... | |Unit code |3RAI | |Unit review date |Sept. 2011 | Purpose and aim of unit This unit develops the learner’s understanding of the important contribution that accurate data, whether stored manually or electronically, can make to the human resources (HR) or learning and development (L&D) function. The unit is intended to span the remit of data management for all areas including but not limited to HR planning, recruitment and selection, performance and reward management, absence management, disciplinary and grievance procedures and electronic record management for L&D. It covers the legal implications of collecting, storing and using personnel data and will enable the learner to record data and information and to interpret, analyse and present information clearly and accurately in an appropriate format in support of decision-making to meet organisation-wide objectives and support L&D solutions for individuals and groups within the organisation. This unit is suitable for persons who: • are aspiring to, or embarking on, a career in HR/L&D • are working in the field of HR/L&D in a support role and wish to develop their knowledge and skills • have responsibility for HR/L&D activities and decisions within an organisation...
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...(3RAI Activity 2) HR Absence 1.0 Introduction I have selected Ace International Food Pvt. Ltd. for the 3RAI Activity. I have selected this organization in order to find out the causes of the absence of the employees inside the organization. The Human Resources (HR) Department needs to play a key role in reaching to the correct conclusion (Kemeny, 2012). 1.1 Considerations for the Paper In this paper, I have focused upon the women employees for finding their causes of absence inside the organization. There are about 427 females working in this organization and are working in Departments A and B. 1.2 Analysis and interpretation of the data i. The average age of the working women in this organization is 37.52 years. The youngest employee is with the age of 21 and the oldest employee is with the age of 63. This shows that, there are employees who are reaching the age of 40s, and hence, can suffer from several traumas and diseases. ii. The average working days for these women is found to be 17.78 days. Therefore, out of the given approximately 25 working days, the working output is approximately 71.12%. This can be improved by reducing the number of absentees. iii. The average hour during which a particular employee remains sick is 11.94 hours. This shows that during these hours these employees will be remaining non-productive. In addition, in addition, they might take leave for the entire day, even if they feel low for just one hour. This is shown in Chart...
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...FOUNDATION CHRP CL&D ASSESSMENTRecording, analysing and using HR information (3RAI)3RAI_F203A_HR_June – Core Unit Assessment – Version 3 June 2012Student name: | | CRITERIA | PASS/REFER | COMMENTS | LO1: Understand what data needs to be collected to support HR practices | 1.1 Explain why an organisation needs to collect and record HR data. | | | 1.2 Identify the range of HR data that organisations collect and how this supports HR practice. | | | LO2: Know how HR data should be recorded and stored | 1 2 3.1 Describe different systems for recording and storing HR data and the benefits of each. | | | 3.2 Explain legal requirements relating to the recording, storage, and accessibility of HR data. | | | LO3: Be able to analyse HR data and present findings to inform decision-making | 3.1 Analyse and interpret HR data. | | | 3 4.3 4.4 Present findings in a clear, concise, and meaningful manner to inform decision-making within an organisation. | | | ASSESSMENT OUTCOME | PASS/REFER | | Students should please note that the above Assessment Outcome for this Unit is provisional and is subject to Internal EHWLC verification (IV) and external CIPD Verification (EV). Tutor: Date: Tutor’s signature: Title of report: Centre: Ealing Hammersmith and West London College Module Name: 3RAI Submitted by: Nato Paksashvili Tutor: My name Date: CIPD...
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...In: Business and Management 3 Rai Recording, Analysing and Using HR Information – 3RAI Activity 1 Two Reasons Why Organisations Need To Collect HR Data 1) Organisations need to collect HR data to comply with legislative and regulatory requirements such as equal opportunities monitoring, equal pay audits, recruitment planning, assessing skills balance, minimum wage, working time directive and health and safety. 2) Organisations also keep information records on training and performance for employees, this enables the management team to assess each individual employee for productivity and possibly identify training needs. By doing this the management team can assess the productivity within the business. Two Types Of Data Collected and How Each Supports HR Practices 1) Statutory Records – Such as tax, national insurance contributions, sickness and SSP, hours worked and accident book. These types of records ensure that the HR department is compliant to all of the regulatory requirements. 2) Organisational Records – to include all Recruitment documentation, absenteeism records, staff turnover and learning and development. These records are essential to all HR departments as it allows them to monitor staffing levels and recruit when necessary. Staff sickness is monitored very closely to help with productivity and ensure there are no underlying management issues. Having these monitoring processes in place will in turn help staff to maintain a high...
