CHRP-3RAI Recording, Analysing and Using HR Information

Question:

  • Explain at least two reasons why the organisation needs to collect HR data;
  • Identify at least two types of HR data (e.g. absence, sickness, exit interviews, turnover) collected within the organisation and evaluate how the collection of each type supports HR practice; 
  • Describe how the organisation currently stores data plus at least one other way in which it could do so, identifying the benefits of both the current and alternative approaches;
  • Evaluate whether the organisation is meeting its legislative obligations in relation to how data is recorded, stored and accessed. To do so, you must explain relevant legislation relating to freedom of information and data protection (as a minimum).  (For programmes delivered outside of the EU, you should refer to local legislation. In the absence of local legislation, then you should refer to EU law).

Part 2 (AC 3.1, 3.2)

Using your own organisation (or one that you are familiar with) review a specific area of HR data that is collected and stored (e.g. absence, staff turnover, pay, engagement, etc.). Analyse this data (make sure it is anonymous) and prepare a PowerPoint presentation (of between 10-12 slides), (using graphs, tables, charts, etc.) of no more than 15 minutes on your analysis and conclusions. The presentation should cover:

  • An introduction to the HR data being investigated;
  • Findings that clearly show your activity of analysing and interpreting the data; 
  • Your conclusions and recommendations, presented so that they would be able to inform and influence future decision making within the organisation.
  • You need to write your commentary (what you plan to say) with each slide in the notes box under the actual slide. This will enable you to fully demonstrate your interpretation of the data provided.

Solution:

 Activity 1.1

Organizations, whether governmental or private, need to record, preserve and maintain a variety of data on their employees for reference. All personal data relating to all employees is needed for various reasons: employee salary payments and account numbers;

In addition to this accurate and up-to-date information, sound strategic and operational decisions are needed to help the organization achieve its goals and objectives.

Data examples include:

Knowledge and skills – will enable organizations to identify new products/services/potential geographic markets for entry based on employee skills

Turn Employee Turnover – determines whether there is a need to change reward systems, induction processes or other specific processes

Training- Collecting the data from the HR department side can allow the Training Department to have historical information to be a basis for future planning such as costs of training previous years, assumptions of budgets next year, any development with the performance of employees who have taken training courses

All data and information saved about employees is subject to the Data Protection Act 1998 and therefore cannot be collected and retained unless there is a clear purpose, whether legal or otherwise. They can be retained only if they are needed by organizations.

Activity 1.2

Human resources data are needed to support strategic, operational and administrative decision-making. This could include information on whether existing staff have skills that meet the organization’s expected future needs. The range of human resources data could include:

Recruitment and selection – Enabling organizations to monitor and analyse the success rates of the recruitment and selection process and the need to know the return on investment, the percentage of applications on the shortlist, the measurement of previous years / between departments

Payment and rewards – Enables organizations to analyse and measure the percentage of salaries and wages paid by organizations to employees, wage reviews across grades, competitiveness and competitive advantage of the market and measurement with previous years and develop a future plan in line with the financial plan.

Activity 2.1

……………………………………………………………………………………………………………………………………………………..Please contact our team to receive guidance and support on all the sections of this assessment including the presentation tailored on your company of work

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