Recording, Analysing and Using HR Information

Sam I.

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Recording, Analysing and Using HR Information

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Recording, Analysing and HR Information

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Abstract

In HR, human capital is the people at work and their combined skills, knowledge, abilities and capacity to innovate and develop. Generally, the value of an organisation is determined by tangible assets like money, equipment and land, intangibles like reputation, brand and people, who are increasingly becoming vital in this knowledge based economy. Organizations need to collect HR data because:
•The data helps the organisation identify the kind of HR management involvements that will accelerate business performance.

•The data is important for liability and regulatory purposes. The government necessitates firms to collect, maintain and report a lot of HR information to them.
•Data collected in HR is very important in establishing the skill level of the workforce in a company and helps predict future performance and engagement of employees.
The management of human capital is very important as the ability to attract, retain and improve the employees will continually be a major challenge to HR professionals. To become official employees, most firms require that the employees complete a form. T

Introduction
Analysing and Using HR Information
Advancements
Absence Levels
Conclusion

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[...] Sickness related absence is gaining a considerable focus for policy makers (CIPD 2013). Positive developments observed this year have seen a rise including the use of flexible working approaches and initiatives aimed at helping people balance the demands from work and their homes. An increasing number of firms are offering leaves for family circumstances and are constantly making alterations to the working environment and patterns to help manage the absence. This has dramatically reduced the number of sickness related absence in these firms. [...]

[...] Activity B Advancements in the levels of absence and change and uncertainty are still being experienced and this makes it essential to retain focus on the well-being of employees. The public sector despite the ongoing budget cuts still remains more active in health promotion than in the private sector. The major task is retaining the focus as budgets remain tight. Reviewing the suitability of absence management approaches and that of well-being provision is vital and should be done on a regular basis. [...]

[...] Recording, Analysing and Using HR Information Recording, Analysing and Using HR Information In HR, human capital is the people at work and their combined skills, knowledge, abilities and capacity to innovate and develop. Generally, the value of an organisation is determined by tangible assets like money, equipment and land, intangibles like reputation, brand and people, who are increasingly becoming vital in this knowledge based economy. Organizations need to collect HR data because: The data helps the organisation identify the kind of HR management involvements that will accelerate business performance. [...]

[...] The government requires firms, especially larger ones to maintain and report a lot of information to them. Currently, there are complex human resource information systems (HRIS) to manage, analyse and transfer a lot of information. Many assets such as head count and computer systems have been dedicated to the gathering and storing data. Initially, HR systems were paper-based though they are still in use today. Benefits for using manual paper-based systems include: Very cheap to set up Skills in accounting software are not necessary Offer easier correction process compared to computerised systems, which leaves behind a trail of complex audit trails. [...]

[...] On average, the level of absenteeism has risen by almost one day per employee compared to last year. Both the private and public sectors have contributed to the overall increase in the absence levels as shown in figure 1 below. Average absence levels decreased significantly in both sectors last year but this year the levels returned to levels similar to those of 2011. Reference List ACAS Personnel data and record keeping. London: ACAS. CIPD Annual survey report 2013. London: CIPD. [...]

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