The use of ICT within early years and schools is now an essential part of provision. ICT is used to help children with their learning and forms and area of learning in its own right. Government initiatives actively encourage practitioners to introduce and utilise ICT in the learning experience. Task 1: There are many things that practitioners can use in early years settings to implement ICT into the curriculum‚ for example: Camera: this is used
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differentiating instruction within my program is assisting me with the students’ development and my understanding of what they know and need to work on to further develop their skills. I am always thinking of different ways I can teach a concept within literacy and numeracy. This is enabling me to continuously use the student’s current
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Supporting Good Practice in Managing Employee Relations Aim The aim/objectives of this assignment are to explore employee relations in detail‚ including the psychological contract‚ differences between fair and unfair dismissals‚ redundancy‚ and the direct link to my organisation. Pershing is a medium sized financial services company‚ who has seen strong growth over the last two years during the economic downturn. 1.0 Internal and external factors that impact on the employment relationship
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SUPPORTING GOOD PRACTICE IN MANAGING EMPLOYMENT RELATIONS 1. The impact of employment law at the start of the employment relationship. Employment Relations is defined by David Farnham (2000: xxiii) as “that part of managing people that enables competent managers to balance‚ within acceptable limits‚ the interests of employers as buyers of labour services and those of employees as suppliers of labour services in the labour market and workplace”. The impact of employment law at the start of the
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Unit 312 Supporting numeracy development Outcome 1 Understand current national and organisational frameworks for mathematics. 1.2 Summarise the national curriculum framework for mathematics including age relate expectations of learners as relevent to the setting. Foundation stage Using and applying mathematics Counting and understanding numbers Knowing and using number facts Calculating Use developing mathematical ideas and methods to solve practical problems Match sets of objects
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SUPPORTING GOOD PRACTICE IN MANAGING EMPLOYMENT RELATIONS 1. Describe 4 factors‚ 2 internal and 2 external‚ which impact on the employment relationship. Employment Relations is defined by David Farnham as “that part of managing people that enables competent managers to balance‚ within acceptable limits‚ the interests of employers and those of employees in the labour market and workplace”. The employment relationship is affected by: External Factors: Economy The level of economy affects
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Supporting Good Practice in Managing Employment Relations – A Guidance Leaflet The Impact of Employment Law at the START of the employment relationship 2 Internal Factors which can impact on the employment relationship • Policies & Procedures in place within the organisation – this is an important internal factor that can have an impact on the employment relationship; for example if there is job share/flexible working arrangements in place this can help to promote a work-life balance
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Supporting Good Practice in Managing Employee Relations The Start of the Employment Relationship Building successful employment relationships is important. It also makes good business sense: Organisations with good employment relationships tend to be more successful. Establishing and maintaining good faith relationships is the foundation to a successful business. Good faith generally involves using practical common sense and treating others in the way you would like to be treated
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SUPPORTING GOOD PRACTICE IN MANAGING EMPLOYMENT RELATIONS GUIDANCE LEAFLET 1. The impact of employment law at the start of the employment relationship 1.1. 2 internal and 2 external factors that impact on the employment relationship A number of factors can have an impact on the relationship between employees and employers which can be identified as internal and external factors. • Internal factors include: o Pay and Rewards – pay and rewards attract‚ motivate and retain staff
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organisational behaviour‚ Vol‚ 1‚ John Wiley & Sons‚ London. Rousseau‚ D.M. (1989) New hire perspectives of their own and their employer’s obligations: A study of psychological contracts‚ in Journal of Organisational Behaviour 11. Smith (2009) Why Equal Pay is still Important [Online] Available from: http://www.americanprogress.org Armstrong M (2003) A Handbook of Human Resource Management Practice‚ 9th edition‚ Kogan Page‚ London CIPD – [Online]
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