Recording, Analysing and using HR information

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It is extremely important for all organisations to record and store data for a number of reasons, one significant reason being to satisfy legal requirements. Government agencies such as HMRC, Department of Work & Pensions and the Health & Safety Executive to name but a few, can demand information from organisations at any time. Pay, tax and employee data needs to be accurately recorded and monitored by HR, in order to ensure employees are being treated fairly and organisations are compliant.
Relevant legislation would include the National Minimum Wage Act 1998 with regard to pay, working hours are restricted under the Working Time regulations and safe working practices and conditions are outlined under the Health & Safety at work Act 1974. Failure to comply with this legislation can lead to errors, accidents, increased absence, breakdown of the psychological contract, poor employee engagement, poor retention rates, a bad corporate reputation and can result in serious financial consequences such as fines, legal action or closure of business in extreme cases.
Another reason that organisations collect HR data is for monitoring levels of employee sickness and absence. According to the CIPD’s 2013 Annual Survey Report on Absence Management, organisations reported employees absent between 6 and 8. 7 days each per annum at an average annual cost to the business of ? 595 per employee due to a lack of resource and productivity.
As can be seen, hours lost due to sickness and absence can cost organisations a huge amount of time and money every year and attendance data collected can be used for Occupational Health investigations or capability reviews with the employee, especially should multiple instances of absence occur or a pattern emerges. Attendance data can also help to spot patterns and trends which can pinpoint other less obvious causes for absence.
Poor line management, workplace bullying, poor motivation, a training need or a welfare issue can often be the cause of recurrent, short term absence and once highlighted, HR can intervene to offer practical support, advice and guidance to both employees and line managers in order to rectify these issues before they escalate further. Organisations store data collected in two ways. Before the technology boom in the late nineties, manual files (that are written or printed) were widely used but are now less popular, specially in large organisations that are heavily reliant upon technology.
The benefits of manual files are that they are cheap to compile with little or no training required to extract information from them. However the downside being they take a large amount of space to store, they have little or no security and if they are destroyed or damaged, the information is permanently lost. Electronic storage on computer hard drives, shared drives, memory sticks, internet, intranet, dvd and so on is now the preferred method due to the many benefits.
It is easier to input and update information on a computer, the information can be quickly distributed to a vast amount of recipients via email, can be easily manipulated and formatted for reporting purposes in various applications, doesn’t take up any physical office space and can be secured and protected via encryption programmes or passwords. Of course, data can be highly sensitive, confidential and valuable and therefore it is crucial organisations are responsible and compliant when collecting, storing and using this information.
There are many pieces of legislation that relate to this such as Limitation Act 1980, The Data Protection Act 1998, Human Rights Act 1998, Regulation of Investigatory Powers Act 2000, Freedom of Information Act 2000, Anti-Terrorism, Crime and Security Act 2001 Part 11, Information and Consultation of Employees Regulations 2004, the Immigration, Asylum and Nationality Act 2006 and the UK Borders Act 2007. Two pieces of legislation in particular which are relevant to the everyday uses of HR data within organisations are the Data Protection Act 1998 (DPA) and Freedom of Information Act 2000 (FOIA).
The DPA states that the processing of automated and manual data must comply with seven principles; the data must be used fairly and lawfully, used for limited, specifically stated purposes, used in a way that is relevant and not excessive, must be accurate and up to date, kept no longer than necessary, handled according to data protection rights, kept safe & secure and must not be transferred outside the UK without adequate protection.
There are guidelines produced by the Information Commissioner detailing the best practice for handling data and maintaining compliance in four areas; Recruitment & Selection, Employment records, Monitoring at work and Information about workers health. Subject to certain exceptions (as detailed in Schedule 7 of the Data Protection Act 1998) employees have the right to access their records and also employers must seek the permission of he individual concerned before releasing any information to a 3rd party. Under the DPA, employers must keep certain data for specific statutory periods of time and once this has expired destruction of data must take place securely and effectively. The FOIA 2000 relates only to information gathered, stored and used in the Public sector (NHS, Government departments, Local Authorities, Police forces etc) and information held in the private sector on behalf of public organisations.
It aims to improve accountability and provide transparency within organisations that spend public money. This gives the public the right to access all information including emails, documents, letters and notes, without any relation to themselves and without needing to provide a reason. The request can be denied only if it contravenes the Data Protection Act, harms national security or is not in the ‘public interest’ but even then a refusal has to be valid, reasonable, explained and an edited version released.

