Recording, Analysing and Using HR Information

Must be completed by candidate (all fields are compulsory):

Candidate Name:(typed)                                                                               

Word Count:

State number of word used

Date due for assessment:

Date signed and submitted:

CIPD Membership No:

Unit code(s):

3RAI

Tutor delivering course:

Unit title(s):

Recording, Analysing and using HR information

FHRP ASSIGNMENT

Recording, Analysing and Using HR information (3RAI)

Ref No F203A

Student name:

CRITERIA

MET/ NOT YET MET

COMMENTS

LO1:  Understand what data needs to be collected to support HR practices. (Activity 1)

1.1  Explain why an organisation needs to collect and record HR data.

1.2  Identify the range of HR data that organisations collect and how this supports HR practice.

LO2:  Know how HR data should be recorded and stored. (Activity 1)

2.1    Describe different systems for recording and storing HR data and the benefits of each.

2.2    Explain legal requirements relating to the recording, storage and accessibility of HR data.

LO3:  Be able to analyse HR data and present findings to inform decision-making. (Activity 2)

3.1 Analyse and interpret HR data.

3.2 Present findings in a clear, concise and meaningful manner to inform decision-making within an organisation.

ASSESSMENT OUTCOME

Title of unit/s

Recording, analysing and using HR information  

Unit No/s

3RAI (HR)

Level

Foundation

Credit value

2

Assessment method

Written 

Learning outcomes:

1. Understand what data needs to be collected to support HR practices.

2. Know how HR data should be recorded and stored.

3. Be able to analyse HR information and present findings to inform decision-making.

Both activities should be completed.

Activity 1

You have a new HR Director, they have requested that you review the organisation’s approach to collecting, storing and using HR data and produce a briefing note on your findings.  Within your note, you should cover the following:

• At least two reasons why the organisation needs to collect HR data

• At least two types of data that is collected within the organisation and how each supports HR practices

• A description of at least two methods of storing records and the benefits of each

• A statement of at least two essential items of UK legislation relating to the recording, storage and accessibility of HR data

Activity 2

Using your own organisation information or the CIPD Survey Reports http://www.cipd.co.uk/hr-resources/survey-reports to identify a specific area of data.  Analyse the data and present your findings in a way that will assist an aspect of decision making in the area of data selected.  Your analysis should be presented in a report covering:

• An introduction to the HR area being investigated.

• An explanation of how you analysed and interpreted the data.  

• Your findings, presented so that they enable decision making.

Assessment Criteria

1.1

1.2

2.1

2.2

3.1

3.2

Evidence to be produced

Activity 1

Briefing note of approximately 500 words.

Activity 2

Report of approximately 500 words.

Unit title and No:  Recording, analysing and using HR information – 3RAI

Credit value:  2 credits

Generic guidance:

The assessment activities for this unit should equate to approximately 1,000 words.

The activities can be done in the context of the learners’ own organisation, one they are familiar with, or using a case study.

We would normally expect students to refer to UK and European law. For programmes delivered outside of the EU students must refer to their local legal requirements. In the absence of local requirements students must refer to European law.

Assessment Criteria guidance:

AC 1.1 and 1.2

Learners should include at least 2 reasons why organisations collect HR or learning and development data.

Learners should identify at least 2 types of data and explain how each supports HR or learning and development practices.

AC 2.1

Learners should include at least 2 methods of storage, and the benefits of each.

AC 2.2

Learners must refer to legislation relating to GDPR and freedom of information.
 

AC 3.1 and 3.2

Evidence of analysing HR or learning and development data to inform decision making, with findings presented pictorially (e.g. charts, graphs and diagrams) and supported by an explanatory statement.