Essay on Recording, Analysing & Using HR & L&D information

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.

As a carer or healthcare provider, some of our obligations are to make sure that information is: utilized reasonably and legally, utilized for restricted, particularly expressed purposes, utilized as a part of a way that is sufficient, applicable and not unnecessary, accurate, kept for no more than is totally fundamental, handled by information insurance rights, kept protected and secure and not exchanged outside the UK without sufficient insurance (Walsh, 2011, p.88).

The data protection Act 1998 is how personal information of living people is being used. The main intention is to protect people’s data from being used illegally. The principles of the data protection act that must be followed are the information must be used moderately and follow the rules set by the law. The information must be kept for a certain period of time. For example, if an organisation has information of someone and they can only keep it for 5

The relationship in the middle of gathering and scattering of information, innovation, people in general desire of security and the legitimate and political issues encompassing them. However, the Data Protection Act 1998 is an Act intended to ensure data held about people. All associations including health and social care organisations must enroll as an information client and take after the principles gave.

These provide key information about the candidate in structured and consistent manner that is needed for a specific position. It speeds up the initial screening process. They can also form the basic starting point of the personnel record and are generally very easy to use and record.

2. The Continuous Professional Development (CPD) data for the employees, their succession planning and for ensuring the correct skillsets are retained within the organisation.

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.

They are to be treated as confidential and kept secure as per Privacy Act 1998

a) Data protection Act (1998) – DPA ‘It is the main piece of legislation that governs the protection of personal data in the UK.’ (http://en.wikipedia.org/wiki/Data_Protection_Act_1998).

This Act is used to protect the individuals’ personal records (staff and service users), and all individuals have the right to protect their confidential information. The data Protection Act, defines eight data protection principles to make sure that the information are protected and processed lawfully and everyone who is responsible of the data needs to follow these data protection principles.

The Data Protection Act 1998 defines UK law on the processing of data on identifiable living people. The act contains eight principles, which all organisations processing personal information must conform to, these are:

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.

According to Bassi (2011), HR Analytics is an evidence-based process of recording HR data such as turnover numbers

Some organisations do not have adequate information about their employees. In the absence of proper information and data base, this system cannot be properly implemented. So it is necessary to collect, store and retrieve information before implementing human resource