HR data collection is imperative to be able to establish a point of reference for the Company to be able to measure against it, monitor progress and development and identify analysed information to aid the organisation in making ultimate sound-decisions both beneficial to the organisation and its employees. It is also a requirement by law that Companies should collect and hold data like pay rates for the Minimum Wage Act 1998, tax and national insurance obligations, hours worked and holidays for the purpose of Working Time Regulations 1998.
Good records can help managers;
Make decisions based on facts
Know what staff resources are available
More accurately assess levels of performance and productivity
Know what is happening with absence levels, staff turnover, sickness, lateness etc.
Employers should only request information that is directly relevant to the needs of the job and the organisation, this could be in the form of the following;
Name, address, emergency contact, date of birth, sex, education and qualifications, tax code, national insurance number, details of any known work-relevant disability, work experience. Some of these details are required by law to enable the organisation to pay employees and also provide a point of contact for the employee.
Details of terms and conditions
Pay, hours of work, holiday entitlement, any other benefits if any, main terms and conditions of employment. This is a legal obligation and requires signatures by both employee and employer and sets the grounds of the employment, it also aides the organisation on calculating costs per department, hours contributed and length of time in service.
Past performance appraisals and assessments, SMART objectives, training and development needs can aide in decision making on departments and outline trends and motivation.
Lateness, sickness, unauthorised absence and authorised absence. Is there a pattern...