...1. Two reasons why the organisation needs to collect HR data It is essential for organisations to keep up to date and accurate records to ensure efficient forward planning, to meet requirements of employment equity legislation. Employment protection rights demand that we keep records of employees; two important reasons to maintain our records are listed below: 1. Verify, monitor, measure and address gaps, trends, progress and perceptions proactively identify opportunities for improvement and growth. 2. To promote an inclusive and equitable work culture to effectively thrive in an increasingly globalised, competitive business environment. HR records encompass a wide range of data relating to individuals working in an organisation, which may be stored in a variety of media, such as computer database or paper files. There and advantages and disadvantages to both media: 1.1 Paper records/ Paper Files: A risk analysis needs to focus on the secure storage and the prevention of threats such as fire or theft and relevant personnel can only access those files. There are legal requirements that employees are required to meet in terms of the length of time that specific documents are to be retained, so thought needs to be given to storage space and all files must be easily retrieved and accessed when required. The business must implement and maintain a good document discipline, i.e. no paper should be left laying around for unauthorised access, and a clean desk at night...
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...Dear Director of HR, Please find below a short briefing note on how data is collected within Acorn Industrial Components, how it is stored and why. Our HR department collects data to enable us to meet legal requirements, eg: working time regulations. It also provides information to help make financial decisions, eg: pay rises. Employee’s data is collected in accordance with the Data Protection Act 1998. Data such as salary, attendance records and annual leave help to ensure accurate pay roll process. Data collected allows Finance to forecast budgets which could affect the employee bonuses and benefits. Employees’ next-of-kin information is needed in case of emergencies, as well as medical information gained from the employee or though The Medical Reports Act 1988. We store most records electronically within a database that is secure but easily accessible by HR. The main benefits include having personal data in one place, allowing us to keep records secure and up-to-data. It allows accurate reports to be created, which is time and cost effective. We store hard-copies, eg: signed contracts, in locked cabinets and archived folders in our secured unit. Whilst they take up room, paper files are not dependant on technology, are available to HR when required, and can provide the original copies. To summarise the Data Protection Act 1998, controls how personal information is used by our organisation. We have to follow strict guidelines, including handling sensitive personal data...
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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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...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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...Briefing note for the Human Resources Director: The organisations approach to collecting, storing and The use of H.R data. Purpose: The purpose of this briefing note is to review options to the business regarding the collection, storage and use of collected H.R data. Background: It has been requested that the organisations 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...
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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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...Investigation of Absence Data As a manager in a Contact Centre, unplanned absence causes issues. I have collected the absence data across the four departments within the Contact Centre for the same time period in 2011 and 2012. (January – September) |Absence Data 2011/2012 | Department |Employee |Salary PA |Daily pay rate |No of Sick Days 2012 |Cost of sick to business 2012 |No of Sick Days 2011 |Cost of Sick to the business 2011 | |Inbound |Agent 1 |15000 |57.69 |1 |57.69 |3 |173.07 | | |Agent 2 |15000 |57.69 |0 |0 |2 |115.38 | | |Agent 3 |15000 |57.69 |4 |230.76 |2 |115.38 | | |Agent 4 |15000 |57.69 |0 |0 |1 |57.69 | | |Agent 5 |15000 |57.69 |6 |346.14 |9 |519.21 | | |Agent 6 |15000 |57.69 |0 |0 |0 |0 | | |Agent 7 |15000 |57.69 |1 |57.69 |1 |57.69 | |Outbound |Agent 8 |22000 |84.61 |5 |423.05 |5 |423.05 | | |Agent 9 |22000 |84.61 |4 |338.44 |0 |0 | | |Agent 10 |22000 |84.61 |2 |169.22 |16 |1353.76 | | |Agent 11 |22000 |84.61 |0 |0 |2 |169.22 | | |Agent 12 |22000 |84.61 |0 |0 |0 |0 | | |Agent 13 |22000 |84.61 |6 |507.66 |4 |338.44 | | |Agent 14 |22000 |84.61 |5 |423.05 |3 |253.83 | | |Agent 15 |22000 |84.61 |6 |507.66 |0 |0 | | |Agent 16 |22000 |84.61 |1 |84.61 |2 |169.22 | | |Agent 17 |22000 |84.61 |0 |0 |2 |169.22 | | |Agent 18 |22000 |84.61 |1 |84.61 |5 |423.05 | | |Agent 19 |22000 |84.61 |0 |0 |0 |0 | | |Agent 20 |22000 |84.61 |2 |169.22 |5 |423...
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...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...
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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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...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 Membership Number: ...
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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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...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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...------------------------------------------------- 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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...2014/2015 CIPD Certificate in Human Resources Practice Unit 3 – 3RAI Recording, Analysing and Using HR Information Diane Kubok Organisations need to collect data as a point of reference to be able to retrieve information whenever it is needed. There is also need for data as a legal requirement. Two examples of data collected:- Attendance – recording staff absences is essential to an organisation to identify true absences i.e. illness against identifying those who may choose to take time off for other reasons, i.e. dissatisfaction with role, dissatisfaction with management, lack of motivation and accountability. Many organisations use the Bradford Score to calculate frequent short term absences in order to monitor cost and reasoning behind each absence and identify those who may benefit from Occupational Health support. Medical Tests – many organisations may have a requirement for medical tests to be performed for compliance with health and safety, i.e. skin tests, eye site, and general fitness, for the roles including lifting and carrying, along with white finger tests for those using vibrations tools. Methods for storing record and the benefits:- Computerised HR information systems: Advantages – large data base capable of holding a large amount of information that can be separated by sections for easy analysis and retrieval. Information can easily be retrieved and reviewed in entirety or by section. Disadvantages are limited to protection of information...
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...Centre name: | Truro and Penwith College | Candidate name: | Michelle Lillicrap | | CIPD Membership/ registration No: | 23285097 | Unique Learner No (ULN) (if applicable): | | Qualification title: | Certificate in Human Resource Practice | Unit title(s): | Recording, Analysing and using HR information | Unit code(s): | 3RAI (HR) | Assessment activity (and assignment title if applicable) and the learning outcomes addresses: | Learning outcomes: 1. Understand what data needs to be collected to support HR practices. 2. Know how HR data should be recorded and stored. 3. Be able to analyse HR information and present findings to inform decision-making. | Both activities should be completed.Activity 1You have a new HR Director, they have requested that you review the organisation’s approach to collecting, storing and using HR data and produce a briefing note on your findings. Within your note, you should cover the following: * At least two reasons why the organisation needs to collect HR data * At least two types of data that is collected within the organisation and how each supports HR practices * A description of at least two methods of storing records and the benefits of each * A statement of at least two essential items of UK legislation relating to the recording, storage and accessibility of HR data Activity 2 Using your own organisation information or the CIPD Survey Reports http://www.cipd.co.uk/hr-resources/survey-reports to identify a specific...
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