Employment and Job Satisfaction

performance One Reasons why the organic law ineluctably to collect HR data 1) To record contractual arrangements and agreements. through with(predicate) retaining a copy of the employees contract along with any amendments ensures that in that location is no confusion in regards to an employee status. 2) To ensure conformity with legal requirements and provide a statutory excuse if required. An example of when this could be required is if an employee working for your community is found to be working in the UK illegally. If you be able to lay taboo that you carried out the necessary initial and annual checks you can avoid a ? 0,000 fine. Types of data that is collect within an organisation and how each supports HR practices 1) client Feedback The collection of customer feedback allows the employer to identify any learning and development needs that whitethorn be required. It can overly be used as a tool for performance man epochment. 2) Demographics The collection of bre eding in regards to age allows for succession planning should you be dealing with an aging workforce. The collection of information in regards to gender can be important when considering equal opportunities. ) enlisting The collection and analysis of recruitment information helps assess legal compliance in particular monitoring of equality and diversity information. It also provides statistics on success rates of each stage of the process along with how lucky different methods of recruitment crap proved. A description of at least(prenominal) two methods of storing records and the benefits of each 1) Manual System This is the asserting of hard copies of HR records in staff files. Manual filing is low cost and well doorible.A manual system cannot be affected by loss of force and cannot be maliciously hacked into from extraneous the company. 2) Hosted Computer Records keeping records on a hosted cloud reduces physical storage space required along with allowing admission fee to records remotely. It can reduce administration time (ie filing) and information may be easier to find. Two essential items of UK legislation relating to the recording, storage and accessibility of HR data The Data Protection Act 1998 states that data must(prenominal) be collected and processed fairly and lawfully and obtained for only the lawful purposes.The data must be decent and relevant and not excessive along with cosmos accurate and where necessary kept up to date. You must not keep information longer than necessary and it must be stored securely and in accordance with the rights of data subjects. Personal data shall not be transferred outside the European Economic Area unless the country or territory has adequate safeguards for data subjects. An example of where this may be applicable is the keeping of CVs on file. The Freedom of Information Act creates a public right of access to information held by public authorities.This applies to all public authorities including * politics departments and local assemblies * local authorities and councils * health trusts, hospitals and doctors surgeries * schools, colleges and universities * publicly funded museums * the police * new(prenominal) non-departmental public bodies An example of where this may be applicable in an HR scoreting would be the request of information regarding the successful candidate by an unsuccessful applicant following the recruitment of a new position. Activity Two Introduction On an annual basis our company carries out an Employee Survey.The survey is sent out to every single staff extremity from branch staff to directors and there is an average response rate of nigh 80%. This years employee survey was carried out in July with the results being collected and collated in August and September. The surveys are carried out anonymously and employees are asked to identify their take aim of seniority within the company along with length of attend to. I have persistent to look at staff members length of service and strain pleasure in relation to their seniority within the company.I think that there are several factors which make this a valuable exercise. done identifying length of service by seniority it may identify specific line roles where there is a trend of employees are leaving after a particular length of time. Through doing this it may allow further investigation as to the reasons behind this and allow the company to bring in measures to landmark this, eg specific areas of training or changes in approach to particular roles. Through reducing turnover this can reduce recruitment costs and interference in the workplace.Identifying job satisfaction can take this a touchstone further by identifying people who are currently in positions who may need some extra attention to prevent them leaving. Analysis and rendition Firstly, I transposed the dataset into percentages as this allows standardisation and ease of comparison. I decided that it would be a good idea to give a prevalent overview of the company by creating a pie cart to show how the company is do up (graph one). I because further broke this down to discriminate length of service by seniority (graph two).I decided to use a bar chart with the break down of figures below as I think it gives good visual represetation of the situation across the company. I then broke the data down further to identify job satisfaction by seniority again in a bar chart as I am looking at a decrete set of data (graph 3). I attempted to link the three sets of data (length of service/satisfaction and seniority) but found that the resulting chart was very complicated and unreadable so decided it was better to keep these as two let on entities. Finally, I indentified the reason why people were unsatisfied in the workpalce and displayed this in graph four.From the work carried out I believe that there is picture that the people at assistant level within the company are in need of a bit of TLC. Whilst their pattern of length of service may be explained through people being promoted, they are also the lease satisified group in the company and cite management as the reason behind this. Graph One Break Down of gild by Job Type Graph Two Length of proceeds by Seniority Graph 3 Job Satisfaction by Seniority Graph Four Reason Stated for Unsatisfaction in the oeuvre %