...|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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... 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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...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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...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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...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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...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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...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 submitted for assessment may not be returned to me and that I have retained a copy for my records. * I understand that until such time as the assessment...
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...Human Resource Department is the department which needs to maintain the data related with humans in any terms. If the HR will not maintain the data than on what basis you will get your remuneration,appraisal on which date, experience letter for what terms, how you will get incremented? how we know the qualification of the staff also? SPECIAL GIRL - Contributing Member Thank you both of reply i need two reasons could anybody help me in this question ? Explain why an organisation needs to record and manage HR data? SRAVANTHIRENO.MBA@GMAIL.COM - hr data should need for irrespective of any organization,irrespective of any industry.........for recruitment,staffing,analysing the future requirements,compliances,and for general activities...... SUDHIRKUMAR.HR - Contributing Member Hi, This is Sudhir Kumar human resource is the key dept for the organisation and the data should be maintain from the HRD because they will maintain record track from the employee and which is related to payrolls as well statutory and it is easy to findout the information. Suddenly HR Manager will give the transfer the employee from one dept to another where u wil file you should file in his person file than it is easy to find out\\\\\like this increment,appraisals this is very important for record track and file management is very important in HR.if manager asks you any employee file you should know the file where it is . F&F settlement also you should know employee personal...
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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 data...
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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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...Recording Analysing and using HR Information – Activity 2 2 Reasons why organisations need to collect HR Data One main reason organisations need to collect HR data is to comply with legal or industry requirements. For example, to show that an employee has the right to work in the UK, we would need to hold evidence of a passport, residence permit or work visa. Also, if an employee was dismissed from the business and made a claim the company would need to hold accurate disciplinary records and any investigation notes in order to defend the claim. Organisations also need to collect HR data in order to supply information to the business. For instance, keeping accurate training records can help with succession planning within the Firm. Also, collecting and holding accurate records such as policies, management structures and staff handbooks can be useful for employees to refer back to in order to ensure that they are conducting themselves in the way the business expects. 2 types of Data to be collected and how they support HR One type of data to be collected is absence records, particularly sickness records, this can enable the human resources team to monitor staff sickness in order to identify any patterns. By keeping a record of sickness this can help when implementing a new sickness policy including sickness triggers. This can also help to improve the moral of the workforce by alerting the line managers of a particular sickness pattern, they can then discuss the...
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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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...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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...Table of Contents Executive Summary Introduction This report analyses the global legal industry by identifying the various factors affecting the external environment. The report is the analysing the Baker & McKenzie law firm which was founded in Chicago in 1949 by Russell Baker and John McKenzie. It is the largest global organization with a large number of lawyers and legal professionals working in 70 offices across 38 countries. The report then analyses the internal environment of the firm which describes different factors of organizational structure, culture and leadership. After the analysis of internal factors the report then analyses the proposed development framework where the diversity of the organization, the selection criteria of the employees and the implementing the framework according to the company strategy is discussed. Finally the recommendations for future success of the firm are provided in the report. Global External Environment Political Environment In the legal industry different employment law, policies and regulation are practiced across different countries. In some of the countries the legal professional standards are self-regulated where the qualification and the requirements are defined as per the set standards. There may be some international trade and restrictions within the countries which restrict the foreign lawyers practicing in the countries. The organizations like WTO (World Trade Organization) are formed...
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