Reasons for data collection;
* HR data serves as building blocks of information system, play an outstanding role in developing the organisation, future plans and strategy improvement, help in decision making etc. , * The data describes the demographics , qualification, size and distribution of the work forces, * HR data must meet the needs of stakeholders, senior management and line managers who want to know the whether the workforce is qualified, culturally competent and sufficient in numbers to serve the organisation, * Data is used for planning, managing, and evaluate employees, * Proper manpower budgeting, * To accommodate appropriate policies and procedures, Legal Obligations, * Improve and enhance
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* Easy retrieval, analysis, transmission, sharing of data within and outside the department. * Less chance for human errors * Data recovery is easy * Accurate Tracking | * Data and server crash * IT dependent * Technical training * High maintenance * |
Data Protection Act 1998
Data protection law controls how personal data is processed. Personal data is any data relating to a living individual held either electronically or in paper files. The general principle is that the consent of the person concerned is required for the processing of their personal data.
Sensitive personal data includes data relating to trade union membership, ethnic origin, health, political or religious beliefs, criminal convictions or the alleged commission of any offence.
Processing may include obtaining, recording, collecting, storing, altering or adapting data, retrieving data, consulting data, using data, disclosing data or blocking, erasing or destroying data.
The processing of non-sensitive personal data is justified without consent having been obtained if the Data Protection Principles are complied with and one of the non-sensitive personal data legitimate processing conditions is satisfied. These include: * Processing is necessary to
Data Protection Act 1998 – gives individuals the right to know what information is held about them, and those that processes personal information must comply with eight principles, which makes sure that personal information is fairly and lawfully processed; processed for limited purposes; adequate, relevant and not excessive; accurate and up to date; not kept for longer than is necessary; processed in line with your rights; secure; not transferred to other countries without adequate protection;
HR records encompass a wide range of data relating to individuals working in an organisation, which may be stored in a variety of media, such as computer database or paper files. There and advantages and disadvantages to both media
given extra safeguards for sensitive information – e.g. ethnicity, political views, religion, health or criminal records
The data protection act- the data protection act is legislation put in place to keep personal data confidential. It can promote anti-discriminatory practice as it can stop people finding out information about individuals that the individual wants to stay private. E.g. phone numbers and addresses. These would need to stay private so people don’t find out where you live or what is wrong with you.
The Data Protection Act 1998 is a piece of legislation which defines the law on processing data of people living within the United Kingdom.
It is usually presented in the form of a report in tables, charts, statistics, and graphs or on spread sheets etc. This data may be used to arrive at important decisions within the organisation or with external organisations. So the data report has to be produced in such a way that it meets the aims and
Data protection is a very important piece of legislation that was brought into power in 1998, because it has been designed to prevent confidential and personal information being passed on to other people and any relevant companies without a person’s consent. This also means that any information that is stored of children should be kept in either a password protected or lockable location.
Personal Information comes under the Data Protection Act 1998. We have to make sure personal Information is confidential. We have to know how to handle the personal Information, agreed ways of working, policies and procedures are all legislation frameworks. The Information should be processed fairly and lawfully. The Personal Data should be processed for limited purposes. The information should be adequate, relevant and the information should be for the purpose of whom the information is processed for. The information should be kept up to date and accurate. The information should not be kept longer than intended for. The Persona Data will be processed in accordance with the rights of data subject under the Act. Measures are in place to avoid the information being lost or unauthorised and unlawfully processed or damaged to. The Personal Information shall not be transferred to another country outside the European Economic Area unless that country ensures an adequate level of protection for the rights and freedoms of data. Personal Information may be shared with others, consent is needed to do this at all times from the Individual or in the case of an emergency, abuse, or if neglect is suspected. If the Individual is mentally
Information Commissioner’s Office (2012) Introduction to The Data Protection Act 1998. [Online] Available from: http://www.ico.org.uk/~/media/documents/library/Corporate/Research_and_reports/ico_presentation_EVOC_20120528.ashx [Accessed: 11th October 2013]
* Processed in line with the rights of individuals - this includes the right to be informed of all the information held about them, to prevent processing of their personal information for marketing purposes, and to compensation if they can prove they have been damaged by a data controller's non-compliance with the Act.
This act applies to all organisations that process data relating to their staff and customers. It is the main legal framework in UK that protects personal data. The act contains 8 data protection principles which are:
One of the reasons why an organisation needs to collect and record HR data is to drive future business decisions within a company. Everything is based on the data and directly affects the company’s strategy and the company’s needs.
Below you will find an overview of some of the data that the HR function within British Gas Business collects. Within this report I will identify two reasons why British Gas Business needs to collect HR data, and the current methods in which we store the data. I will also briefly touch upon some key legislation which if compliant, will reduce any financial or legal risks to the organisation.
The current function of HR can be defined as supporting “the delivery of the organisation’s strategy and objectives through the effective management of people and performance” (Taylor & Woodhams, 2012; 22). This definition is furthered by a CIPD survey (2007; 2-3), which indicated that the key functions of HR are: recruiting and retaining staff, progressing performance management to maximise the value of employees and increasing employee engagement.
The below note will give you a brief information about the way the organisation’s approach to collecting, sorting and using HR data.