Introduction
Biometrics typically refer to technologies that are used to
measure and analyse unique characteristics of an individual which are generally
considered innate, immutable and distinctive to that individual (Du et al.,
2011; Magnet, 2011; Moradoff, 2010, cited in Holland & Tham,
2020).
Biometric
recognition technologies are becoming a common feature of the workplace all
over the world. While there are many types of biometrics for authentication,
the five most common types of biometric identifiers are fingerprints, facial,
voice, iris, and palm or finger vein patterns.
Bio-Metric Date and related security risks
This video showcases Bio-Metric
Data and highlights the associated security risks.
(DW Shift, 2019)
The types of biometrics can be grouped into two main categories:
1. Physiological biometrics are characteristics or measurements of the human body.
2. Behavioral biometrics refers to the unique way a person performs a certain behaviour, like giving a signature. (Optimal IdM, n.d.)
Importance of Safeguarding Biometric Data
The safeguarding of biometric data, such as fingerprints, is becoming an important area in Human Resource Management (HRM). As the implementation of biometric systems for employee attendance and other work-related purposes continues to increase, organizations are encountering novel challenges concerning the collection, storage, and protection of such data.
Many countries have regulations
concerning the utilization of biometric data, facial recognition, fingerprints,
and other comparable technologies. To avoid overstepping employee privacy
rights, organizations are obligated to conform to these regulations.
The possession of an employee’s
biometric data could be used to gain access to his or her electronic devices,
which typically store a host of personal information, his or her financial and
medical records, and even the employee’s home. Many employers that use
biometric authentication technology use third-party vendors to handle the
resulting data in some capacity, increasing the risk of theft of such data.
This risk is likely to be even greater in employment environments involving
highly confidential information, such as financial institutions, medical
facilities and government offices. (Bradley Arant Boult Cummings LLP,
2019)
Conclusion
The Human Resource Departments of every organization must consider the necessity and appropriateness of using biometric data such as fingerprint attendance systems for employees. This consideration should include a thoughtful evaluation of the privacy implications involved. In situations where there is a lack of protection for biometric data within the organization, alternative methods for tracking attendance, such as QR codes or mobile applications, could be more suitable.
REFERENCES:
Bradley Arant Boult Cummings LLP. (2019). Technology at
a Price: Risks with Using Biometric Scanning in the Workplace. Available
at https://www.bradley.com/insights/publications/2019/02/technology-at-a-price-risks-with-using-biometric-scanning-in-the-workplace. [Accessed: 26 March 2023]
DW Shift (2019) How secure is Biometric Authentication Technology and Biometric Data? [Video] Available at https://www.youtube.com/watch?v=ZPG3XQhZVII [Accessed: 27 March 2023].
Holland, P. and Tham, T.L., (2022). Workplace biometrics: Protecting employee privacy one fingerprint at a time. Economic and Industrial Democracy, 43(2), pp.501-515. https://doi.org/10.1177/0143831X20917453
Optimal IdM. (n.d.). Types
of biometric sensors. Available at https://optimalidm.com/resources/blog/types-of-biometrics-sensors/#:~:text=While%20there%20are%20many%20types,palm%20or%20finger%20vein%20patterns.
[Accessed: 27 March 2023].
Finger scaning or any other biometric devices more useful to track employee attendance, puntuality in the organization. This will much more helpful to get accurate details linking with a HRIS system. With current context & huge number of staff working at a work place, it is not practical using a manual system and a barcord system. If you introduce a proper system, you may get the best results out of this. Accurate payroll, overtime, nopay records, staff count and provide quick management information. You could reduce the cadre in the HR department & generate productive work hours. Also this system can not missuse by the users.
ReplyDeleteI appreciate your input and do totally agree on the benefits mentioned by you.
DeleteHowever, the primary concern pertains to the security of biometric data. In Sri Lanka, several organizations employing biometric authentication technology rely on third-party vendors to manage the resulting data, thereby increasing the risk of theft or unauthorized access to such data.
In Sri Lanka, mostly fingerprint attendance is used by companies, and I do not see any big harm in that. In the worst case, by taking our fingerprints, they can't do any harm to us. We use our fingerprints only to access our mobile devices; they can't access our mobile devices since we keep our mobile devices with us always.
ReplyDeleteYes, I do agree with your statement to a certain extend in Sri Lankan context. However, numerous countries worldwide have implemented regulations pertaining to the use of individuals' biometric data in order to mitigate potential risks.
DeleteSome countries have implemented laws that require explicit consent from individuals before their biometric data can be collected, processed or stored. Few of such laws are:
1. The Personal Data Protection Bill, 2019 (India)
2. The General Data Protection Regulation (GDPR) in the European Union sets guidelines for the collection, processing, and storage of biometric data, including the requirement for explicit consent from individuals. (source: https://ec.europa.eu/info/law/law-topic/data-protection/reform/rules-business-and-organisations/principles-gdpr_en)
Before conducting research on this topic, I initially shared the same thought process. However, my research brought to light the potential risks that may arise. While these risks may not affect a significant proportion of individuals, it could pose a greater risk for certain individuals such as high-level professionals/business people who are involved in online banking transactions and similar activities. Typically, these online platforms are accessible not only through mobile devices but also via computers, laptops, and other devices. In some instances, access to certain laptops may also be granted through fingerprint authentication.
For Example: Currently, numerous organizations are utilizing online banking platforms. Some banks offer fingerprint access control as a means of logging in (e.g., https://www.youtube.com/watch?v=JIkq-tOGqOs) to their digital banking platforms. However, if fingerprints are not adequately protected, it could potentially create a loophole for fraudulent activities to occur.