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#065

Recording, Analysing & Using HR & L&D information

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There are several reasons why an organisation needs to collect HR data and are no different. During my review I have discovered the following reasons we are collecting this information and examples of information that we are collecting: •Legal requirements- This has covered working time regulations, tribunals, accident at work reports •To be able to contact family or individuals- This allows us easy access to personal details in case of accidents, sickness or emergency contacts •To allow for decision making-
Information stored allows us to consider promotions, planning training & associated costs, work force planning Types of information: •Sickness records- Allows HR to track staff sickness and provides evidence for use of the staff sickness policy. •Staff appraisals- these allow HR to track the progress of staff, reward high standards and address offer support for staff who any areas to work on. These also allow the HR department to plan future training requirements as agreed through appraisals.
•Staff contracts- by storing these it allows HR to maintain their records and consult with the documents if any queries occur for entitlements, holidays, sickness, retirements, pay, etc. •Training records- these are essential records that allow the HR department to track and maintain the workforce’s level of competency and training as identified through the individual’s appraisals, CPD and job descriptions which are vital for client audits. It also helps to build the training plan and associated budget requirements.
During my review I discovered that had 2 methods on holding these types of information. A manual filing system, where documents are stored in filing cabinets and in their computerised system, , where documents are created, stored and scanned into the company computer system. The benefits of these two methods are: Manual System •Less costs involved for storage •Original hard copies that are easy to access •System can’t go down like a computer system •No need for technical support or technical training Computerised system-
•Documents can be viewed anywhere in the company •Easy to access & Send information •Takes up less space •Environmentally friendly •Easy to update & Backup documents Due to the personal information that handles, there is a number of legal obligations that they must abide by to protect that information under the Data Protection Act 1998. As such we must comply with the 8 data protection principles in that personal Data shall: 1)Be fairly and lawfully processed 2)Processed for limited purposes 3)Adequate, relevant and not excessive
4)Accurate and up to date 5)Not kept longer than is necessary 6)Processed in line with your rights 7)Secure 8)Not transferred to other countries without adequate protection. Another legislation that governs this is the freedom of information Act. This provides the public access to information held by public authorities. It does this in two ways: •Public authorities are obliged to publish certain information about their activities; and •Members of the public are entitled to request information from public authorities.
For the public to gain this information they must provide a written request with their: •Name •Address •Description of information And can be liable to a cost for providing this information, but will be entitled to a notice stating reasons if request is refused. Word count 542 Activity 2 Training department The training department currently consists of the Training and competency manager and a training co-ordinator. Their role has been to support the projects, offer advice on training and competency requirements whilst organising any training that is required.
Training I have analysed the training that has been completed since June 2013, looking at the qualitative data consisting of the different types of training and analysing the quantitative data including the total of over 600 candidates and shown this in data base and a Bar Graph (appendix 1) To allow us to accommodate this essential amount of training, we have had to utilise different training providers ranging from within our own group, , local providers HITs, Sureclean and STS and even gaining cooperation from providers based in London, workplace Law.
By utilising these training providers, we have been able to provide a trained workforce as required for our projects but at a substantial cost to our business and with different standards of delivery. Since June, Training department have been responsible for arranging the following courses that we could easily facilitate given the correct investment: 24 Confined Space sessions at a cost of 1 1st Aid Course at a cost 5 Helper Training at a cost 3 IOSH managing safely at a Cost of As this clearly demonstrates, a substantial volume of capital constantly has to be allocated to training our project workforce to bring them up to the
required competence standard for each project. Unfortunately as they are not on permanent contracts these new skill sets and level of competence can and does disappear with the employees when they leave the project and as such means that we will require continued training to maintain this level and as such incur continuous costs. I Believe that by investing in our own Training facility and dedicated team, it would allow to provide a significant cost effective and fit for purpose training to meet national standards and project requirements to our workforce.
An example of the benefits of having our own team and facility is the fact of the costing’s for delivery of our supervisory training on IOSH managing safely courses. preferred supplier for this training at present has been. I have negotiated their cost down from approximately ? 8000 to the following: – IOSH MANAGING SAFELY Figures based on 15 delegates over 3 days Cost per delegate @ ? 650. 00 per delegate? 3000 Mileage for Trainer @ 45p per mile? 108. 00 Room Hire @ ? 100 per day? 300. 00 Food/Refreshments @ ?
209 per day? 627. 90 Total cost? 3,927. 90 Using our own trainer Projected Costs: Per course Managing Safely ? 50 Delegate Workbooks ? 18×15? 270 ?20 per certificate x15? 300 Food/Refreshments @ ? 209 per day? 627. 90 Trainer x 3 days? 345 Total cost? 1592. 90 It is very clear from this quantitative data that a significant saving by having our own trainer and training facility as we do not have any of the extra costs involved for having the trainer traveling, staying in hotels and booking of suitable training rooms.

