22 October 2014
Social media, mobile computing, “big data” analysis and cloud computing (“SMAC”) are fundamentally changing the way in which HR professionals can now operate.
In many ways, SMAC can help increase efficiency and improve outcome, particularly with HR processes such as talent acquisition, performance management and employee engagement.
However, using these technologies without understanding the legal risks and compliance issues could be dangerous and costly.
This legal update is part of our series of updates to discuss the excitement and pitfalls in using SMAC. In this update, we look at issues from a Hong Kong data privacy law angle, and discuss terms you may consider negotiating with your SMAC provider.
Read on if you wish to find out more.