Legitimate HR use cases

HR's legitimate use cases for monitoring data include: investigation support (when there is a documented concern or dispute), absence pattern analysis (understanding whether reported absences align with device activity), onboarding effectiveness (whether new hires are ramping to expected activity patterns), and exit risk signals (declining engagement often shows in activity data before resignation).

Dispute resolution

One of the highest-value HR uses of monitoring data is dispute resolution. When there is a conflict about what work was or was not done, timestamped activity data and screenshots provide objective evidence that no one can argue with. Multiple HR professionals report that having objective evidence dramatically reduces the emotional escalation of disputes and produces faster, fairer resolutions.

What HR should not use monitoring for

Monitoring data should not be used for: building a case against an employee whose poor performance is already known (this is using data punitively, not diagnostically), comparison-based decisions that do not account for role differences, or any purpose that was not disclosed to employees when monitoring was introduced. The principle of purpose limitation is both a GDPR requirement and good HR practice.

HR access controls

Not all HR staff should have access to all monitoring data. Deskify's role-based access controls allow you to configure who can see individual activity logs, who can access screenshots, and who can view screen recordings. Standard HR generalists typically need access to aggregate data only. Investigation capability should be restricted to senior HR and compliance roles.