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#065

Recording Transaction

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Prepare a balance sheet for the business as at 30 June 2014. C. Explain why you have used a particular valuation for the buildings in the balance sheet. Chapter 3 – Recording Transactions Problem 3. 2 – Journal Entries, Posting to Ledger, and Trial Balance Gerry Munro opened a hairdressing salon on 1 July 2012. The following transactions occurred during the first month of operations (ignore GST): July2Munro invested $30 000 in the business by depositing cash into a business cheque account with the NZA Bank. 2Paid $1200 for the first month’s rent. Purchased equipment by issuing a cheque for $12 000 and signing a commercial loan agreement for $16 000. 4Purchased supplies for $1040. 6Paid advertising expense of $300. 16Recorded hairdressing revenue for the first half of the month of $1680 in cash and $250 on credit. 20Paid insurance expense for July of $560. 23Received a $150 payment from customers on credit. 28 Munro withdrew $440 cash for personal living expenses. 31Recorded revenue for the second half of the month of $1760 in cash and $120 on credit. 31 Paid telephone account of $270 by electronic transfer.
Use the following account titles and numbers: Cash at Bank, 100; Accounts Receivable, 101; Supplies, 102; Equipment, 103; Loan Payable, 200; Gerry Munro, Capital, 300; Gerry Munro, Drawings, 301; Revenue, 400; Rent Expense, 500; Advertising Expense, 501; Insurance Expense, 502; Telephone Expense, 503. Required: A. Prepare the general journal entries to record the transactions. B. Post the entries from the general journal to the general ledger accounts (running balance format) and enter the posting references in the general journal. C. Prepare a trial balance as at 31 July 2012. Chapter 7 – Accounting Systems and Processes
Exercise 7. 10 – Relating Purchases, Cash Payments and The General Journal to the Subsidiary Ledger and Control Account At 1 June, the following information was extracted from the records of Edith Yu (assume no GST): Schedule of Accounts Payable| as at 31 May 2013| A. Green| $500| Jones Ltd| 5 000| Close Ltd| 12 340| | $ 17 840| Extracts from the purchases, cash payments and general journals for June are presented below: Purchases Journal| | Cash Payment Journal| Date| Account| Amount|  | Date| Account| Chq. No. | Accounts Payable| 3-Jun| A. Green| 1 000| | 5-Jun| Jones Ltd| 003| 5 000| 10-Jun| Jones Ltd| 4 050| | 18-Jun| A.
Green| 004| 1 500| 12-Jun| Peter Ltd| 2 550| | 30-Jun| Close Ltd| 005| 5 880| 21-Jun| G. Galway| 2 340| | | | | | | | | | | | | | | | General Journal| Date| Particulars| Debit| Credit| 17-Jun| Accounts Payable Control, Close Ltd|  |  | 400|  |  | Purchases Returns and Allowances| |  |  | 400| | (Returned goods, adjustment credit note received)|  |  |  | Required: A. Establish running balance ledger accounts for each supplier in the subsidiary ledger and an Accounts Payable Control account in the general ledger. Post the amounts from the journals to the subsidiary and control accounts. B.
Prepare a schedule of accounts payable as at 30 June and compare the total with the balance in the control account. Problem 7. 1 – Accounting with Sales Journal and Purchases Journal Apex Construction Ltd uses sales and purchases journals in its accounting system. The following transaction occurred during June 2012. June 5Purchased merchandise on account from Jason Ltd, invoice 207, $2400, terms 2/10, n/30. 8Purchased merchandise on account from Ross Ltd, invoice 878, $1680, terms 2/10, n/30. 10Sold merchandise on account to E. Mears, invoice 226, $4560. 16Sold merchandise on account to Benz Ltd, invoice 227, $3960. 9Purchased merchandise on account from J Harley, invoice 828, $1160, terms 2/10, n/30. 26Sold merchandise on account to A. Alberts, invoice 228, $3120. 29Sold merchandise on account to Benz Ltd, invoice 229, $2400. Required: A. Complete the requirements below, assuming that the business is not registered for the GST. 1. Establish all necessary general ledger accounts, accounts receivable subsidiary ledger accounts, and accounts payable subsidiary ledger accounts. Use the following account numbers: Accounts Receivable, 1200; Accounts Payable, 2200; Sales, 4100; Purchases 5100. . Journalise the transactions for June in the appropriate journals. 3. Post the data from the journals to the correct general ledger and subsidiary accounts. 4. Prepare a schedule of the accounts receivable subsidiary ledger and the accounts payable subsidiary ledger as at 30 June to prove that their totals are equal to the balances of the control accounts. B. Complete the requirements 1-4 in part A, assuming that the business is registered for the GST. Add the accounts 1300 GST Outlays and 1300 GST Collections to the accounts list.

