SHR 020-2 Case Study: Blacklisting, GDPR, and Data Management

This report analyzes the impact of blacklisting on employee relations, drawing from the Consulting Association case in the UK. It explores how blacklisting affects employee freedom and organizational performance, referencing relevant theories like Unitarist, Pluralist, and Marxist perspectives. The report assesses how the introduction of the General Data Protection Regulation (GDPR) can modify present data management practices, emphasizing the protection of employee data and rights. Furthermore, it discusses the potential costs, including financial penalties and reputational damage, that firms may incur by mismanaging employee data in light of GDPR rules, highlighting the importance of compliance and ethical data handling.

The Employment Relations

Executive summary
Employee relations plays an essential role in the creating positive and effective workplace
environment in the organisation as well as motivating employees to accomplish desired goals
and objectives of the organisation. Effective employees relations also helps the organisation to
retain their employees for long period of time and motivating them to perform better. This report
helps in determining that effective employees relations helps in enhancing overall performance
of the organisation. This report helps in determining the impact of blacklisting employees on the
employees performance as well on overall performance of the organisation. Also this report
highlights that introduction of general data protection regulation will helps organisation to
modify their current data management practices. Additionally, this report also helps in
determining that the organisation will have to pay huge cost through mismanaging employee
data in the light of GDPR rules.

Table of Contents
Introduction......................................................................................................................................2
Main Body.......................................................................................................................................2
Justification of blacklisting employees with employee relations theories and concepts........2
Assess how the introduction of General Data Protection Regulation can be used to modify
present data management practices........................................................................................4
Discuss the cost firm can pay by mismanaging data of people in light of GDPR.................5
Conclusion.......................................................................................................................................7
References........................................................................................................................................8
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Introduction
The employment relationship is defined as the process of maintaining and creating
effective and positive relationship with the employees of the organisation in order to satisfy their
needs and wants as well as retain them for long period of time in the organisation. Effective
employment relationship helps in accomplishing desired goals of the organisation (Brady, 2019)
(Sarinaand Riley,2018). Maintaining and developing positive employee relations allows the
organisation to create positive and effective workplace environment. Proper training and
motivation helps the organisation to build effective relations among employer and employees of
the organisation. For this report Consulting association is taken into consideration. The
consulting association is known as a controversial business in UK. The business was considered
to be involved in blacklisting employees. It was founded in 1993 in UK. This report highlights
the detailed analysis of employees relations, issues and various strategies that can be taken into
consideration to enhance employee relations. In addition to this how blacklisting employees
create huge impact on the employees freedom is also highlighted in this report. Also the general
data protection regulations introduction to modify the present data management practices is also
determined in this report. Furthermore, the cost organisation could pay through mismanaging
employees data in light of GDPR is also highlighted in this report.
Main Body
Justification of blacklisting employees with employee relations theories and concepts.
Employee relations involves organization's efforts to maintain and create a positive
relationship with employees through constructing positive employee relation and organization's
effort to keep the employees loyal and engaged in work. In context to Iceberg, the scenario of
blacklisting employees has devastating impact on employees. The Iceberg's worker had no idea
that their information or details were being checked. The company used Blacklisting as a secret
tool to keep away the employees they dont like, there were files which raised health and safety
concerns and it was further proved about blacklisting. Blacklisting scandal was the major issue in
the involvement of the security services. Blacklisting is the unlawful practice which involves
compiling information on employees on their trade union membership. It can potentially contains
details on individuals who have reported concerns. In context to Iceberg, a former manager has
given evidence to blacklists the union members. The various theories used in employee relation
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involves Unitarist, Pluralist and Marxist perspective. Each of these provides a various different
interpretation towards workplace conflict. In context to Iceberg, there were various ways in
which legal protests are affected on those who were blacklisted. There are various approaches
used in employee relation which involves System theory. Employee relation involves human
resources which are majorly concerned with discipline in order to strengthen between employees
and employers. In context to Iceberg, the theory provides a fresh perception for approaching
employee relations initiatives. This will also allow managers to understand the employees and
help them to survive in the working environment. The employee relations involves range of
ideas, policies and practices. The concept and theory of employee relations helps to create a
collaborative group dynamics in workplace. It includes compensation decisions which involves
promotions, bonus and raises. In context to recognizing employees the company need to
participate in employee accomplishments and contributions. Synergy is another component
which focuses on creating a workplace that encourages synergistic actions and thoughts. In
context to Iceberg, the company need to pay a little attention to employee relations. Employee
relation involves contingency theory which helps to structure the far-reaching effects. In context
to Iceberg, it need to develop a relationship with employees. Interdependence plays a very
important part in the systems theory. In context to employees, the mangers and the companies
need to provide assistance, training and guidance to employees in order to create better employee
relations and build an effective working.
