Recording, analysing and using HR information Essay

Recording, analysing and using HR in realizeation GFM brings to collect and record data for legal and internal reasons. Legally we admit to ensure that we are complying with the Working Time Regulations and pay rates for the marginal Wage Act 1998 and measure and national insurance obligations, we also fill to be complaint with the data protection and freedom of information act. We need to ensure that employees know why we are holding this information and how we unafraid(p) 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 either necessary information regarding themselves or comp both policies to individuals. The followers data is tranquil from an employee either prior to their commencement of employment or the day that they jumping with us CV / Application formNew employee form, on this form it asks for personal info rmation i.e. name, dob, contact numbers, address, marital status, national insurance number, nigh of kin expound, bank details (sort code, account number and bank address) P45 or P46Health and safety questionnairesEqual opportunities dataValid UK passport or full birth certificateSigned contractThe reason the in a higher place information is collected is to support the HR function in the following ways Legal / Compliance with WTR, MWA, DPA and FOICommunication To keep in contact lens with employees, address for written communication, phone numbers for verbal communication and following 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 improve details on file so we can pay faculty for the hours that they have worked in line with the Minimum Wage Act 1998 and tax and national insurance obligations Data capture to produce accurate coverage on absence, recruitment, equal opportunities and health and safety, findings are presented to line managers for effective instruction of their teams This information we hold is stored on our secure HR electronic trunk and manually in a locked filing cabinet. Holding this information electronically federal agency that the information relating to any employee or former employee can be accessed quicker and the management of employee documents is easier. Another well-being of this is accuracy, easy to search for items contained deep down some ones file and less chance of someone elses details being stored in another personnel file.It also requires less visible storehouse 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 expensive to set up , if the computer systems were to fail you would still have access to all employee records and information, in that respect would also be less r isk of corrupted files and or tone ending of data should the electronic system fail. At all times any personnel or data capture information relating to an employee or musical arrangement must be compliant with the Data Protection and Freedom of tuition Act.The Data Protection Act gives individuals the right to know what information is held just 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 only 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 head count or equality information we would be obliged to make this information operable to the public.