CIPD – 3RAI – Recording‚ analysing and using HR information GFM needs to collect and record data for legal and internal reasons. Legally we need to ensure that we are complying with the “Working Time Regulations and pay rates for the Minimum Wage Act 1998 and tax and national insurance obligations”‚ we also need to be complaint with the data protection and freedom of information act. We need to ensure that employees know why we are holding this information and how we secure it. Internally we use
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Foundation Certificate in Human Resource Practice 3RAI Contents 1. Why Organisations need to collect HR Data‚ and 2 types of data and how they support HR 2. 2 methods of storing records and their benefits 3. 2 essential items of UK legislation relating to storing and accessibility of HR data. 1. Collecting and recording HR data is vitally important to an organisation. The collecting of the data could be to monitor that laws and regulations are being adhered to for example
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3RAI – Recording‚ Analysing and using HR information Introduction: 2 Reasons why the organisation needs to collect HR data HR systems are increasingly used by HR departments to help collect‚ store and manage data about its workforce. By collecting data on a company’s workforce‚ HR departments are able to analyse this data and take action to benefit the whole organisation. The data that is relevant will depend on a company’s priorities but‚ as the saying goes‚ what gets measured gets done. As more
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Assignment 3 – Recording‚ analysing and using HR information (RAI) Activity 1 Reasons for collecting HR data The following are key reasons‚ in my view‚ on why organisations collect HR data: 1. To comply with legal requirements and legislations. These for example could be contractual obligations‚ employee role descriptions and responsibilities‚ remunerations etc. 2. The Continuous Professional Development (CPD) data for the employees‚ their succession planning and for ensuring the correct skillsets
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CIPD Assessment Activity |Title of unit/s |Contemporary Developments in Employment Relations | |Unit No/s |5CER | |Level |Intermediate | |Credit value
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3RAI RECORDING‚ ANALYSING AND USING HUMAN RESOURCES INFORMATION Absence due to stress & mental health problems Jacqui McInnes‚ 42783204 Aims and Objectives To analysis a survey done by the CIPD regarding absence due to stress and mental health problems Findings I produced this pie chart myself 40% 60% Managing stress 60% of organisations are taking steps to identify and reduce stress in the workplace‚ whereas 1/3 of organisations identify stress as a top cause of absence but are not taking
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4DEP F301A (L&D) CIPD Assessment Activity Template Title of unit/s Developing Yourself as an Effective Learning & Development Practitioner Unit No/s 4DEP (L&D) Level Foundation Credit value 4 Assessment method Written‚ Discussion Learning outcomes: 1. Understand the knowledge‚ skills and behaviours required to be an effective L&D practitioner. 2. Know how to deliver timely and effective L&D services to meet users’ needs. 3. Be able to reflect on own practice and development
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References: 1. https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/370911/20141106_immigration_rules_art_5v2.pdf 2. CIPD Annual Survey report 2014 3. www.gmc.uk.org 4. Human Resources Practice 6th Edition‚ Malcom Martin & Fiona Whiting 5. An Introduction to Human resource Management 2nd Edition‚ John Stredwick 6. Introduction to human Resource management A Guide to HR
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Part A. (A.C 1.1‚ 1.2‚ 1.3‚ 2.1‚ 2.2‚ 2.3) (750 words) A new manager is starting in the organisation shortly. You have been asked to provide an outline to this new-starter‚ so that they can gain some understanding of the organisation in preparation for their start. The information you provide should include: A list of the main products and services of the organisation An identification of the main customers The purpose and goals of the organisation An analysis of a minimum of 4 external
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