Resources for Health Insurance Portability and Accountability Act (HIPAA)

Developing global data privacy policies for HR data

wistechnology.com

Multinational companies are enthusiastically deploying globally integrated Human Resources Information Systems (“HRIS”). CIOs and other managers need to understand and address the data privacy compliance issues these systems create. Failing to do so could result in significant sanctions, expensive system redesigns, or orders limiting or prohibiting use in certain countries. This is the first in a two part series identifying how these privacy issues arise and the three ways companies can design their systems to satisfy myriad and often conflicting global data privacy requirements.

PeopleSoft, SAP, Oracle and other large integrated databases all offer benefits to multinational corporations. They can enable senior management to get instant views of personnel compensation and performance anywhere in the world. Companies can better insure that individuals performing comparable work receive equivalent compensation wherever they reside. Success in meeting goals for hiring, compensation, and promotion of women and minorities can be assessed across the organization, rather than in geographic submarkets. One such technology platform may replace several older systems providing lower performance while requiring higher aggregate licensing, maintenance, and support costs.

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