3RAI Recording, Analysing and Using HR information

Unit Overview

In human resources, the human workforce is the people at work and their skills, ability, experience, and capability to innovate and develop. The human capital report provides qualitative and quantitative data on different aspects of the organisation, such as employee engagement and labour turnover. This information will help an organisation identify the kind of human resource management that will accelerate business growth.

An organisation’s value is determined by tangible assets (money, equipment, and land) and intangible assets (reputation, brand, and people) that are vital in this knowledge-based economy.

This level 3 CIPD unit is supposed to cover essential aspects of data management, ranging from Human Resource planning, Employee assessment, recruitment, growth and compensation management, and absence. Additionally, this unit encompasses gathering, storing, and usage of personal information in a legal manner. This will allow the student to collect and document data which they will interpret and provide clear information that can now be used in decision making to ascertain the growth of a given organisation.

Unit Objectives

This CIPD assignment of unit code Recording, Analysing, and Using HR information mainly deals with assembling and recording the human resource data that will help learners to.

• Understand what data to collect that will sustain HR functions
• Understand the process of capturing, organizing, and storing human resource data
• Evaluate the data captured to come up with useful information that will help in the decision making
• Understand different methods an entity can use to collect and maintain data
• Understand why data needs to be collected and stored
• Explain how collecting different forms of data will benefit HR practice together with the management team
• Explain data collection methods, handling methods, and benefits of storing the data in the systems
• Describe ethics that have to be followed while collecting, storing, and processing data as well as accessing it.
• Discuss how data can be processed to provide useful information
• Describe different formats of displaying the data

Why an Organisation Needs to Collect and Record HR Data

An organisation needs to collect and maintain up-to-date data to ensure efficiency in future planning. It remains on top of its competitor and provides good service to its employees and customer at large. There are several reasons why an organisation needs to record human resource data, as outlined below.

Firstly, legal parties can demand information about the number of employees in an organisation, their salary rate, for instance, what they have been paid in a specified period, maybe four years, and they may also demand the number of hours they have worked. This information is required as directed by the working time regulations and the national minimum wage act.

Secondly, an organisation needs to keep records that might be used to protect employers from claims that they have mishandled and unfairly dismissed employees.  Additionally, employers are required to observe the health and safety legislation demands, which direct that information regarding accidents and exposure to hazardous substances be recorded. Also, the organisation must record the type of training offered to the employees as this will demonstrate responsible management in terms of health and safety issues.

The learner should understand that accurate and relevant data is essential to supporting the growth and achievement of an organisation’s goal in supporting operational decisions. Hence this unit informs learners of various data collected in an organisation.

Planned and systematic is the word that CIPD uses to define organisational growth. This approach helps in organisation performance by enabling its involvement with the people. Additionally, it describes that organisations face challenges in their effort to ensure delivery of organisation development works and that the challenge is closely connected to staff’s mind set in performing their respective duties.

In this case, the Human resource department is essential because it can bring the business development team to align with organisational goals properly. This ensures there is a friendly environment for employees to work in and ensures the organisation’s good performance.

How Recording, Analysing and Using Human Resources Information Relates to the Role of HR Professionals

The basic levels involve collecting human capital data that includes observations and monitoring, e.g., control of absenteeism and controlling retention problems. This will help an organisation identify actions needed, e.g., reduce absenteeism rate and improve diversity profile.

At the intermediate level, the organisation can design data that will require the assistance of human resources. This data could be improving people management or even surveying the satisfaction in the organisation.

The data provided by the human resource is used at advanced levels to make a long-lasting decision that will impact the firm’s future. This can be done by evaluating diverse types of data with the current performance of the firm. In this case, the firm can understand the benefits of improving retention and motivating its employees.

There is a lot of data and task to be managed by human resource this task include analysing and transferring a lot of information. There is the usage of assets such as computer systems and headcount to collect and store organisational data. These assets help ease the process and intern help HR process information easily.

As we have discussed above, HR is required to control the rate of absence among the workers as he/she is required to present the information to a higher level. The higher level will come up with the decision that motivates employees, thus avoidance of absenteeism.

Thus, human resource collection will be critical to reducing the accident rates, reducing absence rates, and ensuring all legal requirements are observed.

This unit will fit individuals who:

Are working in the HR department and want to increase his/her knowledge

Have the responsibility in support of human resource decision and do not know this field

Are you willing to develop a career in the human resource field

Are in charge of safeguarding the integrity and security of data and information obtained in the firm

Work on analysing data to help in the decision-making process

Learning Outcomes

By the end of this unit, the leader should understand the type of data to be collected in aid of human resource activities, know how to collect, manage, and store storage methods. Additionally, the learner needs to understand how this “raw” data is interpreted to provide information presented to the higher level to guide them on decision making. The knowledge is acquired based on organisational goals rather than academic theory. Therefore this unit only teaches narratives based on written work and supported by facts.