A Review Of The Approach To Collecting, Storing And Using HR Data Recording, analysing and using HR information
To HR director
From HR Advisor
Page One - Title of briefing note
Page Two - Contents page
Page Three - Two reasons why the organisation needs to collect HR data Page Four - Two types of data that is collected within the organisation and how each
supports HR practices Page Five - A description of two methods of storing records and the benefits Page Six - Limitations Act 1980 relating to the recording, storage and accessibility of HR
data and the Data protection Act 1998 relating to the recording, storage and
accessibility of HR data Page Seven - Reference list
" HR records and their retention are extremely complex and constantly changing areas requiring companies to have document retention policies and monitoring programmes." (CIPD Website)
Two reasons why the organisation needs to collect HR data
To comply with legislative and regulatory requirements - Such as minimum wage, hours of work based on the working time directive, tax and national insurance purposes.
Organisational Records – Such as recruitment and selection records, absence, staff turnover records, learning and development records. Provides information affecting the state of an organisation.
Two types of data that is collected within the organisation and how it supports HR practices
Organisational records - enables an organisation to make informed decisions, these types of records are essential to monitor absence levels and recruit when necessary, to ensure productivity is effective and ensure that staff are maintaining a high level of efficiency through learning and development activities.
Statutory regulation - Ensures practices are fair and consistent, and the treatment of employees can be monitored...
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