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Some operational metrics include monitoring and keeping the record of attendance of each employee helps management in identifying the early & late comers, also identify who has the most absences without management approval.
The management can save itself from extra cost by identifying the root problems and providing solution in time for late comers. Also the management can have information which employee is working full time completing their goals and objectives in given deadlines. This information will help organization in performing succession planning and lots of other organizational objectives.
However HR has moved on from just providing Operational data to using it to provide insights to the business and recommend interventions or preventative measures.
As per UAE labor law article 10 it is mandatory to keep a record of Employee documents such as passport copies, employment contracts, medical history, family details, wages payment and leave details.

For example to register company wages payment through WPS (Wages Protection System) in order to make sure that each employee is paid on time and evidence of it is recorded in WPS. This will make sure that employees cannot make any problem for the organization related to salary payments.
1. Organizational Records
2. Disciplinary Records

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Two types of data collected and how it support HR practice

1. Organizational Records
The records that are maintained and kept are employee personal file, training records, sickness reports, immigration related documents such as NOC’s etc. All these
documents allow HR Department to identify the when, where how training was given and did it fill the gap to effectively perform job or not. Sickness report support HR in monitoring the productivity level and safe working conditions.
By having all these process monitoring procedures in place support HR in having efficient performer which in return benefits the organization in achieving its mission/vision and personal development.

2. Disciplinary Records

Keeping such type of data support HR in taking corrective action based on true facts and also helps HR to take decision while considering previous records when an employee commits any mistakes. Example warning letters for not achieving sales targets.
My organization currently stores data in the form of paper/folders and are kept in fire protected cabinet. The benefit is that it is easy to access and of less cost.

The other alternative way of saving is computerized/electronically, as we have already installed the HR DOT software and is under process. Benefits of it is that you can access the data on single click, time saving, more storage space and also you can get rid of paper work and can eco-friendly.

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