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...and using HR information (3RAI)3RAI_F203A_HR_June – Core Unit Assessment – Version 3 June 2012Student name: | | CRITERIA | PASS/REFER | COMMENTS | LO1: Understand what data needs to be collected to support HR practices | 1.1 Explain why an organisation needs to collect and record HR data. | | | 1.2 Identify the range of HR data that organisations collect and how this supports HR practice. | | | LO2: Know how HR data should be recorded and stored | 1 2 3.1 Describe different systems for recording and storing HR data and the benefits of each. | | | 3.2 Explain legal requirements relating to the recording, storage, and accessibility of HR data. | | | LO3: Be able to analyse HR data and present findings to inform decision-making | 3.1 Analyse and interpret HR data. | | | 3 4.3 4.4 Present findings in a clear, concise, and meaningful manner to inform decision-making within an organisation. | | | ASSESSMENT OUTCOME | PASS/REFER | | Students should please note that the above Assessment Outcome for this Unit is provisional and is subject to Internal EHWLC verification (IV) and external CIPD Verification (EV). Tutor: Date: Tutor’s signature: RECORDING, ANALYSING AND USING HR INFORMATION (3RAI) OriolTrilles CIPD Level 3 Foundation Ealing, Hammersmith and West London College Report: Understand what data needs to be collected to support HR practices, know how HR data should...
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...CIPD HR ASSESSMENT Core Module |Title of unit/s |Recording, Analysing and Using Human Resources Information | |Unit No/s |3RAI (HR) | |Level |Foundation | |Credit value |2 | |Assessment method |Written | |Learning outcomes: | | | |Understand what data needs to be collected to support HR practices. | |Know how HR data should be recorded, managed and stored. | |Be able to analyse HR information and present findings to inform decision-making. | |Both activities should be completed. ...
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...CIPD Assessment Report: To be completed by candidate and assessor: Centre name: | University Croydon College | Candidate name: | PLEASE DO NOT INCLUDE YOUR NAME ON THIS SHEET | | CIPD Membership/ registration No: | | Unique Learner No (ULN) (if applicable): | 535885 | Qualification title: | Certificate in Human Resource Practice | Module title(s): | Recording, Analysing and Using Human Resources Information | Module code(s): | 3RAI F20I3B | Assessment activity (and assignment title if applicable) and the learning outcomes addressed: | Human Resource Management of Data | Date due for assessment: | 11.05.2015 | Extension request date: | N/A | | | Extension granted: | N/A | Actual date evidence submitted: | 08.05.2015 | Revised due date: | N/A | Candidate declaration: | * I confirm that the work/evidence presented for assessment is my own unaided work. * I have read the assessment regulations and understand that if I am found to have ‘copied’ from published work without acknowledgement, or from other candidate’s work, this may be regarded as plagiarism which is an offence against the assessment regulations and leads to failure in the relevant unit and formal disciplinary action. * I agree to this work being subjected to scrutiny by textual analysis software if required. * I understand that my work may be used for future academic/quality assurance purposes in accordance with the provisions of the Data Protection Act 1998. * I understand that the work/evidence...
