Looking at my time login for Day 1 was similar to an assignment I did in my CPD 150 class. My reaction to my use of mediated communication is how any normal teenager would reaction‚ shocked. I did not think I spent the major of my time on my phone either reading‚ listening to music or watching YouTube videos. The one time log that surprised me the most was watching YouTube for about 7 hours. I did take bathroom breaks and my parents called me but for the major of the time I was glued to my phone
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CIPD Assessment 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
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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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Part A. (A.C 1.1‚ 1.2‚ 2.1‚ 2.2) (650 words) Your Organisation has a new HR Director. You have been requested to review the organisation’s approach to collecting‚ storing and using HR data and produce a statement on your findings. The HR Director has asked you to cover the following: 2 reasons why the organisation needs to collect HR data 2 types of data that is collected within the organisation and how each supports HR practices A description of 2 methods of storing records and the benefits
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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
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Data Management It is extremely important for all organisations to record and store data for a number of reasons‚ one significant reason being to satisfy legal requirements. 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
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introduction – Activity 1 A review of the British Gas Businesses current approach to collating‚ storing and using HR data within the organisation. Findings Below you will find an overview of some of the data that the HR function within British Gas Business collects. Within this report I will identify two reasons why British Gas Business needs to collect HR data‚ and the current methods in which we store the data. I will also briefly touch upon some key legislation which if compliant‚ will reduce
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Continuous Professional Development (CPD) is the learning and development that is undertaken to contribute to being effective and successful in a chosen profession. It enables individuals to; * Increase professional credibility and competitive advantage by continuous reflection and tracking of progression. * Develop new skills becoming more efficient and confident. * Stay motivated‚ improve knowledge to embrace ‘best practice’ - Increasing professional competence. * Achieve career
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to develop their knowledge and skills • have responsibility for HR/L&D activities and decisions within an organisation without a specialist function • are employees or independent consultants within the field of HR/L&D • engage in CPD to enhance and maintain their professional practice and membership. Learning outcomes On completion of this unit‚ learners will: 1 Understand the knowledge‚ skills and behaviours required to be an effective HR or L&D practitioner. 2 Know
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