Latecomers: How to comply with the PDPA?

1. Recruit or appoint a Data protection Officer (DPO):

This new profile has the mission of managing the compliance of the organization but it is also the privileged interface between the PDPC, the company and the subcontractors.

2. Make an inventory of the processing of personal data:

* Identify personal data, sensitive data and their flows.
* Identify existing treatments and verify their compliance.
* List who has access to this data and identify the reason why they have access to it.
* List all the treatments analyzed in the register of treatments.
* Identify and control subcontractors and external service providers working from the company’s personal data and review subcontracts.
* Verify that the processing applied by the subcontractors/service providers, in paper and/or digital format, complies with the PDPC (access, informed and unambiguous consent of the data subject and retention period).
* Take stock of archiving practices and retention periods for HR personal data.
* Ensure hr and HRIS solutions comply with the PDPA

3. Implement a corrective action plan

4. Inform employees and obtain their consent

Beyond the constraint it seems to represent, the PDPA can contribute to improving the company’s performance, but also the trust and well-being of employees, provided that tools, methods and processes are streamlined.

The digital transition has already considerably disrupted the field of HR activities in recent years. Compliance accentuates this transformation, pushing decision-makers to optimize processes and pay particular attention to HR information systems. Thanks to these new priority challenges, HRDs will be able to decompartmentalize their organization, strengthen the quality of their cooperation with their suppliers and subcontractors. And with the clear personal data management policy, take care of their reputation and the attractiveness of their employer brand.

#data #hr #pdpa #compliance #dataprotectionofficer

Reminder of the PDPA issues that will be faced by the HRDs

Thailand’s Personal Data Protection Act or PDPA is all set to come into full effect from 1 June 2022. Companies based in Thailand will have to comply with the Personal Data Protection Act (PDPA).

The legislator has provided for certain flexibilities. However, the compliance requires latecomers to produce a precise compliance plan. Among the various functions of the company, Human Resources Departments (HRDs) are most impacted by this new regulation and the obligations that result from it. This is because the HRDs, collect, process, and archive a significant volume of personal data. An apparent difficulty that can be transformed into a performance lever, thanks to adapted methods and tools.

Reminder of the PDPA issues that will be faced by the HRDs:

The PDPA obliges anybody managing the personal data of citizens to report to the supervisory authority, within couple of hours, any infringement of which it is aware. Companies failing to comply with regulations can get fines up to 5 million baht or even a sentence in prison. These coercive measures are taken to protect the Thai citizens from data theft or hacking and potential identity theft.

The issues of compliance then appears crucial for companies. If this approach concerns the company as a whole, the HRDs are particularly impacted by the volume and diversity of personal data that it manages through its various HR processes.

To date, it is estimated that 70% of companies are not yet compliant with the PDPA. If the PDPC, the supervisory body, has indicated that it will take this into account and may show some flexibility. However, it will only do so on the strict condition that the company is able to demonstrate that it is fully committed to the process.

An impact on the entire field of HR activities:

The HRD’s contribution to the compliance process is major and essential. Consequently, it is imperative to take into account all of its activities to put in place an effective action plan and guard against any risk of default. The HRD that largely manipulates data – fishing, recruitment, administrative management, training, evaluations, payroll, reporting – must, within the framework of the PDPA, review its methods of managing, securing and storing personal data. The rationalization effort will have to focus on all stages of the process, but also on the training and awareness of the employees concerned. The company’s subcontractors and suppliers are also concerned and must provide the guarantee of their PDPA compliance or an ongoing compliance process.

In view of all these aspects, we understand the need for HRDs to be able to rely on “PDPA compliant”, HR solutions, providing all the guarantees of data processing in accordance with the modalities defined by the legislator.

Next in our series of articles about PDPA we have how one can comply with this change in regulations. To know more about the PDPA and how to comply, follow our LinkedIn page and website.

#pdpa #hr #data #compliance

Thailand’s PDPA and it’s effects on the HRD

The Thailand Personal Data Protection Act or PDPA is set to come into force on June 1, 2022.

Lim and PartnerPRAXI Alliance is all set to start a new series of articles about the impact of the Personal Data Protection Act, both from organizational and recruitment point of view. The Personal Data Protection Act 2019 was published, on 27 May 2019, in the Royal Thai Government Gazette. The PDPA is the very first consolidated law governing data protection in Thailand.

