...Recording, Analysing and Using Human Resources Information Why an organisation needs to collect and record HR Data Organizations needs to collect HR data for a number of reasons, this can include but is not limited to: 1. Compliance; with legal or industry requirements. For example, organizations are required to keep a copy of an employee’s documents such as a passport to prove that an employee is eligible to work in that particular country. 2. Administration: A system needs to be in place to be able to store information about your employees to enable you to communicate with them, run payroll etc. Almost all organizations will collect this sort of data in one form or another, (paper based or electronic). The real value for collecting data on employees is to enable HR teams to analyse the data, make predictions based on the analysis and ultimately take the relevant action. Different types of Data collected by HR There are many types of data collected by HR, these can include but again is not limited to: 1. Absence Data; this would be collected to determine the below: Are there any employees that have taken an excessive number of sick days? Who are they? Does this require any intervention? How many days holiday has an employee taken? How many have they got remaining? Do they have enough holidays left to cover their latest request for leave? Is there likely to be a backlog of holiday requests towards the end of the year? 2. Recruitment; this would be collected to...
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...Unit 3 Assessment: Using HR Information Part 1 In a synopsis of no more than 500 words explain: • Why an organization needs to collect and record HR data. You should give at least two reasons. (AC1.1) • Legal requirements relating to the recording, storage and accessibility of HR data. (AC2.2) Previously, organizations tend to depend on the cultural cliché that Human Resources is merely a department or subdivision. Although it does acknowledge that it deals with people; this dealing tends to be difficult. During these times, this is no longer the attitude. Most companies have established HR solutions and systems that help in meeting the organizational goals and aide in making informed decisions. First of all, part of the whole HR plan is being able to identify the ultimate goal of the organization. From the perspective of Human Resources, the most essential factor to be considered in this regard is the organization’s work force; hence, the collection and recording of employee personal data, leaves and absences, salary information and the likes. HR data collection is imperative to be able to establish a point of reference for the company to be able to measure against it (i.e. employee salary details, salary bell curve he falls in to assess salary review and increments); monitor progress and development (history of performance appraisals and assessment; SMART objectives to be able to consistently conduct accurate performance review periodically); develop...
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...500 Words Imagine that your organization (or one that you are familiar with) has a new HR Director. They have requested that you review the organization’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: Q. At least two reasons why the organization needs to collect HR or L&D data, Organizations need to collect data to ensure that the organizations are adhering to the specified Laws and regulations. The stored data is essential to maintain quality standards, track performance of employees, and monitor learning and development activities. Specific data can also be gathered to analyze a trend of absence in a department or individually. Q. At least two types of data that is collected within the organization and how each supports HR or L&D practices, Training Hours: - We gather the number of training hours in order to analyze development activities. This also helps us in providing a clear path to our employees. E.g. If they want to specialize in a certain field of work. Absence Report: The absence report is generated to understand how we can overcome the number of man-hours that are lost on the production floor. The report also helps us to identify if employees are absent due to illness or other reasons. Q. A description of at least two methods of storing records and the benefits of each, The two most common methods of storing data is Manual Storage and Electronic...
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...With the course of time, it is being the centre of the organization that some revolutionary steps are being preference for updating status. Retention plans is one of them. Not only this, those sectors which are in mainstreaming stair of an organization-such as marketing, finance and accounting, HRM is also involve within those hand and globes. Consequently, the recruitment and selection, compliance, labor market, wage and salary, retirement, organizing, required skills and attitude to meet current and future organizational needs are not the main elements rather developing and retaining people is the significant and sophisticated issues for moving ahead at the plot of HR. Surely, this trend pushes us to elaborate discussion about it later on. But that does not mean that rest others are least importance. Basically, above all important issues make HR effectively. Nevertheless, in some vital organizations cannot judge retention plan very sincerely. Despite having lots of prosperity why retention plan cannot reach their exemplary and satisfactory threshold in our country I will also give preferences in our term paper for understanding in depth in the part of limitations. Why do we Select retention plan for managing talents for doing Research:- Before going to the deep look of the topic now we should clear here why we have interest in this side. For example- the switch over trend is the main hindrance in the organizations. When incumbents enter a renowned company with their dreams...
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...Title: Importance of Six Sigma in Human Resource Management ABSTRACT Implementing six sigma methodology in HR functions raises the questions like how can HR be measured?’, ‘How can you apply 3.4 defects per million opportunity rule to HR when no organization would have a million employees?’ There is a high expectation from customers for every organization. To meet this expectation it has become imperative on the part of every department to perform to the best of its potential. The HR cannot afford to be an exception. Hence HR cannot afford to keep off from using Six Sigma tools and techniques to improve the processes of its own department. Why should the HR professional care what Six Sigma is or how it can be applied in the HR function? This paper illustrates the importance of six sigma methodology in Human Resource management. Interacting with few Black Belt experts who are working on six sigma projects in various companies, this paper also illustrate on 5 C’s factors such as change, communication, captain, consideration and choosing project which plays a vital role in successful implementation of six sigma methodologies in HR functions. Key words: Six Sigma, Human Resource Management, 5 C’s. INTRODUCTION Perfection is an endless dream. Man’s quest for flawless performance in all his work is taking him to the pursuit of constant improvement. Defects are dangerous, they have consequences much worse than earlier they use to. So, modern times have compelled the...