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#065

Paper Editing-Discuss different policing eras in the U.S., recording changes that occurred during each era including but not limited to: Early American Policing, Posse Comitatus Act, adoption of the bureaucratic model, police accreditation, up to and including the Community Policing Era

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Paper Editing-Discuss different policing eras in the U.S., recording changes that occurred during each era including but not limited to: Early American Policing, Posse Comitatus Act, adoption of the bureaucratic model, police accreditation, up to and including the Community Policing Era
Discuss different policing eras in the U.S., recording changes that occurred during each era including but not limited to:
Early American Policing, Posse Comitatus Act, adoption of the bureaucratic model, police accreditation, up to and including the Community Policing Era
Read your assigned chapters and discuss the realities of the CSI effect. Does the research support that this is a real phenomenon? Do you agree? What can be done to address this “bias?”
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#075

the history of recording technology in music

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College essay writing serviceQuestion description1. Introduce the history and development of recording technology in music (one short paragraph, Max 100 words) For example: 4 different eras.2. Find out 4 to 5 Technological advancement according to the development of recording technology in music. Introduce each technological advancement briefly (Max 50 words each).3. Conclusion (Max 150 words)4. Reference needed!!At AdvancedUSWriters.com, we make your academic life easier. Don’t worry about poring through tones of academic materials in search of ideas for your paper. Assign your homework to one of our writers. We’ll write and deliver your assignment on time!

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#075

Discuss your experience with creating a presentation recording. How is the preparation process going…

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Discuss your experience with creating a presentation recording. How is the preparation process going and what obstacles have you faced?
Discuss your experience with creating a presentation recording. How is the preparation process going and what obstacles have you faced? What questions do you have about the process that your peers may be able to help solve?
Find a helpful tip about recording audio or video and share that here (with proper credit — a link to the source will be fine).
Topic: Discuss your experience with creating a presentation recording. How is the preparation process going and what obstacles have you faced?

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#075

Video Recording And Written Team Critique

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College essay writing serviceYour instructor will video-record your presentation and will provide each team memberwith access to the recording.b. You are to view the recording and each group member is to prepare a self critique for hisor her performance and make an overall summary critique of the presentation as a whole.Each group member is to prepare a written report that includes the team member’sname, group number, and presentation date at the top of the page with three sections asfollows: a. Things I/We Did Well b. Things I/We Did Not Do So Well c. Improvements for Future PresentationsThe report should be at most one page (single spaced)..
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#075

A technical recording medium or a means of artistic expression.