To know more about the act, and how one can comply with it keep an eye on our LinkedIn page and website, and follow our weekly series of articles on this act.

Lim and Partner is a part of the Praxi Alliance Network; our objective is, to share and convey what we know about the Thai market and companies from our experience and expertise to our European partners.

#pdpa #thailandpdpa #personaldataprotection #network #data #law

ADAPTIVE EMPLOYEE PERSONALITY TEST (ADEPT-15®)

Employees and candidates bring more than just skills and experience with them to work — they bring their personality and all the preferences, tendencies, and styles that come with it.

ADEPT-15® is a scientifically based assessment designed to accurately uncover the unique aspects of an individual’s personality to help organizations hire, promote, and develop the very best talent. It has been proven by over 8 million global administrations, is backed by 50 years of research, and is built upon a database of 350,000 unique items.

We here at Lim and Partner, are AON Assessment Certified. We can help you with the specific type of assessment you require for your particular need.

If you want to more about assessment or our services, all you have to do is just leave us message!

Get in touch with us now!

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#work #assessment #recruitment

SCALES Aptitude Tests

With the SCALES test battery, AON provides cognitive aptitude tests for a range of target groups.

Research has shown for years that aptitude tests are powerful predictors of long-term professional success. Virtually no other tool can offer as much added value for HR decision making with comparably small investment.

The scales aptitude tests are developed by AON to leverage the latest of web technology and are designed in such a way that reliable, decentralized execution is possible. Aptitude tests offer an efficient and valid means of employee selection.

We here at Lim and Partner, are AON Assessment Certified. We can help you with the specific type of assessment you require for your particular need.

If you want to more about assessment or our services, all you have to do is just leave us message!

Get in touch with us now!

Thailand-Vietnam Business Expansion Webinar 2021

If you are thinking of expanding your business in Thailand or Vietnam, but a bit unsure how to start, then this upcoming webinar is perfect for you. Lim and Partner and Source of Asia – SOA invite you to join the live webinar on 3rd November on the topic “Exploring Business Opportunities in Vietnam and Thailand – Food & Beverage”.

Laurent Landie (Managing Director, Lim and Partner), will talk about the key successful factors required to have a good business establishment in Thailand.

Key takeaways from the webinar:

– Overview of the F&B sector in Vietnam and Thailand in the midst of COVID-19 Pandemic
– A snapshot of legal and regulatory framework in the sector of F&B in Vietnam and Thailand
– Outsource your representation in Southeast Asia: How does it work?
– Key successful factors required to have a good business establishment in Thailand
– Vietnam in perspective: A successful decade of Central Retail Vietnam’s operations in the rising market

Time and Place: 14:00 (3rd November 2021) – Online (of course)
You can register via this link directly or scan the QR code!

https://lnkd.in/gG4bNzRy

#webinar #businessopportunities #foodandbeverages #thailand #vietnam

Identify the Values of Employees and Applicants with VIEWS

Employee motivation is a critical success factor for companies. Selecting the right fit in terms of corporate values and motivation structure is a key challenge in the recruitment process. Employee motivation is also important in development.

The VIEWS questionnaire developed by AON, helps you to efficiently and reliably identify the motives and values of your employees and applicants.

We here at Lim and Partner, are AON Assessment Certified. We can help you with the specific type of assessment you require for your particular need.

If you want to more about assessment or our services, all you have to do is just leave us message!

Get in touch with us now!

SHAPES Personality Questionnaire – Improve the quality of your HR decision

SHAPES is an adaptive competency-based questionnaire system that provides a detailed and efficient assessements of a peroson’s competencies as a manager, entreprenuer and expert.

SHAPES helps measure personality dimensions that are vital to the quality of HR decisions.

We here at Lim and Partner, are AON Assessment Certified. We can help you with the specific type of assessment you require for your particular need.

If you want to more about assessment or our services, all you have to do is just leave us message!

Get in touch with us now!

Impact of Digitalization; Thailand PDPA
By Larent Landie, Managing Director (Lim and Partner)

Digitalization: From Regulation to Human Resources and Thailand PDPA

The rapid and in some cases forced digital transformation of our societies from the last couple of years has impacted more and more territories. Data is everywhere! Keep reading to know more about the impact of digitalization on regulations to HR services and what’s up with Thailand PDPA.

