Recording, Analysing and Using HR Information – (3RAI) Activity 1 Name: Nicola Cottrill Centre: Brooklands College CIPD Membership Number: 4216782X Word Count: 515 Briefing Note for the HR Director: Usage of HR Data I have reviewed the way in which our organisation collects, stores and uses HR data. I have identified two reasons why the organisation needs to collect HR data and types of data that is collects and how it is stored, and I have also outlined the benefits of the storage we use. Why We Keep Records It is important to keep accurate HR records for legislation reasons and internal purpose, mainly being operational information, but it can be used for strategic and tactical areas of reporting. To satisfy legal requirements government departments like the HMRC can ask for information of our employees; how many we employ, pay and history and hours worked going back over a number of years. The Working Time Regulations and the Minimum Wage Act 1998 both require records relating to hours worked and pay.
Please see Appendix one for existing (to be signed off) Induction review flow chart. Additionally Staysure adopted the Promoting Equality (equal opportunities) and Diversity literature as a basis to developing a policy to ensure that this is also adhered to during the recruitment process. Staysure also ensures that the Data Protection Act (DPA) is also applied during the process to ensure the prospective employee and organisation is protected. These policies and procedures also provided the foundation and guidelines of what needed to
Assignment One – Planning Recruitment In this assignment I am going to be describing the processes involved in recruitment planning. I am also going to identify how two organisations plan recruitment using internal and external sources. Then for the second task I will be explaining the impact of legal and regulatory framework on recruitment and selection activities. P1 – Identify how two organisations plan recruitment using internal and external sources I will be investigating recruitment planning in two different organisations. One of the organisations will use a traditional recruitment method and the other organisation will use an online recruitment method.
This means finding relevant training courses and other means of development, such as mentoring and coaching from sources within my organisation. How do you identify and prioritise personal learning needs? National competency standards and qualifications can be used to assess my own knowledge and skills and determine professional development needs and priorities. Competency standards outline the skills and abilities required for my current position. These competencies can be generic or industry specific.
Individuals with additional needs may need provision from a number of services, requiring organisations to work in partnership to assess needs and provide support. Learners will explore additional needs which may be experienced by individuals, considering the effects that their needs may have on their wellbeing, rights and access. Learner’ understanding of disability will be challenged through an introduction to the models of disability and the factors which contribute to barriers faced by individuals with additional needs. Legislation, frameworks and policies, which govern work in the health and social care sectors and support the rights of individuals with additional needs, will be introduced. The final part of the unit will enable learners to consider current practice, including a person-centred approach.
Present your evidence in the form of a presentation using speaker notes. Your customer service investigation notes and a detailed witness statement from your tutor must support your presentation. Your work must include evidence of: (a) the needs and expectations of the two contrasting organisations’ internal and external customers (b) evaluation of the strengths and weaknesses of the customer service activities of one of these organisations and suggestions for improvements (c) research and analysis of how the chosen organisation maintains, monitors and improves the quality of services expected by customers (d) the impact and effects of legislation on the customer service offered by one organisation. Learners may work in pairs, but evidence of individual contribution must be provided. Introduction ▪ The following assignment will take the form of a presentation as well as a report.
Recording, Analysing and using HR information Unit 3RAI (HR) Activity 1 Two Reasons Why Organisations Need To Collect HR Data 1) Organisations need to collect Human Resources (HR) data to comply with legislative and regulatory requirements such as equal opportunities monitoring, equal pay audits, recruitment planning, assessing skills balance, minimum wage, working time directive and health and safety. 2) Organisations also keep information records on training and performance for employees, this enables the management team to assess each individual employee for productivity and possibly identify training needs. By doing this the management team can assess the productivity within the business. Two Types of Data Collected and How Each Supports HR Practices 1) Statutory Records – Such as tax, national insurance contributions, sickness and SSP, hours worked, accident book and the right to work in the UK. These types of records ensure that the HR department is compliant to all of the regulatory requirements.
Effective written and verbal communication and being able to use a variety of interpersonal techniques promotes strong working relationships which will then lead to a good quality care for my service users. With service users I initially need to establish a service users ability, needs and preferences in relation to communication needs and develop a plan of action to provide appropriate support that meets the service users communication needs and methods. The assessment involves observation questions and regarding information on a number of areas including ways and their preference of communication by service users which support process of completing the service users person centred plans. Any changes to service users’ needs need to be recognized and care plans changed to support the changes. When conversing with service users I ensure I speak in an informal relaxed way I
Assessment Louise Thompson SHC51 – Use and develop systems that promote communication 1.1 Review the range of groups and individuals whose communication needs must be addressed in own job role. As a social care professional, I am required to communicate with both individuals and groups of people, whether they staff I manage directly, external agencies, directors, our service users or their families. I do this through several methods including face-to-face meetings, training, consultation, undertaking assessments and planning, writing and delivering reports and networking. I have developed a range of communication skills that enable me to successfully listen, disseminate and deliver information, provide and receive feedback, use questioning to clarify, take written notes and formulate responses, negotiate, debate and compromise and make decisions. 1.2 Explain how to support effective communication within own job role.
When providing an assessment you want to ask the client questions that will provide you the proper information that you need to help assist your client. It is a broad umbrella term that includes intake interviews,