Hr Data Analysis Teamwork

The new HR Director has requested a report that shows a review of the organisation’s approach to collecting, storing, and using HR data. The findings will explain reasons why the organisation needs to collect HR data. The types of data that is collected within the organisation and how each supports HR practices. A description of the methods of storing records and the benefits of each. A statement of two essential items of UK legislation relating to the recording, storage, and accessibility of HR data.

It is estimated that stress causes the UK economy around £7 billion a year, of which £4 billion is as a result of the 180 million working days lost due to staff taking time off work. As such the importance, if not purely on a financial basis, can be seen to

reduced absenteeism. Absenteeism is a result of employee boredom with their job as they don’t feel personally connected to the company. Empowered employee feels valued and challenged which results in job satisfaction consequently absenteeism decreases.

It’s also good practice to conduct a return to work interview with anyone who has been absent due to ill health after any period of illness. Employees should be asked to explain any inconsistencies between the reason given for their absence and any observed behaviour. Only if an employee cannot give a satisfactory explanation should disciplinary action being taken.

The data I propose to collect would be current attendance records, training completion results, current stats and IT ticket entries. I would align current attendance records with current stats and training competition results to see if there is any correlation between employees who are frequently absent and determine how much of an effective employee they are. If an employee is frequently absent, there is a high percentage that they are missing important information and training sessions that would assist them in being a more effective employee. An associate could be a great asset to an organization, however their presence is needed for them to have an impact on the organization. Comparing the training completion results to current stats can show reveal if this is accurate or not.

Some of the benefits of storing documents in hard copy format are that you can track amendments to the original documents, you can read the document without the reliance on electricity, you can physically see the signature on the document and files cannot be accidently deleted or corrupted. Documents can be recalled and deleted/amended easily

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 a manager in a Contact Centre, unplanned absence causes issues. I have collected the absence data across the four departments within the Contact Centre for the same time period in 2011 and 2012. (January – September)

* 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.

Absence from the British Gas Business – Customer Care function is currently at its highest levels since 2010. The average number of days taken as absence within the short term sickness (STS) criteria (under 20 consecutive days), has increased from 4.6 to 5.5 days per employee per rolling 52 weeks. The increase in long term sickness (LTS) registered within the organisation has increased by 0.8% over the past 4 years.

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.

Further to your request for the review of the organisation’s approach to collecting, storing and using HR data please see the briefing note below.

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;

Unfortunately, she was heavily involved in TUPE at the moment but progress had to be made. She was confident the HR Services Manager had the ability and knowledge to draft such a report, which would be a very good developmental assignment. She suggested to him that it should be based on the information presented above, analysing any problems, suggesting how they should be dealt with, recommending the programmes and priorities involved, making a business case for any significant changes in HR policies or terms and conditions of employment, dealing with any employee relations issues and outlining a consultation and communication