Ex. 1. Read the international words and guess their meaning. Mind the stress:

'testing	re'cruit	in'struction
'interview	trans'fer	compen'sation
'physical	ext'reme	qualifi'cation
'pension	in'dustrial	adminis'tration

Ex. 2. Memorise the following pairs of derivatives:

V → N	N → Adj	Adj → Adv
provide – provision	industry – industrial	arbitrary – arbitrarily
apply – application	addition – additional	careful – carefully
interrupt – interruption	physics – physical	common – commonly
employ – employment	money – monetary
qualify – qualification	basis – basic

Ex. 3. Transform as in the models:

Model A: to understand the process → understanding of the process

to develop additional skills, to vary methods, to protect employees' health, to provide safe working conditions

Model B: output of production → production output

programs of development, techniques of organisation, appraisals of performance, improvement of work, interruptions in work.

Ex. 4. Match English and Russian equivalents:

1. to hire arbitrarily	a. письменное заявление
2. to enforce work standards	b. страхование жизни
3. a dedicated work force	c. обучение по месту работы
4. a written application	d. навязывать рабочие нормативы
5. a physical examination	e. нанимать случайно
6. on-the-job training	f. обеспечение безопасных условий работы
7. provision of safe working conditions	g. преданная рабочая сила
8. life insurance	h. медицинский осмотр

Ex. 5. Choose the right word:

1. Personnel administrators use careful testing and interviewing techniques when ___________________________________________.

a) hiring b) firing c) transferring promoting

2. Job instruction, on-the-job, and apprenticeship training are commonly used for _______________________________________________.

a) personnel administration b) managers

c) rank-and file employees

2. Development programs teach ___ specific administration and organisation techniques.

a) personnel administration b) managers

c) rank-and file employees

2. The protection of employees' health _______ work interruptions.

a) reduces b) promotes c) increases

Ex. 6. Insert the right preposition:

1. Personnel management is concerned ___ selecting people and helping them work ___ their best advantage. 2. Businesses today pay more attention ___ training workers. 3. Managers must know what qualifications the company requires ___ its employees. 4. Plans ___ hiring and training must be made to meet the objectives. 5. Performance appraisals serve ___ guides for work improvement. 6. Compensation programs must decide ___ compensation methods for each type of job.

Ex. 7. Complete the sentences:

1. Personnel management is …

2. A basic responsibility of personnel administration …

3. Procedures for coordinating job changes include …

4. Compensation programs must …

5. Employee benefits include …

Ex. 8. Mark the sentences that are true:

1. Up until present century, a lot attention was given to personnel management. 2. Businesses today recognise the importance of a dedicated work force and pay more attention to hiring and training workers. 3. Most companies do not have formal training and development programs for employees. 4. A selection process includes only a physical examination.

Ex. 9. Answer the questions to the text:

1. What is the role of personnel management in a modern company?

2. What must personnel administration do to provide the company with skilled employees?

3. Define the three kinds of job changes personnel administration must deal with.

4. Name some of the benefits that many workers receive in addition to their wages and salaries.

Topic 5. MANAGING THE EMPLOYMENT PROCESS

Task: read the text, get ready to render its content in English:

orienting	['ɔ:rıentıŋ]	ориентирование
current	['kʌr(Ə)nt]	текущий, теперешний
be familiar with	[fƏ'mıljƏ]	знать что-либо
work habits	['hæbıts]	навыки труда
improve	[ım'pru:v]	улучшать
morale	[mɔ'rα:l]	моральное состояние
expense	[ıks'pens]	трата, расход
employment agency	[ım'plɔımƏnt 'eıʤƏnsı]	агентство по трудоустройству
preliminary	[prı'lımınƏrı]	предварительный
refer	[rı'fƏ:]	направлять
acquaintance	[Ə'kweınt(Ə)ns]	знакомый
match	[mæʧ]	соответствовать
job specification	[ˌspesıfı'keıʃ(Ə)n]	квалификационные требования
tool	[tu:l]	инструмент
reference	['refr(Ə)ns]	рекомендация
eliminate	[ı'lımıneıt]	устранять
applicant	['æplıkƏnt]	претендент, кандидат
opening	['Əupnıŋ]	вакансия
attitude	['ætıtju:d]	отношение
aspiration	[ˌæspƏ'reıʃ(Ə)n]	стремление
accuracy	['ækjurƏsı]	точность, правильность
uncover	[ʌn'kʌvƏ]	обнаруживать
point	[pɔınt]	указывать
attendance record	[Ə'tendƏns 'rekɔ:d]	регистрация посещаемости
dishonesty	[dıs'ɔnıstı]	недобросовестность
avoid	[Ə'vɔıd]	избегать

Managers need systematic procedures for recruiting, selecting, hiring, and orienting new employees if personnel plans are to be met.

When jobs are open, most organisations look first to their current employees to find possible candidates. Promoting someone from within to fill a vacancy has important advantages. A present employee will already be familiar with company operations and will usually need less orientation and training. The work habits, interests, and abilities of a current employee will also be well known to management. Promoting from within improves morale. Moving a current employee into an opening also saves the time and expense of recruiting from outside the company.

In many cases, however, no current employee is really suitable for a position that is open. A variety of recruitment practices is commonly used:

– private or state employment agencies, which can do preliminary screening and refer candidates to the hiring company;

– recruiting at colleges, universities, or vocational schools, which gives a possibility to pick a candidate with exactly the training desired;

– advertising in newspapers or in trade or professional association publications;

– present managers or other employees will often be able to suggest friends or acquaintances for unfilled positions.

Selection is the process of picking the one candidate thought to best match the job specification and to be the most likely to succeed in the job. A thorough selection procedure will typically include application, testing, interviews, investigation, and physical examination.

A written application is an effective selection tool. By asking all candidates to describe their job interests, training, work history, and other experience and to provide business or personal references, employers can eliminate applicants who are clearly unsuited for a particular opening.

Managers often use employment tests that are relevant to a candidate's ability to perform on the job. Personality, motivation, or intelligence tests may be also useful to companies that have had wide experience with them.

The face-to-face interview remains a central part of the selection process for most employers. Careful interviewers can learn important information about a candidate's attitudes, experience, interests, and aspirations.

Most companies carry out at least a brief investigation of the information given by the applicant. The investigator may contact past employers, former teachers, or other people who know the candidate. One goal of the investigation is to check the accuracy of the information given on the application and to uncover any facts that might point to future problems with the applicants, such as a poor attendance record or dishonesty.

Many companies require a physical examination before hiring.

The last step in the hiring process is getting the selected employee started on the job. An explanation of a worker's responsibilities and rights at this stage can avoid many management problems later.