Recording, analysing and using HR information Essay

Recording, analysing and using HR development GFM begs to collect and record data for legal and inherent reasons. Leg all(prenominal)y we need to escort that we are complying with the Working Time Regulations and cede rates for the Minimum remuneration Act 1998 and tax and national indemnity obligations, we as well as need to be complaint with the data protection and immunity of education act. We need to ensure that employees accredit why we are dimension this information and how we secure it. Internally we use the information to send reports to managers on absence, performance, salary, leavers and joiners, recruitment and health and safety. We also use this information to help us communicate any necessary information regarding themselves or fellowship policies to individuals. The pursuit data is collected from an employee either prior to their commencement of employment or the day that they start with us CV / Application form tender employee form, on this form it ask s for personal information i.e. name, dob, contact good turns, address, marital status, national insurance number, next of kin details, bank details (sort code, account number and bank address) P45 or P46Health and safety questionnairesEqual opportunities data validated UK passport or full birth certificateSigned ratifyThe reason the above information is collected is to support the HR break in the following ways Legal / Compliance with WTR, MWA, DPA and FOICommunication To cargo hold in touch with employees, address for written communication, phone numbers for verbal communication and next of kin details in case of emergency. We need to inform employees of any contract changes and policy and procedure changesPayroll to ensure that we have the correct details on file so we apprise pay staff for the hours that they have worked in telephone line with the Minimum Wage Act 1998 and tax and national insurance obligations Data capture to mature accurate reporting on absence, rec ruitment, equal opportunities and health and safety, findings are presented to line managers for utile managementof their teams This information we hold is stored on our secure HR electronic system and manually in a locked filing cabinet. retentiveness this information electronically means that the information relating to any employee or actor employee can be entrance moneyed quicker and the management of employee documents is easier. Another benefit of this is accuracy, idle to search for items contained within some ones file and less chance of person elses details being stored in another personnel file.It also requires less physical storage space, so if you are a company with limited storage space then this is a very effective solution. A benefit to having manually locked filing cabinets would be that it is less dear(predicate) to set up , if the computer systems were to fail you would still have access to all employee records and information, there would also be less risk of adulterated files and or loss of data should the electronic system fail. At all times any personnel or data capture information relating to an employee or organisation must be compliant with the Data fortress and Freedom of Information Act.The Data Protection Act gives individuals the right to know what information is held about them, and provides a framework to ensure that personal information is held correctly. To HR this means that information must be held securely, protected and that solitary(prenominal) relevant information relating to that employee is held on their file. The Freedom of Information Act is the request for public records relating to something specific. In HR if we were asked to release information, specifically related to our repoint count or equality information we would be obliged to strain this information available to the public.