Avado 3RAI Recording, Analysing and Using Human Resources Information CIPD Level 3


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


Human resources practice includes various ways to record and store hr data. However, due to the large-scale development of technology, most organizations rely on technical techniques to reduce the chances of human error. Here are ways to record hr data:

  • Manual registration: One of the most common ways to record and save data is a long-standing and traditional method in which data is stored and stored through manual records by keeping a paper file or document for each employee, a time-consuming method. The benefit of implementing the manual data storage system is that it has no opportunities for technical error. The Human Resources Department faces less costly and less expensive risks than damaged data.


  • Electronic method: One of the modern methods currently applied in organizations is the electronic method which is a mechanical method of data storage. This automated system helps the organization store data while increasing the flexibility of available information, and requires less storage, high efficiency, and easy to update and access. Electronic models include human resources information systems, e-personal development plans, and one of the most important benefits of the electronic system in human resources practices enables the creation of orders, invoices and employee payroll records. Data storage requires less storage and automatically provides the amount of statistics

.Activity 2.2

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