Hr Paper

Data Protection Act 1998, Freedom of Information Act 2000, Health and Social Care Act 2008, and Human Rights Act 1998

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.

Another piece of legislation that can affect the management of confidential information is the Freedom of Information Act 2000. Anyone is allowed to request information that has been recorded by any public-sector organisation, for example:

It is usually presented in the form of a report in tables, charts, statistics, and graphs or on spread sheets etc. This data may be used to arrive at important decisions within the organisation or with external organisations. So the data report has to be produced in such a way that it meets the aims and

The following report contains information on how Human Resources can support the organisation with both internal processes and meeting key business objectives.

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.

If you ask for information about yourself, then your request will be handled under the Data Protection Act; if you ask for information about other people (third parties), the Freedom of Information Act will apply. However, disclosure of personal information which would breach anyone else's rights under the Data Protection Act is not

The Freedom of information Act 2000 gives people the right to access recorded information for public sector organisations. The Act determines that it would be reasonable for the company to disclose policies surrounding HRM and certain types of data such as numbers of employees, diversity information, the pay of some employees (very senior staff), pay bands and details of expenses. Some personal information may be released providing it does not breach data protection laws

Below you will find an overview of some of the data that the HR function within British Gas Business collects. Within this report I will identify two reasons why British Gas Business needs to collect HR data, and the current methods in which we store the data. I will also briefly touch upon some key legislation which if compliant, will reduce any financial or legal risks to the organisation.

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 below note will give you a brief information about the way the organisation’s approach to collecting, sorting and using HR data.

3. What would you recommend as effective methods for this organisation to store the data, and why? (Give two different options)

Another reason for HR data collection is: providing the organization with information for decisions making.

Human Resource Management - is used to gather data and generate reports such as employee recruitments, performance reviews,