Hr Paper

Organisations are required to keep data to meet legislative and regulatory law, such as pay records to supply to HMRC for tax and NI contributions and records of training given to staff to confirm with Health and Safety Act and Fire regulations.

There are agreed ways of working within companies. These may vary depending on the information being stored and how it’s being stored. There are policies and procedures and codes of practice for handling information. You have to understand your own role and the responsibility that goes with it. If you need to gain access to records that has been secured then you have to know the appropriate person to ask for

It is usually presented in the form of a report in tables, charts, statistics, and graphs or on spread sheets etc. This data may be used to arrive at important decisions within the organisation or with external organisations. So the data report has to be produced in such a way that it meets the aims and

A review of the British Gas Businesses current approach to collating, storing and using HR data within the organisation.

One of the reasons why an organisation needs to collect and record HR data is to drive future business decisions within a company. Everything is based on the data and directly affects the company’s strategy and the company’s needs.

Another piece of legislation that can affect the management of confidential information is the Freedom of Information Act 2000. Anyone is allowed to request information that has been recorded by any public-sector organisation, for example:

The following report contains information on how Human Resources can support the organisation with both internal processes and meeting key business objectives.

The new HR Director has requested a report that shows a review of the organisation’s approach to collecting, storing, and using HR data. The findings will explain reasons why the organisation needs to collect HR data. The types of data that is collected within the organisation and how each supports HR practices. A description of the methods of storing records and the benefits of each. A statement of two essential items of UK legislation relating to the recording, storage, and accessibility of HR data.

Legislation and Compliance – The company needs to collect data from our employees to ensure we comply with legislation and our industry requirements, for example a copy of an employee’s passport or visa to show right to work, evidence of a Doctor’s registration status. We also collect data pertaining to equality and diversity…

1. Why does this organisation need to keep employee records (identify at least two reasons?)

The below note will give you a brief information about the way the organisation’s approach to collecting, sorting and using HR data.

There are a variety of reasons why an organisation needs to collect HR data, these could be to satisfy legal requirements, provide relevant information in decision making and for consultation requirement, recording contractual arrangements and agreements, keep contact details of employees, provide documentation in the event of a claim against the organisation.

1) Statutory Records - Such as tax, national insurance contributions, sickness and SSP, hours worked

Another reason for HR data collection is: providing the organization with information for decisions making.

Human Resource Management - is used to gather data and generate reports such as employee recruitments, performance reviews,