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...3RAI Activity 1 It is essential that organisations collect HR and learning and development data. By collecting it on a company’s workforce, HR departments are able to analyse the data and take action to benefit the whole organisation. Reasons why organisation collect data: * Organisations collect data to evaluate performance. Organisational performance is linked to the Quality of people that an organisation employs and what they do at work. You can have the best equipment and the best up-to-date processes, but if you don’t have the right number of people, who knows their job and are performing well at work, the organisation will not function properly. * Legal requirements. To prove that all the employees is eligible to work in UK. To prove that the organisation is hiring at an equal opportunity standard. Also, to manage employees payroll. Types of data to be collected * Labour turnover. Organisations collect this data to count and analyse the percentage of staff that leaves in a year. If the figure you get is quite big, then, clearly something is not right. Decisions has to be made and actions has to be taken. * Exit interview information. I believe it is quite useful and important to do understand why people are leaving. * Staff contact details. To ensure HR department or/and line manager can get in touch with the employee. In other words allows to communicate with employees. Methods of storing records Integrated computerised records ...
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...16 Recording, analysing and using HR information 3RAI F203A (HR) Activity 1 Introduction Throughout organisations it has become evident that HR departments must collect and store various types of data. Through reference to data stored, this can be used to influence business decisions as the data is analysed and used in conjunction with the company’s strategy and objectives. This report will discuss examples of the reasons why HR must collect data, types of data, how this can be stored and legislation that the organisation must comply with. Why HR Data is collected There are various reasons why there is a need for organisations to collect and store HR data. Firstly, it is important to collect and store accurate information to comply with legislation. For example, Right to Work, supporting documents from employees, equality act, documentation to prove the organisation is compliant with UK policies. Health and safety at work act (1974), documents providing evidence of training carried out which ensures that all staff are trained in compliance with the law. By storing the accurate, up to date documentation the data can be used as evidence to support the organisations either legally or at audits. Another example of why data should be recorded to highlight patterns or concerns that may lead to other problems in the workplace. For example, absence records. By storing information on employee absence, it allows for trends in employee absence to be highlighted and took...
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...Recording, Analysing and Using HR Information – 3RAI Activity 1 Two Reasons Why Organisations Need To Collect HR Data 1) Organisations need to collect HR data to comply with legislative and regulatory requirements such as equal opportunities monitoring, equal pay audits, recruitment planning, assessing skills balance, minimum wage, working time directive and health and safety. 2) Organisations also keep information records on training and performance for employees, this enables the management team to assess each individual employee for productivity and possibly identify training needs. By doing this the management team can assess the productivity within the business. Two Types Of Data Collected and How Each Supports HR Practices 1) Statutory Records – Such as tax, national insurance contributions, sickness and SSP, hours worked and accident book. These types of records ensure that the HR department is compliant to all of the regulatory requirements. 2) Organisational Records – to include all Recruitment documentation, absenteeism records, staff turnover and learning and development. These records are essential to all HR departments as it allows them to monitor staffing levels and recruit when necessary. Staff sickness is monitored very closely to help with productivity and ensure there are no underlying management issues. Having these monitoring processes in place will in turn help staff to maintain a high level of efficiency and in turn benefit the...
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...3: Recording, analysing and using HR information 3RAI Kathrina Yarwood Activity 1.1, 1.2, 2.1, 2.2 The storing of data also known as data management is important for any business or organisation. There are several reasons why an organisation would need to store HR data. Any data collected would be invaluable for various reasons including but not limited to compliance, reporting, business planning and budget setting. An organisation or business can collect any number of different types of data including absenteeism information, equality and diversity questionnaires, in respect to compliance and reporting data collected would include absences, retention information and skill set information. Budget setting information would include workforce numbers, revenues and potential business opportunities. One main HR priority is to track and store existing employee data. For an organisation to move forward, to be able to report on staff accurately and if needed to validate the value of teams or certain job roles, Human resources must have a good understanding of the data and also have a suitable system to secure the data. Management at the highest level require data collected by HR departments as the data would be essential to their planning the future direction of the organisation and make them aware of any number of significant issues such as employee retention and enable them to pursue a solution. HMRC can request copies of records collected by HR to ensure that employees are being...
