Recording, Analyzing and Using HR Information

Recording, Analyzing and Using HR Information
Recording, Analyzing and Using
HR Information
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Recording, Analyzing and Using HR Information
Table of Contents
Activity 1 2
1.1. Organization needs HR data 2
1.2. Range of HR data and support of HR practices 3
Activity 2 4
2.1. Different Systems to record and store HR data and benefits 4
2.2. Legal requirements 4
Activity 3 5
3.1. Analyse and interpret HR data 5
3.2. Findings 8
References 9
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Recording, Analyzing and Using HR Information
Activity 1
According to the New HR Director, the briefing reviews on Gulf Consolidated Contractors’
approach are to collect, store and use the HR data. The findings and the result of the briefing
help in developing the reasons for collecting HR data. In addition to this, the findings will
also explain the type of data that an organization collects, and how these data support the HR
practices. The briefing also describes the method of storing the records, including the benefits
of these methods. This will also include explaining two essential items of UK legislation that
relates to the collection and storage of the HR data.
1.1. Organization needs HR data
Organization needs HR data because each system impacts the record keeping of the laws. The
component of the enterprise resource planning adopts the recruiting software of human
capital information management tools. There are multiple reasons why HR information and
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Recording, Analyzing and Using HR Information
data should be gathered and recorded in an organization. The other reason for gathering data
is to meet the legal needs (Leatherbarow & Fletcher, 2013).
These are segmented into the length of service as well as the responsibility. To develop the
organizations against the general labor, it can deal with the turnover rates with different
organizations.
The law requires all organizations, either small or large, to keep record of certain
information. This organization needs data because it helps in showing whether the company
employees work the number of hours required by the law such as the minimum wage act.
Recording and storing of certain personal data help the employing organization monitor the
legislation compliance. Another reason for collecting data is to manage sickness and absence.
This is one of the major challenges for a manager. When an organization has many
unapproved absences, it causes major challenges for the manager, which involves running the
company at an extra cost (Leatherbarow & Fletcher, 2013). As such, keeping the absence and
lateness records of the employees can help the company to monitor the individual
performance of the employees, which can help in identifying the major areas with problems
and the necessary action to address the problem.
The data collected by an organization may differ. One type of data that an organization can
collect is statutory regulation (Armstrong & Armstrong, 2012). This type of data ensures that
the organization has fair and consistent practices and that it can monitor whether all the
employees are treated in a standardized method. Another type of data is organization data
(Armstrong & Armstrong, 2012). This data helps an organization make informed decisions.
The organization records are important as it can help the HR monitor the absence and
performance levels of the employees, which can help in more recruits to ensure that the
company has effective productivity.
1.2. Range of HR data and support of HR practices
Paper records – l. There are legal needs that employees are needed to meet the amount of
time that the specific information needs to be retained and assessed. (Armstrong &
Armstrong, 2012).
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