx, we’ve found lots of ways to work with these regulations and make them worthwhile for our customers.

About the Author:

Armin is the co-founder and president of Speexx, the world’s leading online language learning and business communication skills training service. He writes and occasionally speaks about learning languages online and the secret of the Perfect Blend and global talent management, Speexx, e-learning and generally believes in the power of communication. Follow Armin on Twitter and LinkedIn.