4 th Quarter, 2017 Q Opolskie Province

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1 Q Opolskie Province 1

2 Adecco Poland is the world leader amongst human resource consulting companies and has 5600 branches in more than 60 countries. We operate in Poland since Utilizing our knowledge and years of experience we work with clients in more than 50 offices of temporary employment, permanent placement and onsite facilities local representatives created for large customers. Thanks to Adecco Poland over people found a job in 2016 alone. What is it? Labour Market Radar is a quarterly report which: Presents the current situation on the local labour market compared to a national market Indicates the diversity of a group of unemployed people in the local market as a source of professional potential for employers Contains predictions of possible changes in local labour markets. The report is based on information provides by the Central Statistical Office (GUS).. 2

3 GDPR REGULATORY CHANGES REVOLUTIONARY SECURITY OR IN OTHER WORDS GDPR IN HR From 25th May 2018 onwards, the General Data Protection Regulation will standardize the rules for protection and processing of personal data within the entire European Union. The new law will have a key influence on HR departments in all organizations operating both in the territory of the EU as well as beyond its borders. Contrary to the regulations being in effect today, GDPR implements severe sanctions for data leakage and security violation. They may amount even to EUR 20m or 4% of the world turnover depending on which of these is higher. Secure Employees and Candidates In accordance with the new law, the entity processing data is obliged to ensure the best possible protection of the personal data in the organization. This applies to any and all data: customers data, employees data and business partners data. This group includes the candidates for work as well. In addition to the consent for data processing that we are familiar with, the entity may also collect optional consents from its employees, e.g. for rendering the image and contact data available on the website. Until today this area has not been governed by any rules. The specification of the period during which the personal data are to be processed will be a must. This means that if the entity wishes to save candidates data for the purpose of some prospective recruitment processes, there will be a need to specify whether those data are going to be saved in the next 5, 10 or 15 years along with the justification why it will take such time. Security Policy HR-related issues must be taken into account in the data security policy developed for the needs of the compliance with GDPR. The key element should be the data governance - business entities must revise the personal data they store and make their inventory. Another important aspect is to determine the accountability for a given database and the indication who may access it. Consequently, GDPR should bring the era of sending Excel files full of customers or employees data to an end. In some organizations new people must be employed. It can be for example: Data Protection Inspector (sometimes instead of the present Information Security Administrator) and Data Steward accountable for the quality of databases and making changes in them. However, according to the Act, such people may work part-time or be outsourced Annexes Needed A vital element of GDPR is the transfer of all the accountability for data security to the processing entity. Instead of indicating in the Act the rules for data protection - as in the present legislation - the legislator obligates the entity to develop its own security policy taking account of possible threats both from the part of cybercriminals and the negligence of its employees. What is more, GDPR will also affect the entities from beyond the EU which render the services in its territory. This applies first and foremost to the cloud computing services suppliers, such as Microsoft Azure and Amazon Web Services. From the point of view of HR sector this means the need to verify the credibility of the entities rendering IT services, e.g. for work time measurement or holiday management. Moreover, if - as a result of the subcontractor s fault - the entrusted data have leaked out (e.g. hackers have stolen the base of the software supplier in the computing cloud), then the principal will be punished. Thus, it is necessary to develop relevant annexes to the agreements with subcontractors who are authorized to access personal data as part of their work. This applies not only to IT people or administrators but also, for example, to cleaning people who vacuum the archive or computer service engineers 3

