Learning Activities 3RAI Recording‚ analysing and using human resources information Learning activity one Think about your own organization and the people related records that it stores Identify five records that would fit within any of the identified reasons for keeping records outlined above (you will find more information on these on p278 –p280 of the course textbook). Explain why your organization needs to maintain and use these records (provide examples of how they are actually used where
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Write a report on Data Management which gives at least 2 reasons why organisations need to collect HR data‚ identifying at least 2 types of data to be collected and explain how each supports HR. You should also describe 2 methods of storing records and the benefits of each. Give an explanation of 2 essential items of UK legislation relating to the recording‚ storing and accessibility of HR data. This report explains why Human Resources Departments collects data‚ the different types of data
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The new HR Director (HRD) requested to review the organisations approach to collecting‚ storing and using HR data. Specifically‚ the HRD request the report to cover the reasons why the company needs to collect HR data; types of data that is collected and how this supports HR practices; methods and benefits of storing data and provide at least two (2) essential legislation relating to storage and accessibility of HR data. Two reasons why our company needs to collect HR data. It is essential for
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| |Qualification: FOUNDATION CERTIFICATE IN HR PRACTICE | |Unit No(s): |Unit Title(s): Recording‚ Analysing and Using Human Resources Information | |Unit Code: 3RAI | | |Assessment Title: Recording
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Human Resources or Learning and Development Practitioner Level 4 1 Credit value 4 Unit code 4DEP Unit review date Sept. 2011 Purpose and aim of unit The CIPD has developed a map of the HR profession (HRPM) that describes the knowledge‚ skills and behaviours required by human resources (HR) and learning and development (L&D) professionals. This unit is designed to enable the learner to develop a sound understanding of the knowledge‚ skills and behaviour required of a professional
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1.1 Reasons why organisations needs to collect and record HR data An organisation can collect a wide range of data which can help the business from their day to day running to a strategic‚ planning level. At the very least all businesses should hold personal details for their employees‚ such as their bank details to pay them each month or emergency contact numbers‚ in case you need to contact next of kin for any reason. Data should also be kept for due diligence purposes when business transfers
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Recruitment and selection process HR Planning SLT regional branches inform available vacancies to the head office. Each department decides number of employees to be recruited. Inform vacancy requirements to recruitment section Plan deadlines. Create strategic plan for the recruitment. Decide recruitment type. Decide whether to recruit through direct SLT or SLT human capital solutions. If an employee is recruited by SLT‚ the HR section of SLT is responsible for all HR related activities (eg. Insurance
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4/5/2013 Recording‚ Analysing and Using Human Resources Information Certificate in HR Practice Version 2013.2 11 March 2013 Domestics • • • • • Fire Exits Toilets Breaks Mobile Phones Timings of the session Learning Outcomes On completion of this unit‚ you will be able to: • Understand and describe the data needed to support HR practices. • Explain how HR data should be recorded‚ managed and stored. • Analyse HR information and present findings to inform decision–making. 3 1 4/5/2013 Assessment
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CIPD Map An explanation of the HR Map. 1.1 HR Profession Map (HRPM) The HR map is a means in which‚ a HR professional can asses oneself in order to further their professional development. The map uses 10 professional areas and 8 behaviours a HR professional is expected to exhibit throughout their career. The bands cover the different stages and abilities from someone starting out in HR (band 1) to a high level practitioner‚ such as an HR Director (band 4). 1.2 Professional areas The
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------------------------------------------------- 2 Work with the HR Subsystem and MonitorYou use the Human Resources (HR) subsystem and monitor to: * Track changes to data items in the Employee Master table * Track the reasons for the changesA subsystem is a portion of the overall processing capacity of the computer that is used for a particular purpose. One example of a subsystem is the batch subsystem where most batch jobs are run.The purpose of the HR subsystem is to provide a place for the monitor to run
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