A review of the British Gas Businesses current approach to collating, storing and using HR data within the organisation.
Below you will find an overview of some of the data that the HR function within British Gas Business collects. Within this report I will identify two reasons why British Gas Business needs to collect HR data, and the current methods in which we store the data. I will also briefly touch upon some key legislation which if compliant, will reduce any financial or legal risks to the organisation.
Performance – appraisals, Learning and Development (L&D) activity
Employee Engagement results
Equality/Diversity – To meet legal requirements
Recruitment – Contractual information
Employee Information “Accurate personnel records will help the organisation in many ways - increasing the efficiency of recruitment, training and development, and promotion. They can also provide the raw data to monitor equal opportunities issues and the legal requirements placed on all organisations” [ACAS: Online 30th November 2014].
One of the areas where there is need for collation of data is we are able to track volumes of employees currently being performance managed within the organisation to then further identify whether this is a behavioral or skill issue where further training is required. This then helps us to define our learning programmes moving forward and tailor the content around any shortfalls which may have been identified through Training Needs Analysis (TNA) within performance management.
Another area that the HR function collates data for is for Absence. “This is one of the longest-running causes of serious concern to managers. Unapproved absence from work causes a multitude of problems to managers and involves the organisation in significant extra costs”. (Currie et al, 2010, p.293).
All absence data within each business unit (and then business wide across British Gas) is centralised using the data base
Bibliography: Books Currie, D (2010)