...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...
Words: 988 - Pages: 4
...------------------------------------------------- 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...
Words: 2401 - Pages: 10
...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...
Words: 688 - Pages: 3
...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, know how HR data should...
Words: 1543 - Pages: 7
...|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...
Words: 1145 - Pages: 5
...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...
Words: 1083 - Pages: 5
...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. ...
Words: 254 - Pages: 2
...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. ...
Words: 1003 - Pages: 5
...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...
Words: 742 - Pages: 3
...1. Explain why an organisation needs to collect and record HR data. Reasons why organisations collect data To meet legal requirements: • Checking that each employee is eligible to work in the UK • Ensuring that the Company is complying with any governing body e.g. FCA • Making sure that processes such as grievances, disciplinary, maternity etc. are performed in the correct manner. To help make informed decisions: • Understanding whether the company needs to expand and what skills they will need • Looking at where redundancies might be made • Using benchmarking to make sure that employees are paid at a competitive rate To identify areas of growth: • Looking at demographics and understanding where products sell best • Understanding what skills are needed to hit the target market and what skills current employees need to improve to increase productivity 2. Identify the range of HR data that organisations collect and how this supports HR practice. Range of HR data that organisations collect Exit Interviews Exit interviews enable HR to understand why an employee is leaving the Company. The HR department are then able to analyse the data and implement necessary changes i.e. it might be that the manager of that area needs additional management training or that Company are not paying competitively and a benchmarking exercise would be useful. By looking at this data the organisation can limit the number of employees leaving...
Words: 1048 - Pages: 5
...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...
Words: 1070 - Pages: 5
...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...
Words: 1070 - Pages: 5
...legal trouble. One such case happened in Southern California a year ago when a driver was pulled over and cited for speeding and distracted driving because she was using Google Glass. She took the case to court and both citations were later dropped. Another case took place in Columbus, Ohio at the beginning of 2014 when a gentleman was pulled out of an AMC movie theater and taken into custody by the federal agents. He was informed that there were incidents of people illegally recording movies at that venue and later was let go. As these cases illustrate, there are not many current regulations that apply to the use of these devices. Most states have a law that states that individuals cannot be recorded without their consent; however these mostly apply to private settings. There is no expectation of privacy in the street or park or any other public area as evidenced in a case that took place earlier this year when a man was photographing women who were wearing skirts and walking by or sitting on the steps of Lincoln Memorial in Washington, D.C. He was arrested and the judge ruled that the photographs taken did not violate their privacy. Due to lack of appropriate case law and regulations, many business establishments, both public and private, are enacting their own rules when dealing with customers or clients using such devices. Many business establishments started...
Words: 706 - Pages: 3
...management information system? 3 It is an application that supports the delivery of HR management, and automates a number of processes with a view to increase efficiency and standardize HRM processes for the Ukrainian civil service. It is comprised of modules, that are interlinked. Comprehensive HR system is a foundational element of HRM Reform project. Background and Context 1 4 This roadmap was developed on the basis of interviews held with Heads of HR and MDCS officials in the spring of 2009, to gather information on data collection, analysis and reporting, and the level of technological support. A review of the NDCS concept paper was also undertaken; Issues identified during this consultation process include: Current systems (Kadry, Kartka) do not meet the needs of HR departments; limited capacity for analysis at the CEGB and government levels; time consuming process for annual reporting to State Statistics Committee; Inconsistent way of recording and maintaining HR information; multiple manual recording systems, Excel spreadsheets with no connectivity; Limited archival and retrieval capability for employee records; HR specialists spend most of their time processing HR transactions, leaving little time for strategic work; staffing, training and performance evaluations appear to be the most onerous processes; Background and Context 2 5 HR staff eager for new technology and tools, to...
Words: 3178 - Pages: 13
...This report will review an organisations approach to collecting, storing and using HR data. It covers the reasons why an organisations needs to collect HR data, types of data it collects and how it supports HR, different methods of storing information and their benefit and UK legislation relating to the recording, storage and access to HR data. 1.1. Reasons why organisations collect, store and record data There are many reasons why organisations need to collect data, from ensuring legal requirements are met, providing relevant information in decision making and planning and for health and safety purposes and so on. Data needed to support the organisation’s planning and decision making, is done at 3 levels; strategic, tactical and operational. Strategic information is used at the very top level of management and it is this level that is responsible for all legal requirements such as tax issues and payroll (Martin and Jackson 2005) Tactical information is used by middle management and they use the information gathered from the Operational level to produce reports on performance, absence by department and so on. The lowest level of management or workers implements operational plans and it is this level that collects the data which is used to make information for the strategic and tactical levels such as personal contact details and absence. 1.2. Two types of data collected and how they support HR Practices Data refers to raw or unprocessed facts or observations which have...
Words: 883 - Pages: 4
