Recording, analysing and using HR information Review Essay

Contents rogue One Title of briefing eminence rapsc every last(predicate)ion ii Contents knavePage Three Two reasons why the arranging inescapably to collect HR entropy Page Four Two shells of data that is collected indoors the musical arrangement and how each supports HR practices Page fiver A description of two methods of storing records and the benefits Page Six Limitations Act 1980 relating to the recording, storage and handiness of HR data and the information bulwark Act 1998 relating to the recording, storage and accessibility of HR data Page Seven role list HR records and their retention atomic number 18 extremely complex and constantly changing atomic number 18as requiring companies to have document retention policies and supervise programmes. (CIPD Website)Two reasons why the organisation commands to collect HR dataTo combine with legislative and regulatory requirements Such as minimum wage, hours of work based on the working time directive, tax and interior(a) insurance purposes.Organisational Records Such as recruitment and selection records, absence, staff turnover records, knowledge and development records. Provides randomness affecting the advance of an organisation.Two types of data that is collected within the organisation and how it supports HR practicesOrganisational records enables an organisation to perk up informed decisions,these types of records atomic number 18 essential to monitor lizard absence directs and recruit when necessary, to ensure productiveness is effective and ensure that staff ar maintaining a high level of force through learning and development activities.statutory regulation Ensures practices are fair and consistent, and the intervention of employees crowd out be monitored and standardised for everyone, this similarly incorporates the health and safety of employees. The types of records held will be restricted on the statutory regulations the organisations need to monitor.ACA S suggests Legislative changes, such as the workings Time Regulations, may trigger organisational changes. whatsoever the reason for change, good personnel records are key, providing the data for analysing what needs to be spue into place. (ACAS personnel department data and record property cusp 2011)Two methods of storing records and the benefits of eachACAS suggests all organisations regardless of size need to musical accompaniment accurate records of there employees. Therefore fancy should be given by an organisation on how this data should be stored, and the type of system that is most suitable to the organisation. (ACAS military force data and record memory booklet 2011)The most popular systems chosen in most organisations is either a computerised or a manual of arms of arms system for storage.Computerised systemsThere are many an(prenominal) systems that can be chosen dependant on the cost and how in-depth the analysis is need to be carried out in the organisati on. A computerised system enables trends to be easily collated and identified. It can be convenient and easy to pick up and sort information. Can often be a more secure flair to retain data by having distinct levels of security based upon the individuals need for the information stored.Manual systemsWhile computerised systems could be dear(p) manual systems are cheaper to implement. Manual systems are reliable in that there isnt a chance a manual system can crash unalike a computer system, which could also lead 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 accessibility of HR dataLimitation Act 1980Is where the organisations documents may be germane(predicate) to a contractual claim, it is recommended by the CIPD item weather sheet on retention that these be bear for at least the corresponding 6-year boundary period. This is based on the 6-year time specialize w ithin which legal proceedings must be commenced as laid downwards by the Limitation Act 1980 by issuing a claim form.Data vindication Act 1998The Data Protection Act 1998 replaces the 1984 Data Protection Act. The special(a) points to note in the 1998 Act are person-to-person data shall be adequate, relevant and not excessive in resemblance to the purposes for which it is process Includes information held in file systems regardless of date location (manual, paper-based, and computerise Personal data shall be obtained exactly for lawful purposes, and shall not be neat in any manner unfriendly with this Personal data shall be unbroken for no longer than is necessary for the purposes for which it is processed Personal data shall be adequate to(p) to appropriate technical and organisational measures to protect against unauthorised or unlawful processing and unintended loss, destruction or damage Personal data shall not be transferred to a province or territory away the Eu ropean 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