AC 1.1
1. Absent Management – for it causing the organization multiples problems and substantial causes. By keeping induvial records its enable the company to monitor induvial performance’s and take the necessary action to resolve.
2. Legal necessity – By law, we need to have records for all employment data, for Examples staffs attendance records, salaries, and benefits to check if it meets the requirement as per the agreement, records employment and personal data for compliances purpose. Act 1998. Which helps to prove that the organization is hiring at an equal opportunity standard, also, to ensure that and prove that any firing done by the company is done for the right reasons and is readily available to prove that.
AC 1.2
1. Quantitative Data - The term …show more content…
Electronics - Having a systematics storing records can save and control employment cycle to meet operational business needs. It allows organizations to: know what records they have, and locate them easily, increase efficiency and effectiveness, save administration costs, reduce error or communication gaps. Nevertheless, having a systemized can cost a lot of money with new technology and system update, human error during input, finding a specialist operate and knowledge in HR system.
AC 2.2
1. Data Protection Act 1998 (DPA): Data protection issues can have implications for most HR activities such as the handling of recruitment, employer references, record-keeping and performance monitoring. (CIPD factsheet); as keeping a record of a personal date that includes an individual opinion as personal performance, attendance tracker, recruitment and personal data.
2. Freedom of Information Act 2000 (FOI): provides public access to information held by public authorities. It does by public authorities are obliged to publish certain information about their activities, and members of the public are entitled to request information from public authorities. ( ICO. Freedom of information)
AC 3.1 &
1. Absent Management – for it causing the organization multiples problems and substantial causes. By keeping induvial records its enable the company to monitor induvial performance’s and take the necessary action to resolve.
2. Legal necessity – By law, we need to have records for all employment data, for Examples staffs attendance records, salaries, and benefits to check if it meets the requirement as per the agreement, records employment and personal data for compliances purpose. Act 1998. Which helps to prove that the organization is hiring at an equal opportunity standard, also, to ensure that and prove that any firing done by the company is done for the right reasons and is readily available to prove that.
AC 1.2
1. Quantitative Data - The term …show more content…
Electronics - Having a systematics storing records can save and control employment cycle to meet operational business needs. It allows organizations to: know what records they have, and locate them easily, increase efficiency and effectiveness, save administration costs, reduce error or communication gaps. Nevertheless, having a systemized can cost a lot of money with new technology and system update, human error during input, finding a specialist operate and knowledge in HR system.
AC 2.2
1. Data Protection Act 1998 (DPA): Data protection issues can have implications for most HR activities such as the handling of recruitment, employer references, record-keeping and performance monitoring. (CIPD factsheet); as keeping a record of a personal date that includes an individual opinion as personal performance, attendance tracker, recruitment and personal data.
2. Freedom of Information Act 2000 (FOI): provides public access to information held by public authorities. It does by public authorities are obliged to publish certain information about their activities, and members of the public are entitled to request information from public authorities. ( ICO. Freedom of information)
AC 3.1 &