Varstvo osebnosti in zasebnosti v postopku zaposlitve

magistrsko delo

Gordana Pipan (Avtor), Darja Senčur Peček (Mentor)

Povzetek

Pri izboru kandidatov za zaposlitev se kot merilo vse pogosteje poleg klasičnih selekcijskih meril, kot sta življenjepis in pogovor (intervju), uporabljajo različni psihološki, psihometrični in tako imenovani testi osebnosti. Za izvedbo različnih vrst psiholoških testiranj delodajalci običajno najamejo agencije za zaposlovanje oziroma kadrovske agencije. Storitve na trgu dela, kot sta vseživljenjska karierna orientacija in posredovanje zaposlitve, so urejene z Zakonom o urejanju trga dela, medtem ko storitve, ki se nanašajo na izbiro kadrov, urejajo splošna pravila poslovanja gospodarskih subjektov na trgu (določbe Zakona o gospodarskih družbah). Psihološko testiranje močno posega v posameznikovo osebnost, s tem pa tudi v njegovo zasebnost. Varovanje človekove osebnosti in zasebnosti je na načelni ravni, tako v mednarodni kot v nacionalni zakonodaji solidno urejeno, slabše pa v delovnopravni zakonodaji. Psiholoških testiranj mednarodni pravni akti neposredno ne urejajo, prav tako ne slovenska nacionalna zakonodaja. Posegi v kandidatovo osebnost in s tem posledično v njegovo zasebnost skozi postopke psihološkega testiranja niso dovolj normirani. Noben predpis izrecno ne določa, kdo sme izvajati psihološka testiranja, kakšne teste lahko pri tem uporablja, kako jih razlaga in na kakšen način jih posreduje tretjim osebam, torej delodajalcem. V nalogi so predlagane spremembe zakonodaje (Zakona o delovnih razmerjih in Zakona o varovanju osebnih podatkov). Z njimi bi bolj določno uredili in uvedli nadzor nad izvajalci psiholoških testiranj, postavili pogoje za opravljanje te storitve, kadar jih izvajajo agencije za zaposlovanje oz. kadrovske agencije, izvajalce pa zavezali k uporabi Kodeksa poklicne etike psihologov Slovenije. Kandidatom bi omogočili, da so vnaprej obveščeni, da zasedba delovnega mesta zahteva psihološko testiranje, s katerimi testi bo preverjana njihova osebnost, kdo bo razlagal rezultate, kako in v kakšni obliki bodo posredovani delodajalcu. S spremembami in dopolnitvami Zakona o varovanju osebnih podatkov bi izenačili položaj tistih, ki kandidirajo za delovno mesto v zasebnem sektorju, s tistimi, ki se želijo zaposliti v javnem sektorju. Dolgoročnejša in pravno bolj dosledna rešitev bi bila sprejetje posebnega zakona, ki bi urejal poslovanje kadrovskih oziroma zaposlitvenih agencij. V takšnem posebnem zakonu bi podrobneje določili tudi kadrovske in druge pogoje za agencije, ki se ukvarjajo z zaposlitvenimi izbirnimi postopki in psihološkim testiranjem.

Ključne besede

delovno pravo;kadri;izbirna merila;psihološki testi;osebnost;zasebnost;varovanje osebnih podatkov;magistrska dela;

Podatki

Jezik:	Slovenski jezik
Leto izida:	2014
Tipologija:	2.09 - Magistrsko delo
Organizacija:	UM PF - Pravna fakulteta
Založnik:	[G. Pipan]
UDK:	331.108.34(043.3)
COBISS:	4751915
Št. ogledov:	1518
Št. prenosov:	347
Ocena:	0 (0 glasov)
Metapodatki:

Ostali podatki

Sekundarni jezik:	Angleški jezik
Sekundarni naslov:	Protection of personality and privacy in the recruitment process
Sekundarni povzetek:	Alongside the traditional selection criteria, such as CV and interview, the selection of candidates for employment increasingly makes use of various psychological, psychometric and so-called personality tests. In order to carry out the various types of psychological testing, employers generally hire employment or HR agencies. Services on the labour market such as lifelong career orientation and employment referrals are governed by the Labour Market Regulation Act, while services relating to the selection of candidates are governed by the general rules on the operation of commercial entities on the market (through the provisions of the Companies Act). Psychological testing delves deeply into the individual’s personality, and thereby into their privacy too. A review of legislation and literature shows that the protection of an individual’s personality and privacy is well provided on the general level of principle, both in international and national legislation, but less so in labour legislation. Psychological testing is not directly covered by any international legal documents, nor in Slovenian national legislation. Encroachments on a candidate’s personality and thereby on their privacy through psychological testing procedures are not sufficiently regulated. No regulation lays down that psychological testing can be carried out, what tests can be applied therein, how they should be interpreted and in what way they can be communicated to third persons, i.e. employers. Dissertation proposes amendments to legislation that would more decisively regulate this area (the Employment Act and Personal Data Protection Act). It would also enable candidates to be informed in advance that securing employment would require psychological testing, which tests would be used to assess their personality, who would interpret the results and in what way and what form these results would be communicated to the employer. Amendments to the Personal Data Protection Act would render the position of those applying for jobs in the private sector equal to those seeking employment in the public sector. A longer-term and in legal terms more consistent solution would be to adopt a special act regulating psychological activities (a draft act has already existed for several years), which would more precisely define who could conduct psychological testing and in what way. Alongside this, there would also be a need to adopt a special act governing the operation of HR and employment agencies. Such special act would also need to define in detail the HR and other conditions for those agencies involved in employment selection procedures and psychological testing.
Sekundarne ključne besede:	selection criteria;candidates;psychological tests;personality;privacy;personal data protection.;
URN:	URN:SI:UM:
Vrsta dela (COBISS):	Magistrsko delo/naloga
Komentar na gradivo:	Univ. v Mariboru, Pravna fak.
Strani:	67 f.
ID:	8728709