Identify an area of HR data that you will investigate, (such as absence data, records of new starters or leavers, performance appraisal statistics), the time period you intend to investigate and the part of the organisation you will focus on.

Instructions

Analyse this data to identify any trends, patterns, or causes, and present your findings in a written statement, with relevant supporting documents (for example, spreadsheets, tables, graphs or charts) to illustrate your analysis.

We have provided a data set sample for you to analyse. Please note data set does not include all fields from original source. Source data is from 2018 survey results

Data sample – Health and Wellbeing at Work (I have uploaded this document in the file section)

Assessment criterion: 3.1 Analyse and interpret HR data.

When analysing and interpreting data, you should be extracting, reviewing, inspecting and shaping the data to discover useful information for you to be able to formulate conclusions and provide suggestions and recommendations to aid decision-making.

Identify an area of HR data that you will investigate, such as absence data, records of new starters, staff turnover or perhaps performance appraisal statistics. Conduct your analysis of the data over a period of time for comparative results; look at the key information you can extract, for example: year-on-year changes, compare departments, males verses females, full-time employees verses part-time employees, etc.

Throughout your analysis of the data, you should ask yourself the following questions to help you interpret the data:

“What does this tell me?”

“Why might this be?” and

“What could be causing this?”

Assessment criterion: 3.2 Present findings in a clear, concise and meaningful manner to inform decision-making within an organisation. 3.1. required you to analyse your chosen data to identify any trends, patterns, comparisons and causes. This information must now be displayed in the form of pictorial formats to illustrate your analysis, i.e charts, bar charts, graphs, pie charts, etc

To show your understanding, you should include at least three forms of pictorial format. Ensure that these are:

  • Relevant, clear and easy to understand
  • In a suitable format for the data such as a bar/column
  • Clearly labelled and titled, including a key if relevant.

You must ensure that the raw data is displayed within your assessment; this may be included in an appendices section of your report.

In support of your pictorial formats, you should provide a concise narrative that explains the findings both in a qualitative and quantitative manner. Introduce what you are analysing and lead the reader through your charts with concise explanation; do more than describe the charts, what can you deduce or analyse from your findings?

You must draw conclusions from your findings and provide recommendations to aid decision-making with your organisation. Provide at least three recommendations the organisation could employ to manage, monitor or improve the situation; include the benefits of your recommendations. You may want to consider cost saving, control measures or perhaps methods to support. With a tight word count, you will need to summarise your findings concisely.

Evidence to be produced

A single Word document with your charts, graphs or data tables clearly inserted within your written narrative.

Both activities should be submitted as ONE document using clear headings for each activity and criteria.

Activity 2 has a word count of 500 words +/- 10%.

Activity 2 has a word count of between 450 and 550 words (500 +/-10%) so you will need to be concise and to the point in your narrative and recommendations. Remember that any text within charts, headings and references are discounted from your total word count.

Useful  sites and podcasts:

http://www.acas.org.uk/index.aspx?articleid=3717#information
http://www.cipd.co.uk/hr-resources/survey-reports/absence-management-2015.aspx
http://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/labourproductivity/articles/sicknessabsenceinthelabourmarket/2014-02-25
http://www.forbes.com/sites/theyec/2015/05/29/how-to-get-employee-onboarding-right/#2ec4b3171efa
https://www.cipd.co.uk/knowledge/fundamentals/emp-law/data-protection/gdpr-factsheet#30043
http://www.cipd.co.uk/hr-resources/podcasts/89-rethinking-staff-inductions.aspx
https://ico.org.uk/for-organisations/guide-to-the-general-data-protection-regulation-gdpr/
http://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/adhocs/005248peopleinemploymentwithaflexibleworkingpatternbygender
https://www.flexjobs.com/blog/post/5-big-flexible-work-stats-2015/
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