3RAI – Recording‚ Analysing and using HR information Introduction: 2 Reasons why the organisation needs to collect HR data HR systems are increasingly used by HR departments to help collect‚ store and manage data about its workforce. By collecting data on a company’s workforce‚ HR departments are able to analyse this data and take action to benefit the whole organisation. The data that is relevant will depend on a company’s priorities but‚ as the saying goes‚ what gets measured gets done. As more
Premium Employment
CIPD – 3RAI – Recording‚ analysing and using HR information GFM needs to collect and record data for legal and internal reasons. Legally we need to ensure that we are complying with the “Working Time Regulations and pay rates for the Minimum Wage Act 1998 and tax and national insurance obligations”‚ we also need to be complaint with the data protection and freedom of information act. We need to ensure that employees know why we are holding this information and how we secure it. Internally we use
Premium Employment Data Protection Act 1998 Minimum wage
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
Premium Labour economics Human resources Privacy
Report – Unit 3RAI F203A (HR) Recording‚ analysing and using HR information Joanne Dickson In our HR department collecting data is essential to our organisation as it helps management decisions to be made based on factual information. Records on details such as sickness‚ absence‚ turnover‚ race and gender can be monitored throughout the organisation to help inform with policy making decisions and to ensure we are fulfilling government requirements. One reason for this would be HR will have all
Premium Data Protection Act 1998 Decision making Organization
Assignment 3 – Recording‚ analysing and using HR information (RAI) Activity 1 Reasons for collecting HR data The following are key reasons‚ in my view‚ on why organisations collect HR data: 1. To comply with legal requirements and legislations. These for example could be contractual obligations‚ employee role descriptions and responsibilities‚ remunerations etc. 2. The Continuous Professional Development (CPD) data for the employees‚ their succession planning and for ensuring the correct skillsets
Premium Data Protection Act 1998 Organization Working time
Government agencies such as HMRC‚ Department of Work & Pensions and the Health & Safety Executive to name but a few‚ can demand information from organisations at any time. Pay‚ tax and employee data needs to be accurately recorded and monitored by HR‚ in order to ensure employees are being treated fairly and organisations are compliant. Relevant legislation would include the National Minimum Wage Act 1998 with regard to pay‚ working hours are restricted under the Working Time regulations and safe
Premium Employment Data Protection Act 1998 Data
3RAI RECORDING‚ ANALYSING AND USING HUMAN RESOURCES INFORMATION Absence due to stress & mental health problems Jacqui McInnes‚ 42783204 Aims and Objectives To analysis a survey done by the CIPD regarding absence due to stress and mental health problems Findings I produced this pie chart myself 40% 60% Managing stress 60% of organisations are taking steps to identify and reduce stress in the workplace‚ whereas 1/3 of organisations identify stress as a top cause of absence but are not taking
Premium Management Public sector Organization
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.
Premium Human resources Human resource management
Tutor Marked Assessment- Submission document 3RAI Recording‚ Analysing and Using Human Resources Information Your Name HLC Student Number Cohort/Group Your Tutor Date of Submission Number of words used in this TMA (discount references and tables‚ charts and graphs) Save this document as Full name‚ Unit‚ Cohort‚ Assessment For example AngelaSample_3RAI_Jan15_Assessment It will be returned as AngelaSample_3RAI_Jan15_Assessment_Feedback CIPD Assessment Activity Title of
Premium Data Protection Act 1998 Data Human resource management
Foundation Certificate in Human Resource Practice 3RAI Contents 1. Why Organisations need to collect HR Data‚ and 2 types of data and how they support HR 2. 2 methods of storing records and their benefits 3. 2 essential items of UK legislation relating to storing and accessibility of HR data. 1. Collecting and recording HR data is vitally important to an organisation. The collecting of the data could be to monitor that laws and regulations are being adhered to for example
Premium Human resources Data Protection Act 1998 Recording