Share With The Class The Most Valuable Topic Or Subject Area ✓ Solved

Share with the class the most valuable topic or subject area

Share with the class the most valuable topic or subject area you learned about during this course and why.

When responding to classmates' posts, explain how the topic they chose was also valuable to you. Pick from below topics: 1. Data Security 2. Unions 3. Incentives 4. Appraisals 5. Recruiting

Paper For Above Instructions

Data security stands out as the most valuable topic in this course because it sits at the intersection of ethics, law, and organizational performance. Human Resources (HR) manages a broad range of highly sensitive information, including personal identifiers, compensation data, performance records, and health or disability information. The way this data is collected, stored, accessed, and disposed of shapes not only compliance with privacy laws but also employee trust, risk management, and overall organizational reputation. When we protect data effectively, we create a foundation for more transparent and fair people practices, from recruitment to retention and development. This shift—from viewing data as a byproduct of HR processes to treating data as a strategic asset—mirrors the evolving role of HR in many organizations and aligns with best practices in information security and governance (NIST, 2020; ISO/IEC 27001, 2013). (NIST, 2020; ISO/IEC 27001, 2013)

One of the most compelling reasons data security is valuable in HR is the legal and regulatory landscape surrounding employee information. Regulations such as the General Data Protection Regulation (GDPR) impose strict requirements on purpose limitation, data minimization, retention, and breach notification. HR teams must ensure that only necessary information is collected, securely stored, and accessed strictly on a need-to-know basis. This regulatory framework pushes HR to implement clear data governance policies, which in turn reduce the likelihood of accidental disclosures and costly penalties. The GDPR framework and related guidance from information commissions around the world underscore the importance of accountability and documentation in processing employee data (GDPR, 2016; ICO, 2018). (GDPR, 2016; ICO, 2018)

Beyond compliance, strong data security in HR supports trust and morale. Employees are more likely to engage with HR programs—such as benefits enrollment, performance reviews, and talent development—when they believe their information is handled confidentially and securely. Conversely, data breaches or mismanagement of sensitive information can erode trust, lead to disengagement, and create a chilling effect that suppresses candor in performance feedback and wellness disclosures. The costs of data breaches are substantial, including remediation expenses, regulatory fines, and reputational damage, which collectively justify investing in robust security controls (Ponemon Institute, 2020). (Ponemon Institute, 2020)

From a practical perspective, HR teams should integrate data security into everyday processes rather than treating it as a separate initiative. This includes role-based access controls for HRIS and applicant tracking systems, encryption for stored and in-transit data, secure data retention schedules, and regular access reviews. Training for HR staff on privacy by design and incident response helps ensure that security considerations are embedded in decision-making, from who can view a background-check report to how performance data is archived. frameworks such as ISO/IEC 27001 provide a blueprint for establishing an information security management system (ISMS) that aligns security with organizational objectives (ISO/IEC 27001, 2013). (ISO/IEC 27001, 2013)

Another critical connection is between data security and recruiting. Recruitment processes collect a variety of sensitive information, including resumes, background checks, references, and digital footprints. If data security is neglected, these datasets become attractive targets for breaches, putting candidates and the organization at risk. A secure recruitment process demands minimal data collection to achieve hiring goals, controlled data sharing with third-party background-check providers under strict data processing agreements, and adherence to privacy principles across the candidate journey. Research and industry practices emphasize that responsible data handling in recruitment not only protects individuals but also enhances the employer brand by signaling a commitment to privacy and ethics (SHRM, 2023; GDPR, 2016). (SHRM, 2023; GDPR, 2016)

The role of governance cannot be overstated. Data governance frameworks emphasize not just security controls but also governance structures, accountability, and measurement. A robust governance approach ensures that HR recipients of data—managers, payroll, benefits administrators—operate under consistent privacy and security standards, enabling more reliable analytics and decision-making while minimizing risk. Foundational work on information governance and the strategic use of information systems highlights that data is a corporate asset whose value is realized only when it is protected, well-managed, and leveraged ethically (Davenport & Harris, 2000; Pearlson & Saunders, 2019). (Davenport & Harris, 2000; Pearlson & Saunders, 2019)

Responding to classmates who chose other topics helps illustrate the complementary nature of security with people practices. For instance, a peer who discussed recruiting as the most valuable topic may emphasize attracting a diverse and capable workforce. Data security amplifies that value by ensuring that the information used in outreach and screening processes remains confidential and compliant, thus protecting candidates and the organization alike. Similarly, a classmate focused on appraisals may highlight how performance data informs development—yet this data must be protected to preserve fairness and trust. Integrating data security with performance management and other HR processes creates a holistic approach to people operations that respects privacy while enabling strategic insights (CIPD, 2020; SHRM, 2023). (CIPD, 2020; SHRM, 2023)

In terms of implementation, HR professionals should start with a data inventory to map where employee data resides, who accesses it, and how it is transmitted or stored. This inventory informs risk assessments and helps prioritize controls such as encryption, strong authentication, and incident response planning. Training and awareness are essential to ensure consistent behavior across the organization, supported by policies that define data handling, retention, and breach notification procedures. The literature on information security and governance emphasizes that technology alone is insufficient; people and processes must align with policy objectives to achieve durable security gains (NIST, 2020; Pacitti, 2018). (NIST, 2020; Pacitti, 2018)

In sum, data security is the most valuable topic because it enables ethical data handling, legal compliance, and organizational trust while supporting strategic HR outcomes. It creates a foundation for responsible analytics, fair recruiting, accurate performance management, and resilient operations. By embedding data security into HR practice, organizations can realize the benefits of more effective people management without sacrificing privacy or security. This integrated approach—grounded in established standards, governance, and continuous training—is what makes data security essential to modern HR (NIST, 2020; ISO/IEC 27001, 2013; GDPR, 2016; SHRM, 2023; CIPD, 2020). (NIST, 2020; ISO/IEC 27001, 2013; GDPR, 2016; SHRM, 2023; CIPD, 2020)

References

  • NIST. (2020). NIST Special Publication 800-53 Rev. 5: Security and Privacy Controls for Information Systems and Organizations. National Institute of Standards and Technology. https://doi.org/10.6028/NIST.SP.800-53r5
  • ISO/IEC. (2013). ISO/IEC 27001:2013 Information technology — Security techniques — Information security management systems — Requirements. International Organization for Standardization.
  • GDPR. (2016). Regulation (EU) 2016/679 of the European Parliament and of the Council (General Data Protection Regulation). Official Journal of the European Union.
  • Information Commissioner's Office (ICO). (2018). Guide to GDPR: HR data. Information Commissioner’s Office. https://ico.org.uk/
  • U.S. Department of Health and Human Services. (2003). HIPAA Security Rule. 45 CFR Part 164. Healthcare Information Privacy and Security.
  • Society for Human Resource Management (SHRM). (2023). Data Privacy in the Workplace: SHRM Special Report. SHRM. https://www.shrm.org/
  • Chartered Institute of Personnel and Development (CIPD). (2020). Data privacy in HR: A guide for HR professionals. CIPD. https://www.cipd.co.uk/
  • Davenport, T. H., & Harris, J. (2000). Working Knowledge: How Organizations Manage What They Know. Harvard Business School Press.
  • Pearlson, K. E., & Saunders, C. S. (2019). Managing and Using Information Systems: A Strategic Approach. Wiley.
  • Ponemon Institute. (2020). Cost of a Data Breach Report. IBM Security/Ponemon Institute.

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