...company information? To make a research we can collect different kind of sources, based on primary and secondary data. The difference between them is that the primary sources are often original data collected through "instruments" such as surveys, interviews, questionnaires, "focus groups," etc. Secondary sources on the other hand, provide an overview of existing published knowledge on a specific topic, they are very useful in providing contextual backgrounds. Secondary sources can be articles in newspapers or popular magazines, books or academic journals. In fact there are different type of secondary sources: academic, professional, industry and company information. Academic: is very useful to add authoritativeness to a research because it is a source which has passed through “peer review” process, this means that the source has been read by experts prior the approval for the publication. Academic Journals, textbooks, and research papers are all example of academic information. Professional Bodies: are organisations formed by professionals in a specific field. Besides providing support for professional development, they also publish professional journals and therefore provide a variety of information on best practice and guidelines. CIPD for example, is a professional body that publish different kind of research and makes available to its members information such as reports or surveys. The difference with the other sources is that to get the information you have...
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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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...------------------------------------------------- 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 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 is stored...
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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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...CHAPTER PART 2 2 Forecasting Demand and Supply FORECASTING DEMAND AND SUPPLY LEARNING OBJECTIVES • • • • • • Understand and select information required to forecast HRP Identify members of the HR planning team Understand the four steps in the HRP process Apply techniques to forecast HR demand and supply Describe various methods for assessing labour planning (quantitative and qualitative) Discuss key challenges in forecasting HR demand and supply 26 Part 2 | Forecasting Demand and Supply ■ PROFILE The Great Pyramid of Giza The Great Pyramid of Giza has fascinated the world for centuries and is revered as one of the greatest mysteries of time. When it was first built it was 145 metres tall, making it the tallest structure on the earth for over 4,300 years. Egyptologists argue that even with all of the human and computer advancements achieved to date, it would be near impossible to replicate the production of these pyramids. The HR planning scale of the project would be among the biggest challenges to face. Archaeologists have their own methods for determining how many workers (mostly slaves) were employed at Giza, but a majority agree that the Great Pyramid was built by approximately 4,000 primary labourers—quarry workers, haulers, and masons. These primary labourers would have been supported by 16,000 to 20,000 secondary workers—ramp builders, tool-makers, mortar mixers, and those providing back-up services such as supplying food, clothing, and fuel. These estimates suggest...
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...The role of a HR Assistant is a varied and interesting role as no day is ever the same, whilst dealing with clients. A HR function should ensure the services they provide are timely and effective, as they are a cost centre and need to be adding value to any business. Understanding Customers Customers of HR want a proactive HR function, which spots issues ahead of time and works closely with managers to address them. Within HR there are many types of clients who have different needs, below I will list the 3 most common and an example of a need they may have from HR. * Employees An employee may contact HR to ask for information and guidance regarding how to initiate a flexible working contract. * Line managers A line manager will contact HR for advice and guidance on how to manage sickness and absence regarding an employee. * Directors Directors may need to know the staff structure of an organisation in order to prepare for issues that affect the whole business. As a HR Assistant is generally front line, they may have to prioritise conflicting needs from the clients. For example - an employee may phone up to complain that their manager is bullying them and they would like advice. The manager would also phone HR but to complain that an employee is not fulfilling their job expectation and would like advice. It is the role of the HR Assistant to remain impartial and to give clear accurate advice. One helpful method in prioritising needs can be found in Stephen...
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...Castle’s Family Restaurant Business Plan: Stage III DeVry University December 11, 2011 Table of Contents Table of Contents --------------------------------------------------------------------------------- 2 Executive Summary ------------------------------------------------------------------------------- 3 Introduction ----------------------------------------------------------------------------------------- 4 Company Review ---------------------------------------------------------------------------------- 5 Business Analysis -------------------------------------------------------------------------------- - 6 HRIS Type/Comparison -------------------------------------------------------------------------- 7 HRIS Recommendation -------------------------------------------------------------------------- - 8 Conclusion ------------------------------------------------------------------------------------------ 9 Reference -------------------------------------------------------------------------------------------- 10 Executive Summary This restaurant business plan is for Castle’s Family Restaurant, eight medium-sized restaurants located in small unique cities throughout Northern California. One of the primary business characteristics of Castle’s is to project a food business which can easily provide the best products and services to its customers. Castle’s offers two distinctive dining rooms and menus: the Castle Room, an elegant dining...
