Recording, Analyzing and Using Human Resources Information

Introduction

Human resource management has become a very essential field of study in the current business environment. The levels of competition in the corporate sector have skyrocketed due to the development of technology, globalization and liberalization of markets. This has led to magnificent increase in business activity across all corners of the globe. This phenomenon has called for the adoption of the most efficient human resource management which would ensure optimum motivation and efficiency of the human resources. In response to this scenario, planning and management of the human resources information has been made inevitable. This has called for all business organization to ensure efficient recording, analysis and use of HR information. This report offers an explicit exploration of the issues of recording, analysis and use of HR information in the current business environment.

The importance of recording, analysis and use of HR information

With the rapid increase in competition in the corporate world, there has been every need for efficiency in management of human resources. This has called upon every business to ensure an efficient track of all information concerning its human resources. Some of the main significance of recording, analyzing and using HR information is as follows:

1. Helps in planning and management of performance records
2. Helps in planning and budgeting of payrolls and employee benefits
3. It is useful in the planning of work time table and duties allocation
4. Helps in planning learning and development requirements and needs for the employees
5. It is useful in identifying and managing trends in short turnover
6. Helps in planning of yearly budget of different HR activities.

Types of HR data that can be collected, recorded, analyzed and used within the business organization

Business organizations have diverse categories of data that is of importance in HR management. The range of information collected will always vary with the size of the organization, the industry as well as the work groups within and organization. It is however important to note that human resources information that is of importance to an organization is nearly homogenous (Mathis and Jackson 181). Some of the special data that should be collected include the following:

1. Personal data
2. Attendance record
3. payroll
4. Performance records
5. Training and development needs
6. Leaves’ history
7. Salary increment

The collection of this data is not only helpful in enhancing HR planning but also boosting the organizational performance.

Methods of collecting, recording and analyzing HR information

The issues of data collection, recording and analysis in the business organization can be approached in diverse methods. As indicated by Mathis and Jackson (181) there are many methods which organizations can use in collecting and recording HR information. In this case, both manual and electronic methods can be adopted in the collection and recording of HR data. These methods include:

1. Manual recording methods which are paper based;
2. Electronically or computerized recording methods can be used.

Each of the two methods has their advantages and efficiencies in meeting the organization’s objectives. In the case of paper based methods, the organization will have the original documents as part of the information storage as well as evidence to support the information recorded. On the other hand, electronic methods are easy and fats to access thus decrease time which would have otherwise be consumed in retrieving the information. Security issues concerning HR information can also be heightened through the use of electronic data as compared to manual forms of data recording (Mathis and Jackson 181).

Legislation concerning the recording, analysis and use of HR information

Various nations have put in place different legislations concerning the management of HR information. The issue of confidentiality has been the most addressed by the legislations concerning HR information. This phenomenon is highly evident in the UAE as well as the UK legislations. In these nations, organizations are required by law to keep employee’s data safely and with high confidentiality. The main significance of this legislation concerning confidentiality is to reduce or lower the spread of personal information (Mathis and Jackson 181). Some of the key legislation in UK concerning HR information is:

1. The Human Rights Act 1998;
2. The Data Protection Order 2000;
3. Data Protection Act 1998;
4. The Freedom of Information Act 2000.

Works Cited

Mathis, Robert and Jackson, John. Human Resource Management. New York: McGraw Hill Press, 2008. Web.