Ex. 7. Use the words and word combinations in the sentences of your own:

arrange, authority, delegate authority, provide services, handle operations, to cause, to reach objectives, to carry out, to keep the company running.

Ex. 8. Mark the sentences that are true:

1. The internal structure of a business determines the relationships between a company's activities and personnel. 2. A formal organisation is planned according to personal influence. 3. In a company with decentralised organisation, nearly all important operating decisions are made by top managers. 4. Line organisation affords clear and distinct distribution of authority. 5. The staff specialists are needed to direct other employees of the company.

Ex. 9. Answer the questions to the text:

1. What is meant by the internal organisation of a business?

2. How does formal organisation differ from informal organisation?

3. What is the difference between a centralised and a decentralised organisation?

4. What is the main advantage of a line-and-staff organisation over a line organisation?

5. What is the main disadvantage of a functional organisation?

Topic 4. Personnel management Task: read the text, get ready to render its content in English:

personnel management	[ˌpƏ:sƏ'nel]	руководство кадрами
administration	[Ədˌmınıs'treıʃ(Ə)n]	управление
hire	['haıƏ]	нанимать
transfer	[træns'fƏ:]	переходить (с одной работы на другую)
promote	[prƏ'mƏut]	продвигать, повышать в должности
terminate	['tƏ:mıneıt]	прекращать
work force	[wƏ:k fɔ:s]	рабочая сила
arbitrarily	['α:bıtrƏrılı]	произвольно
harsh	[hα:ʃ]	жесткий
threat	[θret]	угроза
poverty	['pɔvƏtı]	бедность
fire	['faıƏ]	увольнять
enforce	[ın'fɔ:s]	навязывать, заставлять
dedicated	['dedıkeıtıd]	преданный
technique	[tek'ni:k]	метод, способ
development program	[dı'velƏpmƏnt]	программа усовершенствования
insure	[ın'ʃuƏ]	обеспечивать, гарантировать
surroundings	[sƏ'raundıŋz]	среда
endanger	[ın'deınʤƏ]	подвергать опасности
salary	['sælƏrı]	зарплата (помесячная), оклад
wage	[weıʤ]	заработная плата (почасовая, понедельная)
employment benefit	[ım'plɔımƏnt 'benıfıt]	пособие, льгота (связанные с работой)
estimate	['estımeıt]	оценивать
skill	[skıl]	умение, мастерство
thorough	['θʌrƏ]	тщательный, доскональный
application	[ˌæplı'keıʃ(Ə)n]	заявление
variety	[vƏ'raıƏtı]	множество
apprenticeship	[Ə'prentısʃıp]	ученичество

rank-and-file employees		рядовые служащие
performance appraisal	[pƏ'fɔ:mƏns Ə'preız(Ə)l]	оценка работы
guide	[gaıd]	руководство
lower	['lƏuƏ]	снижать
insurance rate	[ın'ʃuƏr(Ə)ns]	ставка страховой премии
work interruption	[ˌıntƏ'rʌpʃ(Ə)n]	перерыв в работе
liability claims	[ˌlaıƏ'bılıtı kleımz]	денежные требования
compensation program	[ˌkɔmpen'seıʃƏn]	программа компенсаций
rank	[ræŋk]	классифицировать
assign	[Ə'saın]	назначать, определять
monetary range	['mʌnıt(Ə)rı reınʤ]	шкала зарплаты
employee benefits	[ˌemplɔı'i:]	льготы для служащих
health insurance	[helθ]	страхование на случай болезни
profit sharing	['prɔfıt 'ʃeƏrıŋ]	участие в прибылях
reward	[rı'wɔ:d]	вознаграждение

Personnel management (also known by many as human resources management) is concerned with selecting people and finding ways to help them work to their best advantage and to the best advantage of the company. Personnel administration, in particular, recruits, hires, trains, evaluates, transfers, promotes, and terminates the work force needed by a company in order for it to meet its goals.

Up until present century, little attention was given to personnel management or, as it was often called, industrial relations. Workers were often hired arbitrarily, and harsh discipline – and the threat of extreme poverty if fired – were used to enforce work standards. Businesses today recognise the importance of a dedicated work force and pay more attention to hiring and training workers. Personnel administrators use careful testing and interviewing techniques when hiring. Many companies, even small ones, have formal training and development programs for employees. Great efforts are made to insure that surroundings and work procedures do not endanger employees. Salaries, wages, and other employment benefits are carefully studied and have reached very high levels compared with those of 25 years ago.

A basic responsibility of personnel administration is estimating a company's personnel needs. Managers must know what qualifications and skills the company requires of its employees, and how many people are needed to perform functions in the company. These estimates become objectives for personnel planning. Plans for hiring, training, and the development of additional skills must be made to meet the objectives.

Managing the employment process requires procedures for recruiting and selecting employees and orienting them to their new work. A thorough selection process includes a written application, testing, one or more interviews, investigation, and a physical examination.

A variety of methods are used to train and develop workers and managers. Job instruction, on-the-job, and apprenticeship training are commonly used for rank-and-file employees. Most management development programs teach specific administration and organisation techniques. Performance appraisals serve as guides for training and work improvement.

Personnel management must establish procedures for coordinating job changes. These include transfers, promotions, and separations.

The protection of employees' health and the provision of safe working conditions is an important social concern of personnel administration. It also lowers insurance rates, reduces work interruptions, and helps to avoid liability claims.

Compensation programs must evaluate jobs in order to rank them, assign monetary ranges, and decide on compensation methods for each type and level of job. Employee benefits – including life and health insurance, pensions and profit sharing, and many others – are important source of reward to employees and an important expense to organisations.