Recording, analysing and using HR information
In our HR department collecting data is essential to our organisation as it helps management decisions to be made based on factual information. Records on details such as sickness, absence, turnover, race and gender can be monitored throughout the organisation to help inform with policy making decisions and to ensure we are fulfilling government requirements. One reason for this would be HR will have all this information at our fingertips and for any requirements by department managers regarding holidays, recruitment, turnover etc, with this information to hand it allows good quality decisions to be made in regards to staffing issues. Another reason would be ACAS suggest that all organisations, regardless of the size, need to keep records of their employees, from the records the HR department can provide managers with good quality and accurate information.
Absenteeism and holidays, this allows you to monitor levels of sickness throughout departments, you would keep this to identify high sickness areas and create solutions for the problem areas, we also have a trigger system set up to allow us to automatically recognise problem areas. It also allows you to ensure that staffs have their full holiday entitlement, this can assist you in deciding whether or not to grant holidays as you can ensure that you have adequate cover for the dates being requested and make sure that your work rate will not be affected within a certain time.
Payroll records analyse data to ensure the organisation complying with minimum wages as required by government legislation, ensure paying within similar roles in the industry and also to aid with deciding on salary increases along with performance management. This helps when it comes to carrying out staff appraisals as both the aforementioned types of data can be taken into account when trying to decide on this.
Manual, these are