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
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Organisations are waking up to the potential benefits of employee wellbeing (EW) programmes. The Chartered Institute for Personnel and Development (CIPD) has reported that nearly half of the organisations participating in its absence management survey have an EW strategy in place. The main reason for this rising interest is the established link between health and performance in the workplace. The general hypothesis is that the healthier and happier people are, the more productive they are likely
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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
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Part A. (A.C 1.1, 1.2, 1.3, 2.1, 2.2, 2.3) (750 words) A new manager is starting in the organisation shortly. You have been asked to provide an outline to this new-starter, so that they can gain some understanding of the organisation in preparation for their start. The information you provide should include: A list of the main products and services of the organisation An identification of the main customers The purpose and goals of the organisation An analysis of a minimum of 4
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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
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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
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(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
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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
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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
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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
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