Thailand PDPA, Data Protection Officer & Assessment
By 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!