3RAI ASSMENT
Introduction
In today’s world, it is vital for each and every organisation to collect and keep personnel data of the organisation. Human resource function is such a vital role in any organisation as it is responsible for collecting accurate data and how that data should be managed. Human resource function also covers the legal implications of storing data and will enable managers to record data and information and to interpret, analyse and present information clearly and accurately in an appropriate format in support for decision making.
Why organisations do needs to collect Human resource data?
There are a number of reasons organisations should collect human resource data of its employees.
To satisfy legal requirements: To prove that the organisation is hiring the wright people who have the “Right to work” in the United Kingdom, it is important for organisations to keep copies of employees documents such as work permit. The law on preventing illegal working is set out in section 15 to 25 of the Immigration, Asylum and Nationality Act 2006. Under section 15 of the 2006 Act, an employer may be liable for a civil penalty if they employ someone who does not have the right to undertake the work in question.
To provide documentation in the event of a claim: It is a duty for organisations to keep records so as to protect itself as an employer from claims of unfair dismissal. When employees feels that their rights under Employment protection rights have been infringed, the employee may make a claim of unfair dismissal to employment tribunals. The only way the employer needs to defend itself from such claims, is to rely upon the accuracy and comprehensiveness of its human resource records.
Types of data collected by Human resources and how each type supports Human Resource practices.
There are many types of data collected within organisations and most of them are no different. The following are two of them:
Sickness records: recording sickness absence daily and summing it
In today’s world, it is vital for each and every organisation to collect and keep personnel data of the organisation. Human resource function is such a vital role in any organisation as it is responsible for collecting accurate data and how that data should be managed. Human resource function also covers the legal implications of storing data and will enable managers to record data and information and to interpret, analyse and present information clearly and accurately in an appropriate format in support for decision making.
Why organisations do needs to collect Human resource data?
There are a number of reasons organisations should collect human resource data of its employees.
To satisfy legal requirements: To prove that the organisation is hiring the wright people who have the “Right to work” in the United Kingdom, it is important for organisations to keep copies of employees documents such as work permit. The law on preventing illegal working is set out in section 15 to 25 of the Immigration, Asylum and Nationality Act 2006. Under section 15 of the 2006 Act, an employer may be liable for a civil penalty if they employ someone who does not have the right to undertake the work in question.
To provide documentation in the event of a claim: It is a duty for organisations to keep records so as to protect itself as an employer from claims of unfair dismissal. When employees feels that their rights under Employment protection rights have been infringed, the employee may make a claim of unfair dismissal to employment tribunals. The only way the employer needs to defend itself from such claims, is to rely upon the accuracy and comprehensiveness of its human resource records.
Types of data collected by Human resources and how each type supports Human Resource practices.
There are many types of data collected within organisations and most of them are no different. The following are two of them:
Sickness records: recording sickness absence daily and summing it
References: 1. https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/370911/20141106_immigration_rules_art_5v2.pdf 2. CIPD Annual Survey report 2014 3. www.gmc.uk.org 4. Human Resources Practice 6th Edition, Malcom Martin & Fiona Whiting 5. An Introduction to Human resource Management 2nd Edition, John Stredwick 6. Introduction to human Resource management A Guide to HR Practice, Charles Leatherbarrow and Janet Fletcher 7. Data Protection Act 1998 8. Freedom of Information Act 2000 9. www.ico.org 10. Human Resources Annual Workforce Report 2013/2014 Bedford Hospital NHS Trust.