...------------------------------------------------- Name: Joana Sousa Neves ------------------------------------------------- ------------------------------------------------- Centre Name: ICS ------------------------------------------------- ------------------------------------------------- ICS Student Number: 21003765 ------------------------------------------------- ------------------------------------------------- CIPD Student Number: 41687464 ------------------------------------------------- ------------------------------------------------- Qualification Title: Diploma in Human Resource Practice – Foundation Level ------------------------------------------------- Unit Title: Recording, Analysing and Using HR Information ------------------------------------------------- Unit Code: 3RAI02 ------------------------------------------------- Assignment Number: 40552/02 ------------------------------------------------- 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...
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...3 RAI – Recording, Analysing and Using HR Information Level 3 CIPD Foundation Certificate in Human Resources Management Student: Kevin Bickle Tutor: Margaret Lawson Word Count 636 Date Submitted 23rd February 2016 Contents Page 1. Purpose 2. Background 3. Current Status 4. Key Considerations 5. Options 6. Conclusions and Recommendations Activity 1 1. Purpose The purpose of this briefing is to inform the Director about a review of Brenikov’s approach to collecting, storing and using HR data. 2. Background The review was requested by the HR Director joining Brenikovs to ensure that it’s compliant with The Data Protection Act 1998 and The Freedom of Information Act 2000, the two main pieces of UK legislation covering the collecting, storage and use of data in the UK. 3. Current Status Currently the Freedom of Information Act does not apply to Brenikovs as it’s not publicly funded. Brenikov Training does need to ensure compliance with The Data Protection Act as it currently collects HR Data to assist with strategic planning and to ensure compliance with legislation (Rights to Work). Brenikovs currently collects and analyses data on employee absence to identify any trends and allow the HR team to actively put in place working practices to minimise disruption. It also collects data on DBS checks as part of the recruitment procedures to ensure compliance with safeguarding and child protection legislation. 4. Key Considerations The information Brenikovs collects...
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...|Unit title |Recording, Analysing and Using Human Resources Information | |Level |3[1] | |Credit value |2 | |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...
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...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: 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,...
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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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...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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...TO BE COLLECTED TO SUPPORT HR PRACTICES? 2.1 WHY ORGANISATIONS NEEDS TO COLLECT AND RECORD DATA? 2.2 RANGE OF HR DATA THAT ORGANISATIONS COLLECT, HOW THIS SUPPORT HR PRACTICE? 2 HOW HR DATA SHOULD BE RECORDED AND STORED? 3.3 DIFFERENT METHODS FOR RECORDING AND STORING HR DATA. 3.4 LEGAL REQUIREMENTS RELATING TO THE RECORDING, STORAGE AND ACCESSIBILITY OF DATA. 3 ANALYSE HR DATA AND PRESENT FINDINGS TO INFORM DECISION-MAKING. 4.5 ANALYSE AND INTERPRET HR DATA. 4.6 PRESENT FINDINGS IN CLEAR, MEANINGFUL MANNER TO INFORM DECISION-MAKING. INTRODUCTION The aim is to prepare a briefing for the new HR Director, who has requested the review of the organisation’s approach to collecting, storing, and using HR data. In the first two sections (1 and 2), I will explain what type of data is collected and what is the reason behind it. In the last part (3) I will present report and short analyses of the data available at my organisation. FINDINGS 1.1 WHY ORGANISATIONS NEEDS TO COLLECT AND RECORD DATA? Organisations needs to collect data about their employees to comply with legal and industry requirements such as Data Protection Act (1998), Freedom of Information Act (2000), Health and Social Care Act (2008) or Equality and Diversity Act (2010). Data is collected to enable HR effectively and appropriately proceed with personnel administration and to support broad HR strategies. HR needs to collect basic data...
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...Victoria Clark Recording, Analysing and using HR information. Activity A Deliver information on Data management. Reasons why Organisations need to collect HR data.Organisations need data as a point of reference or to be able to retrieve information whenever it is needed. For example, each organisation has to keep accurate records or information of their employees in order to be able to use this information for planning ahead for the business. Also accurate records of employees are kept in order to help the organisation make precise decisions whenever queries arise in relation to each employee on a case by case basis.Organisations also need data as a legal requirement. For instance, in order to be able to make accurate tax returns to the government then the organisation will need to store certain data for each employee. Also for payroll purposes personal details of employees need to be kept. Other reasons organisations keep data is to make it available to employees such information like the organisation structure, company policy and the HR Handbook which is may be useful as a point of reference for employees as well.Types of data to be collected: 1, Contact details: The contact details for each employee especially home addresses. This is essential if correspondence need to be sent out to each employee, such as contracts, pay slips, pensions or leave information. It is important for each employee to receive the appropriate communication and not to be ignored 2, Sickness...
