FOUNDATION CHRP CL&D ASSESSMENTRecording, analysing and using HR information (3RAI)3RAI_F203A_HR_June – Core Unit Assessment – Version 3 June 2012Student name: | | CRITERIA | PASS/REFER | COMMENTS | LO1: Understand what data needs to be collected to support HR practices | 1.1 Explain why an organisation needs to collect and record HR data. | | | 1.2 Identify the range of HR data that organisations collect and how this supports HR practice. | | | LO2: Know how HR data should be recorded and stored | 1 2 3.1 Describe different systems for recording and storing HR data and the benefits of each. | | | 3.2 Explain legal requirements relating to the recording, storage, and
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An example of data that organisations can collect is the registration of the employee training. Having the records up to date help HR to prepare L&D actions, to identify training needs and helps to calculate the cost of the training plan.
Another type of data collected can be about the absenteeism. It affects to the productivity and it is a cost for any company. Having this information updated and recorded helps HR to act on it and can lead to new recruitment processes and can affect the environment in the workplace.
2. KNOW HOW HR DATA SHOULD BE RECORDED AND STORED
2.1 RECORDING AND STORING HR DATA
The way we store the data can be in paper (folders inside cabinets) and electronically.
The benefits of keeping paper HR records are: original documentation, proof of signed papers, less complex than knowing how to know use specific software and no risk of power cuts. A disadvantage could be the exposure to fire or theft.
The benefits of electronic format: saves physical space, fast to get statistical information and the possibility to filter data convenient to daily activities, modern, easy to share information, environmentally friendly and frequent backups with updated