Edward Snowden’s Impact on HR and Data Secrurity

Scroll down to read more!

Edward Snowden’s Impact on HR and Data Secrurity

Scroll down to read more!

Table of Contents

I’m here at SXSW sitting in the session “A Virtual Conversation With Edward Snowden” and I can’t help wondering what type of data security issues relate to Human Resources. You’ve heard of the Bring Your Own Device policies that have been implemented to protect internal data and company managers demanding workers give them their social media passwords, but how has Edward Snowden really impacted the Human Resources industry?

Edwards speaks on the importance of big data privacy and the entire concept that “Big Brother” is always watching you.  However data in the workplace has become a growing concern and protecting it has become something that your local Human Resources department takes seriously. They might not built the infrustrature behind protecting everything, but they are usually responsible for helping draft and create policies that impact the workplace. If you’re new to HR or your company hasn’t set any type of polices in place here are some general tips on protecting data in the workplace:

How-to Protect Your Data, Brand, and Company

Have Clear Workplace Policies

When working with data policies it’s important to be extremely clear on the dos and don’ts. For the majority of industries these are standard across the various industries like financial, technology, and general business concepts. For employees it’s important that they understand what they can do and what they can’t do. Whether it be talking to a friend about a client or sharing senstitive information about something “cool” happening at their company.

Don’t Be a Robotic, Super Secret, Super-Causious Company

We understand that protecting data is extremely important, but don’t harm your workplace culture in the process. Protect your data, but don’t be robotic about it. People like to feel trusted with information and apart of the “team” and not wondering what’s happening behind the secret veil. Balance your company culture with sharing information and making your employeesfeel like they’re important.

Be Firm on Consequences

You hear everyday that the punishment must fit the crime. In this case leaking senstitive could put your company at risk of major lawsuits not to mention the implications a leak would have on your brand identity. Once the consquences have been set don’t waiver on them for anyone. Making examples out of data leaks is important to prevent it from happening down the line.

Although I’m not a fan of Edward Snowden and his intentions, misguided as they were, were pure, I think there are ways to enhance data security in the workplace without being overly robotic. Create policies, establish the consequences, and don’t keep everything a secret to your employees. When employees are let in on company secrets regularly it’ll make them feel like sharing random pieces of information isn’t as important because they feel more important and apart of the team. Transparency in the workplace will destroy the overall feelings for employees to leak important data.

Did you like this post? Share it!

A Word From Our Sponsors

Ads help make Workology resources free for everyone. We respect your privacy. To see our Privacy Policy click here.

Recommended Posts

QA With Liz Wilke, Principal Economist at Gusto

Q&A With Liz Wilke, Principal Economist at Gusto

Liz Wilke is Principal Economist at Gusto, researching the state of work and business in the modern economy. ...

Episode 410: Conflict Management, Conflict Resolution, and Forgiveness With John Baldino From Humareso

In this episode, we interview John Baldino, Founder and President of HR consulting firm Humareso, speaking about conflict in the workplace....

Resources for Session Attendees of Digitizing Talent

Resources for conference session attendees of Digitizing Talent: Creative Strategies for the Digital Recruiting Age....

Get These #BlackFriday & #CyberMonday Deals For #HR Certification

I wanted to consolidate our Black Friday and Cyber Monday deals in one spot so that you can quickly see what's available. Snag yours...
Comparing the PHR vs PHRi HR Certification Exams

Comparing the PHR vs PHRi HR Certification Exams

Uncover the nuances of PHR vs PHRi Certification Exam for HR professionals. Learn which boosts your career prospects best in our detailed guide!...

Job Jackpot: Navigating the Job Market in the Online Gambling Industry

Job Jackpot: Navigating the Job Market in the Online Gambling Industry Humans have always been interested in gambling fun. Even in ancient times, people...

Digital Recruiting: Shaping the Modern HR Landscape

Discover the transformation of digital recruiting, its impact on HR tech and how it's reshaping CEO perspectives on measuring human capital....
Managing Through Uncertainty And Leading With Integrity With Cara Brennan Allamano

Episode 411: Managing Through Uncertainty and Leading With Integrity With Cara Brennan Allamano

In this episode, we interview Cara Brennan Allamano, CHRO for Lattice, about how to manage teams through uncertainty....

Checkout Our Products

Ads help make Workology resources free for everyone. We respect your privacy. To see our Privacy Policy click here.

More From Workology

QA With Liz Wilke, Principal Economist at Gusto

Q&A With Liz Wilke, Principal Economist at Gusto

Liz Wilke is Principal Economist at Gusto, researching the state of work and business in the modern economy.
In this episode, we interview Meggan Van Harten, who spoke about embracing inclusion, diversity, equity, accessibility, and sustainability.

Episode 412: Embracing Inclusion to Disrupt the Culture With Meggan Van Harten From Design de Plume

In this episode, we interview Meggan Van Harten, who spoke about embracing inclusion, diversity, equity, accessibility, and sustainability.
PHR vs SPHR vs GPHR HR Certification Exams

PHR vs SPHR vs GPHR: Choosing the Right HR Certification

Discover the difference between PHR vs SPHR vs GPHR certifications in our comprehensive guide.
FOUNT Global CEO Christophe Martel

Q&A With Christophe Martel, Co-Founder and CEO at FOUNT Global

Christophe Martel is cofounder and CEO of FOUNT Global, Inc., a SaaS company that helps global organizations reduce work friction.