Методическое пособие 607

areas. Finally, there is a difference in the kinds of decisions made. Because they are in direct contact with operative employees, supervisors must interpret, apply, and make meaningful the directives and requirements laid down by their own managers.

X. Using supplementary information from Internet give the presentation on the topic.

5. HUMAN RESOURCE MANAGEMENT

Human resource management (HRM, or simply HR) is a function in organizations designed to maximize employee performance in service of their employer’s strategic objectives. HR is primarily concerned with how people are managed within organizations, focusing on policies and systems. HR departments and units in organizations are typically responsible for a number of activities, including employee recruitment, training and development, performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR is also concerned with industrial relations, that is, the balancing of organizational practices with regulations arising from collective bargaining and governmental laws.

HR is a product of the human relations movement of the early 20-th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. The function was initially dominated by transactional work, such as payroll and benefits administration, but due to globalization, company consolidation, technological advancement, and further research, HR now focuses on strategic initiatives like mergers and acquisitions, talent

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management, succession planning, industrial and labor relations, and diversity and inclusion.

In startup companies, HR’s duties may be performed by trained professionals. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks and functional leadership engaging in strategic decision making across the business. To train practitioners for the profession, institutions of higher education, professional associations, and companies themselves have created programs of study dedicated explicitly to the duties of the function. Academic and practitioner organizations likewise seek to engage and further the field of HR, as evidenced by several field-specific publications. HR is also a field of research study that is popular within the fields of management and industrial/organizational psychology.

In the current global work environment, most companies focus on lowering employee turnover and retaining the talent and knowledge held by their workforce. New hiring not only entails a high cost but also increases the risk of the newcomer not being able to replace the person who was working in that position before. HR departments also strive to offer benefits that will appeal to workers, thus reducing the risk of losing knowledge.

I.Ask for the bold part of the sentence:

1.Danny goes to the University from Monday to Friday. →

2.My rabbit has a cage in the garden. →

3.The children like cats because they are nice. →

4.Jenny is never late. →

5.Andrew's new mountain bike costs €1000. →

II.Open the brackets using Present Simple or Present Continuous:

1. He (to work) in the city centre. 2. I (to write) an essay now. 3. You (to go) to school on Sundays? 4. We (not to dance) every day. 5. They (to play) in the hall now? 6. Where he (to live)? – He (to live) in a village.

III.Put the sentences into Simple Past:

1.My father is not a shop-assistant, he is a scientist.. → … 2. They catch the ball. →

IV. Complete the sentences with the information from the text:

1. Human resource management (HRM, or simply HR) is a function in organizations designed to maximize … . 2. HR departments and units in organizations are typically responsible for … . 3. …, HR’s duties may be performed by trained professionals. 4. …, institutions of higher education, professional associations, and companies themselves have created programs of study. 5. In the current global work environment, most companies focus on … .

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V.Match the two parts of the sentences:

1.HR is primarily concerned with … … to offer benefits that will appeal to

VI. a) Answer the following questions:

1.What is the text about?

2.What is human resource management or HRM (HR)?

3.What are the main functions of HR?

4.Speak about HR’s duties.

5.What are the main tasks of HR in the current global work environment?

b) Ask your questions about the matter. Using the following phrases make dialogues / polylogs on the topic:

- Giving your opinion:

I think that . . .

I don't think that . . .

In my opinion . . .

VII. Speak about human resource management.

VIII. Read and translate text A and sum it up:

A) RECRUITMENT

Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization, either permanent or temporary. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or training programs.

Recruitment may be undertaken in-house by managers, human resource generalists and/or recruitment specialists. Alternatively, parts of the process may be undertaken by public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies.

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The use of internet-based services and computer technologies to support all aspects of recruitment activity and processes has become widespread.

