3rai Recording, Analysing and Using Hr Information

One of those being that information does not breach security protocols (e.g. not sending out a document you’ve produced without it first being approved by your manager). Another being storing of business documents for example filing cabinets we use being locked; only certain staff have a key to open this cabinet. Also, protecting documents, for example password protection… certain documents that contain peoples personal information or confidential data have passwords on them so you must know this password to open the document. Finally, read-only access (e.g. if a document is in use at the time, no one else can open it and edit it, they can only open a read-only

I will Use secondary research to give me a wider understanding and hopefully trends within the subject, staff turnover is an ongoing issue for most if not all organisations so there should be readily available information available for me to use in my study.

Ultimately the type of data HR collects depends on the business needs and industry. In order for HR to present relevant data they must have a clear understanding of the organisational plan and senior management must provide some insight as to what information they need.

The report will discuss the CIPD HR Profession Map and how the framework and standards within it define a HR professional. The professional areas, the bands and the behaviours will be outlined and the two core professional areas as well as two behaviours will be evaluated to explain how they uphold the concept of ‘HR Professionalism.’ Examples from the knowledge and activities in band 2 will be used in support.

| Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3)

There are various legislative acts and regulations that instruct on how we are to record and store HR data, I will briefly summarise 2 of them.

I have been asked to provide a report that supports the retention of the HR function within our organisation. In this report I will explain how Human Resource activities support the organisations strategy and how HR professionals support line managers and their staff.

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.

Further to the recent organisation re-structure forecasting the closure of the HR department, the following report has been created to highlight the importance of the HR activities and the support it offers within the organisation.

Legislation and Compliance – The company needs to collect data from our employees to ensure we comply with legislation and our industry requirements, for example a copy of an employee’s passport or visa to show right to work, evidence of a Doctor’s registration status. We also collect data pertaining to equality and diversity…

These different functions have their own roles and work together to optimise performance. Different functions work together by communicating with each other and sharing information so that everybody has relevant up to date information on the company’s plans and tenants issues. Each function carries out its own

A review of the British Gas Businesses current approach to collating, storing and using HR data within the organisation.

In order to manage our records, we should also up our game in electronic records management. All of our records should be being kept up in an electronic file and archived in case there is ever a need to review. Sales records are also very important and we want to make sure we keep a thorough record of all completed transactions and our contracts. Our record keeping shows that we are responsible and this is also acts as an insurance policy for our company in many cases. Our company always needs to be ready for any unfortunate legal matters whether that be with the IRS,

HRIM databases can be beneficial for top management development of business strategies. He gives an overview of database entries of an HRIM system. Items range from “address specifications” over “educational degree” and “pay change reason” to “performance increase in %” and specific skill functions. As an advantage entries can be used to forecast average labor costs and supply of internal human resources. But an integrated and intranet based HRIM system has advantages for almost every section of employee in an organization. HRIM systems can give rights to specific user groups with a certain job position. As a health and safety manager for instance you can access and analyses with the help of statistics an increase or decrease in injuries. Tasks can be more accurately assigned to people with the right skills which in turn improves the efficiency of workflow and the job satisfaction since employees do not have to work in a field they are not specialists in (Stone, 2008).

The importance of records is frequently related to its timeliness. Useful records must get to decision makers regularly and fast. To offer timely statistics, accounting