3RAI
Assignment 3 – Recording, analysing and using HR information (RAI)
Activity 1
Reasons for collecting HR data
The following are key reasons, in my view, on why organisations collect HR data:
1. To comply with legal requirements and legislations. These for example could be contractual obligations, employee role descriptions and responsibilities, remunerations etc.
2. The Continuous Professional Development (CPD) data for the employees, their succession planning and for ensuring the correct skillsets are retained within the organisation.
3. For grievances and disciplinary actions.
4. For background checks and vetting of employees before, during and after they are in employment of the organisation.
Two types of data collected and how they support HR practices
The key two types of data collected within the organisation and their importance to HR practices is described below.
1 Absence management: The sickness absence policy aims to ensure that absence is managed in a consistent, supportive and effective way so that operational and service levels are maintained. This policy applies to all staff with a contract of employment and is in line with company guidance. If absence is not managed properly problems such as loss of production or a reduction in services can arise and staff morale can be adversely affected.
2 Appraisal management: Reviews and feedback for employee’s performance is collected by their line management to ensure the right people are supporting various organisational functions in the required manner. If such data is not managed adequately, less skilled or over-skilled staff would be fulfilling roles leading to decreased productivity for the business, either due to decreased morale or inability to perform the given job role.
Two methods and their benefits of storing records
The organisation has to store many types of data. Like employee’s documents, legal documents, payroll documents etc. There are different methods to store the data. The most common
Activity 1
Reasons for collecting HR data
The following are key reasons, in my view, on why organisations collect HR data:
1. To comply with legal requirements and legislations. These for example could be contractual obligations, employee role descriptions and responsibilities, remunerations etc.
2. The Continuous Professional Development (CPD) data for the employees, their succession planning and for ensuring the correct skillsets are retained within the organisation.
3. For grievances and disciplinary actions.
4. For background checks and vetting of employees before, during and after they are in employment of the organisation.
Two types of data collected and how they support HR practices
The key two types of data collected within the organisation and their importance to HR practices is described below.
1 Absence management: The sickness absence policy aims to ensure that absence is managed in a consistent, supportive and effective way so that operational and service levels are maintained. This policy applies to all staff with a contract of employment and is in line with company guidance. If absence is not managed properly problems such as loss of production or a reduction in services can arise and staff morale can be adversely affected.
2 Appraisal management: Reviews and feedback for employee’s performance is collected by their line management to ensure the right people are supporting various organisational functions in the required manner. If such data is not managed adequately, less skilled or over-skilled staff would be fulfilling roles leading to decreased productivity for the business, either due to decreased morale or inability to perform the given job role.
Two methods and their benefits of storing records
The organisation has to store many types of data. Like employee’s documents, legal documents, payroll documents etc. There are different methods to store the data. The most common