Recording, analysing and using HR information Review Essay

ContentsPage angiotensin converting enzyme Title of briefing notePage Two Contents knavePage Three Two reasons why the transcription ask to put one across HR information Page Four Two geeks of information that is accumulate within the establishment and how each supports HR practices Page Five A description of two methods of storing tempers and the benefits Page Six Limitations Act 1980 relating to the recording, storage and availableness of HR data and the selective information protection Act 1998 relating to the recording, storage and handiness of HR data Page Seven Reference list HR records and their retention atomic number 18 extremely complex and constantly changing areas requiring companies to charter document retention policies and monitoring programmes. (CIPD Website)Two reasons why the organisation needs to collect HR dataTo comply with legislative and regulatory requirements such as minimum wage, hours of work based on the working cadence directive, t ax and national insurance purposes.Organisational Records Such as military recruitment and plectron records, absence, staff turnover records, learning and development records. Provides information affecting the evidence of an organisation.Two types of data that is collected within the organisation and how it supports HR practicesOrganisational records enables an organisation to make informed decisions,these types of records are essential to monitor absence levels and recruit when necessary, to ensure productivity is effective and ensure that staff are maintaining a high level of efficiency through learning and development activities.statutory regulation Ensures practices are fair and consistent, and the treatment of employees can be monitored and evaluate for everyone, this also incorporates the health and safety of employees. The types of records held will be subject on the statutory regulations the organisations need to monitor.ACAS suggests Legislative changes, such as th e Working duration Regulations, whitethorn trigger organisational changes. Whatever the reason for change, good personnel records are key, providing the data for analysing what needs to be put into place. (ACAS Personnel data and record retentiveness booklet 2011)Two methods of storing records and the benefits of eachACAS suggests all organisations regardless of sizing need to keep accurate records of there employees. Therefore thought should be given by an organisation on how this data should be stored, and the type of remains that is most suitable to the organisation. (ACAS Personnel data and record care booklet 2011)The most popular dodgings chosen in most organisations is either a calculatorised or a manual system for storage.Computerised systemsThere are many systems that can be chosen dependant on the cost and how in-depth the analysis is needed to be carried out in the organisation. A computerised system enables trends to be easily collated and identified. It can be g enial and easy to obtain and sort information. Can often be a more secure way to retain data by having various levels of security based upon the individuals need for the information stored.Manual systemsWhile computerised systems could be costly manual systems are cheaper to implement. Manual systems are reliable in that there isnt a chance a manual system can crash unlike a computer system, which could also check to hackers. Files are easily accessible and doesnt require a computer to be turned on.UK legislations to be considered relating to the recording, storage and availableness of HR dataLimitation Act 1980Is where the organisations documents may be relevant to a contractual claim, it is recommended by the CIPD fact tag on retention that these be retained for at least the match 6-year limitation period. This is based on the 6-year time limit within which reasoned proceedings must be commenced as laid down by the Limitation Act 1980 by issuing a claim form.Data security s ystem Act 1998The Data Protection Act 1998 replaces the 1984 Data Protection Act. The particular points to note in the 1998 Act are in-person data shall be adequate, relevant and not excessive in relation to the purposes for which it is bear on Includes information held in filing systems regardless of date location (manual, paper-based, and computerise Personal data shall be obtained only for lawful purposes, and shall not be processed in any manner incompatible with this Personal data shall be kept for no longer than is necessary for the purposes for which it is processed Personal data shall be subject to appropriate technical and organisational measures to protect against illegitimate or unlawful processing and accidental loss, destruction or harm Personal data shall not be transferred to a country or territory outside the European Economic Area unless that country or territory ensures an adequate level of data protection.Reference listCIPD (July 2013) fact sheet on retention of documentswww.cipd.co.uk/hr-resources/factsheets/retention-hr-records.aspx2) ACAS (July 2011) Personnel data and record keeping booklet http//m.acas.org.uk/index.aspx?articleid=7173) ACAS (July 2011) Personnel data and record keeping booklet http//m.acas.org.uk/index.aspx?articleid=717