New Development in the human resource management has moved management and employee
bargaining down to the level of the firm. Blacklisting employees have a devastating impact as it
creates a negative impact on employees and lack on trust on the part of employee. Employee
relations and concepts helps an organisation to understand the employee behaviour and how to
handle their nature while achieving organisational goals and objectives. Employee relation
concepts helps the company to achieve its target effectively and efficiently with maintaining a
proper relation with the employees and developing a environment where employees can work
effectively without worrying about being blacklisting.
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Assess how the introduction of General Data Protection Regulation can be used to modify
present data management practices
General data protection data protection regulation is refers to one of the toughest privacy
and security law around the globe, it was mainly drafted and passed through the European Union.
But even through it was passed by the EU, it imposes obligations on each and every organisation
around the globe as long as they target or gather the data related to individual in the EU
(Muntaner, 2018). It plays an essentials role in controlling and handling the privacy of the
individual effectively. It is also refers to the set of new rules and regulations imposed that clearly
set the guidelines for anyone or any organisation in collecting or assessing the personal
information or data. It helps in effectively protecting the personal information and data of the
public and making them safe and secure as well. This rule imposed ensures that the individual of
the EU consumers rights as a regular notification in the task of personal data of the consumers
being effectively breached. It helps in protecting and guiding personal information and data form
any kind of unfair and dishonest practices. The main aim of GDPR is to offer a effective and
standardised data protections guideline for all the consumers of the country. There were many
data management practices considered by the business organisation in order to manage their data
as well as protect it at some extent (Howe, 2019). The various kind of data management practices
includes documentation, data storage, commitment to data culture and data quality trust in
security and privacy. Number of organisation uses data storage in order to effective store their
data as well as protect it form any kind of unfair and unwanted practices. The data storage allows
the organisation to store their data at a safe place and use it letter wherever it is required. Another
data management practices used by the business organisation is documentation, it is practices of
arranging required and essentials information in a systematic and proper way in order to make it
easy for the organisation to determine their data and enhance their overall performance. The
other data management practices used by the organisation in order to protect and control their
data includes data quality trust in security and privacy and commitment to data culture. But the
introduction of general data protection regulation has lead to modifying the present data
management practices (O'Brien, 2019).
The general data protection allowed to protect any kind of unfair practices against the
privacy of the employees in any organisation. It was combinations of all the rules and regulation
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needed to be taken into consideration in order to protect the rights of the employees. The use of
this rule would have allowed the company like Consulting association to protect the right and
privacy of their employees from any kind of unfair practice like blacklisting employees. The
general data protection regulation will allows the organisation to handle and protect the personal
data and information of their employees. It helps in setting proper and required rules and
regulation so as to make everyone of aware of the importance of protecting the personal rights
and data of employees (Sale, 2018). The general data protection regulation is created or
developed to effectively determine organisation efficiency to maintain and control the data or
information of the person who directly or indirectly connect with the organisation. It helps in
controlling the growing issues like blacklisting employees, leading to create positive and
effective employees relation in organisation. Blacklisting employees creates negative impact in
the performance and capability of the employee leading to employees leaving the organisation.
So in order to retain them for long it becomes essentials for the organisation avoid any kind of
unfair practices against their employees and offering them equal and fair opportunities. There are
various employees relationship practices can be taken into consideration in order to maintain
positive employee relations such as conflict management, reward management and so on. It will
help in enhancing the overall performance of the organisation and maintain positive employees
relation as well (Hui, 2018).