There are a variety of recruitment approaches and most organizations will utilize a combination of two or more of these as part of a recruitment exercise or to deliver their overall recruitment strategy. There are six common models:

In-house or human resources personnel may in some case still conduct all stages of the recruitment process. In smaller organizations, recruitment may be done by individual managers or recruiters. More frequently external service providers may undertake the more specialized aspects of the recruitment process.

Social Media Recruitment is the new trend which can implement in the current recruitment process. Social media helps to drive passive candidates and indirectly helps to create brand awareness about the company. A few tools commonly used by social media recruiters are LinkedIn, Facebook, Twitter, Google+, etc.

Outsourcing of recruitment to an external provider may be the solution for some small businesses and at times for large organizations.

Employment agencies are established as both publicly funded services and as commercial private sector operations. Services may support permanent, temporary, or casual worker recruitment. They may be generic agencies that deal with providing unskilled workers through to highly skilled managerial or technical staff or so-called niche agencies that specialize in a particular industrial sector or professional group.

Executive search firms recruit for executive and professional positions. These firms operate across a range of models such as contingency or retained approaches, and also hybrid models where advertising is also used to ensure a flow of candidates alongside relying on networking as their main source of candidates.

Internet recruitment services include recruitment websites and job search engines used to gather as many candidates as possible by advertising a position over a wide geographic area. In addition, social network sourced recruitment has emerged as a major method of sourcing candidates.

IX. Read and translate text B and sum it up:

B) TRAINING

Training is the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. Training has specific goals of improving one's capability, capacity, productivity and performance. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labor-market recognize the need to continue training beyond initial qualifications: to maintain, upgrade and update skills throughout working life. People within many professions and occupations may refer to this sort of training as professional development.

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Job training and development is a workplace learning to improve performance: "training and development". There are also additional services available online for those who wish to receive training above and beyond that which is offered by their employers. Some examples of these services include career counseling, skill assessment, and supportive services. One can generally categorize such training as on-the-job or off-the-job.

The on-the-job training method takes place in a normal working situation, using the actual tools, equipment, documents or materials that trainees will use when fully trained. On-the-job training has a general reputation as most effective for vocational work. It involves employee training at the place of work while he or she is doing the actual job. Usually a professional trainer (or sometimes an experienced employee) serves as the course instructor using hands-on training often supported by formal classroom training.

Off-the-job training method takes place away from normal work situations — implying that the employee does not count as a directly productive worker while such training takes place. Off-the-job training method also involves employee training at a site away from the actual work environment. It often utilizes lectures, case studies, role playing and simulation, having the advantage of allowing people to get away from work and concentrate more thoroughly on the training itself. This type of training has proven more effective in inculcating concepts and ideas.

X. Using supplementary information from Internet give the presentation on the topic.

6. HISTORICAL DEVELOPMENT OF HR-MANAGEMENT

HR spawned in the early 20-th century and was influenced by Frederick Taylor (1856-1915). Taylor explored what he termed "scientific management" (later referred to by others as "Taylorism"), striving to improve economic efficiency in manufacturing jobs. He eventually keyed in on one of the principal inputs into the manufacturing process—labor—sparking inquiry into workforce productivity.

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The human relations movement grew from the research of Elton Mayo and others, whose Hawthorne studies (1924-1932) serendipitously documented how stimuli, unrelated to financial compensation and working conditions, yielded more productive workers. Contemporaneous work by Abraham Maslow, Kurt Lewin, Max Weber (1864-1920), Frederick Herzberg, and David McClelland (1917-1998) formed the basis for studies in industrial and organizational psychology, organizational behavior and organizational theory, giving room for an applied discipline.

During the latter half of the 20th century, union membership declined significantly, while workforce management continued to expand its influence within organizations. "Industrial and labor relations" began being used to refer specifically to issues concerning collective representation, and many companies began referring to the profession as "personnel administration".

Nearing the 21-st century advances in transportation and communications greatly facilitated workforce mobility and collaboration. Corporations began viewing employees as assets rather than as cogs in a machine. "Human resources management", consequently, became the dominant term for the function.

