Collecting‚ storing and using L&D/HR data It is important that our organisation collects and records L&D/HR data‚ for example we may need to use L&D data when we are having inspections in our homes so that we can prove our staffs are compliant on their training. By collecting and recording data also helps us to ensuring the best use of our resources‚ for example exit interview data can be used to help us identify issues. We can use this information to make improvements. Organisations collect
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organisation’s approach to collecting‚ storing and using HR data and produce a briefing note on our findings. 1. Why does the organization need to collect HR data? The organization needs to collect HR Data in order to comply with regulatory legislative requirements such as‚ working time directive‚ health and safety and pay rates etc. It is also a legal requirement to provide written particulars of employment. By collecting these examples of HR data‚ this protects the organization from possible legal
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Need to Collect HR Data Page 6 – Activity 2: Analysing HR Data Page 7 - Referencing list Activity 1 Introduction “Accurate personnel records will help the organisation in many ways - increasing the efficiency of recruitment‚ training and development‚ and promotion. They can also provide the raw data to monitor equal opportunities issues and the legal requirements placed on all organisations” [ACAS: Online 27 January 2014]. This Data Management report will
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laws related to security and privacy of data In this document I will be discussing the laws that are related to security and privacy of datas‚ I will explain how they relate to the security and privacy of data. Computer Misuse Act 1990 This act was introduced to prevent users hacking. This also stops them entering a computer‚ programs or files without authorisation‚ this act is in place to prevent users to use the internet without permission to cause an act of crime and also prevents unauthorised
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Protection of Privacy and Freedom of Information in the Electronic Communications Sector INTRODUCTION: [pic] www.examiner.com With the growth in social‚ political and economic importance of the Internet‚ it has been recognized that the underlying technology of the next generation Internet must not only meet the many technical challenges but must also meet the social expectations and the code of ethics of such an invasive technology. Let ’s begin with a sense of the problem. Imagine
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X’s APPROACH TO HR DATA COLLECTION‚ STORAGE AND USAGE Within X data is being collected in a systematic approach of set guidelines. Subsequently stored and made easily available to all relevant people. Reasons why X collets HR data X needs to keep certain information in order to: satisfy legal requirements provide relevant information in decision making and for consultation requirement record contractual arrangements and agreements keep contact details of employees provide
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Safeguarding is an umbrella term that involves everything we do in the setting to ensure children are kept safe and healthy. It means a whole range of policies and procedures. Child protection is one aspect of this and is how our setting ensures children are protected from abuse. The 2008 Statutory Guidance for the Early Years Foundation Stage (EYFS) is underpinned by the positive outcomes of Every Child Matters and the United Nations Convention on the Rights of the Child (UNCRC) (UN‚1989) which
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privacy and protection of user’s information. The sudden rise in popularity of these sites has come long after laws and legal framework such as the Data Protection Act was written and therefore includes no special clauses for such sites. In this report we will look at the current and proposed UK legal framework to see if there is enough in place to keep innocent users safe on Social Networking Sites. The current UK legal framework which social networking sites must work under‚ are: Data Protection
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The right to confidentiality is guaranteed partly by the Data Protection Act 1998‚ partly by the Human Rights Act 1998‚ and partly by principles established by judges on a case by case basis (the common law). The Data protection Act 1998 sets out eight principles which are in essence a code of good practice for processing personal data. Your workplace policies and procedures will be based around those principles. The Human Rights Act 1998 details the right to a private life. There is also the GSCC
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Legal influences: Consumer Protection This covers all aspects of the sale of good’s and services and‚ as such‚ provide protection to consumers and regulates the operation and activities of the business. For the protection of customers it is required by law for business to follow the rules and regulations. There are various Act’s that business follow‚ they are listed below: - Consumer Protection Act (1987) - Sales of good act (1994) - Distance selling regulation (2000)
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