Performance Appraisal and Hr Data
Recording, analysing and using HR information
Activity 1
Briefing note
Purpose/Issue
It has been requested by the HR Director to review the organisation’s approach to collecting, storing and using HR data and produce a briefing note on our findings.
1. Why does the organization need to collect HR data?
The organization needs to collect HR Data in order to comply with regulatory legislative requirements such as, working time directive, health and safety and pay rates etc. It is also a legal requirement to provide written particulars of employment. By collecting these examples of HR data, this protects the organization from possible legal implications.
The organization also needs to collect training and productivity records of employees in order for management to assess performance and productivity of staff. By collecting this data the organization can assign training to employees in order for them to enhance their potential and help the workforce to become more productive.
2. Types of Data Collected
The organization must collect data such as a sickness record. This allows HR to make an accurate attendance record of all employees and helps to identify employees who have higher levels of sickness. This data can then be used in order to discourage this behavior or used for those who suffer with long term sickness who need the organisation’s support. For our organization the Bradford Factor sickness policy was brought in so that the sickness records were to be collected periodically and assessed.
Another type of data collected is personal information of each employee such as contact details. This ensures that all correspondence can be sent to each employee in regards to pay, contracts or leave information. It is important to have this information as well as details of next of kin or a family member in case of an accident at work so that the organization can contact them as soon as possible.
3. Storing records and the
Activity 1
Briefing note
Purpose/Issue
It has been requested by the HR Director to review the organisation’s approach to collecting, storing and using HR data and produce a briefing note on our findings.
1. Why does the organization need to collect HR data?
The organization needs to collect HR Data in order to comply with regulatory legislative requirements such as, working time directive, health and safety and pay rates etc. It is also a legal requirement to provide written particulars of employment. By collecting these examples of HR data, this protects the organization from possible legal implications.
The organization also needs to collect training and productivity records of employees in order for management to assess performance and productivity of staff. By collecting this data the organization can assign training to employees in order for them to enhance their potential and help the workforce to become more productive.
2. Types of Data Collected
The organization must collect data such as a sickness record. This allows HR to make an accurate attendance record of all employees and helps to identify employees who have higher levels of sickness. This data can then be used in order to discourage this behavior or used for those who suffer with long term sickness who need the organisation’s support. For our organization the Bradford Factor sickness policy was brought in so that the sickness records were to be collected periodically and assessed.
Another type of data collected is personal information of each employee such as contact details. This ensures that all correspondence can be sent to each employee in regards to pay, contracts or leave information. It is important to have this information as well as details of next of kin or a family member in case of an accident at work so that the organization can contact them as soon as possible.
3. Storing records and the
References: