Analysis of HR Data: Recording, Usage at ASOS (Module Report)

This report examines the human resources practices of ASOS, focusing on the collection, recording, and analysis of HR data. It explores primary and secondary data collection methods, including surveys and the use of books and articles. The report details the importance of HR data for absence management, legal compliance, and providing management information. It outlines systems for recording and storing HR data, such as paper files and computer systems, and discusses the legal requirements, including the Freedom of Information Act and the Data Protection Act. The report also analyzes how HR data is interpreted to improve business performance and offers recommendations for ASOS, such as improving product quality and providing employee training. The conclusion emphasizes the importance of HR for business growth and success.

Recording, analysing and
using HR information

Table of Contents
INTRODUCTION ..........................................................................................................................3
ACTIVITY 1....................................................................................................................................3
ACTIVITY 2....................................................................................................................................3
a)..................................................................................................................................................3
b) ................................................................................................................................................4
c)..................................................................................................................................................5
d).................................................................................................................................................5
CONCLUSION ...............................................................................................................................5

INTRODUCTION
Human resource refers to the division of an organisation that is charged with analysing,
screening, hiring, and training job applicants and also administrating employee-benefits
programs. For this project, ASOS is a chosen British online fashion and cosmetic retailer. This
project is divided into two activities that includes information regarding the data of staff survey
and the ways of data collection, recording and using (Allsop and et. al., 2018).
ACTIVITY 1
ACTIVITY 2
a)
1. Ways for collection and recording HR data
There are two essential methods of collection data such as primary and secondary data.
Primary data will be gathered from survey and secondary data will be collected from books,
articles, magazines etc. sources. There are different types of data that will be collected by HR.
These are recruiting data, learning management, talent development etc.
There are some essential ways for recording the HR data. These are time tracking, contact
management, document composition, database etc. These are essential and useful ways for
recording the HR data in systematic manner.
2. Importance of collecting and recording HR data for an organisation
There are some importance of gathering and recording HR data, which will be explained
as below:
Absence management: It is one of the main importance of collecting and recording HR
data. Keeping individual records of absence whether it is lateness or sickness enable enterprise to
monitor employees performance as well as assist them in identifying of problem area and take
accurate or necessary action to resolve the problem (Chambert and et. al., 2018).
To meet legal requirements: Collecting and recording of HR data is also important for
ASOS in meeting with all legal requirements. There are some legal information such as working
time regulations 1998, minimum wage act 1998, NI details etc. Recording these information
enables an organisation to monitor legislation compliance.
3. Significant of organisational data in HR practices and the management team

Each and every organisation requires to collect HR data for different reasons that will be
explained as below:
Supply management information: In order to ensure that decisions made about the
training and manpower planning are based on actual requirements.
Legal requirements: In order to prove that the business is requiring at an equal
opportunity standards as well as to make sure that and turn out that any firing completed by the
ASOS is completed for the correct reasons and also is promptly available to prove that
(Chambert and et. al., 2018).
Along with this, there are basically two types of data gathered that support in HR
practices as well as management team when restructuring the organisation and redeploying
personnel. These are define as below:
Statutory record: This record includes different information such as national insurance
contributions, Tax, SSP and sickness, accident book and hours worked. These kind of records
make sure that the human resource department is amenable to entire of the regulatory needs.
Organisational records: This record covers different types of data including
absenteeism records, staff turnover, recruitment documentation, learning and development.
These record will help in HP practices by increasing productivity. This will also support
employee to maintain higher efficiency level that will be essential in personal development.
b)
1. System for recording and storing HR data and the advantages of each
There are two essential systems of recording the HR data that will be described as below
in detailed manner:
Paper files: In this method, records are stored by the human resource in the folders
manually and are systematic kept in locked. Benefits: Paper filing is an effective and cheap way of keeping human resource data. It is
a secure method because in this files are always locked in the cabinets.
Personal computer system: This is another method and in this human resource requires
to ensure that entire records can be reached as well as found easily (Wood and et. al., 2018).
 Benefit: It is probably most secure and essential way of storing, recording and managing
HR data. In this data can access in quick manner and has high level of safety with
controlled password as well as eliminate issues of misfiling.

c)
1. Legal requirements requires when recording, storing and accessing HR data
For following legal requirements are essential for ASOS because it will help them in
recording, storing and accessing of human resource data in systematic manner.
The freedom of information act (2000): In this act, request can be made about any data
by public sector enterprise on any subject. Main purpose of this act to increase transparency,
quality governing decision making, accountability and enhancing public understanding.
Data protection act (1998): Main aim of this act is to control how personal data is
utilised by entity or organisations. Recording and storing of HR data must maintain the privacy
of the gathered information so that personal information of an individual is not exposed.
Therefore, above mentioned all these are main legal requirements that must be follow by
ASOS while storing, collecting and recording of HR data (Wood and et. al., 2018).
d)
1. Analyse and interpret HR data
It is important for human resource to maintain record of all information. The most
essential constituents of the successful delivery of products or services. These are economic
implications, making and sustaining good relation, managing hard customers etc. For this
company must identify the needs and wants of customers towards the brand. As it will assist
business organisation in enhancing of their brand awareness.
2. Recommendations
There are some recommendations for the ASOS, which will be define as below:
 ASOS must provide quality in their products or services because it will help them in
increasing of customer base.
 ASOS should provide training to their employees that results are increased sales,
improved brand image etc.
 Company must use digital platforms for informing their brand to the customers that turn
to impact in improving business performance effectively.
CONCLUSION
From the above mentioned information, it has been concluded that human resources is am
important part of business success and growth. Primary and secondary are essential methods of

data collection used for attaining the valid outcomes. Therefore, collection and recording of HR
information is important for business growth and success.

REFERENCES
Books and journals
Allsop, S. A. and et. al., 2018. Corticoamygdala transfer of socially derived information gates
observational learning. Cell, 173(6), pp.1329-1342.
Chambert, T. and et. al., 2018. A new framework for analysing automated acoustic species
detection data: Occupancy estimation and optimization of recordings post‐
processing. Methods in Ecology and Evolution, 9(3), pp.560-570.
Chambert, T. and et. al., 2018. A new framework for analysing automated acoustic species
detection data: Occupancy estimation and optimization of recordings post‐
processing. Methods in Ecology and Evolution, 9(3), pp.560-570.
Wood, A.M. and et. al., 2018. Risk thresholds for alcohol consumption: combined analysis of
individual-participant data for 599 912 current drinkers in 83 prospective studies. The
Lancet, 391(10129), pp.1513-1523.