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
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business information and procedures, and is a common platform for internal communication which can bind together many processes and data in the dealership or group. The Intranet used in our dealershipcomes with a number of modules that highly customisable, allowing it to be be adjusted and expanded so that it exactly fits the company's needs. Intranet modules include: * HR Documentation * Document Store * Time and Attendance * Shared Calendars * Communication Platform * News and
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the studies. The result is that most of the research studies especially in the social sciences tend to be futile. This essay will evaluate two articles and summarize data collection instruments, sampling methods and statistic approaches using in the articles. The two articles include the ‘the impact of Information technology on the HR function and transformation’ and ‘how will competition change HRM in Retail and Banking? A strategic Perspective’. The article ‘how will competition change HRM in
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Name Your_id.pgpm15c@greatlakes.edu.in +91 9999999999 Name Your_id.pgpm15c@greatlakes.edu.in +91 9999999999 Profile Summary * 32 months of consulting and analytical experience in the field of HR, compensation and benefits. * Executed compensation studies across multiple geographies for some of the Fortune 500 companies such as 3M, Emerson, UTC, P&G, Johnson & Johnson Academic Qualification Qualification | Year | School/Institute(Board/University)
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problem areas with such a diverse set of data silos spread across so many different facilities was proving to be impossible. With different reporting standards in use at each discreet facility, the process of compiling data across the network requires a significant amount of manual work to convert the data into a consistent format suitable for study and able to generate reports that were useful to upper management. The time needed to do this often meant that the data was too old when it finally reached
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and how they might be interested in or affected by this study………………………………Page 5 3. The key sources of secondary research and an evaluation of their contribution to the study…………………………………………......Page 6 4. The key methods of collecting primary data and their relative strengths and weaknesses…………………………………………………......Page 7 5. An outline of how you might present the findings in order to persuade stakeholders to act on the results…………………………………Page 9 A brief description of the research project
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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
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Data is collected, stored and recorded for the reasons outlined below; This is so that it can be used as a point of reference or to retrieve information whenever there may be a need for it. Accurate records are kept in order to help the company make decisions when issues or queries arise in relation to each employee. The keeping records is to ensure that a complete and comprehensive employment history of each employee is readily available for as long as it is needed, and that the information
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Introduction Data Management is the administrative process by which data is acquired, stored, and processed into information. This information can then be used in a variety of ways to help the company, their Management and their employees. This report will review an organisations approach to collecting, storing and using HR data. It covers the reasons why an organisations needs to collect HR data, types of data it collects and how it supports HR, different methods of storing information and their
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accuracy of information. The HRIS system is set up for the data entry, data tracking, and data information needs of the HR. The HRIS provides overall: Management of employee information, reporting and analysis of employee information, company related documents such as employee handbooks, emergency procedures, benefits administration including enrollment, status changes and personal information updating, applicant tracking, and resume management. HR professionals must have an understanding of resource systems
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