8.5.7 Do it in English:

На рынке труда люди обменивают свою рабочую силу на возможность получить заработную плату. Наёмные работники предлагают организациям (работодателям) свои трудовые услуги, а организации покупают эти услуги для осуществления своей деятельности. Цена рабочей силы зависит от опыта и квалификации работника. На рынке труда существует колебание спроса и предложения на отдельные профессии. Дефицит на рынке рабочей силы сокращается за счёт мобильности (переезда) и переобучения рабочей силы. При капитализме мобильность рабочей силы – это экономическая неизбежность.

Спрос на рабочую силу зависит от спроса на товарном рынке. Бухгалтер сможет найти работу по профессии только в том случае, если существует спрос рынке бухгалтерских услуг. Доходы от продаж товаров и услуг тратятся на выдачу заработной палаты, закупку ресурсов, вознаграждение владельца капитала. Поэтому размер заработной платы имеет ограничения. Чем выше доходы предприятия, чем быстрее растёт производительность труда, тем выше заработная плата работников. Ставка заработной платы – это равновесная цена между спросом и предложением. Равновесная цена возникает в том случае, когда количество необходимых на производстве работников совпадает с количеством желающих работать за этот размер заработной платы. Если работодатель не может найти работника за предлагаемый размер заработной платы, то он вынужден увеличивать предлагаемый размер заработной палаты. Если есть много желающих работать за этот размер заработной платы, то работодатель имеет возможность снижать размер заработной платы для своих работников. Преуспевающие фирмы расширяют производство и нанимают дополнительное количество работников. А фирмы, переживающие трудности, вынуждены сокращать персонал. Новые передовые отрасли расширяют персонал, а отсталые отрасли сокращают персонал. Например, современная тенденция состоит в том, что сельское хозяйство и тяжёлая промышленность сокращают персонал, а сфера обслуживания расширяет персонал.

8.5.8 Use the plan and helpful phrases given in Appendix 1 to profile Sociology of Work. Labour Market. Surf the Internet, find extra information and base your presentation on it.

8.5.9 Comment on the presentation given by your colleague. Make use of the points and helpful phrases given in Appendix 2.

8.6 Dialogue

Recruitment process for most organizations is standard. When an organization needs to employ new people, it places the advertisements giving details of the new appointment in the “situations vacant” section of several appropriate newspapers. Candidates can apply for the job by sending in a letter of application and curriculum vitae presenting details of their education and experience. Screening of job applicants provides information about an individual's skills and knowledge enabling a potential employer to determine whether that person is suited to, and qualified for, the position.

8.6.1. Read and translate the following dialogue: Recruitment Process

Reporter (R.):  Pleased to meet you, Mr. Porter. Let’s get down to business. What are the primary sources of information necessary to assess whether the appli­cant is suitable for the position he wants?

Personnel Manager (P.M.): As a matter of fact, the application form can be used to begin screening candidates for a job as it shows the person's background and training and is the first means of comparing the applicant with the job description. After reviewing all of the resumes, you will be able to pick and choose a select number of qualified applicants to be interviewed.

R.: I take your point, but how to select the right person for the job?

P.M.: There is no perfect answer, but the interview process can be of great help. The personal interview is the second step in the screening process and a central part of the recruitment process for most or­ganizations. Interviewing makes the selection process more personal and gives the interviewer an overall idea of whether the applicant is appropriate for the job.

R.: I see and what about the purpose of an interview with applicants?

P.M.: Let me clarify that for you. The purpose of an interview is to give the selector a chance to assess the applicant, to find out as much informa­tion as possible about the applicant's work background, especially work habits and skills. It is also an op­portunity for the applicants to demonstrate abilities and personality and to make sure that the organization and the position are what they want.

R.: Are there any techniques how to conduct an interview effectively?

P.M.: Yes of course. The interview should be guided, but not dominated, by the manager, as it is important to let the candidate speak freely. The interviewer should keep all questions job-related, be courteous and respectful and facilitate open communication. It should be also mentioned that many experts use a 80/20 rule - interviewer talks 20% of the time and the candidate talks 80% of the time.

R.: I’ve also heard that a growing number of companies are no longer satisfied with traditional job interviews.

P.M.: It looks like that. Instead, they are requiring applicants for management positions to submit to a series of written tests, role-playing tasks, simulated decision-making exercises. Others put candidates through a long series of interviews by psychologists or trained interviewers.

