For better (and sometimes worse) technological advances over the past 10-15 years have created an almost unimaginable snowball of enterprise data. \u00a0In Human Resources this pertains largely to people data and compliance reporting. \u00a0Although many companies maintain policy documents for data and document retention timeframes they seem to be rarely strictly enforced. \u00a0In addition the rate at which governments pass data privacy laws in individual countries is making the job of HR master data and document management even more complex, especially for global companies.<\/p>\n
HR itself is often considered “overhead” or simply a cost center.\u00a0 However, in the current environment through both growth of people data and security risk the HR group is well positioned to lead the transformation of an organization around data privacy.\u00a0\u00a0<\/p>\n
Human Resources for many years has lamented the lack of strategic influence on the organizations they serve.\u00a0 There has never before been an issue like data privacy<\/em> that garners the attention of the board and executive levels of an organization so universally across all industries, company sizes and geographies.<\/p>\n Workforce systems are a high value hacking target being loaded with very sensitive personal data including but often vastly exceeding data elements below;<\/p>\n HR application landscapes are ridden with redundant, ageing web-based and mobile employee portals which often provide predictable openings to hackers for phishing scams, application vulnerabilities, and even the internal bad actor.\u00a0 This data also has a “long” risk because it rarely if ever changes.\u00a0 Payment data (cards, bank accounts, payment app information, etc.) can be changed if breached, personal data is good for years to continue to exploit well beyond a one-time breach discovery.\u00a0 You can’t change your name and social security realistically – it’s one and done.<\/p>\n Business functions like HR should not assume “data privacy” is the role of IT.\u00a0 Nor is it the same as “cybersecurity”.\u00a0 <\/strong><\/em><\/p>\n Cybersecurity is the role of IT in preventing external access to the network and assets, Data Privacy is the role of the Business function in restricting application data access and should be designed based on the assumption that cybersecurity measures have already failed or will eventually<\/span>.<\/strong><\/em><\/p>\n<\/blockquote>\n \u00a0HR has the ability not only to manage analytics for its own datasets, but also to provide dimensions to all aspects of analytics related to the individual.\u00a0 For example analytics related to cybersecurity incidents can be coupled with organizational data for very deep insights.\u00a0 This can answer questions not possible to answer easily before;\u00a0<\/p>\n Geographically where are incidents occurring by country, office location or region?<\/em>\u00a0<\/p>\n What business functions pose the highest risks for security and privacy?\u00a0<\/em><\/p>\n \u00a0Are terminated or high risk individuals (contractors, subcontractors) still accessing sensitive data systems?<\/em><\/p>\n <\/em><\/p>\n <\/strong><\/p>\n <\/strong><\/p>\n <\/strong><\/p>\n <\/strong><\/p>\n <\/strong><\/p>\n <\/strong><\/p>\n <\/strong><\/p>\n<\/blockquote>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”1_2,1_2″ _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”1_2″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text module_id=”challenges-and-trends” _builder_version=”3.27.4″]<\/p>\n [\/et_pb_text][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text module_id=”fusehelp” _builder_version=”3.27.4″]<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text module_id=”data-privacy-risk” _builder_version=”3.27.4″]<\/p>\n Risk exposure of data is a function of volume (# of records), time accessible, and frequency accessed<\/em>.\u00a0 It is complicated by the fact that individual countries are passing laws to limit data privacy risk and data retention faster than many companies and HR departments can adapt.<\/p>\n In the U.S. laws are often\u00a0directed at minimum<\/em> retention<\/a> periods whereas in EU nations\u00a0the laws are typically more limiting to maximum<\/em> retention periods. \u00a0This results in a complex data life cycle strategy for organizations where rules must be enforced for physical purging of certain data and documents typically based on an employee’s citizenship and\/or work location.<\/strong><\/p>\n<\/blockquote>\n The graph represents the data life cycle specifically in HRIS systems today.\u00a0 Most regulatory reports, customer reports, and interfaces pull data only through the last 3 years of history while the older data remains idle in the system(s) without Analytics applications in place.\u00a0<\/p>\n The average HRIS has a lifespan of 7-10 years.\u00a0 This results in 60-80% of the data (data that is greater than 3 years in age) sitting mostly unused for any reporting, but still facing even more risk than active data.