"Human capital management" is sometimes used synonymously with HR, although human capital typically refers to a more narrow view of human resources; i.e., the knowledge the individuals embody and can contribute to an organization. Likewise, other terms sometimes used to describe the field include "organizational management", "manpower management", "talent management", "personnel management", and simply "people management".

I. Put the correct prepositions if necessary:

1. HR spawned … the early 20-th century and was influenced … Frederick Taylor. 2. The human relations movement grew … the research of Elton Mayo and others. 3. During the latter half … the 20th century, union membership declined significantly, while workforce management continued … expand its influence … organizations. 4. Nearing the 21-st century, advances … transportation and communications greatly facilitated … workforce mobility and collaboration. 5. Corporations began viewing employees as assets rather than as cogs … a machine.

II. Put the verbs into the correct form:

1. HR (to influence) by Frederick Taylor. 2. The human relations movement (to grow) from the research of Elton Mayo and others. 3. "Human resources management", consequently, (to become) the dominant term for the function.

4.Human capital typically (to refer) to a more narrow view of human resources.

5.Other terms sometimes used (to include) "organizational management", "manpower management", "personnel management", and simply "people management".

III. Put the correct articles if necessary:

1. … HR spawned in … early 20-th century. 2. … human relations movement grew from … research of Elton Mayo. 3. Contemporaneous work by Abraham

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Maslow formed … basis for … studies in industrial and organizational theory giving room for … applied discipline. 4. Corporations began viewing … employees as assets rather than as cogs in … machine. 5. Likewise, … other terms sometimes used to describe … field include "organizational management", "manpower management", "talent management".

IV. Match the sentences with the words in the box:

1. Taylor explored what he termed "scientific management" striving synonymously to improve … in manufacturing jobs.

2.During the latter half of the 20th century, union membership economic declined significantly, while … continued to expand its influence efficiency within organizations.

3.Nearing the 21st century, advances in transportation and workforce

V.Complete the sentences with the following business expressions:

1.I've got to learn English fast. I need a real ________ to get me up to speed quickly.

a) crash course b) closing a deal c) coining it in d) chew this over

2. The genuine results for the year were pretty bad but thanks to ________ we made them look OK!

VI. a) Answer the following questions:

1.What is the text about?

2.What are the basic theories of HR-management?

3.Who is Frederick Taylor?

4.Speak about HR-management in the 20th and the 21st centuries.

5.What can you say about the historical development of HR-management?

b) Ask your questions about the matter. Using the following phrases make dialogues / polylogs on the topic:

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- Contrasting:

On the other hand, However,

Yes, but . . .

You may be right, but . . .

I may be wrong, but . . .

VII. Speak about the historical development of HR-management. VIII. Read and translate text A and sum it up:

A) WORKFORCE PRODUCTIVITY

Workforce productivity is the amount of goods and services that a worker produces in a given amount of time. It is one of several types of productivity that economists measure. Workforce productivity can be measured for a firm, a process, an industry, or a country. It is often referred to as labor productivity.

The OECD defines it as "the ratio of a volume measure of output to a volume measure of input". Volume measures of output are normally gross domestic product (GDP) or gross value added (GVA), expressed at constant prices i.e. adjusted for inflation. The three most commonly used measures of input are:

1.hours worked;

2.workforce jobs;

3.number of people in employment.

Workforce productivity can be measured in 2 ways, in physical terms or in price terms:

-the intensity of labour-effort, and the quality of labour effort generally.

-the creative activity involved in producing technical innovations.

-the relative efficiency gains resulting from different systems of management, organization, co-ordination or engineering.

-the productive effects of some forms of labour on other forms of labour. These aspects of productivity refer to the qualitative dimensions of labour

input. If an organization is using labour much more intensely, one can assume it's due to greater labour productivity, since the output per labour-effort may be the same.

