Recording, Analysing and
Using Human Resources Information
and use of data.
report with data.
what data needs to be collected to support HR practices.
how HR data should be recorded, managed and stored.
Be able to analyse HR information and present findings to inform
Your management team is considering a restructuring of the
organisation to meet new business demands and trends for the future.
Different skills set and redeployment of resources will be needed. You have
been asked to produce a report to outline ways in which data might assist the
team to re-organise the workforce.
Using the data attached on the outcomes of a recent staff survey*,
which indicates the level of job satisfaction and motivation, analyse the
data and present it visually using three different formats with an explanatory
note on what the data shows.
*Candidates may choose to use data on the outcomes of a recent staff
survey from their own organisation and as agreed with their centre.
Compile a written report of approximately 1000 words for your
management team setting out the following:
Set out briefly the different ways in which an organisation might collect
and record HR data and give two reasons why it is necessary for any
organisation to do this. Give a short explanation of how different types of organisational data
collected can support HR practice and the management team when restructuring
the organisation and redeploying personnel.
Describe the systems used for recording the data from two of the types
of data identified in a) above and describe two methods of data storage. What
are the benefits of using these storage systems?
Explain two legal requirements that any organisation must take into
account when recording, storing and accessing HR data.
Set out your analysis and explanations of the employee engagement
survey data. From your analysis develop three possible recommendations, explaining
why you feel these would help your management team when restructuring the
Evidence to be produced
To achieve a Pass,
students should provide evidence of their data analysis (approximately 500
words) and a written report (approximately 1000 words) which reflects the
guidance given below.
Guidance for assessors
This guidance is for assessors only
and should not be handed out to students
activity is about analysing data. The
data can be from within the candidate’s organisation, or as provided as part
of this assessment brief.
should provide a written report, and some analysis of the datasets that they
have used. If the dataset is included
in an appendix this should not count towards the word count. However, any appendices must of course be
linked or referred to in some way in the main report.
staff survey results might indicate that the restructuring will be seen as
positive or negative and therefore be easier or harder or the management team
to implement. Suggestions for enhanced communication systems, meaningful consultation
and selling the benefits of different roles and responsibilities might enable
staff satisfaction rates to increase and reduce opposition to any
is important that candidates are assessed in direct accordance with the brief
– explain is more than describe; analysis is an investigation or examination
of data; interpretation is an explanation of what the data means and drawing some
level 3 Foundation you should not expect referencing to be undertaken or a bibliography/reference
list compiled but if material is used by the candidate from a specific source
– text book, course handout, website, company database – you should expect
the source to be indicated. Where referencing is used the candidate should be
praised for this and be encouraged to continue doing so as practice for
Intermediate level study.
candidates’ analysis of data should enable them to show their understanding
of what data needs to be collected to support HR practices, in this case specifically
in relation to restructuring of an organisation and redeployment of
should reflect their knowledge of different systems for recording
(computerised systems, online/cloud, manual system) and showing HR data (the
use of visual charts/graphs etc. within the report). Students should identify
the advantages and disadvantages of the examples identified.
legal context must be explained within the report and at least two areas of
legislation covered – principles of the Data Protection Act, and General Data
Protection Regulations (2018), Freedom of Information Act (how this affects
confidentiality/privacy of personal data), the Equality Act 2010 (how data
might show potential or actual direct or indirect discrimination on one or
more of the personal characteristics).
The student should try to benchmark their organisation’s practices
against these requirements and identify any gaps.
The findings from the
analysis from Activity 1 must be used within the written report for Activity
2 in the form of visual representations of data (you should expect at least 3
different forms of presenting the data collected – graph, chart, diagram) and
a clear explanation of what each illustrates.
the candidate must be able to develop three recommendations from the conclusions
drawn to the given scenario and explain how these would help the management
team to restructure and redeploy staff.
Employee Engagement Survey Data (Source CIPD,
Oldbridge District Council provides a
range of local government services to a predominantly rural population of
75,000 people living in a market town and surrounding villages.
Like all local government bodies,
Oldbridge has had to make very substantial savings in recent years. Pay
rises have been restricted to 1% for some years now, while restrictions on
recruitment have been in operation.
The HR Officer decided it was time to
carry out a staff survey in order to establish levels of satisfaction and
engagement among staff. A confidential questionnaire was designed and 75%
of staff responded. Results were as follows:
- 65% state that they look forward to
going to work in the morning
- 62% state that they find their work
to be rewarding, 13% enjoyed it greatly
- 42% say that they were satisfied
with the variety of work that they are required to do
- 80% state that they feel valued and
supported by their work colleagues, 55% by their line manager, but only
20% by senior managers
- 70% are satisfied with the level of
responsibility they carry
- 21% state that they are satisfied
with their pay and benefits, but no-one says they are `very satisfied`
- 55% state that they are happy with
their work life balance
- 90% state that their jobs have
become increasingly stressful in recent years
- 33% are satisfied with the training
and development opportunities
- 83% say that their workload has
increased in the past year.
- 70% are satisfied with their
- 15% say that change is managed well
by the council
- 90% say that they `sometimes feel
- 28% say that they are listened to at
- 36% say that they are happy with
their job security
- 27% say that they feel their efforts
at work are properly recognised
- 54% state that they are actively
seeking alternative employment
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