<\/p>\n Unfortunately, because the data is viewed as “history” it is often dumped into data warehouses and unsecured databases since implementation partners and IT departments will not convert full history into transactional systems due to the additional workload and cost.\u00a0 In many cases the improvised security is insufficient to protect PII (Personally Identifiable Information). \u00a0Often, users and corporate compliance departments are unaware of the underlying technical exposure.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Data privacy legislation has introduced a need for more responsible handling of sensitive data through Encryption, Tokenization, Masking & Scrambling, Secure Archiving. Fuse offers tools to support compliance with these growing global data privacy needs across systems landscapes in the cloud and on-premise.<\/p>\n","protected":false},"author":3,"featured_media":0,"parent":0,"menu_order":1,"comment_status":"open","ping_status":"closed","template":"","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"<\/h3>\n
HR already has responsibility for the most sensitive data organizations protect<\/h3>\n
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Challenges and Trends<\/h3>\n
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How does Fuse help?<\/h3>\n
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Data Retirement \/ PII Lifecycle\u00a0<\/h1>\n
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![\"Fuse_risk_slide\"](\"https:\/\/fuseanalytics.com\/wp-content\/uploads\/2015\/06\/Fuse_risk_slide.jpg\")
<\/a><\/p>\nCompliance Data Life Cycle Management<\/h1>\r\nFor better (and sometimes worse) technological advances over the past 10-15 years have created an almost unimaginable snowball of enterprise data. \u00a0In Human Resources this pertains largely to people data and compliance reporting. \u00a0Although many companies maintain policy documents for data and document retention timeframes they seem to be rarely strictly enforced. \u00a0In addition the rate at which governments pass data privacy laws in individual countries is making the job of HR master data and document management even more complex, especially for global companies.\r\n
In the U.S. laws are often\u00a0directed at minimum<\/em> retention<\/a> periods whereas in EU nations\u00a0the laws are typically more limiting to maximum<\/em> retention periods. \u00a0This results in a complex data life cycle strategy for organizations where rules must be enforced for physical purging of certain data and documents typically based on an employee's citizenship and\/or work location.<\/strong><\/blockquote>\r\n[one_half]\r\n
\u00a0Challenges and Trends<\/h3>\r\n
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How does Fuse help?<\/h3>\r\n
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Data Privacy Risk<\/h1>\r\nRisk exposure of data is a function of volume (# of records), time accessible, and frequency accessed<\/em>.\u00a0 It is complicated by the fact that individual countries are passing laws to limit data privacy risk and data retention faster than many companies and HR departments can adapt.\r\n\r\nThe graph represents the data life cycle specifically in HRIS systems today.\u00a0 Most regulatory reports, customer reports, and interfaces pull data only through the last 3 years of history while the older data remains idle in the system(s) without Analytics applications in place.\u00a0 The average HRIS has a lifespan of 7-10 years.\u00a0 This results in 60-80% of the data (data that is greater than 3 years in age) sitting mostly unused for any reporting, but still facing even more risk than active data.\r\n\r\n[\/one_half][one_half_last]\r\n
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<\/a>[\/one_half_last]\r\n\r\nUnfortunately, because the data is viewed as \"history\" it is often dumped into data warehouses and unsecured databases since implementation partners and IT departments will not convert full history into transactional systems due to the additional workload and cost.\u00a0 In many cases the improvised security is insufficient to protect PII (Personally Identifiable Information). \u00a0Often, users and corporate compliance departments are unaware of the underlying technical exposure.\r\nRead More on Data Compliance and Governance issues...<\/a><\/h3>\r\n\r\n\r\n[button1 size=\"large\" width=\"standard\" link=\"\/request-demo\/\" icon=\"angle-right\" animate=\"fadeInRight\" color=\"default\" color_custom=\"on\" color_text=\"#ffffff\" color_text_hover=\"#ffffff\" color_bg=\"#063669\" color_bg_hover=\"#06488F\" border_radius=\"3\"] Request a Demo [\/button1]\r\n\u00a0","_et_gb_content_width":"","_exactmetrics_skip_tracking":false,"_exactmetrics_sitenote_active":false,"_exactmetrics_sitenote_note":"","_exactmetrics_sitenote_category":0,"footnotes":""},"yoast_head":"\n