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...Contents Introduction to the company Bank of Ceylon……………………………………….4 Human Resource role and responsibility Service center………………………………………………………………..5 Corporate HR………………………………………………………………..6 Embedded HR……………………………………………………………….7 Center of Expertise…………………………………………………………..7 Operational Executors……………………………………………………….8 Conclusion…………………………………………………………………………...9 Reference…………………………………………………………………………….9 Introduction to the Company Bank of Ceylon Bank of Ceylon (BOC) was founded in 1939, with Sir Ernest de Silva as its first Chairman. At the time, Ceylon was a British colony and the then governor Sir Andrew Caldecott ceremoniously opened the bank on 1 August. The English government introduced the banking arm for its government oriented businesses. Two years later, in 1941, BOC started to expand beyond the city of Colombo. It opened its first branch in Kandy. Subsequently BOC added branches in major cities such as Galle, Jaffna, Kurunegala, Batticaloa, Trincomalee, Badulla and Panadura Today having completed more than seven decades of glorious existence, the Bank is firmly entrenched as Sri Lanka’s premier financial services organization offering a broad range of services consists of commercial banking, trade finance, development financing, mortgage financing, lease financing, investment banking, corporate financing, dealing in Government securities, pawn brokering, credit card facilities, off-shore banking, foreign currency operations and other financial services. BOC holds...
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...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...
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...An HR audit is like an annual health check, says EJ Sarma. It plays a vital role in instilling a sense of confidence in the management and the HR functions of an organisation A healthy HR function in an organisation is as important as the physical and mental well being of a human body. Typically the basic reason why organisations prefer to conduct an HR audit is to get a clear judgement about the overall status of the organisation and also to find out whether certain systems put in place are yielding any results. HR audit also helps companies to figure out any gaps or lapses and the reason for the same. Since every company plans certain systems and targets, an HR audit compares the plans to actual implementation. The concept of HR audit has emerged from the practice of yearly finance and accounting audit, which is mandatory for every company, to be done by external statutory auditors. This audit serves as an examination on a sample basis of practices and systems for identifying problems and ensuring that sound accounting principles are followed. Similarly, an HR audit serves as a means through which an organisation can measure the health of its human resource function. Organisations undertake HR audits for many reasons: 1 To ensure effective utilisation of human resources. 2 To review compliance with tons of laws and regulations. 3 To instill a sense of confidence in the human resource department that it is well-managed and prepared to meet potential challenges and opportunities...
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...Running head: Human Resource System Executive Summary In 1992, Riordan Manufacturing Inc., implemented and established human resource information system (HRIS), which was included as part of a financial package. The HRIS package included functions such as maintaining personnel information, pay rate and tax information, hire and seniority dates, vacation leave for non-exempt employees, and organizational information. However, certain areas of the HRIS could be improved upon and developed. One area that needs improvement is the network communications between headquarters and all the Riordan plants. Improvements are also needed in central repository, resume storage, maintaining training and knowledge skills information, online employee user interface, and a central location for updating and maintaining employee personal and professional information. Improving the current HRIS activities would be advantageous to Riordan leadership and their employees. Hugh McMCauley, the COO for Riordan Manufacturing requested that the human resources (HR) system be analyzed to integrate the existing variety of tools in use in the present day to a single integrated application. The request will take advantage of a more sophisticated look for information systems technology in the HR department at Riordan Manufacturing. After the project is to be completed, Riordan Manufacturing will then be left with a detailed project plan that will provide a list of tasks, resources, schedule and budget required...
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...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...
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...Instructor: Dr. Latrice Love Cooper HRM-Human Resource Information Systems 15 April 2014 Introduction Human Resource Information System (HRIS) is software used for tracking, entering and storing of data needs by Human Resources within an organization. There are many companies that sell HRIS software with each form having different features. An effective HRIS provides comprehensive information on all the current employees, former employees and the potential employees (Obeidat, 2012). Two Commercial HR Database Systems HR Quik® by Data Ingenuity, Inc. is a simple human resource employee database system. The HR Quik database system can be loaded onto the company’s server, network, hard drive or cloud based. HR Quik offers an on-line applicant website with the program. Just link the application website to the company website. Then, when employment applicants click on "Jobs", they will be directed to the application website with the company’s logo. The applicant can complete an on-line application, submit their resume, and complete EEO data. The hiring manager can process applicant as Hire, Decline, Pending, etc. Hired applicants can be imported into HR Quik where offer letters and other new employee paperwork can automatically be generated (dataingenuity.com). BambooHR is the second HR database system researched. Their system is a flexible HRIS system...
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...company”. With this in mind, Riordan has decided to upgrade their current HRIS which will better meet their company needs. Riordan had their current HRIS system installed in 1992. The system is currently in need of updating. The HRIS is part of the financial systems package. The system retains the following employee information: • Personal information (name, address, marital status, birth date, etc.) • Employee pay rate • Tax exemptions • Hire date • Seniority date (sometimes different than the hire date) • Organizational information (department for budget purposes, manager’s name, etc.) • Vacation hours Information Gathering Techniques and Design Methods The team will propose that Riordan’s IT managers use two techniques to gather the data that will determine the type of system they will use. The IT manager should first use a questionnaire or interview technique (Modell, 2007). This will ensure the end users will be giving their input, which is the best source of information that will ensure the new system is adequate. The HR management will complete an interviewed. All other employees involved should receive and fill out a questionnaire. Using Joint application development (JAD) will be helpful in determining needed components for the new system as well. JAD allows the...
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