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...Recording, Analysing and Using Human Resources Information Activity 1 There are a number of reasons why we, as an HR team, collect different types of data. One of them is: meeting legal requirements. In order to satisfy legal obligations we collect such information as contract arrangements, employees’ duties, payments, working hours, holiday entitlements, bonuses, as well as documents relating to health and safety. It is important for the organization to timely provide accurate and valid data in order to avoid fees or other sanctions for the Inspections that can check any data regarding individual employees. Another reason for HR data collection is: providing the organization with information for decisions making. By analysing HR data we not only help our Members to understand how the organization is currently performing, what are the characteristics of its workforce and the effectiveness of its people policies, but also enable them to make and drive different people-based decisions and initiatives. Through effective management of individual employee records we identify trends in staff turnover, learning and development needs, recruitment and workforce planning helping our leaders to predict different situations. HR data collection and analysis enable us, as HR professionals, to speak to senior management in the language of business and support our role as a strategic partner by providing the data for strategic decision-making. We collect different types of HR...
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...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 Collecting and analysing data can support HR practices to meet the goals and objectives of the organisation. ...
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...CIPD Unit of Assessment – 09003 Unit title | Recording, analysing and using human resource information | Level | 3 | Credit value | 3 | Unit code | 09003 | Unit review date | Sep-11 | Qualifications link | Certificate in Human Resource Practice | Aim | To enable the learner to record, analyse and use accurate records relating to human resources and understand the legal implications of record keeping | Unit abstract The overall focus of this core unit is to develop the learner’s understanding of the important contribution which accurate data, whether stored manually or electronically, can make to the HR function. The legal implications of storing personnel data are also addressed. The unit will enable the learner to record data and interpret, analyse and present information clearly and accurately in an appropriate format to support the HR function in decision-making in order to meet organisation-wide objectives. The unit content is intended to span the remit of data management for all areas of the HR function including but not limited to human resource planning, performance management, absence management, recruitment and selection and disciplinary and grievance procedures. A separate unit is available for data management relating to learning and development. This unit is suitable for persons who: * are working in human resources in an administrative capacity * have responsibility for data management relating to individuals within an organisation...
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...CIPD Unit of Assessment – 09003 Unit title | Recording, analysing and using human resource information | Level | 3 | Credit value | 3 | Unit code | 09003 | Unit review date | Sep-11 | Qualifications link | Certificate in Human Resource Practice | Aim | To enable the learner to record, analyse and use accurate records relating to human resources and understand the legal implications of record keeping | Unit abstract The overall focus of this core unit is to develop the learner’s understanding of the important contribution which accurate data, whether stored manually or electronically, can make to the HR function. The legal implications of storing personnel data are also addressed. The unit will enable the learner to record data and interpret, analyse and present information clearly and accurately in an appropriate format to support the HR function in decision-making in order to meet organisation-wide objectives. The unit content is intended to span the remit of data management for all areas of the HR function including but not limited to human resource planning, performance management, absence management, recruitment and selection and disciplinary and grievance procedures. A separate unit is available for data management relating to learning and development. This unit is suitable for persons who: * are working in human resources in an administrative capacity * have responsibility for data management relating to individuals within an organisation...
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... 1.1 Introduction 1.2 HR Profession Map Summary 1.3 Key area One; Strategy Insights and Solutions 1.4 Key area Two; Leading and managing HR 1.5 Summary of the Eight behaviours 1.6 Resourcing and Talent planning 1) 2) 2.1 Understanding customer’s needs 2.2 Communicating effectively 2.3 Building and maintain effective service 3. References 1.1Introduction I work as a HR administrator at Sphere Group, which operates in the recruitment sector. This report will outline the HR profession map, its two core areas and eight behaviours, before discussing the Professional area of Resourcing and talent planning. Part Two will discuss how an HR practitioner should ensure that the services they provide are timely and effective, commenting on understating the customers’ needs, effective communication methods and how to build and maintain effective service. Part One 1.2 My HR Profession Map summary The HR profession Map (HRPM) is key to helping HR practitioners understand what they are good at, what they can improve on and what they need to do to develop. The map is made up of ten professional areas that HR practitioners are involved in and need to know about, eight behaviours to demonstrate in these professional areas and four bands of professional competence. The ten professional areas are: Strategy, insights and solutions, leading and managing HR, organisation development, resourcing...
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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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...Module 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...
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