Minimum Wage and Hr Data Page
Contents
Page 1 - Introduction
Page 2 to 5 – Activity 1: Why Organisations 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 outline two reasons why organisations need to collect HR data, I will be identifying two types of data and will explain how each support HR. I will also describe two methods of storing records and the benefits of each and will also give an explanation of two essential items of UK legislation relating to the recording, storing and accessibility of HR.
Why organisations need to collect HR data
There are a number of reasons why organisations collect various types of HR data such as:
• Sickness/ absence management
• To meet legal requirements
• Performance management
• To keep record of contractual arrangements
• To keep employees personal data
• Performance management, appraisals, Learning & Development
Below are two particular reasons why organisations collect HR data;
1) Sick/absence management - “This is one of the longest-running causes of serious concern to managers. Unapproved absence from work causes a multitude of problems to managers and involves the organisation in significant extra costs” Currie, D (2006). Keeping individual records of absence whether it is sickness or lateness enables organisations to monitor individual performance and help identify problem areas and take necessary action to resolve the matter.
2) To meet legal requirements – By law all organisations however large or small must keep records of certain information, for example
Page 1 - Introduction
Page 2 to 5 – Activity 1: Why Organisations 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 outline two reasons why organisations need to collect HR data, I will be identifying two types of data and will explain how each support HR. I will also describe two methods of storing records and the benefits of each and will also give an explanation of two essential items of UK legislation relating to the recording, storing and accessibility of HR.
Why organisations need to collect HR data
There are a number of reasons why organisations collect various types of HR data such as:
• Sickness/ absence management
• To meet legal requirements
• Performance management
• To keep record of contractual arrangements
• To keep employees personal data
• Performance management, appraisals, Learning & Development
Below are two particular reasons why organisations collect HR data;
1) Sick/absence management - “This is one of the longest-running causes of serious concern to managers. Unapproved absence from work causes a multitude of problems to managers and involves the organisation in significant extra costs” Currie, D (2006). Keeping individual records of absence whether it is sickness or lateness enables organisations to monitor individual performance and help identify problem areas and take necessary action to resolve the matter.
2) To meet legal requirements – By law all organisations however large or small must keep records of certain information, for example