Никова Тхе Басиц Иссуес оф Манагемент ин Усе 2016

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Никова М.А. The Basic Issues of Management in Use: учебно-методическое пособие по английскомуязыку. – М.: НИЯУ МИФИ, 2016. – 96 с.

Пособие предназначено для работы со студентами специальности «Деловой английский язык» неязыковых вузов, изучающих экономику.

В состав пособия включены аутентичные тексты с заданиями к ним, направленные на совершенствование навыков чтения, перевода и пересказа, на развитие умения высказывать собственное мнение, общаться в группе, вести дискуссию. Разнообразные упражнения пособия нацелены на закрепление и активизацию лексики по теме «Менеджмент». Выбор конкретных тем обусловлен профессиональными потребностями специалистов в области экономики.

Главная задача пособия – помочь студентам овладеть профессиональной лексикой, способствовать развитию навыков говорения по вышеуказанной теме, связанной с будущей специальностью студентов. Пособие составлено в соответствии с требованиями «Программы по иностранным языкам для студентов нелингвистических вузов», которая определяет главную цель обучения как формирование лингвистической, социокультурной и профессиональной компетенций.

Подготовлено в рамках Программы создания и развития НИЯУ МИФИ.

Рецензент канд. филолог. наук, доц. М.В. Хлопкова

Корректор М.В. Макарова

Подписано в печать 20.11.2015. Формат 60х84 1/16

Уч.-изд.л. 6,0. Печ.л. 6,0. Изд. № 1/44.

Национальный исследовательский ядерный университет «МИФИ». 115409, Москва, Каширское ш., 31.

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Text 1. Determining HR’s role in today’s world

Human resources management is all about people: finding and recruiting them; hiring them; training and developing them; paying them; retaining them; creating the environment that’s safe, healthy and productive for them; communicating with them.

But the most complicated task is to find that delicate balance between what best serves the basic needs of employees and what best serves the market driven needs of the company.

Most people in business agree that being sensitive to – and doing your best to meet – the «people needs» of your employees is in your best interest as an employer. But a good deal of debate has always existed over just how much responsibility a company needs to assume – and how much time (and money) a company must devote to the needs and priorities of employees as opposed to the needs and priorities of its business operations and customers.

That’s where you come in.

As a human resources manager (or senior executive, responsible for the HR function), your job is to focus on the practices and policies that directly affect the welfare and morale of your company’s most important asset – its employees. It’s up to you to help your firm strike the optimal balance between the strategic needs of your business and the basic people needs of your workforce. The way your business manages your employee base can make all the difference in your ability to differentiate yourself from the competition.

Striking this balance has never been easy. But most people in business would agree that not only is the task harder to achieve today than in the past, but it’s also more important as well. In short, human resources has become a business itself. And the principal asset of this particular business is people.

Key HR areas

The most common areas that fall under HR management include the following:

♦ Staffing – strategically determining, recruiting and hiring the human resources you need for your business;

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♦Basic workplace policies: Orienting your staff on policies and procedures, such as schedules, safety, security and so on;

♦Compensation and benefits: Establishing effective – and attractive – wages and benefits systems;

♦Retention: Continually assessing the quality of our workplace and HR policies to ensure people want to stay with your company;

♦Training and developing employees: Ensuring that your staff grows in knowledge and experience to help your company expand and continue to meet the changing needs of the customers;

♦Regulatory issues: complying with the ever-increasing number of federal and local regulations.

Some people call the Human Resources function the last bastion of bureaucracy. Traditionally, the role of the HR professional in many organizations has been to serve as the systematizing, policing arm of executive management. In this role, the HR professional was frequently viewed as a road block by the rest of the organization. While some need for this role occasionally remains, much of the HR role is transforming itself.

Nowadays the HR professional is a strategic partner, an employee advocate and a change mentor. At the same time the HR professional still has responsibility for administration of employee benefits, payroll and related paperwork.

Strategic Partner

In this role, the HR person contributes to the development and the accomplishment of the organization-wide business plan and objectives.

Everything that HR department does, such as:

♦designing work positions;

♦recruiting and hiring;

♦establishing of compensation and benefits plan;

♦creating and implementing a performance appraisal process – should be done according to the market driven strategic needs of the company.

Employee Advocate

The HR manager plays an integral role in organizational success via his advocacy of people. It’s very important to create a work environ-

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ment in which people will choose to be motivated, contributing, and happy. HR department helps establish the organizational culture and climate in which people have the competency, concern and commitment to serve customers well.

