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Recording, Analysing and Using Human Resources Information
Why an organisation needs to collect and record HR Data
Organizations needs to collect HR data for a number of reasons, this can include but is not limited to:

1. Compliance; with legal or industry requirements. For example, organizations are required to keep a copy of an employee’s documents such as a passport to prove that an employee is eligible to work in that particular country.

2. Administration: A system needs to be in place to be able to store information about your employees to enable you to communicate with them, run payroll etc. Almost all organizations will collect this sort of data in one form or another, (paper based or electronic). The real value for collecting data on employees is to enable HR teams to analyse the data, make predictions based on the analysis and ultimately take the relevant action.

Different types of Data collected by HR
There are many types of data collected by HR, these can include but again is not limited to:

1. Absence Data; this would be collected to determine the below:
Are there any employees that have taken an excessive number of sick days? Who are they? Does this require any intervention? How many days holiday has an employee taken? How many have they got remaining? Do they have enough holidays left to cover their latest request for leave? Is there likely to be a backlog of holiday requests towards the end of the year?

2. Recruitment; this would be collected to determine the below:
What channels have worked for recruitment in the past? What is our cost and time to hire? Do we have a plan in place? What are the characteristics of recruits who have performed well or performed badly in our organisation?

Systems used to record HR Data
There a few methods of storing all the data that is collected. This can be done by (but not limited to) the below:…...

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