...current policy regarding the above should be reviewed and where necessary, improved/amended based on the findings. Current situation: At present the following data is collected by the Human Resources department; * Personal Data. * Staff Turnover. * Absence Data. * Learning and Development Data. * Cost information. * Survey Data. * Performance of Employees. * Health and Safety. Some of the above data must be collected by law for legislative purposes. Other data is gathered and stored by H.R for use either as benchmarks or as an aide to future business growth. For instance Health and Safety data is stored for legal compliance and includes the storage of accident books and RIDDOR incidents (Appendix 1) that have occurred within the work place. This information may be used by the health and safety officer to reduce the number of accidents. If a number of incidents were reported involving staff using ladders, then a trend may be spotted from the stored accident data. This could then be used and less hazardous equipment utilised. An example of data which is not legally required to be kept, but may be useful is customer feedback. Keeping this feedback may aid a H.R department, to benchmark standards of customer service given by staff. For example if a member of staff were to offer consistently poor service to customers and customer feedback data showed this-then the data could be used to show a trend and would enable the H.R department...
Words: 654 - Pages: 3
...As an organisation there are several reasons why we need to collect HR data. The main purpose for the collection of this information; is to meet legislation criteria, to support workforce planning and to improve budget planning activites. Attendance and leave records are collected on each employee to support workforce planning. The information on future employee leave can be used to plan for staff training or temporary workers to be brought in. This enables the organisation to carry on trading as usual and prevent disruption to workloads internally and to any external clients. Attendance data can also be used to monitor staff performance, for example any trends in sickness absence can help managers to focus on bringing absence levels down. The HR data will identify how many business days have been lost due to sickness which can be used as the incentive to reduce days lost. Primary employee records are the key to the organisations workforce. This information collected on our workers holds personal details such as name and addresses, DOB, employment dates and payroll information. “It can be used in its raw, unprocessed form to send out a letter, for example. In addition it could be processed to identify who is due to retire or to calculate salary costs for a department.”(Martin & Whiting, 2013, p247) When it comes to securely storing our collected data we have two available methods; using the organisations computerised systems or the manual filing facilities available...
Words: 384 - Pages: 2
...(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...
Words: 672 - Pages: 3
...|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
...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...
Words: 304 - Pages: 2
...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. |Assessment Criteria...
Words: 254 - Pages: 2
...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...
Words: 1372 - Pages: 6
...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...
Words: 1543 - Pages: 7
...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 ...
Words: 883 - Pages: 4
...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...
Words: 1698 - Pages: 7
...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
...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...
Words: 808 - Pages: 4
...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...
Words: 818 - Pages: 4
...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...
Words: 846 - Pages: 4
...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 ...
Words: 1003 - Pages: 5