In this role, the HR manager provides employee development opportunities, employee assistance programs, gains haring and profit-sharing strategies, creative approaches to problem solving and regularly scheduled communication opportunities.

Change Champion

The constant evaluation of the effectiveness of the organization results in the need for the HR professional to frequently champion change. Knowing how to link change to the strategic needs of the organization will minimize employee dissatisfaction and resistance to change.

Vocabulary:

recruiting – процесс поиска кандидатов на открытую вакансию для последующего приема на работу;

staffing – комплектование кадров; hiring – найм на работу;

training – обучение;

development – повышение квалификации; to retain – удерживать, сохранять;

to strike (зд) – достигать;

basic needs – основные потребности; market driven – диктуемые рынком;

to differentiate from – выделиться из общей массы, отличаться от других;

line manager – руководитель среднего звена; workforce – штат сотрудников;

employee base – штат сотрудников; attainment – достижение (чего-либо);

systemizing policing arm – систематизирующее, дисциплинирующее подразделение;

executive management – административное руководство, управленческий аппарат;

road block – препятствие;

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strategic partner – стратегический партнер;

employee advocate – защитник интересов сотрудников; change champion – борец за перемены;

to contribute – способствовать, содействовать, вносить вклад; to foster – способствовать, благоприятствовать;

gainsharing – участие в прибыли;

champion (зд.) – поборник, защитник, боец / защищать, бороться (за что-либо).

Ex. 1. Find in the text English equivalents to the following words and phrases.

Основные потребности сотрудников; потребности компании, диктуемые рынком; сделать все от себя зависящее; много споров; потребности и приоритеты сотрудников; сосредоточиться на основных принципах и установках, достичь оптимального баланса, руководить штатом сотрудников, попадают под функции отдела по управлению персоналом, набирать кадры, основные принципы функционирования на рабочем месте, заработная плата и дополнительные выплаты, удержание, обучение и развитие персонала, удовлетворять изменяющиеся потребности, систематизирующее, дисциплинирующее подразделение управленческого аппарата компании, достижение целей генерального стратегического бизнесплана компании, стратегический партнер, защитник сотрудников, борец за перемены, последний оплот бюрократии.

Ex. 2. Write down Russian equivalents for the following words and phrases.

Basic needs of employees, market driven needs of the company, to do your best, a good deal of debate, the needs and priorities of employees, to focus on the practices and policies, strike the optimal balance, to manage the employee base, fall under HR management, staffing, basic workplace policies, compensation and benefits, retention, training and developing employees, to meet the changing needs, systemizing policing arm of executive management, attainment of the overall strategic business plan and objectives, strategic partner, employee advocate, change champion.

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Ex. 3. Answer the questions, based on the text.

1.What is the most complicated task of HR management?

2.What are the key areas that fall under HR management?

3.Say a few words about each of the following areas: staffing, basic workplace policies, compensation and benefits, retention, training and developing employees, regulatory issues.

4.Why is HR sometimes called «The last bastion of bureaucracy»?

5.What are three major roles HR person plays in the modern business world?

6.Say a few words about each of the following roles: strategic partner, employee advocate, change champion.

Ex. 4. What do you think the main idea of the text is?

1.Both knowledge about and the ability to execute successful change strategies make the HR professional exceptionally valued.

2.The job of HR manager is to help your firm to strike an optimal balance between the strategic needs of your business and the basic people needs of your workforce.

3.The HR person contributes to the development of and the accomplishment of the organization wide business plan and objectives.

Ex. 5. Prepare to present a summary of the text.

1.Make a plan of the text.

2.Write down phrases and expressions you will be using when talking about each part.

3.Present a summary.

Ex. 6. Translate into English using vocabulary and expressions from the text.

1.В функции менеджера по управлению персоналом входит поиск кандидатов на свободную вакансию, найм, обучение персонала, вопросы оплаты труда.

2.Самый главный актив компании – это ее сотрудники.

3.Необходимо найти оптимальный баланс между стратегическими задачами предприятия и основными потребностями его сотрудников.

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Ex. 8. Discussion time.

Divide the audience into two groups. One will try to prove, that the most important thing for HR department is meeting the people’s needs of the employees, and the other – that needs and priorities of the company are much more important. Where is the truth?

Ex. 9. Essay writing.

The role of HR s constantly changing. Nowadays HR specialist is considered to be strategic partner, employee advocate and change champion. But at the same time HR department is called «The last bastion of bureaucracy». It serves as the systemizing, policing arm of executive management. Is it a good thing or a bad thing? How important is it to comply with federal and local regulations?

Think about it and write an essay about traditional roles of HR department in modern environment.

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