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...Strategies: Feasibility of HR Department in a Public Sector University Shomayl Chowdhury (BS29 2330) Research Methodology (GMAG 301) Final Project Part 2 Dr. Syed Arshad Imam Table of Content Title Page …………………………………………………………………………………1 Question 1…………………………………………………………………………………2 Question 2…………………………………………………………………………………3 Question 3…………………………………………………………………………………7 Question 4………………………………………………………………………………..12 Question 5………………………………………………………………………………..14 Feasibility of HR Department in a Public Sector University Shomayl Chowdhury (BS29 2330) Greenwich University Q1. What research methods have been used by the author in the research paper? Ans1. The current paper discusses and lays lime light on the current situation and the possibility of establishing HR department in a Public Sector University as no HR department is to be found in Public Sector Universities. The paper focus on the marketing, financial and operational aspects of the university and furthermore it also focuses on the importance of an HR department, the level of support and assistance that is provided by the HR department to the entire university and above all to the organizational environment at hand and lastly the cost of establishment and implementation of a HR department. Descriptive study has been undertaken to address this paper due to the absence of HR department in the university. Through this study feasibility of an HR department is inquired. The methods used for data collection and research...
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...Activity One Data Management Human resources is the key department in the organization which keeps, maintain, updates the data. There is the number of reasons why organisations collect different types of information. One of them is meeting legal requirements. In order to satisfy legal obligations we collect such as information as hours worked to prove how many hours employees have worked (Working Times Regulations), pay rates to show pay details of the employee (Minimum Wage Act). Eligibility to work in UK is also a legal requirement and organisation need to have evidence of this. All this information enable employer to monitor legislation compliance. Another reason of why organisations collect information is to have a point of reference or to be able to retrieve information whenever it is needed. All information has to be easy reachable and well organized. Planning in organisation depends on information, accurate records helps to make decisions when recruiting, making plans on staff development and training, good records helps to achieve companies goals. Good record keeping can help to make decision on facts, helps to know what happening with sickness, absence levels, holiday, labour turnover, discipline, what training and when is needed for the staff, shows accurate performance and productivity of the employees, helps to decide what staff resources are needed to meet production requirements. Every organisation should keep personal records of their employees, statutory...
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...ABSTRACT The HR Department of any company holds some of the most confidential and sensitive information in the organization. Data relating to employees is of a highly contentious and potentially litigious nature and has to be managed in accordance with compliance regulations. While sharing characteristics with other types of records, personnel records have some special characteristics; importance, sensitivity, longevity, quantity and ownership. We will base this report in the company called CASTELLON SA, manufacturing factory with more than 250 employees. NOTE TO THE CASTELLON SA HR DIRECTOR ABOUT WHY RECORDING, ANALYSING AND USIN HR DATA IS IMPORTANT I. Two reasons why organisations need to collect HR data. Collecting and recording HR data is vitally important to our organisation. We need to keep certain records, some because the law requires them, and some for company’s internal purposes. Being a production factory we have to ensure we are in compliance with Health and Safety laws and regulations ensuring that all staff is maintaining high health and safety awareness. To avoid any act of discrimination in our company and to prove that the company is adhering to UK’s current law and legislation we have to implement the Data Protection Act to our data collection policies. The HR data collection could help in our company’s overall performance measurement process. The data collected enable managers to make sound decisions more effectively. Some of the benefits of data collection...
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...Chapter 01: Introduction • Overview of the Organization •Objective of the report •Scope of the report •Methodology of the report •Limitations of the report 1.1. BRAC Bank Limited– An Overview of the Organization BRAC Bank Limited is a fully service oriented commercial bank. It has both local and International Institutional shareholder. BRAC Bank has been motivated to provide “best-in-the-class” services to its different variety of customers spread across the country under a non-line banking dais. At present, BRAC Bank is one of the fastest growing banks in the country. In order to support the planned growth of its distribution, network and its various business segments, BRAC Bank is currently looking for impressive goal oriented, enthusiastic, individuals for various business operations. The bank wants to build a profitable and socially responsible financial institution. It carefully listen to the market and business potentials, It is also assisting BRAC and stakeholders to build a progressive, healthy, democratic and poverty free Bangladesh. It helps make communities and economy of the country stronger and to help people achieve their financial goals. The bank maintains a high level of standards in everything for our customers, our shareholders, our acquaintances and our communities upon, which the future affluence of our company rests. According to the Half-Yearly Financial Statement of 2011-...