Interesting topic selection, Nadeer. That being said, my question to you is, some or most employees express their uneasiness with the idea of biometric data being collected, stored and used by their employer. I am sure you have come across such individuals in your workplace too. What do you think employers can do to address these concerns and ensure that employees feel less anxious and respected in the workplace? How can organisations strike the right balance?
ReplyDeleteThank you for the comment and the question.
DeleteStriking the right balance between collecting and using biometric data for legitimate purposes while respecting employee privacy concerns can be quite challenging.
The approach to addressing these concerns can vary from one organisation to another. However, these are a few suggestions which could be followed by organisations collectively or individually based on the practicability,
1. Consider offering alternative options for employees who may want to avoid participating in biometric data collection (Eg: ID Cards...etc.).
2.Enhance security measures and effectively communicate the steps taken to employees about safeguarding the data.
Great suggestions. I agree with you regarding the need to strike a balance. I believe it is easier said than done though.
DeleteThe article provides valuable insights into the increasing use of biometrics in the workplace and the need for organizations to take appropriate measures to protect the privacy of their employees.
ReplyDeleteThanks for the comment.
DeleteI trust that this article has provided you with some valuable insights and knowledge.
I agree with the article that organizations should carefully consider the use of biometric data for employee attendance and other work-related purposes, particularly in regards to the privacy implications involved. As Briscoe, Schuler, and Tarique (2012) note, the safeguarding of biometric data is becoming increasingly important in HRM, and organizations must conform to regulations to avoid overstepping employee privacy rights. The use of third-party vendors to handle the resulting data also increases the risk of theft, particularly in employment environments involving highly confidential information, as noted by Bradley Arant Boult Cummings LLP (2019). Therefore, alternative methods such as QR codes or mobile applications may be more suitable in situations where there is a lack of protection for biometric data within the organization.
ReplyDeleteThanks for the feedback.
DeleteI hope this essay has given you some insightful and useful information.
ReplyDeleteThis is a unique subject and a fascinating region. When fingerprinting at work, things might get difficult.
WHY DO PEOPLE THINK FINGERPRINTS ARE RELIABLE EVIDENCE?
• Because more people came to believe fingerprint evidence,
• Your fingerprint does not significantly change over time after you reach adulthood.
• A well-preserved surface can retain a fingerprint for years.
• Each person's fingerprints appeared to be distinctive.
• Your skin's oils make it incredibly simple to leave fingerprints everywhere.
• Fingerprint patterns appear to be simple to compare.
Edward Henry and Qazi Azizul Haque created methods for categorizing fingerprints based on these specifics and presumptions. From the 1890s to the 1990s, their techniques continued to be used.
It has been claimed by a forensic scientist that "the uniqueness of fingerprints and the accuracy of fingerprint identification are two completely different questions." Criminalist William Thompson made the following claim in a 2017 study by the American Association for the Advancement of Science: "We have concluded that latent print examiners should avoid claiming that they can associate a latent print with a single source and should particularly avoid claiming or implying that they can do so infallibly, with 100% accuracy."
Thanks for the comment.
DeleteYour comment provides valuable supplementary information on the topic at hand.
Hope by reading my article, you may have expanded your knowledge in this area.
Important topic to discuss Nadeer. Fingerprint attendance systems have gained popularity in organisations for tracking employee attendance. However, concerns have been raised about the reliability of these biometric systems. Some studies have shown that factors such as fingerprint quality, environmental conditions, and physiological changes can affect the accuracy and reliability of biometric attendance systems (Jones et al., 2019). Organisations should be cautious in relying solely on biometric attendance systems and consider implementing backup measures, such as PINs or cards, to ensure accurate attendance tracking (Smith, 2020). Regular maintenance and calibration of biometric systems can also help ensure their reliability and accuracy (Brown et al., 2018).
ReplyDeleteThanks for the response.
DeleteI trust that this article has provided you with some valuable insights and knowledge.
The subject you chose is prompt, Nadeer. Debora, M. (2019) The main disadvantage is the significant expense involved in running the systems and keeping the biometric data stored and maintained. When compared to the implementation of password-based solutions, the integration of biometrics into security programs is rather complex. The biometric system solely depends on the biometric property's singularity. Injuries can sometimes prevent an employee's fingerprint from being rapidly scanned since they alter the skin's surface and render the fingerprint illegible. If necessary, passwords and PINs can be reset. However, once compromised, biometrics are tied to the person and cannot be reset.
ReplyDeleteI appreciate your input.
DeleteYour point is valid, and I agree.
Your blog post on the reliability of fingerprint evidence was both fascinating and informative. The discussion on the strengths and limitations of fingerprint evidence, along with the potential for human error and the importance of following proper protocols, underscores the need for a balanced understanding of this crucial forensic tool.
ReplyDeleteTo enhance your exploration of fingerprint evidence, you might consider discussing recent advancements in technology and their impact on the field of fingerprint analysis. For instance, you could look into the development of automated fingerprint identification systems (AFIS), new algorithms for pattern recognition, and the emergence of more advanced forensic imaging techniques.
Hope to see some of those in your future blogs!
Thank you for your thoughtful comment and feedback on my article. I will definitely keep your suggestion in mind for future articles, and I appreciate your contribution to this ongoing dialogue.
DeleteBiometric attendance systems can be an effective tool for improving reliability and efficiency in attendance tracking. They use unique physiological characteristics to accurately track employee attendance, eliminate buddy punching, reduce administrative tasks, and improve security. However, it is important to ensure that the system is implemented and used ethically with appropriate policies and procedures in place to protect employee privacy and prevent misuse.
ReplyDeleteI appreciate your input.
DeleteYour point is valid, and I agree.