...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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...------------------------------------------------- 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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...Recording, Analysing and using HR information Activity 1 H&J Martin Ltd aims to support employees to undertake relevant training/education which will develop the performance of an individual in their current role, enhance their contribution to the business and increase the overall capability of the organisation. When an employee commences employment with H&J Martin they attend induction training with the Human Resources Department. This training will give the employee background information about the company, provide information on company policies/procedures and immediate training needs will be identified through comparison of the employees current training level and the requirements for the role the employee is to fill. The nature of our business makes it imperative that we have well trained staff that know how to use tools and machinery and are well within Health and Safety at work Law as we have a duty of care for all staff. Collecting all Learning and Developmental information enables us to make informed decisions about activities and helps in the ongoing planning for training. We have an operational need to keep accurate and up-to-date records of staff and learning opportunities that they undertake. We need to keep certain information on our employees to carry out our day to day operations, to meet our objectives and to comply with legal obligations. Two types of L&D data in particular we would store are Performance Appraisal Records and ongoing individual...
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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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...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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...Introduction Data Management is the administrative process by which data is acquired, stored, and processed into information. This information can then be used in a variety of ways to help the company, their Management and their employees. 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...
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...aTask 3 : As already we know the accounting is a process of recording,analysing,summarising the transactions.After recording the transactions into accounts we go to analyze them.The process of analysing is actually calculating the ballances of accounts.The summarising process is a actually a conclusion of accountant work.It shows the financial statement. Financial statements are one of the most importatnt statements for one company and are known two types of financial statement:income statement and statement of financial position. The income statement shows all income and all outcome of one company and her profits or loses for a period. The statement of financial positions shows all assets own from the company.liability and capital. And the two statements give the position of the company and give important information for creditors,investitors and management of the company.The investors are interested and from the two statement,because they must know profitability to the company where they put money(income statement) and where there went the money(statement of financial position.The creditor will be most interest from the income statement to see the profitability to the company and if they give loan it Can be turn back. For summarising for the two statement we can say that their signifiance is very important for the future of one company.The information provide in them is useful for creditors,investitors,workers and managers.Give a real possition of the company and help...
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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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...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: 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...
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...Demo Bookkeeping Bookkeeping is the process of recording the daily transactions of a business entity in a chronological order. Accounting Accounting is the process of recording, classifying, reporting, analysing, interpreting and communicating of financial information to the stake holders. Accounting is the combination of all the 6 fields while bookkeeping is only a part of the accounting process. Double Entry System According to this system, every business transaction has a two-fold effect and that it affects two accounts in opposite directions. One of the two aspects is the benefit receiving aspect or “incoming aspect” (termed as Debit) and the other is the benefit giving aspect or “outgoing aspect” (termed as Credit). For every transaction, one account is to be debited and another account is to be credited in order to have a complete record of the transaction. The basic principle under this system is that for every debit, there must be a corresponding and equal credit and for every credit there must be a corresponding and equal debit. Following this principle, the arithmetical accuracy of the accounts can be checked by preparing a Trial Balance, where the total of Debits and Credits should tally. It is a scientific system maintaining a complete record of transactions which helps in the ascertainment of profit/loss and financial positionof the business while maintaining the accuracy of accounts Accounting Cycle The entire accounting cycle is based on the double...
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...Absenteeism in Ireland An analysis and assessment of absenteeism and absence management in Ireland It’s been well known that excessive workplace absenteeism can be quite costly to organisations. Irish Business and Employers Confederation, the biggest employers association in Ireland, conducted a broad study of absenteeism in Irish workplace and found that the total cost of absenteeism in 2002 was astronomical - €1.58 billion (2004). Subsequently, other organisations have started to pay more attention to this rocketing issue. A survey done by Irish Small and Medium Enterprises Association claimed that the direct cost of absenteeism for small businesses is approximately €1.1 billion per year and that the indirect ‘unseen’ costs of absenteeism such as loss of productivity, administration costs, etc. could be even greater than the direct ‘seen’ costs, e.g. sick pay, replacement cost and so on (ISME, 2007). Another report done by the Small Firms Association in 2008 revealed that small businesses in Ireland lose about €793 million annually because of the absenteeism (SFA, 2008). Even though there is considerable variation among their findings, the bottom line is that absenteeism is expensive for companies and thus becomes a big problem for them. As it can significantly undermine their productivity, competitiveness and in a worst scenario even their existence, employers started to look for measures to address the issue and to reduce absenteeism in their plants. This report aims...
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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 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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...whilst they were at nursery. The nursery was specially equipped with cameras and microphones to capture the children’s speech development and social interactions. By analysing the transcript I will be able to investigate the theory of Katherine Nelson who stated, through her research and by logging children’s early language, words used can be placed in one of four categories with around 60% of those words being ‘naming words’ or nouns. By counting the number of nouns in short clips I will be able to determine if this theory is plausible. Theorist, Elizabeth Spelke said that of the nouns children know, the majority will be concrete nouns as they are logical and relate to objects they can see, hear, smell, feel and taste. By further exploring the types of nouns used by the children I aim to establish a link between both theories and see if they are still credible in today’s society. Methodology I am using an extract from ‘The Secret Life of Four Year Olds’, in order to use a non-biased selection. I will extract data to record the number of times in the running time of the programme the children use nouns compared to the number of words spoken. This quantitative approach will produce a solid basis from which I can further analyse the use of language in a statistical manner. However, when finally analysing these results, as this form of data collection is not contextualised and therefore will not show any of the more subtle language used by children. I also intend to compare...
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...1) Draw a context diagram for the expenditure cycle for AB Hi-Fi Suppliers Purchase Requisition Quote Purchase Order Invoice AB Hi-Fi Expenditure cycle Bank Supplier Payment Details Items Delivered Delivery Docket Accepts / Rejects Delivery Delivery Driver Prepare a level 0 DFD for the expenditure cycle at AB Hi-Fi Purchase Clerk Monitors stock levels Completed Purchase Requisition Inventory Purchase Requisition Approved Purchase Requisition Purchase Manager 1.0 Demand for Goods Commence ordering on receipt of approved purchase requisition 2.0 OrderingG oods Requests list of approved suppliers Purchase Clerk Quotes sent Opens Requisition Requests for quotes Purchase Requisition Suppliers Create Purchase Order P.O. emailed Purchase Order P.O. emailed P.O. emailed Warehouse Clerk Receiving Report & Delivery Docket Delivery Docket Accepts / Rejects Delivery Delivery Driver 3.0 Receiving Goods Supplier Payment Updates 4.0 Payment for Goods Creates Payment File Extracts PO status Invoice P.O. data store Suppliers Payments File Accounts Payable General Ledger data store Supplier Payment Details Bank Process 1.0 Determine demand for goods Process 2.0 Order goods Process 3.0 Receive goods Process 3.0 Receive goods Process 3.0 Receive goods Process 4.0 Pay for goods All Suppliers Approved Suppliers Purchase Clerk Provide PO number on...
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