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Photography: A technical recording medium or a means of artistic expressionThis age old question started with the invention of the camera and it still exists today. Many see the discipline as a scientific technical production of recording or documenting our physical environments (including personalities). However many think otherwise. They see photography simply as another medium to express an artistic vision.Fine Art photography sometimes known as Photographic Art or Artistic Photography or other names typically refer to photography work as a personal art form vs. commercial photography. However the definition and subjective interpretation varies. Nevertheless we will learn some notable movements photographers and photographs that have made relevant contribution in the history of photography both as an invention and as an art form.For the time being lets look at photography from a very broad perspective and see it as 2 types: Straight photography (also known as pure photography or Naturalism) vs. Pictorialism. For those of you with advance knowledge in photography please bear with us.Edward Weston (http://edward-weston.com/edward-weston/)(Links to an external site.)Links to an external site. Ansel Adams (http://anseladams.com)(Links to an external site.)Links to an external site. Paul Strand (http://theartofphotography.tv/photographers/strand/)(Links to an external site.)Links to an external site. Imogen Cunningham (https://www.imogencunningham.com)(Links to an external site.)Links to an external site. Sonya Noskowiak (https://www.sfmoma.org/artist/Sonya_Noskowiak)(Links to an external site.)Links to an external site. Henry Swift (https://www.sfmoma.org/artist/Henry_Swift)(Links to an external site.)Links to an external site..Some notable photographers in the Pictorialism movement:Edward Steichen (http://www.npg.si.edu/exhibit/steichen/)(Links to an external site.)Links to an external site.Gertrude Kasebier (http://www.getty.edu/art/collection/objects/62144/gertrude-kasebier-blessed-art-thou-among-women-american-1899/)(Links to an external site.)Links to an external site.Frank Eugene (http://theredlist.com/wiki-2-16-601-797-view-pictorialism-profile-eugene-frank.html)(Links to an external site.)Links to an external site.Alice Boughton (https://www.lomography.com/magazine/311321-alice-boughton-wonderful-work-in-portraiture)(Links to an external site.)Links to an external site.F. Holland Day (http://www.leegallery.com/f-holland-day/photography/)(Links to an external site.)Links to an external site.Assignment:Please browse through the list of photographers from group 1 (Straight photographers) and group 2 (Pictorialism photographers) to get a sense of the differences. Then choose one photographer (from any group) and write an analysis of his/her work. You will need to do some research on the photographer and the time period when he/she lived. Write an analysis of the photographers works (no more than 2 pages please). Please cite your sources.*** go to the modules tab (look on the left side of your screen) click on thePhotography: A techical recording medium or a means of artistic expression. You will see a list of photographs (one example for each of the artists on this list). These are meant to help you get started. Feel free to use any of these images or find one on your own.Some points to consider: What was the photographers inspiration? Was the photographer self-taught or trained under another artist/school? Did the photographer see photography as art or science? What contribution did the photographer made to the field of photography?If you have never analyzed a work of art before heres some tips on how to start:

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#075

Process recording and critical reflection

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Scenario 
Client (Tahalia) is a 24 year old mum who has left a domestic violence situation. She has come to see you as she continues to live in fear that her ex-partner will attempt to re- establish the relationship. She doesn’t want the police involved if her partner comes after her, particularly because she doesn’t trust the legal services.
 
 
1.   Process Recording
Specific Skill to be Assessed
Reflective Practice 
Learning Outcomes to be Assessed 
On successful completion of this topic students should be able to:
3. Articulate the impacts of colonisation on Indigenous cultures and people within human rights and social justice frameworks, critically reflecting on the potential implications of white privilege and Indigenous oppression for contemporary practice;
4. Identify key factors in working ethically and holistically with Indigenous clients, families and communities, taking account of their emotional and social wellbeing;
5. Demonstrate familiarity with some of the major issues and strategies relevant to working effectively in collaboration with colleagues and clients from the Indigenous community;
6. Demonstrate the ability to engage in reflective listening processes that inform interventions.
 