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...Importance of Training and Development----------------------------------Page 8 4. Needs Assessment Design, Implementation and Analysis a) Needs assessment------------------------------------------------------------Page 9 b) Steps in Study---------------------------------------------------------------Page 10 c) Data Analysis----------------------------------------------------------------Page 11 5. Recommended Training Strategy and Design-----------------------------Page 12 6. Training Evaluation Plan------------------------------------------------------Page 13 7. Conclusion------------------------------------------------------------------------Page 14 8. References Page------------------------------------------------------------------Page 15 Executive Summary Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. The trained employees are the valuable assets to any organization. Training at Rowan University is given when there is a difference between the job requirements and employees present specifications. Thus employee training is the most important sub-system, specialized and one of the fundamental operative functions of Human Resource Development. Organizational efficiency, productivity, progress and development, also organization viability, stability and growth to greater extent depend on training. If the required...
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...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 that support our function in a number of ways. Performance...
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...is human resource management (HRM)? - it is the management of people in organizations. What is strategic HRM? - it is involving the link between HRM with the organization’s strategic goals and objectives to improve business performance. Human resources activities are now being seen as falling into two categories: a) traditional operational administrative category – HR hires and maintains employees and then manages employee separations. This role requires HR staff to be administrative experts and employee champions b) more recent strategic category where HR is focused on ensuring that organization is staffed with the most effective human capital to achieve its strategic goals. this role requires HR staff to be strategic partners and change agents Internal environmental factors influencing HRM include: - organizational culture (values, beliefs, assumptions) - management practices (bureaucratic structures/flatter organizations) External environmental factors influencing HRM include: - Political - Economical - Social - Technological - Demographic - Labour market - Environmental Three stages in the evolution of management thinking workers are - scientific management focused on production - human relations movement focused on people - human resources movement which it was recognized that organizational success is linked to both HR professionals are certified by provincial HR associations that together form the Canadian Council of Human Resources...
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...INTRODUCTION Becoming a diverse organization makes good business sense for both for profit and not for profit companies. Creating a diverse workforce provides tremendous opportunities for organizations and individuals to tap into the ideas, creativity and potential contributions inherent in a diverse work force. The composition of America’s workforce is changing. According to the census Bureau, nonwhite will represent more than one-third of the U. S. population by the year 2010 and close to half of the U. S. population by the ear 2050. By the year 2005, the ethnic minority share of the workforce will reach 28 percent. It is also projected that the Hispanic-American population will be the largest minority group in the U. S. by the year 2010. In order for companies to fully and aggressively compete in the marketplace, they will need to consider these statistics and work towards attracting, recruiting, developing and retaining a diverse workforce. This will be critical if they are to survive. They will also need to recognize that the market they cater to is becoming more diverse. Diverse groups are a growing percentage of the buying power in the United States. In order to maintain competitive advantage in the sector they serve, organizations will need to truly understand its customers, clients, members and employees and will need to create an organizational climate that is welcoming to all. The Birth of the Diversity Movement The “Diversity”...
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...* 2 reasons why the organisation needs to collect HR data * Satisfy Legal requirements : In many countries the employment protection rights requesting employers to keep records for many functions within their organizations. This can be a protected issue for employers against discriminations or unfair dismissed employees. H&S legislation request record keeping about any accidents, H&S exit plan, training, etc. In our region the government asking for information about how many employees they have, number of Saudi nationals employees (there is minimum mandatory percentage of Saudi nationals within the organization), and salary transfers proofs and dates of payments (wages protection system – a system of transferring salaries to banks) * Contact details of employees: Having records about the contact details of the employees will make it easier to pay them in the right time. Having their bank details for example will make it easier for Hr to transfer the salaries for all employees. Also details records will be a resource to contact a relative or friends in case of emergencies. * 2 types of data that is collected within the organisation and how each supports HR practices * Employee Performance Appraisal: will help the organization to identify the performance gaps. Developing the training plans as this considered part of the training needs for the organization. Support the promotion and reward systems for high performer’s employees. In our...
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...Human resource management means managing and directing the people who work in organization and human resource development means to develop the people with giving the training. Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. ... Why is HR Management Important to all Managers? 1. To run the organization effectively and efficiently. 2. The HRM is an important to all the managers because during the daily operation everybody might come across different difficulties, conflicts and arguments or such circumstances. It is the nature of working with human being. There for the HRM is very important to overcome such circumstances to all the managers, shift leaders or any. 3. Moreover, HRM is Important to all Managers. Don’t Let These Happen to You! The wrong person High turnover Poor results Useless interviews Court actions Safety citations Salaries appear unfair Poor training Human Resource Management Process Line and Staff Aspects of HRM Authority Making decisions Directing work Giving orders Line Managers Accomplishing and goals Staff Managers Assisting and advising line managers Line Manager’s HRM Jobs The right person Orientation Training Performance Creativity Working relationships Policies and procedures ...
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