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...Recording, analysing and using HR information. Amanda Dingli Student number: 284483 Unit number 3RAI Recording, analysing and using HR information Lecturer - Amanda Williams 2nd February 2015 Activity 1. The aim of this briefing note is to review the organisation’s approach to collecting, storing and using HR data. Two reasons why Outlook Expeditions needs to collect HR data are: * To ensure compliance with legal requirements by keeping employees personal and employment details recorded and kept up to date and stored for a specified number of years. * To ensure that decisions relating to redundancies, training and recruitment of staff can be made based upon the information that is held on file. Two types of data that are collected within Outlook Expeditions are: * Information relating to absences which helps managers to monitor the number and type of absences each employee takes using the Bradford Factor guidelines and implements any action that is necessary. * Employment details, contract terms, pay and hours. This ensures that all employees have the minimum legal requirements in line with the National Minimum Wage Act 1998. Two methods of storing information are: Electronic files Each employee has an individual electronic file which is saved on a network drive and backed up each evening. The backup is essential as it reduces the potential for permanent loss of data files. The benefit of storing the data this way is that there is instant access...
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...Assignment 3RAI This report is all about understanding how and why organisations store, manage access and protect data. 1.1 Explain why an organisation needs to collect and record HR data Organisations need data as a point of reference or to be able to retrieve information whenever it is needed. Every organisation should keep accurate records and information on their employees in order to be able to use this information for planning ahead for the business. Organisations also need data as a legal requirement. HR data collection enables an organisation to measure against it supporting workforce planning, monitoring progress and development, developing initiatives for generic cases. It identifies and analyses information to aid the organisation in making ultimate decisions both beneficial to the organisation and its employees. 1) Comply with legislative and regulatory requirements regarding equal opportunities, equal pay audits, recruitment, assessing skills balance, absence recording. 2) Monitor training and performance for employees, assessing each individual employee for productivity and identifying training needs. That means assessing the productivity within the business. Being well informed about the workforce is the key to aim the ultimate goal of the organisation. Data collection enables the management team to make informed decisions about future activity. 1.2 Identify the range of HR data that organisations collect and how this supports HR practice ...
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...Recording, analysing and using HR information 3RAI Usman Mohammed Activity 1 Two reason why the organisation needs to collect HR data 1 – Monitoring equal opportunity This is a very important reason for collecting data. A lot of data which is collected by companies includes information such as gender, age and ethnicity. And it is widely known that companies need to hire individuals from all backgrounds to show that they are following the Equal Opportunities Act (E0A). So if they are ever questioned about not following the EOA, then the HR data which has been collected, would prove to be solid evidence to refute any accusations. Also, companies can make changes to their day to day running of the business from data supplied by the HR department. So if data collected by the HR department shows that the company has been hiring more Muslim employees over the past 5 years, then some changes could take place in order to avoid awkward situations and to improve the working experience for their employees. One of the changes could be, that the staff canteen could introduce a halal option for Muslim employees. This could motivate all the staff at the company as it shows that HR data is being used in an effective manner and for the benefit of the employees. 2 - Following legislations Companies need to collect data to make sure that they are following regulations and laws set up by governing bodies. If the specific laws and regulations are not complied with then it...
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...3RAI Activity 1 Introduction Data management is vital to any business as this is a key tool to an organisations business improvement, as you can refer back to data, and compare them against benchmarks. Analysing data can provide evidence for possible future structure such as identify trends, as well as indicate where improvements can be made. However there are strict procedures to be followed when collecting and storing data. Why Collect HR Data Organisations are required to keep data to meet legislative and regulatory law, such as pay records to supply to HMRC for tax and NI contributions and records of training given to staff to confirm with Health and Safety Act and Fire regulations. Another key reason to keep data is to support management, as business cannot operate if management do not know what is going on in the company, this could be suppling metric data, or analysing reasons for staff leaving. Types of Data Collection There are various types of data to be collected and analysed I will briefly mention just 2 of them. By collecting data on absences from work, you may be able to identify trends within certain individual or departments. Habitual absentees for minor reasons may need to be interviewed to ascertain reasons for absence or if groups of people are absent for the same reason, then working conditions may need reviewing to decrease the level of absenteeism. Collecting training records for members of staff is also key, as it will be...
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