3RAI 
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 and more information is captured by employers, the ability to effectively store and analyse this data is greatly enhanced by using HR specific software.
At the most fundamental level HR needs to collect basic data about its employees for:
• Compliance with legal or industry requirements. For example employers are required to keep a copy of an employee’s documents such as a passport to prove that an employee is eligible to work in the UK.
• Risk mitigation by keeping a paper trail of critical communications to employees.
• Administration – you need some sort of system in place to be able to store information about your employees to enable you to communicate with them, run payroll etc.
While almost all employers will be collecting this sort of data in one form or another, be it paper based or electronic, the real value for collecting data on employees is to enable HR teams to analyse the data, make predictions based on this analysis and ultimately take action.
The sort of information that an HR team will want to collect will vary depending on the industry, the company and its priorities. –
2 TYPES OF DATA THAT IS COLLECTED WITHIN THE ORGANISATION AND HOW EACH SUPPORTS HR PRACTICES
Examples of some of the most common types of data that companies will collect about their workforce and the sorts of questions they hope to answer are listed below:
• Absence Data Are there any employees that have taken an excessive number of sick days? Who are they? Does this require any
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 and more information is captured by employers, the ability to effectively store and analyse this data is greatly enhanced by using HR specific software.
At the most fundamental level HR needs to collect basic data about its employees for:
• Compliance with legal or industry requirements. For example employers are required to keep a copy of an employee’s documents such as a passport to prove that an employee is eligible to work in the UK.
• Risk mitigation by keeping a paper trail of critical communications to employees.
• Administration – you need some sort of system in place to be able to store information about your employees to enable you to communicate with them, run payroll etc.
While almost all employers will be collecting this sort of data in one form or another, be it paper based or electronic, the real value for collecting data on employees is to enable HR teams to analyse the data, make predictions based on this analysis and ultimately take action.
The sort of information that an HR team will want to collect will vary depending on the industry, the company and its priorities. –
2 TYPES OF DATA THAT IS COLLECTED WITHIN THE ORGANISATION AND HOW EACH SUPPORTS HR PRACTICES
Examples of some of the most common types of data that companies will collect about their workforce and the sorts of questions they hope to answer are listed below:
• Absence Data Are there any employees that have taken an excessive number of sick days? Who are they? Does this require any