Discuss the cost firm can pay by mismanaging data of people in light of GDPR
General data protection act was structured with an aim to protect the data and information of
the individuals in an efficient manner. It is a regulation which is related to protection and privacy
of data in the European nations. It is one of the toughest security and privacy law in the entire
law world. It was proposed by the EU hence it imposes obligation on the organizations
worldwide as they collect data of EU people. The main aim of this regulation is to give more
control to the people over the use of their personal credentials. Generally, the GDPR violations
occur when a company deliberately avoid the legislations of data protection and security. In
GDPR, there are several harshest penalties for breach of data across the world. In GDPR rules,
financial penalties can be imposed on the companies if they failed in managing the data of the
employees appropriately (Akasa, 2019). In case of less severe infringements, a fine of 10 million
can be issued or a penalty of 2% on the annual revenue of the company. The lower level of fine
is applied when the infringement is listed in the article 83(4) of the GDPR. If infringement is
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relate to the principle of consent, right to data and privacy then it is consider as a higher severe
infringement. In this situation, the penalty is also high which can be 20 million or 4% of the
annual revenue of the company in the previous financial year. Here, the penalty is imposed from
whichever is higher of the two. In addition, when a company not follow the GDPR practice, it
also put a negative impact on the image of the organization. On identifying the GDPR issues,
IOC needs to take necessary steps to handle the situation effectively. If the pre-defined steps are
not taken then penalty is issues. The penalties are imposed on identification that no action is
being taken by the organization to handle the issues effectively (Bennett, 2018). When the
company is not able to manage the data of the employees properly, an enforcement notice can
also be issues by the IOC. Therefore, the entity will have to pay huge cost in terms of fines,
penalties, harm to reputation on failure of fulfilling the GDPR regulations effectively.
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Conclusion
It is concluded out of the above-study that employment relationship is a process of maintaining
and managing effective relationship with the employees of the entity. For the above report, a
Consulting association is taken into consideration. It is consulting association based on UK
which was involved in blacklisting employees. There is discussion of impact of blacklisting of
employees, advise in light of GDPR and cost need to pay by the company on mismanagement of
data of the employees.
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References
Books and Journals
Akasa, R.W., 2019. The implication of the European Union’s General Data Protection Regulation
(GDPR) on the Global Data Privacy. East African Journal of Law and Ethics, 1(1),
pp.15-26.
Bennett, S., 2018. GDPR: Change to European privacy laws and its impact on Australian
businesses. Governance Directions,
Brady, A., 2019. Unions and Employment in a Market Economy: Strategy, Influence and Power
in Contemporary Britain. Routledge.
Howe, J., 2019. How effective are legal interventions for addressing precarious work?: The case
of temporary migrants in the Australian horticulture industry. New Zealand Journal of
Employment Relations, 44(2), pp.35-50.
Hui, E.S.I., 2018. Hegemonic transformation: The state, laws, and labour relations in post-
socialist China. Palgrave Macmillan US.
Hwang, I. and Cha, O., 2018. Examining technostress creators and role stress as potential threats
to employees' information security compliance. Computers in Human Behavior, 81, pp.282-293.
Muntaner, C., 2018. Digital platforms, gig economy, precarious employment, and the invisible
hand of social class. International Journal of Health Services, 48(4), pp.597-600.
O'Brien, K., 2019. Accessorial liability in Australian and in New Zealand workplace laws. New
Zealand Journal of Employment Relations, 44(2), pp.51-62.
Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta-analysis of
their impact on talent retention. Industrial and Commercial Training.
Pettit, T.J., Croxton, K.L. and Fiksel, J., 2019. The evolution of resilience in supply chain
management: a retrospective on ensuring supply chain resilience. Journal of Business
Logistics, 40(1), pp.56-65.
Sale, J., 2018. Labour law and the labour market: A case study of Malaysia. New Zealand
Journal of Employment Relations, 43(3), pp.55-74.
Sarina, T. and Riley, J., 2018. Re-crafting the enterprise for the gig-economy. New Zealand
Journal of Employment Relations, 43(2), pp.27-35.
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