Report on Data Management Essay

IntroductionHR selective cultivation would need to be stored by all organisations due to either legal requirements or internal purposes. This story go away uncover types of information and methods of storing them. The last segment of the incubate will cover legislations that affect HR entropy as there is a substantial and complex amount of EU and UK legislation that has an impact upon the holding of personnel and other related records(Retention of HR records, 2013)Why Collect HR informationHR selective information tolerate be collected for respective(a) causas in an organisation. There be two reasons listed below Productivity ideas records ar collected sothat managers fag end assess the productivity of their staff and squad. It whoremaster also be useful for employees to know their potential within the aggroup and dissolve use it for their c beer progression. Legal Compliance Payroll selective information would be important for the HM Revenue and Customs to calcul ate taxes whereas health and safety records send word help the comp all to improve their environment and allow them to be compliant with the Health and Safety arrange. Also certain selective information can be used as evidence in any legal proceedings that the company may have to face.Types of HR Data and how it supports HRMonitoring records enables personnel to amend or reformulate policies and procedures.(Personnel entropy and record keeping, 2011) Below be 2 types of data that HR collects recruitment and Selection- records on staff turnover and vacancies can be important for HR as it informs them when and for which team to recruit for and also allows them to see the trend in each team depending on its staff turnover. This would also include appraisal records which would inform them if an employee or team needs training. absence seizure Data-the absence seizure reports, complied from the absence data gives HR an indication of which department is suffering most from in high spirits absentees and allows them to rethink the working patterns. It also helps them to calculate the cost of absenteeism to the organisation.Data terminus and its BenefitsData can be stored in several methods. However, below are 2 key methods which can be used along with their benefits. 1. manual of arms / Paper based- keeping records on paper in a register cabinet Files can non be destroyed with any virusInformation can be accessed without any password restrictions Members do non need to be PC literate to find data2. Computerised filingMore than peerless user can access the information at the same cadence Large volumes of data can be stored and accessed tardilyData can be used to compile reports and identify trends with the latest programmes on figurer Most companies prefer their records to be stored electronically as it is efficient and easily accessible. However, there arecertain companies which use both methods as certain records do not need to be stored for a longer p oint of time, hence can be filed away in cabinets. Essential UK legislations relating to recording, storing and accessing HR data There are several legislations that affect the retention of HR data. Below are two such legislations.Data Protection Act 1998 (DPA)DPA applies to most HR records, whether held in paper or on computer. DPA controls how personalized information of living individuals is used by organisations, businesses or the government. It came into force on March 2000. There are 8 data protection principles the data controller needs to comply to in order to handle data correctly1. adequate, relevant and not excessive2. fairly and lawfully elegant3. processed for limited purposes4. accurate5. not kept for longer than is requirement6. processed in line with your rights7. secure8. not transferred outside EU without adequate protection (Employment Law FAQ, 2013) Every company that processes personal information must be registered with the Information Commissioners Office ( ICO), unless they are exempt. The ICO, which is UKs independent supervisory authority, ensures that the DPA as well as other data protection/retention legislations are followed by organisations and it can prosecute them for not doing so.Freedom of Information Act 2000 (FOI)The FOI came into force on January 2005. It gives the domain a right of access to all types of recorded information held by public authorities, however there are few exceptions to these right as not all personal records can be obtained by public, such records can be requested under the DPA. Government departments, local authorities, the NHS, state schools and natural law forces are few of the public authorities.ConclusionThis report explains that recording and storing data is very important. Everycompany has a different method and reason of storing data however, handling data correctly is important for all. There are several legislations that can affect the data retention and not complying with these legislation s can have an adverse effect on the companys reputation. theatrical role ListCIPD, 2013.Retention of HR Records.online Available at www.cipd.co.uk/hr-resources/factsheets Accessed 13 June 2014 ACAS, 2011. Personnel data and record keeping.online Available at www.acas.org.uk Accessed 12 June 2014 CIPD 2013. DP04 What is data protection and what are the eight data protection principles?.online Available at www.cipd.co.uk Accessed 17 June 2014natural process 2Analysing Absence Data in Examinations TeamIntroductionThe report includes findings and analysis of different reasons of absence within an Examinations Team from May-December in 2013. The final exam segment of the report concludes the analysis along with recommendations to over amount the core reasons of absence.Absence Level in Examinations TeamThere are two manifest findings from the graph (data in appendix 1), the high levels of absence from May-June due to stress and from October- December due to viral problems May-June due to peak indurate of exams, the examinations team is required to do ample preparations from planning, supervising and marking exams to attending plank meetings. This therefore, becomes very stressful for the team as the most jet cook of stressis workload (Barometer of HR Trends and Prospects, 2013) and as each person is entirely trained in their individual role there are issues of presenteeism. October-December during this season many people fall sick due to bad weather. However, the volcanic eruption of the Norovirus in 2013 could also be the reason for the viral problems to increase. Also, due to Christmas parties in December it further causes the virus to spread from contaminated food.ConclusionThe count indicates that stress and viral issues were two implications the examinations team suffered from in 2013.Stress is a common issue in several workplaces as mentioned in the Absence instruction report by CIPD and it can be costly. To overcome the issue, two likely recommenda tions areStress-1. Hire temporary staff during busy period2. cultivate team members to share workload and prevent presenteeism, where employees feel forced to come into work.Viral Problems-1. Give free flu vaccination to employees2. Communicate ken regarding the virusAppendix 1 Number of Employees Absent by Reasons in 2013(a) Musculoskeletal- back, neck and other muscle pain(b) Ear, Nose, Dental pain and bark disorderReference ListBPP. (2013).Appendix 1 of Number of Employees Absent by Reasons in 2013. London BPP CIPD, 2013.barometer of HR trends and prospects 2013.online Available at www.cipd.co.uk/hr-resources/survey-reportsAccessed 18June 2014