You are here:

Human Resources/Employee History Tracking.

Advertisement


Question
Dear Raghav

http://en.wikipedia.org/wiki/Archive

Is it a good practice to keep the Employees Database History i.e
Electronic version in form of CV/Resume/Bio-Data,Joining,Exit, Appraisal files etc as well as printed version of the same right from start up of the co ?.

Do you recommend that the Human Resource Management System should be able to extract employees data records right from inception ?.

Example : The co is 20 years old.


i.e. Once the Employee exit the corporate, how many years viz 1,3,5,10 etc the employee history should be maintained
and stored in electronic and printed version by Human resources department ?.

Awaiting your reply,

Thank & Regards
Prashant S Akerkar.

Answer
Generally it is a good practice to maintain employee records for a period say 10 years.  It is also advisable to keep all these in soft copies as that would be easy to fetch and there will be no hassles of maintenance.

Looks like your company is 20 years old and it is definetely a good idea to convert all those documents in soft copies and maintain the records without any hassles.  It is not essential to keep any printed version of the records as a scanned copy will to a great extent help retain records for a long time and does not consume space unlike the physical files

Human Resources

All Answers


Answers by Expert:


Ask Experts

Volunteer


Raghav

Expertise

HR Shared Services HR Consulting - including HR Outsourcing Recruitments Process Outsourcing Staffing Onsite HR / Recruiters HR Policies & Processes Compensation and Benefits Survey Employee Surveys Feedback Performance Management Succession Planning Creating Leadership pipeline Competency mapping Developing Learning / Centres of Excellence Business HR HR / Employee Manuals - Dashboards HR Audits Gap Analysis Exit Process Outsourcing Learning Process Outsourcing Start Up HR

Experience

Professional Experience & Achievements HR Policy Design & Implementation Involved in Policy making & manuals Comparative Industry study, Gap Analysis Updating and introduction of new ones Design and implementation of HR trackers relating to policies and practices Comp & Benefits and Rewards management Design and implementation Compensation and Benefits Policy Periodic Benchmarking Compensation and restructured Compensation / Levels Updating Grades and designations Advising Management on current trends in C & B with respect to annual increases. Financial impact analysis and creation of budgets for the year. Presenting Reports to Management effective cost control, Manpower cost budgets, and forecasting incremental changes for implementation. Presenting on Quarterly C&B data based on the reports from professional bodies Hewitt / Mercer supplemented by collecting informal data from other companies Parity analysis for new hires vis--vis the existing employees in similar grades / level Designed and implemented a robust and transparent Rewards Recognition system Performance Management Talent Acquisition Part of Project Team for composition and positioning of team members. Documented the level / grade and budgets for open positions, project estimation with respect to manpower costs and hiring costs. Designed and implemented cost effective hiring solutions maximizing Employee referrals with innovative campaigns. Career Management: Learning & Development Initiatives Communication and change management Employee Engagement Employee Retention

Organizations
Ness Technologies Inc Bluestar Infotech

Publications
2 Blogs www.hrinindia.blogspot.com

Education/Credentials
Post Graduate in HRM

©2016 About.com. All rights reserved.