Analysing using human resource information

Recording, Analysing & Using Human Resource Information

ICS Learn Cover Sheet

*Online Class Date	June 2019

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2) To provide information to support the organisation in its decision making – By keeping employee records the above mentioned organisation can support themselves in its decision making in various ways. For example as this organisation tends to employ a significant number of students during the holiday period they would be able to look at records from previous years and perhaps re-employ students who had a good previous record in attendance and performance etc. On the other hand if they had an employee who caused them problems with areas such as attendance or performance they would know not to re-employ them. This could help to save time and resource when it comes to recruiting for the holiday period.

1.2 Two examples of types of data the above organisation may want to collect to support with HR or L&D practices are as follows –

Recording, Analysing & Using Human Resource Information

HR departments may need to access information from different Stores for reporting etc.

therefore I feel it would be necessary to have a master database for all employees. Common examples of types of data stored on a database would be name, address, start date, date of birth and salary etc.

I will specifically concentrate on the areas of payroll and personnel.

Firstly, paying employees the correct amount of money at the correct time is essential to employee satisfaction.

Recording, Analysing & Using Human Resource Information 1.5. Three aspects of the storage of data that need to be addressed as a result of the General Data Protection Regulation (GDPR).

According to government legislation, The National Archives cited that The Data
Protection Act is an ‘Act to make new provision for the regulation of the processing of information relating to individuals, including the obtaining, holding, use or disclosure of such information.’
1) Data that is processed must be done so fairly and lawfully.

This means that any information gathered must be relevant to the specific job of the employee. One must ensure not to hold more information than what is needed for a specific purpose.

3) Data stored must be accurate and where necessary kept up to date.

Recording, Analysing & Using Human Resource Information

Key findings within this data are as follows;

 Store C has the highest staff turnover, that being 21% in the last 12 months

These figures may lead the HR within the organisation to consider a different approach for staff cover over the holiday periods and Christmas if it is going to have a negative effect on the turnover % for that period of 12 months. An example of how they could improve this would be to offer overtime to existing employees rather than hiring temporary workers for the Christmas period.

Recording, Analysing & Using Human Resource Information

References

	Martin, M. Whiting, F. and Jackson, T. (2010) Human Resource Practice, Chartered Institute of Personnel and Development, London. Daniels, K. (2010), Recording, Analysing and Using Human Resource Information, ICS Limited, Glasgow.