Recording, Analyzing and Using Hr Information
1.1 At least two reasons why the organization needs to collect HR data 1.2 At least two types of data that is collected within the organization and how each supports HR practices
Appraisals/ Training
HR data includes results obtained by the employee in his/her job and during the appraisal skills are being measured as well as accomplishments with reasonable accuracy. Collecting and recording this kind of HR data provides a way to help identify areas of employee’s performance and to help for a professional growth in his/her career.
Company employees need training and motivation to feel that they are a part of organization and that they are valuable to its progress. HR data allows monitoring employees and offering training based on their progress and being discussed on appraisals.
Strategy
It is important to have accurate HR data to be able to make the right decisions towards employees and the company.
HR data collection and its usage:
* Recruiting the best candidates for the jobs * Providing Trainings- Employees discuss their career path on appraisals and growing towards it. * Employee and customer profile- age, nationality, disability, evaluating the needs of both. * Skills gap analysis- creating a profile for each individual to find the gap. Profile includes age, attendance, trainings, job description, attitude, length of time working in the organization etc. * Diversity- e.g. employees knowing different language, religion and culture gives an advantage to deal with customers easier and more efficiently. * Budget- making sure there are money for trainings etc. some decisions being made reflecting on a budget.
All these things lead the company to a better performance and a profit.
2.1 A description of at least two methods of storing records and the benefits of each
One of the ways to store HR records is in paper files and filling cabinets. Data relating to employees is highly confidential and has to have
Appraisals/ Training
HR data includes results obtained by the employee in his/her job and during the appraisal skills are being measured as well as accomplishments with reasonable accuracy. Collecting and recording this kind of HR data provides a way to help identify areas of employee’s performance and to help for a professional growth in his/her career.
Company employees need training and motivation to feel that they are a part of organization and that they are valuable to its progress. HR data allows monitoring employees and offering training based on their progress and being discussed on appraisals.
Strategy
It is important to have accurate HR data to be able to make the right decisions towards employees and the company.
HR data collection and its usage:
* Recruiting the best candidates for the jobs * Providing Trainings- Employees discuss their career path on appraisals and growing towards it. * Employee and customer profile- age, nationality, disability, evaluating the needs of both. * Skills gap analysis- creating a profile for each individual to find the gap. Profile includes age, attendance, trainings, job description, attitude, length of time working in the organization etc. * Diversity- e.g. employees knowing different language, religion and culture gives an advantage to deal with customers easier and more efficiently. * Budget- making sure there are money for trainings etc. some decisions being made reflecting on a budget.
All these things lead the company to a better performance and a profit.
2.1 A description of at least two methods of storing records and the benefits of each
One of the ways to store HR records is in paper files and filling cabinets. Data relating to employees is highly confidential and has to have