 Pre-requisite 
Complete the Narrative Interview prior to doing the process recording.
Process recordings are a tool used within social work to explore an interaction between people at a set point in time. Process recordings are an excellent tool for developing awareness of your practice and assist you with the development of reflective practice skills. 
We will be using a more detailed template than you would use in the field. This more complex template ensures that you understand how the process works and how to apply it in future. Once you understand the complete process and can apply it competently then you can begin working with ‘short-cuts’.
Task Overview
1.     Write a process recording and reflection using the template provided on FLO.
2.     Your process recording should include the following
1.     Setting: In this section you provide an explanation of the setting of the meeting. 
2.     Narratives in time-sequence: Record in this section, using a dialogue format, significant ongoing exchanges that you thought were important in your interaction with the client.
3.     Non-Verbal Behaviours – Record how you perceived the client was feeling moment-to-moment as the activity or verbal interchange was taking place.
4.     Student thoughts = theories of practice – Record your reactions as the activity or verbal interchange was taking place. Be as open and honest as you can and don’t worry about having to use any special professional language. Label the interviewing skills and supporting theories you used in your interaction with the client(s) (e.g. warmth, genuineness, empathy, externalising the issue, re-authoring, deep listening, reflection, use of self, narrative approach, empowerment, etc). 
5.     Evidence-informed studies: indicate where you are able any studies which provide evidence of theories and skills used in the interview.
6.     Revise your process recording and submit your assessment via FLO in the post-intensive module.
 
 
3. Critical Reflection
 
Specific Skill to be Assessed
Reflective Practice 
Learning Outcomes to be Assessed 
On successful completion of this topic students should be able to:
1. Summarise major demographic, cultural and social characteristics of contemporary Aboriginal societies and recognise the diversity of these societies;
2. Recognise and describe the significance of colonial history on current social policies and practices in Australia that involve Indigenous people;
3. Articulate the impacts of colonisation on Indigenous cultures and people within human rights and social justice frameworks, critically reflecting on the potential implications of white privilege and Indigenous oppression for contemporary practice;
4. Identify the key factors in working ethically and holistically with Indigenous clients, families and communities, taking account of their emotional and social wellbeing;
5. Demonstrate familiarity with some of the major issues and strategies relevant to working effectively in collaboration with colleagues and clients from the Indigenous community;
6. Demonstrate the ability to engage in reflective listening processes that inform interventions.
Purpose
The purpose of this assessment item is to have you think about all that you have learned in SOAD9213 with the benefit of hindsight. Hindsight is the understanding of an event or situation that we only gain after it has unfolded. Consider the questions listed below in Task Overview and respond appropriately. Remember that you only have 1000 words so keep your comments concise and ensure that you respond to each component. 
 
Task Overview
Critically reflect upon your narrative interview and all of SOAD9213 to answer the following questions:
1.       Discuss your engagement with narrative therapy techniques and practices, for example externalising, deep listening and re-authoring, also identify the gaps in your practice of narrative therapy;
2.       Discuss the social work theories, skills and perspectives that you used in your narrative interview and include those that you could have used; 
3.      Using appropriate literature, critically analyse your self and your engagement with the client during the interview, clearly identify the challenges and what you would do differently next time;
4.       From the literature, explain your understanding of Australia’s history of colonisation and its influence upon social work practice with Aboriginal people today, for example, white privilege, power imbalances and cultural responsiveness; 
5.       Clearly identify how your practice would change when working with Aboriginal peoples as a consequence of this intensive, for example in terms of cultural responsiveness, addressing oppressive issues, using a human rights framework;
6. Revise your assessment and submit via FLO as a Word document.
 
 
 
Criteria for success
‘It is not enough for people to come together in dialogue in order to gain knowledge of their social reality.  They must act together upon their environment in order critically to reflect upon their reality and so transform it through further action and critical reflection.’  Paolo Freire Institute
In answering the above questions use a model/framework of reflection which you feel comfortable with. 
 
 
 
 
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#065