Digitalization and Thailand PDPA

In Thailand, the Personal Data Protection Act or PDPA has been postponed twice; the new agenda mentions 1st of June 2022. The reasons for the postponement haven’t been tackled yet unfortunately. One of the reasons being the current pandemic situation, we are missing all the corpus of technical regulation to implement the law.

The Digital Economy and Society (DES) Ministry is very active, and we welcomed, aside from PDPA, under the computer related Crime Act, couple of new regulations on retention of computer traffic data…

Digitalization vs Compliance

Somehow compliance department in our companies, talking about Japan, Europe and USA have anticipated this new regulation. It is true that GDPR or PDPA, moved the cursor further. This obliged us to implement new data management. Data is something to protect not because a leak could have bad consequences for your company image but because they do not belong to you but to the personal owner!

Digitalization is linked to criminalization

Not a day without cybercriminal action. From private to state initiative, our IT systems are more and more sophisticated meaning more fragile!

Digitalization and Human Resources

At the end do you have the human resources to understand, implement and anticipate this fast-moving trend? From Data Privacy Officer to Network Security, all these changes have consequence in our human resources pool of competencies!

I propose you to move forward not to wait until the last minute, rather start preparing now. We can help you start by organizing a diagnostic of your organization from technical to human resources point of view.

This is possible with our Partners – Asia Data Destruction and Breachunt (www.asiadatadestruction.com and breachunt.com). They will focus on IT setup.  Then we, Lim and Partner will assess your team and talk with your DPO. However, if you do not have one do not worry. We can train your employees or recruit the perfect Data Protection Officer (DPO) for your company!

For more information you can email us at: admin@limandpartner.com

Thailand PDPA, Data Protection Officer & Assessment

Pdpa Dpo Assess collageBy Laurent Landie, Managing Director (Lim and Partner)

We do not know when this pandemic will end. Will it go away or we just have to accept the new normal way of living? So, it’s better to start focusing and keep searching new ways to manage and organize our companies.Here is a quick update about Personal Data Protection Act (PDPA Thailand), how you can continue even in COVID 19, and recruitment using assessment!

Life’s all about changes and whoever adapts to changes are pretty much always on track. In the current situation, working from home is a good example of evolution. We did not imagine life and work will be like this however, we all implemented it due to the situation demand. In fact, now going back to office seems like a new task!

The topics I would like address today is Thailand PDPA (Personal Data Protection Act), how to continue with it during this pandemic and brief you about a new addition to our recruitment process – assessment.

PDPA has been postponed twice, new agenda mentions June 1st 2022, but the reasons why they postponed haven’t been tackled: Covid 19 and PDPA content.

I would like to propose you to move forward instead of waiting till the last minute.

We can organize a Personal Data Protection Act (PDPA) Diagnostic of your organization from technical to human resources point of view.

This is possible with our Partners – Asia Data Destruction and Breachunt (www.asiadatadestruction.com and breachunt.com). They will focus on IT setup.  Then we, Lim and Partner will assess your team and talk with your Data Protection Officer or DPO. However, if you do not have a Data Protection Officer (DPO); we can train someone for you. Or ofcourse, recruit the perfect Data Protection Officer (DPO) for your company.

This leads me to my second topic of using assessment during recruitment or executive search process.

In recent times, many companies are using online tools to recruit the new employees. While recruiting on your own using online tools can reduce the cost of the recruitment; however, recruitment requires adequate skills and, I am not sure if all companies have the required skills to recruit especially for higher or executive posts. And one wrong recruitment can cause harm to the company in ways we do not usually think about.

Assessment tools can be extremely useful now for recruitment or executive search. They give unbiased decision and higher employee retention. And with the best candidate your company productivity will increase. Our team here at Lim and Partner, uses AON assessment.

Employee expectations are changing. Talent leaders need to know the current trends and how to respond. Central to attracting, developing, and retaining your talent is a flexible rewards program. This meets the evolving needs of your current and future workforce. Determining the best way to recruit and reward employees with future skills is urgently top of the agenda for organizations as they reshape and optimize their workforces for the future.

For more information you can always leave us a message. One of our consultants will get to you in no time!

 

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