PwC’s Academy Using Information in Human Resources *QCF Level 5 in England, comparable to Level 7 in Ireland, Level 9 in Scotland and EQF Level 5 Unit Title Recording, Analysing and Using Human Resource Information Level 3 5* Credit Value 4 Unit Code 5UIN Unit review date December 2017 Purpose and aim of unit Human Resources (HR) professionals need to be able to present a viable and realistic case for improvement based on sound work-based research and an understanding of what is considered good practice. This core unit develops the skills of research and enquiry in order to enable learners to identify appropriate data sources to support an investigation into an area of HR practice and to synthesise and apply this data, to evaluate the role of HR in business and strategy formulation and implementation, and to prepare and present a business case for improvement. This unit is suitable for persons who: 1. Seek to develop a career in human resource management and development. 2. Are working in the field of human resource management and development and need to extend their knowledge and skills. 3. Have responsibility for implementing human resource policies and strategies. 4. Need to understand the role of human resource in the wider, organizational and environmental contexts. Learning outcomes On completion of this unit, learners will: 1 Understand the research process and different research approaches. 2 Be able to conduct a critical review of information sources in an area of HR/business practice and analyse the findings. 3 Be able to draw meaningful conclusions and evaluate options for change. 4 Know how to deliver clear, business-focused reports on an HR issue. Guided learning hours The notional learning hours for this unit are 40 in total. The guided learning hours would normally be considered to be 20 with an additional 20 hours of self-directed learning for reading and the preparation of assessment evidence. PwC’s Academy Unit content Indicative content is provided for each of the learning outcomes of the unit. The content is neither prescriptive nor exhaustive but should enable achievement of the learning outcomes. 1 Understand the research process and different research approaches. Stages in the research process: range of research methodologies and the applications of quantitative and qualitative methods; conversion of raw data into meaningful HR and management information; the parameters and limitations of different research instruments. 2. Be able to conduct a critical review of information sources in an area of HR/business practice and analyse the findings. Identifying a researchable area: for example an aspect from one of the professional areas in the CIPD Profession Map or from an area of business practice. Reviewing data: sources of UK and international information relating to HR and management practice, including online databases and search facilities, academic and professional journals, professional and regulatory bodies and sector skills councils reports, organisational policy and financial accounts, industry reports; differences in the presentation of data across a range of written, electronic and oral media; the difference between primary and secondary data. Conducting the critical review of the information sources: types and purposes of literature reviews, literature review process. 3 Be able to draw meaningful conclusions and evaluate options for change. Drawing meaningful conclusions: analysis and interpretation of trends, patterns and metrics; evaluation of data collected to inform the conclusions; the business case for change, incorporating cost–benefit and resource analysis; critical success factors to assess the effectiveness of change. 4 Know how to deliver clear, business-focused reports on an HR issue. Identifying stakeholders: use of stakeholder maps with their interests, needs and likely influence. Preparing a business report: choosing the format, consideration of a range of written, electronic and oral media; range of narrative and diagrammatic formats; the needs of various stakeholders; range of ways to present data to meet different stakeholder needs; using insights and observations to shape the views of managers and to influence strategy; suggestions for alternative paths of action consistent with observations.