Essay on Approach to Hr Data Collection, Storage and Usage

HR records encompass a wide range of data relating to individuals working in an organisation, which may be stored in a variety of media, such as computer database or paper files. There and advantages and disadvantages to both media

The concept of "evidence based HR" is using specific tools (key performance indicators) to help clarify course of action, identify errors or omissions, and align HR to corporate strategy. It is a decision-making process combining critical thinking with use of the best available scientific evidence and business information (Rousseau & Barends 2011). It forces HR professionals to measure their efficiency and effectiveness quantitatively. In addition, it presents a clearer way to share information with colleagues in a systematic way. One tool that is used is Critical Path Analysis, which helps illustrate the minimum time

Human Resource managers, and other key personnel, now have full access to the HRIS system. They will spend a quick week in their own training, acclimating themselves with the quirks of the system and becoming comfortable with common tasks. After this week has passed then a full, company wide training will take place, with the goal of accomplishing two tasks. First, to inform employees of the new HRIS system and some of it’s key features. Second, to set expectations among employees of what their responsibility and interaction with the new system will consist of. A brief mention of some of the high level

The choice on how to keep records can depend on the organisation size and resources and should be in line with the business needs. Some organisations might choose a mix of manual and electronic methods, keeping some hardcopy of important documents like photocopies of ID/Passports.

* HRIS TYPE: Now that you’ve conducted some research in the previous assignment, you should have a good foundation to take the next step in your business plan. You should have a good review of the scenario, have conducted some research on HRIS systems, and now your next step is to choose a type of HRIS. Share the type of system you plan to implement to help your customer. This must be substantiated in this paper to your customer from a theoretical perspective.

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.

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.

As new job positions become available, the Human Resources (HR) department will be able to keep track of various applications filed for open positions. The new HR system will store applicant resumes with the application form and track the process through the interview and hiring process. Each manager would be responsible for his or her own employee files. At the same time, the new software will reduce the gaps that occurred in the previous software. As in any company, each manager would be responsible for tracking any leave that employees may need, such as family medical leave. This would, however; exclude worker’s compensation records because they are currently tracked by on outside firm.

The main purpose of the GenRays’ HRIS project is to replace the primitive legacy system by centralizing and streamlining Human Resource’s (HR) functions, and improving the current HR processes while facilitating growth and saving money across the organization.

* Absence – The company needs to collect data on employee’s absence including annual leave and sickness. By keeping track of absence we can get an idea of any trends within the organisation.

By analysing the data collated from our absence records, we can establish trends to enable the organisation to look to implement preventative measures to reduce overall long term absence levels.

SUBJECT: Information Paper 1. Purpose: To provide facts and overview of the HR Information Systems 2. Facts: a. The Enlisted Distribution and Assignment System (EDAS) is used to manage enlisted assignments, promotions, and personnel information. This system is also used to assist managers when conducting strength accounting, Unit Status Reporting (USR), and personnel readiness management. The EDAS system is used to provide interactive updates capability to post information directly to the Total Army Personnel Data Base (TAPDB) to those authorized users including field users to delete or defer Soldiers.

Below you will see descriptions of two essential items of UK legislation relating to the recording, storage and accessibility of HR data:

The vast majorities of organisations have a written absence/attendance management policy, record their employee absence rate collect information on the causes of absence and provide one or more well-being benefits. Developing line managers’ capability to manage absence (2014: 56% of those that made changes; 2013: 33%)

My recommendations as effective methods for this organisation to store the data relating to primary employee records and absence are as follows;