This insight becomes particularly important when a large part of what is produced in an economy consists of services. Management may be very preoccupied with the productivity of employees, but the productivity gains of management itself is very difficult to prove.

IX. Read and translate text B and sum it up:

B) HUMAN CAPITAL

Human capital is the stock of knowledge, habits, social and personality attributes, including creativity, embodied in the ability to perform labor so as to produce economic value.

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Alternatively, Human capital is a collection of resources—all the knowledge, talents, skills, abilities, experience, intelligence, training, judgment, and wisdom possessed individually and collectively by individuals in a population. These resources are the total capacity of the people that represents a form of wealth which can be directed to accomplish the goals of the nation or state or a portion thereof.

Many theories explicitly connect investment in human capital development to education, and the role of human capital in economic development, productivity growth, and innovation has frequently been cited as a justification for government subsidies for education and job skills training.

It was assumed in early economic theories, the secondary sector of the economy was producing much more than the tertiary sector was able to produce at the time in most countries – to be a fungible resource, homogeneous, and easily interchangeable, and it was referred to simply as workforce or labor, one of three factors of production (the others being land, and assumed-interchangeable assets of money and physical equipment). And human factors of production were raised from this simple mechanistic analysis to human capital. In modern technical financial analysis, the term "balanced growth" refers to the goal of equal growth of both aggregate human capabilities and physical assets that produce goods and services.

The assumption that labor or workforces could be easily modeled in aggregate began to be challenged in 1950s when the tertiary sector, which demanded creativity, begun to produce more than the secondary sector was producing at the time in the most developed countries in the world.

X. Using supplementary information from Internet give the presentation on the topic.

The functions of HR are: aligning HR and business strategy, re-engineering organization processes, listening and responding to employees, and managing transformation and change.

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At the macro-level, HR is in charge of overseeing organizational leadership and culture. HR also ensures compliance with employment and labor laws, which differ by geography, and often oversees health, safety, and security. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employee's representatives (usually a labor union). Consequently, HR, usually through representatives, engages in lobbying efforts with governmental agencies to further its priorities.

The discipline may also engage in mobility management, especially pertaining to expatriates; and it is frequently involved in the merger and acquisition process. HR is generally viewed as a support function to the business, helping to minimize costs and reduce risk.

There are half a million HR practitioners in the United States and thousands more worldwide. The Chief HR Officer or HR Director is the highest ranking HR executive in most companies and typically reports directly to the Chief Executive Officer and works with the Board of Directors on CEO succession.

Within companies, HR positions generally fall into one of two categories: generalist and specialist. Generalists support employees directly with their questions, grievances, and work on a range of projects within the organization. They "may handle all aspects of human resources work, and thus require an extensive range of knowledge. The responsibilities of human resources generalists can vary widely, depending on their employer's needs." Specialists, conversely, work in a specific HR function. Some practitioners will spend an entire career as either a generalist or a specialist while others will obtain experiences from each and choose a path later.

Human resource consulting is a related career path where individuals may work as advisers to companies and complete tasks outsourced from companies. Some individuals with PhDs in HR and related fields, such as industrial and organizational psychology and management, are professors who teach HR principles at colleges and universities. They are most often found in Colleges of Business in departments of HR or Management. Many professors conduct research on topics that fall within the HR domain, such as financial compensation, recruitment, and training.

I. Complete the following sentences using the most appropriate forms of the modal verbs:

1. The discipline … also engage in mobility management. 2. They "… handle all aspects of human resources work, and thus require an extensive range of knowledge. 3. The responsibilities of human resources generalists … vary widely, depending on their employer's needs. 4. Human resource consulting is a related career path where individuals … work as advisers to companies and complete tasks outsourced from companies.

II. Put the correct verb form:

1. At the macro-level, HR is in charge of (to oversee) organizational leadership and culture. 2. HR also (to ensure) compliance with employment and labor

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