Recording analysing and using HR information Essay

The below note will give you a brief information about the expressive style the formations begin to collecting, sorting and using HR data. This was divided into the pursuit1) Two reasons why the judicature needs to collect HR dataa) to be fit to retrieve information whenever it is needed. For simulation each organisation has to keep faithful records or information of their employees in order to be able to use this information for planning ahead () b) a legal requirement, for instance in order to be able to make accurate tax returns to the government 12) Two types of data that is collected within the organization and how each documentations HR practicesa) sickness records this type of data/ depict may be collected sporadically (monthly or quarterly) and compared or analysed against each employees attendance records. This helps the human resources to manage the attendance record of the organisation accurately and inform direct contrast managers of the constant attendance off enders () b) the contact details for each employee especially menage address. This is essential if a correspondence needs to be sent out to each employee, such(prenominal) as contract, payslips, pensions 23) A description of at least devil manners of sorting records and the benefits of eacha) manual method paper-based items such as employees original application forms, contracts of employment and any other documentation letters, references, and so on that tinge to employment. Such records should be systematically field for security purposes and ease of access to authorized users. () b) electronically method () not only can absence seizure seizure turnover, pay and prep be monitored easily, but specific programs on human resource planning, psychometric testing, employee development and appraisals can be used to help make relevant decisions.Databases containing employee details can be a real time-saver when it comes to working out pay awards, statistics on how many people have been trained who is due for retirement and so on () Both of those methods help in strategic decision-making, support run to line managers, () provides information when decisions need to be made about the future(a) of an individual employee 34) A statement of at least two essential items of UK legislation relating to the recording, storage and handiness of HR dataa) Data Protection function (1998)processed fairly and lawfully and shall not be processed unless certain conditions are met obtained only for specified and lawful purposesadequate, relevant and not excessive ()accurate and up to datekept for no longer than in necessaryprocessed in ossification with the rights granted under the DPA98 kept securelynot transferred to a country without adequate data security measures4b) Freedom of Information Act 2000 provides open access to information held by public authorities. It does this in two ways Public authorities are obliged to publish certain information about their activiti es and Members of the public are entitled to request information from public authorities. 5Part B493This section analyses Absence Management in Private Sector in 2014. The information is based on the CIPD Survey Report, published in November 2014.The report concentrates on analysing data for organisations on absence as well as a focus on employee wellbeing. Additionally the report says, about the impact of government initiatives on absence management. The report was divided into the following sections1) Absence levelIt has reduced considerably. The average level has fallen by 1.7 days this year compared with last. (Figure 1) distance of absencenearly of absence are short-term (up to 7 days),14% of absence are semipermanent (up to 4 weeks) (Table 6)a) short-term absence based on the vast majority 85%minor diseasemusculoskeletal injuriesback painhome/family responsibilitiesstressmental ill-health (Table 10)1/3 of private sector organisations reported increase in stress-related abs ence.The reasons of it are high workloads, non-work relationships/family and management style.2/5 of private services organisations report an increase in mental health problemsSolutionswith regards to stress absence management training and training to build personal resilience, pliant working options/ improve work-life balance with regards to mental ill-health counseling, flexible working options/improved work-life balance and employee assistance programmers,training to line managers to soundly manage and support staffb) long-term absenceacute conditions (stroke, heart attack, cancer)stressmusculoskeletal injuriesmental ill healthback pain (Table 13)Solutions transfer the working patterns or environment to enable people to stay in or return to work, flexible working arrangementsThe vast majorities of organisations have a written absence/attendance management policy, record their employee absence rate collect information on the causes of absence and provide one or more well-being be nefits. Developing line managers capability to manage absence (2014 56% of those that made changes 2013 33%) This was achieved by an change magnitude focus on attendance strategies and the fact that some organisations are developing line managers capability, from 39% (2013) to 61% (2014)2) Cost of absenceIt has increased compared with last year2014 5202013 467 (Figure 2)3) Approaches to absence managementa) short-termreturn-to-work interviews (the most effective method)trigger mechanisms to revive attendancedisciplinary procedures for unacceptable absencegiving sickness absence information to line managers (Table 25)b) long-termreturn-to-work interviewsrisk assessments to aid return to workoccupational health involvement (table 26)4) government plan1/5 of organisations plan to access the new government Independent Assessment and consultative Service (now called the Fit for Work Scheme).SummeryMost private sector employers believe they could decrease their absence levels. Organi sations themselves need to ensure that they understand the cost of absence to help galvanise senior management support for addressing absence issues. Regular monitoring, review and act on the data they collect regarding the level and causes of absence, to ensure their approach to absence and well-being is relevant to their organisations specific issues. Clearly is essential to develop line managers in managing short-term absence. 6Bibliography1 Why Organisations Need Data College Essays Oluwatayo. 2014. Why Organisations Need Data College Essays Oluwatayo. ONLINE Available at http//www.studymode.com/essays/Why-Organisations-Need-Data-1001107.html. Accessed 30 December 2014.2 Why Organisations Need Data College Essays Oluwatayo. 2014. Why Organisations Need Data College Essays Oluwatayo. ONLINE Available at http//www.studymode.com/essays/Why-Organisations-Need-Data-1001107.html. Accessed 30 December 2014.3 Introduction to Human Resource Management A Guide to HR in Practice, C harles Leatherbarow, Janet Fletcher, Donald Currie, Published by CIPD, 2013, page 77-784 Introduction to Human Resource Management A Guide to HR in Practice, Charles Leatherbarow, Janet Fletcher, Donald Currie, Published by CIPD, 2013, page 3925 What is the Freedom of Information Act? ICO. 2014. What is the Freedom of Information Act? ICO. ONLINE Available at https//ico.org.uk/for-organisations/guide-to-freedom-of-information/what-is-the-foi-act/. Accessed 30 December 2014.6 http//www.cipd.co.uk/binaries/absence-management_2014.pdf