Paper 1
It is beneficial for a business to collect a variety of data to gain an understating of its previous and current performance as well as to be able to forecast for the future. The information collected needs to be useful, relevant and selective. It is important for human resources to collect data to meet legal requirements, keep necessary contact details of employees, records all contractual arrangements and to provide supporting information in the event of a claim that may be made against an organisation. It also supports an organisation when making decisions for succession planning and reward management.
Data can be collected in two different types of formats within an organisation. These are quantitative and qualitative. Quantitative is data collected numerically, which allows for data to be measured and calculated. Quantitative is a descriptive method of collecting data. This type of data can be observed but not measured. Quantitative data can be collected via reports, surveys, observation, reports and benchmarking. Qualitative data can be collected via interviews, surveys, focus groups, testimonials, observation and case studies. These two different types of data support HR practices in a number of different ways, such as, showing patterns of absence relating to employees, highlighting any learning and development requirements that an individual may require, trends in staff turnover and key performance indicators. Customer feedback can also be obtained to allow a business to improve it services and costs can also be easily monitored.
HR data can be stored by a number of different methods each having advantages and disadvantages. Data can be stored electronically and non-electronically. Storing data electronically can be beneficial as it is easy to access, can be shared easily and takes up less space. Online HR systems are available to employees where data and information can be added and updated by an individual and also can be accessed by one or more
Data can be collected in two different types of formats within an organisation. These are quantitative and qualitative. Quantitative is data collected numerically, which allows for data to be measured and calculated. Quantitative is a descriptive method of collecting data. This type of data can be observed but not measured. Quantitative data can be collected via reports, surveys, observation, reports and benchmarking. Qualitative data can be collected via interviews, surveys, focus groups, testimonials, observation and case studies. These two different types of data support HR practices in a number of different ways, such as, showing patterns of absence relating to employees, highlighting any learning and development requirements that an individual may require, trends in staff turnover and key performance indicators. Customer feedback can also be obtained to allow a business to improve it services and costs can also be easily monitored.
HR data can be stored by a number of different methods each having advantages and disadvantages. Data can be stored electronically and non-electronically. Storing data electronically can be beneficial as it is easy to access, can be shared easily and takes up less space. Online HR systems are available to employees where data and information can be added and updated by an individual and also can be accessed by one or more