R.: In conclusion I’d like to raise one more question. The obtained information is verified, isn’t it?

P.M.: Yes, it’s absolutely true. Before making the final selection, one last step should be taken: the top candidate's references should be checked for accuracy. A previous employer is usually the best source. After the information on all applicants is verified, the selection can be made. The result of this selection is the "Right" employee. The right employee can help make money. The wrong employee will cost much wasted time, materials, and may even drive away customers.

Task1. Report the dialogue. Use the following reporting verbs:

to point out	to add
to account for	to sum up
to indicate that	to emphasize
to refer to	to indicate that
to estimate that	to conclude
to explain that	to admit

Task 2. Work with a partner. Look at the dialogue and discuss what Reporter and Personnel Manager say about the following subjects.

1. the major steps in screening process;

2. the purpose of an interview with applicants;

3. the techniques of conducting an interview;

4. the ways to verify the obtained information

Task 3. Do it in English:

1. процесс набора кадров

2. разместить объявление

3. раздел вакансий

4. заявление о приеме на работу

5. тщательный отбор кандидатов

6. получить право на занятие должности

7. основной источник

8. рассматривать резюме

9. давать полное представление

10. подходить для должности

11. оценивать кандидата

12. проводить собеседование

13. задавать вопросы по работе

14. способствовать открытому диалогу

15. проверять полученную информацию

16. проверять правильность и точность

17. потерянное понапрасну время

18. разгонять клиентов

Task 4. Read the following supporting materials.

A. Write a letter of application for the position of a junior clerk in the personnel department.

The letter of application normally contains three or more paragraphs in which you should:

• confirm that you wish to apply where you learned about the job

• say why you are interested in the position and relate your interests to those of the company

• show what you can contribute to the job by highlighting your most relevant skills and experience

• indicate your willingness to attend an interview (and possibly state when you would be free to attend)

Edith Roberts 6 Carlswood Street Redhill Surrey 8th January Mrs Cynthia Dryden 44 Randolf Square London EC1 4BE Dear Mrs Dryden, I would like to apply for the post of personal assistant advertised in today’s Guardian. As you can see from my curriculum vitae, I have had six years’ experience as a personal secretary. Five of these have been in films and television and I am particularly keen to continue working in this industry. I enclose my curriculum vitae and will be available for an interview any day after 21 September and able to take up a new appointment from 1 October. I look forward to your reply. Yours sincerely, Edith Roberts EDITH ROBERTS Enc: 1

B. Study the following CV carefully to see how the information is presented and decide where each of the following headings should be placed:

a) references; b) interests; c) personal details; d) professional experience; e) education; f) additional skills.

Write your CV.

The CV (Curriculum Vitae - lit. record of life) is presenting the applicant’s qualifications, skills and attributes to the employer.

• CV demonstrates the suitability of an applicant for the job as well as providing an in­sight into previous qualifications and experience.

• In compiling CV the applicant has only one ob­jective - to get an interview in order to get the job.

• A CV must be accurate, interesting and up-to-date.

• It must be pre­sentable so that it makes the best impression possible and gets noticed.

• It should be relevant - targeted to the needs of each particular posi­tion.

Curriculum vitae
1_______________
Name:	Susan Robertson
Date of Birth:	6 June 1968
Nationality:	British
Address:	52 Hanover Street Edinburgh EH4 3LM Scotland
Telephone:	031 449 0237
2_______________
1991–1992	London Chamber of Commerce and Industry Diploma in Public Relations
1988–1991	University of London BA (Honours) In Journalism and Media Studies
1981–1988	Fettes College, Edinburgh A-levels in German (A), English (B), History (B)
3_______________
1992 to present:	Scottish Wildfire Trust Department of Public Relations
Summers of 1990 and 1991	Three-month training period with the Glasgow Herald. Assistant to the sports editor.
Summer of 1989	Sales assistant in the record department of Harris Stores Ltd., Edinburgh
4_______________ Sports: Cross-country skiing, rock-climbing and swimming. Secretary of the local branch of “Action”, an association organising summer camps for disabled children.
5_______________ Camp counselling certificate Grade 3 ski instructor Driver’s licence (car and motorcycle) IBM PC user Fluent German and good working knowledge of French
6_______________ Geoffrey Williams, Professor of Journalism, University of London Bill Denholm, Sports Editor, Glasgow Herald

READING FOR CROSS-CULTURAL ASSOCIATIONS

Read the excerpts below about the history and development of political science. Make use of the given information in the role-play.