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The Roads and Transport Authority (RTA) is located in Dubai, the United Arab Emirates. Its human resources (HR) management practices are based on laws and policies adopted in the country. The purpose of this report is to review the RTA’s approach to collecting, recording, analyzing, storing, and using HR data with a focus on local legislation. This report also gives reasons for collecting HR data, describes different data types, and discusses approaches to storing records.
Reasons for Collecting HR Data
The first reason for gathering important HR data is to monitor activities and operations regarding certain regulatory requirements adopted in organizations (Sharma 38). In the RTA, HR data are recorded to assess employee performance, evaluate outcomes against quality standards, and inform promotion decision-making. The second reason is to improve training for employees. HR managers in the RTA focus on gathering data to identify employees’ learning needs, determine gaps in knowledge, and propose effective training sessions.
Types of Data
While referring to the reasons for collecting HR data, there are two main types of information usually gathered by HR specialists and managers. In the RTA, the first type of information is disciplinary data. Managers record details regarding employees’ attendance, schedules, and performance. This group of data also covers financial information and contact details (Sharma 39). HR managers use this information to monitor operations, control staff absence, assess productivity, and analyze staff turnover changes.
The second type of HR records is assessment data, which includes performance assessments, details received via questionnaires for measuring employees’ commitment, and information regarding employees’ skills, capabilities, and knowledge. These records also include findings related to needs analyses and regular HR evaluations (Sharma 39). These data are necessary to determine gaps in employees’ skills and plan and develop training programs and promotions. Furthermore, in the RTA, this information is used to determine rewards and bonuses based on employee performance and skill development.
Methods of Storing Records
There are two main approaches to storing HR data: hard copies and soft copies. Hard copies are presented as records written on paper. They are usually stored with the help of physical files and folders. The advantages of using this approach include the ability to store signed files and to organize work with regulatory documents. In the RTA, HR documents and records that need to be signed by managers and executives are stored as hard copies. Another approach to storing data is the use of computerized systems and soft copies. Information systems allow organizations to save space and distribute materials quickly (Sharma 46). As such, RTA managers have created a virtual knowledge base that includes information regarding assessment results. These electronic resources are used for employee training. Thus, by using electronic storage, it is possible to systematize data effectively.
The RTA’s activities associated with storing HR data are regulated according to the data protection laws of the United Arab Emirates, including two main types of legislation: Article 378 of the country’s Penal Code and the Dubai Data Law. The personal information present in HR data and collected by the RTA is protected according to these laws, which prohibit the publication of private information (“Data Protection: An Update on the Current Dubai Landscape”). As a result, HR data cannot be accessed by anyone other than HR specialists and executives.
To manage HR records effectively, it is important to pay attention to their collection and storage. To do so, there are certain types of data and methods of storing information that is recommended for human resources management. Furthermore, the use of the RTA’s HR data is regulated according to the local laws.
“Data Protection: An Update on the Current Dubai Landscape.” TaylorWessing. 2014, Web.
Sharma, Frank. Human Resource Management. SBPD Publications, 2016.