Why Collect HR Data
This act applies to all organisations that process data relating to their staff and customers. It is the main legal framework in UK that protects personal data. The act contains 8 data protection principles which are:
Personal data should be processed fairly and lawfully, this can be achieved by asking the employees to use their information, on the employment contract.
Personal data shall be obtained only for specific lawful purposes, these purposes can be explained to the employee, such as passing pay related information to the HMRC.
Personal data shall be adequate, relevant and not excessive, this can be achieved by weeding the files on a regular bases and deleting information no longer required.
Personal data shall be accurate and up to date, this can be achieved by asking staff members to review their file and confirm accuracy.
Personal data shall not be kept longer than is necessary, this could be relevant to disciplinary awards such as spent convictions or old written warning …show more content…
Personal data should be protected, this can be achieved by adding locks to filing cabinets and password protecting electronic information.
Personal data should not be transferred to a country outside the EEA, exceptions may include legal requirements, or employee has given permission.
Freedom of Information Act. Is the UK government legislation that allows for the release to the public, information held by public authorities. One of the main reasons for this new legislation was to allow the public to ask how their tax payer’s money has been spent. Any request for information has to be submitted in written form and then answered within 20 working days, or an explanation as to why more time is required. Personal information will not be released, neither will certain sensitive data. The most famous request using this act was the release of MP’s expense scandal of 2009
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I have chosen to analyse absence data between 2 departments using the Bradford Factor scoring