Inclusion of Sen into mainstream schools Essay Example | Topics and Well Written Essays - 1000 words

Inclusion of Sen into mainstream schools - Essay Example Education shall be free, at least in the elementary and fundamental stages. Elementary education shall be compulsory. Technical and professional education shall be made generally available and higher education shall be equally accessible to all on the basis of merit (n.d.)" Though there are tribes that are unaware of any formal educational system, still knowing and learning the culture that they have and the important skills to subsist and to live harmoniously with his country can be considered education. Included in the kinds of persons that have the right to be educated are those who have learning and other kinds of physical and psychological impairments. These are students with learning disabilities that require special educational needs for them to be educated. They are students with special education needs or simply SEN students. The Education Act of 1996 considers a child has "special education needs" if he has a learning difficulty. In this case, a child has learning difficulty if "he has a significantly greater difficulty in learning than the majority of children of his age," and "he has a disability which either prevents or hinders him from making use of educational facilities of a kind generally provided for children of his age in schools within the area of the local education authority" (Education Act of 1996). Students with Special Education Needs (SEN) have difficulties in l... Examples of students that needs special attention are those having known disabilities like: Attention Deficit (Hyperactivity) Disorder (ADD/ADHD), Aspergers, Autistic Spectrum Disorders, Cerebral Palsy, Down's Syndrome, Emotional Behavioural Difficulties, etc. (Types of Special Needs 2003). Evidences have backed up the necessity of SEN inclusion. Foremost of these are the reports submitted by the Alliance for Inclusive Education and Disability Equality Into Education that shows the feasibility and effectiveness of inclusive education for disabled children with different impairments (British Council of Disabled People 2005, p.2). The paper submitted by 2020 campaign laid down the advantages supporting the claim of SEN advocates that inclusion is beneficial for disabled students. Through this system, they have been given the opportunities to make friends, to improve their social and academic skills and to initiate a change in this world (Inclusion is Working, 2005, p.1). Also statistics reveal that children from special schools "do less well in exams, have higher rates of unemployment and are often more socially isolated as they grow older than their peers in the mainstream (Inclusion is Working 2005, p.2)." With these papers backing up the inclusion of SEN into mainstream education, the Special Education Needs and Disability Act 2001 has been legislated to provide a revised statutory framework for inclusion. It empowers SEN students to attend a mainstream school, unless their parents choose otherwise. Audit Scotland and HMIE released a report of the findings made by the commission. These organisations found out that to make mainstreaming pupils with SEN work, schools should have time to join their headteachers and

HR Analytics Essay Example | Topics and Well Written Essays - 2000 words

HR Analytics - Essay Example Analytics mainly focus on the trend with respect to performance, results, behaviour, growth and development, which further draws management’s attention to specific areas unlike reporting tools that only focus or gather historic data and performance. Contemporary businesses and management lay strong emphasis on measurement of all aspects related to the business and management. Lundgaard (2009) emphasizes the significance of HR analytics in enabling the establishment of HR as a strategic organisational function and credits this to the high competition in business environment which is further pressurizing achievement of greater performance, productivity and profits for business/organisational sustenance. For this, firstly HR initiatives must be made quantifiable through appropriate measures. Lundgaard (2009) suggests a six-domain framework that identifies six key areas for HR: staffing, training/development, appraisal, rewards, organisational governance, and communication. Obtain ing HR analytics based on these six core areas makes measuring HR function feasible. Application of this framework to HR initiatives still depends upon the measurability of these areas, for which Hunter et al (2005) have suggested the Balanced Score Card (BSC) system. First proposed by Kaplan and Norton, this framework allows linking strategy to value creating processes. As stated by Kaplan and Norton (1996; p.2), ‘the BSC translates an organisation’s mission and strategy into a comprehensive set of performance measures that provides the framework for a strategic measurement and management system.’ The BSC measures organisational performance across four balanced perspectives: financial, customers, internal business processes, and learning and growth. It helps in capturing the critical value-creation activities of skilled and motivated employees. All activities that an organisation needs to perform in order to achieve its goal can be categorized according to these perspectives, which include categorization of all initiatives by the HR department into these four core areas. The BSC helps in assessing the total business value derived from particular department. To assess the total business value of HR initiatives, they must be made or converted to measurable objectives (Hatry, 2006). For measurement, Lawler and Boudreau (2009) advocate the use of efficiency, effectiveness and impact for measuring HR programmes, where efficiency refers to resources used by HR programmes such as cost-per-hire; effectiveness refers to changes produced by HR programmes such as learning from training; and impact refers to business or strategic value created by the programme such as higher sales from better-trained product developers or sales people (p.61). All three, efficiency, effectiveness and impact are equally important to assess the actual weight of any activity/programme. For instance, measuring the monthly/daily sales without measuring customer satisfaction will be of no use for the business in long run. Similarly, paying out more incentives to staff for over performance without assessing employee satisfaction may or may not yield any improvement in employee satisfaction. Efficiency and effectiveness of HR initiatives can be measured by assigning specific measurable objectives to each initiative. Paladino (2007) emphasized Managing by Objectives (MBO) as an effective tool to enhance organisational efficiency at