3RAI

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FOUNDATION CHRP CL&D ASSESSMENT

Recording, analysing and using HR information (3RAI)

3RAI_F203A_HR_June – Core Unit Assessment – Version 3 June 2012

Student 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
1
2
2.1 Describe different systems for recording and storing HR data and the benefits of each.

2.2 Explain legal requirements relating to the recording, storage, and accessibility of HR data.

LO3: Be able to analyse HR data and present findings to inform decision-making 3.1 Analyse and interpret HR data.

3
3.1
3.2 Present findings in a clear, concise, and meaningful manner to inform decision-making within an organisation.

ASSESSMENT OUTCOME

PASS/REFER

Students should please note that the above Assessment Outcome for this Unit is provisional and is subject to Internal EHWLC verification (IV) and external CIPD Verification (EV).

Tutor: Date: Tutor’s signature:

1. UNDERSTAND WHAT DATA NEEDS TO BE COLLECTED TO SUPPORT HR PRACTICES(page 5) 1.1WHY AN ORGANISATION NEEDS TO COLLECT AND RECORD HR DATA
1.2RANGE OF HR DATA THAT ORGANISATIONS COLLECT AND HOW THIS SUPPORTS PRACTICE

2. KNOW HOW HR DATA SHOULD BE RECORDED AND STORED (pages 5-6) 2.1DESCRIBE DIFFERENT SYSTEMS FOR RECORDING AND STORING HR DATA AND THE BENEFITS OF EACH 2.2EXPLAIN LEGAL REQUIREMENTS RELATING TO THE RECORDING, STORAGE AND ACCESSIBILITY OF HR DATA

3. BE ABLE TO ANALYSE HR DATA AND PRESENT FINDINGS TO INFORM DECISION-MAKING(pages 6-8) 3.1ANALYSE AND INTERPRET HR DATA
3.2PRESENT FINDINGS TO INFORM DECISION-MAKING WITHIN AN ORGANISATION

1. UNDERSTAND WHAT DATA NEEDS TO BE COLLECTED TO SUPPORT HR PRACTICES 1.1WHY AN ORGANISATION NEEDS TO COLLECT AND RECORD HR DATA
The idea of this assignment is to talk about the importance of managing data in any business activity, but specifically the one which is of most interest to us is related to HR practices: how to act when we manage data, how to collect this information and how to store the documents. One of the reasons why an organisation needs to collect and record HR data is to drive future business decisions within a company. Everything is based on the data and directly affects the company’s strategy and the company’s needs. Another reason to collect and record data is to comply with legal requirements and legislation, for example the principle of equality. If we have in our HR department adequate personnel records, we can make sure we are complying with the law and therefore in line with UK policies or European regulations and Data Protection.

1.2RANGE OF HR DATA THAT ORGANISATIONS COLLECT AND HOW THIS SUPPORTS PRACTICE

HR collects different range of data depending on the sector, however we can identify common documentation required for a new employee such as a copy of the passport, details of the bank account, national insurance number... An example of data that organisations can collect is the registration of the employee training. Having the records up to date help HR to prepare L&D actions, to identify training needs and helps to calculate the cost of the training plan. Another type of data collected can be about the absenteeism. It affects to the productivity and it is a cost for any company. Having this information updated and recorded helps HR to act on it and can lead to new recruitment processes and can affect the environment in the workplace.

2. KNOW HOW HR DATA SHOULD BE RECORDED AND STORED

2.1RECORDING AND STORING HR DATA

The way we store the data can be in paper (folders inside cabinets) and electronically.

The benefits of keeping paper HR records are:...

Bibliography: Acas. (July 2011). Personnel data and record keeping . Available: http://www.acas.org.uk/media/pdf/c/a/Acas_Personnel_data_record_keeping-accessible-version-July-2011.pdf. Last accessed 21st April 2015.
CIPD. (March 2015). Data Protection. Available: http://www.cipd.co.uk/hr-resources/factsheets/data-protection.aspx. Last accessed 20th April 2015.
Leatherbarrow, C., Fletcher &J., Currie, D. 2010, Introduction to Human Resource Management, London: CIPD
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