4 GDPR REGULATORY CHANGES REVOLUTIONARY SECURITY OR IN OTHER WORDS GDPR IN HR Generalne zmiany Overall Changes The present Inspector General for the Personal Data Protection will be superseded by the President of the Personal Data Protection Office or [Pol] PUODO. The new regulation will change in total 40 other effective regulations. In the last months public and interministerial consultation as well as opinion-giving were undertaken. Many business entities have already decided to carry out legal and technological audit that aims at determination of the compliance of practices they apply with GDPR. As Adecco Group, we also recommend such a solution. Paweł Chochoł Project Manager Through expert eyes On the 28 th of February 2018 at the meeting of the Committee for European Affairs in the Parliament decision was made to delete from new project of data protection act regulations regarding exclusion of application of certain GDPR regulations for Small and Medium Enterprises. As a consequence from the 25 th of May 2018 all entrepreneurs must comply with all GDPR regulations. Adecco s experience proves that the underlying step in the process of preparing the business entity for the changes arising from the GDPR regulations should be to make the Audit in this respect. A new and a very important requirement arising from GDPR is the must to carry out Risk Analysis pertaining to the violation of personal data protection laws. The purpose of this Analysis is to determine the probability of the said violation occurrence and to assess its impact on data protection. At the same time the result of the Analysis is the matrix of recommended orders/improvements as well as the access path is determined. We are aware of the fact that the Risk Analysis area gives rise to the biggest number of doubts and questions, that is: Is the recommendation matrix built on the basis of own experience correct? Will the implemented actions be sufficient for the satisfaction of GDPR requirements and will they not expose the entity to any legal or financial sanctions? As a result of growing number of questions and doubts from your side, we intend to share with you our experience and know-how related to GDPR implementation. If you are interested, please, contact our local Adecco representatives. 4

5 UNEMPLOYMENT RATE AND NUMBER OF UNEMPLOYED IN PROVINCES (K) Higher than 21,0% 18,0% - 21,0% 15,0% - 18,0% 12,0% - 15,0% 9,0% - 12,0% Lower than 9,0% 6,6% Unemployment rate in Poland 1 081,7 K Number of unemployed Province with the highest unemployment rate warmińsko - mazurskie Province with the lowest unemployment rate 11,7% wielkopolskie 3,7% 5

6 UNEMPLOYMENT RATE IN DISTRICTS namysłowski 9,4% kluczborski 8,1% District with the highest unemployment rate brzeski 10,1% opolski 7,0% oleski 4,9% 11,0% Opole 4,1% głubczycki nyski 9,2% Higher than 32,0% 26,0% - 32,0% 20,0% - 26,0% 14,0% - 20,0% 8,0% - 14,0% Lower than 8,0% strzelecki 5,4% krapkowicki prudnicki 5,5% 10,1% kędzierzyńsko-kozielski 9,0% głubczycki 11,0% District with the lowest unemployment rate 4,1% Opole 6

7 NUMBER OF UNEMPLOYED IN DISTRICTS brzeski 2,9 K namysłowski kluczborski 1,3 K 1,7 K opolski 2,8 K oleski 1,2 K District with the highest number of unemployed 3,8 K nyski 3,8 K Higher than 10,0 K 8,0 K - 10,0 K 6,0 K - 8,0 K 4,0 K - 6,0 K 2,0 K - 4,0 K Lower than 2,0 K Opole 3,0 K strzelecki 1,4 K krapkowicki prudnicki 1,5 K 1,8 K kędzierzyńsko-kozielski 3,1 K głubczycki 1,7 K nyski District with the lowest number of unemployed 1,2 K oleski 7

8 UNEMPLOYED BY EDUCATION District Higher education Post-secondary and secondary vocational education Medium secondary education Vocational education Lower secondary, primary and incomplete primary education Number of unemployed brzeski głubczycki kędzierzyńsko-kozielski kluczborski krapkowicki namysłowski nyski oleski Opole opolski prudnicki strzelecki

9 Number of unemployed in province by education Registered unemployed in province by age yrs yrs 55 yrs and more yrs yrs 12,0% 27,2% 20,7% 18,6% 21,5% 9

10 COMPARISON OF JOB OFFERS AND UNEMPLOYED NUMBER DISTRIBUTION FOR 1 JOB OFFER Number of job offers - at of the end of the month Registered unemployed per 1 job offer District with the highest number of job offers Opole city District with the lowest number of job offers strzelecki district 2 Number of unemployed per 1 job offer 277 Number of unemployed per 1 job offer 10

11 WAGES IN THE ENTERPRISE SECTOR* Higher than 5 084,00 PLN 4 668,00 PLN ,00 PLN 4 252,00 PLN ,00 PLN 3 836,00 PLN ,00 PLN 3 420,00 PLN ,00 PLN Lower than 3 420,00 PLN *monthly gross wages Average wage in the enterprise sector XII 2016 XI ,77 XII ,73 + 7,29% Minimum wage in the enterprise sector ,00 + 8,10% ,00 + 2,1% Inflation rate XII 2017 vs XII