Certificate in Human Resources Practice
Unit 3 – 3RAI
Recording, Analysing and Using HR Information
Organisations need to collect data as a point of reference to be able to retrieve information whenever it is needed. There is also need for data as a legal requirement.
Two examples of data collected:-
Attendance – recording staff absences is essential to an organisation to identify true absences i.e. illness against identifying those who may choose to take time off for other reasons, i.e. dissatisfaction with role, dissatisfaction with management, lack of motivation and accountability. Many organisations use the Bradford Score to calculate ...view middle of the document...
Large organisation will need space to store records safely and securely for specified time periods, bulky and costly if additional space is needed.
Two essential items of UK legislation relating to the recording, storage and accessibility of HR data:-
The Data Protection Act 1998 (DPA) came into force on the 1st March 2000, and there have been amendments since. The act works alongside the Freedom of Information Act 2000 and are enforced by the Information Commissioner. The Commissioner is independent from the government and holds up the rights of the public interest. The Commissioner provided guidance to individuals and organisations and assist with problem solving, taking appropriate action when the law is broken. In essence the law means those who decide how and why personal data is processed must comply with certain data protection principles.
There are eight principles in place which specify that data must be:-
* Fairly and lawfully processed
* Processed for limited purposes
* Adequate, relevant and not excessive
* Not kept for longer than necessary
* Processed in line with an individual’s rights
* Not transferred to countries outside the EEA without adequate protection
It is against the law if a data controller does not keep to these principles, and penalties may be imposed. The Information Commissioner issues undertakings, enforcement notices for serious breaches, civil monetary penalties of up to £500,000 for a breach of one or more of the principles.
Freedom of Information Act 2000
The Freedom of Information Act 2000 came into force on the 1st January 2005. The Act gives the right to anyone, anywhere in the world, to request copies of any recorded information from a public authority or companies that are wholly owned by public authorities. The purpose of the act is to give the public greater access to information and to make the public bodies accountable to the public and enable transparency in the operation of public bodies.
Activity one word count: - 596
Activity One Reference:-
Data Protection – Factsheet – CIPD
ACAS and Freedom of Information
Resourcing and Talent Management Survey
Finding the right person for a job can transform a business
as well as that person’s life!
The 2013 Resourcing and talent planning survey report, produced in partnership with Hays, examines organisations’ resourcing and talent planning strategies and practices and the key challenges and issues they face. The 2013 survey report is based on 462 respondent organisations from the UK. The survey has provided HR professionals and their organisations with benchmarking data on recruitment costs, resourcing and talent management practice, employee turnover rates and recruitment practices. Appendix A refers to a breakdown of statistics for this report.
Companies observe a fierce war for talent, with organisations reporting competition for...