Analysing and Storing Data
Introduction
Data management within Human Resources (HR) is essential as this can be used when organisations have to make decisions, contact employees and also satisfy legal requirements.
Aims and Objectives
The aim of this report is to show the importance of why organisations must collect HR data.
The objectives are: * To identify two types of data organisations must collect and how this supports HR * To describe two methods of storing HR records and the benefits of each * To explain two essential item of UK legislation relating to recording, storing and accessibility of HR data
Discussion: Why should organisations collect data?
The advisory, Conciliation and Arbitrations Service (ACAS) suggest no matter how small an organisation is records of all employees should be kept (Leatherbarrow 2010 pg78)
Martin and Jackson (2005 pg69) suggest 6 reasons why information should be kept: * To provide Organisations with information when making decisions-forming strategies and processes * Organisations can keep contact details for employees * If decisions about an employee’s future need to be made evidence will be visible to make the decision * If a claim is made against the company evidence can be given * New policies and procedures can be bought in by organisations * To satisfy legal requirements
Figure 1: Data that can be collected and how it supports HR Data collected | How data is collected | How data supports HR | ContractOpt out declarationNext of KinBank DetailsInterview Form | Paper- original copies are kept in the employee files | Operationally * Pay * Rotas/availability * Meet with working time regulations 1998 | Return to Work Interviews (RTWI) | By the manager and recorded on paper with the employee present | Tactically – Trends, patterns and days | Rota and Timesheets | Both paper copy and also computer.Timesheets can be kept through a system called ‘Time & Attendance (T & A)’ | Operationally – * Ensures employees
Data management within Human Resources (HR) is essential as this can be used when organisations have to make decisions, contact employees and also satisfy legal requirements.
Aims and Objectives
The aim of this report is to show the importance of why organisations must collect HR data.
The objectives are: * To identify two types of data organisations must collect and how this supports HR * To describe two methods of storing HR records and the benefits of each * To explain two essential item of UK legislation relating to recording, storing and accessibility of HR data
Discussion: Why should organisations collect data?
The advisory, Conciliation and Arbitrations Service (ACAS) suggest no matter how small an organisation is records of all employees should be kept (Leatherbarrow 2010 pg78)
Martin and Jackson (2005 pg69) suggest 6 reasons why information should be kept: * To provide Organisations with information when making decisions-forming strategies and processes * Organisations can keep contact details for employees * If decisions about an employee’s future need to be made evidence will be visible to make the decision * If a claim is made against the company evidence can be given * New policies and procedures can be bought in by organisations * To satisfy legal requirements
Figure 1: Data that can be collected and how it supports HR Data collected | How data is collected | How data supports HR | ContractOpt out declarationNext of KinBank DetailsInterview Form | Paper- original copies are kept in the employee files | Operationally * Pay * Rotas/availability * Meet with working time regulations 1998 | Return to Work Interviews (RTWI) | By the manager and recorded on paper with the employee present | Tactically – Trends, patterns and days | Rota and Timesheets | Both paper copy and also computer.Timesheets can be kept through a system called ‘Time & Attendance (T & A)’ | Operationally – * Ensures employees
References: * Martin, M., and Jackson, T. (2008) Personnel Practice. 4th Ed. LONDON CIPD * ACAS (2011) Personnel data and record keeping, Available at: http://www.acas.org.uk/media/pdf/c/a/Acas_Personnel_data_record_keeping-accessible-version-July-2011.pdf (Accessed: 29th January 2013) * Leatherbarrow, C. (2011) Introduction to Human Resource Management: a guide to HR in practice. 2nd Ed. CPD * Gov.uk(2013) Maximum Weekly Working Hours, Available at: https://www.gov.uk/maximum-weekly-working-hours/overview (Accessed 29th January 2013)