3rai Recording, Analysing and Using Hr Information
Recording, analysing and using HR information
Activity 1
Introduction
The new HR Director has requested a report that shows a review of the organisation’s approach to collecting, storing, and using HR data. The findings will explain reasons why the organisation needs to collect HR data. The types of data that is collected within the organisation and how each supports HR practices. A description of the methods of storing records and the benefits of each. A statement of two essential items of UK legislation relating to the recording, storage, and accessibility of HR data.
1) Two reasons why the organisation needs to collect HR data
It is essential for organisations to keep up to date and accurate records to ensure efficient forward planning, remain competitive and provide a good service to their employees and customers. There are number of reasons why an organisation needs to collect HR data, these could be to:
Satisfy legal requirements
• provide relevant information in decision making and for consultation requirements, future development/planning
recording contractual arrangements and agreements
keep employee contact details.
• The organisation needs to be able to provide information in the event of a claim being made against the organisation.
• For due diligence in the event of an organisational transfer
Government departments’ including HMRC can demand information from the business on how many people are employed, what they are paid, what they have been paid over a number of years, and how many hours they have worked. The working time regulations and national minimum wage act each require specific records relating to hours of work and pay details.
Employment protection rights demand that we keep records to protect ourselves, as employers, from claims that we have discriminated against or unfairly dismissed employees. Health and safety legislation demands that records are kept of accidents, exposure to hazardous substances, what
Activity 1
Introduction
The new HR Director has requested a report that shows a review of the organisation’s approach to collecting, storing, and using HR data. The findings will explain reasons why the organisation needs to collect HR data. The types of data that is collected within the organisation and how each supports HR practices. A description of the methods of storing records and the benefits of each. A statement of two essential items of UK legislation relating to the recording, storage, and accessibility of HR data.
1) Two reasons why the organisation needs to collect HR data
It is essential for organisations to keep up to date and accurate records to ensure efficient forward planning, remain competitive and provide a good service to their employees and customers. There are number of reasons why an organisation needs to collect HR data, these could be to:
Satisfy legal requirements
• provide relevant information in decision making and for consultation requirements, future development/planning
recording contractual arrangements and agreements
keep employee contact details.
• The organisation needs to be able to provide information in the event of a claim being made against the organisation.
• For due diligence in the event of an organisational transfer
Government departments’ including HMRC can demand information from the business on how many people are employed, what they are paid, what they have been paid over a number of years, and how many hours they have worked. The working time regulations and national minimum wage act each require specific records relating to hours of work and pay details.
Employment protection rights demand that we keep records to protect ourselves, as employers, from claims that we have discriminated against or unfairly dismissed employees. Health and safety legislation demands that records are kept of accidents, exposure to hazardous substances, what
References: [1] CIPD http://www.cipd.co.uk/hr-resources/factsheets/organisation-development.aspx http://www.cipd.co.uk/hr-resources/survey-reports http://www.ico.gov.uk/for_organisations/freedom_of_information/guide/act.aspx ACAS ‘Personnel data and record keeping’ Booklet PATTERSON.MG, WEST.A.W, LAWTHOM.R, NICKELL.S (reprint 1998) Impact of People Management Practices on Business Performance The Institute of Personnel and Development. MARTIN.M, WHITING.F and JACKSON.T (2010) Human Resource Practice. 5th edition. The chartered institute of Personnel Development.