Никова Тхе Басиц Иссуес оф Манагемент ин Усе 2016

sion and values; overall priorities; staffing implications; skills and attributes; on-campus recruiting; orientation; peer and senior manager mentoring; job expectations, long term strategic needs.

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

1.What is one of the key purposes of HR function?

2.What is the new concept the traditional hiring has been replaced

with?

3.What are the main differences between old staffing paradigm and new starring strategy?

4.Whose responsibility is to set the strategic direction of your company? How can HR specialist participate in it?

5.What are chief staffing functions?

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

1.HR professional has to work with senior management and line managers to identify staffing needs.

2.It’s important for HR person to oversee the recruiting process and its many components, including working with recruiters, placing classified ads and conducting on-campus recruiting.

3.The traditional hiring concept was replaced with «strategic staffing» concept, which means putting together a combination of human resources – both external and internal – that are strategically keyed to the needs of the business and realities of the labor market.

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.

1. Одна из ключевых задач деятельности отдела по управлению персоналом – это формирование энергичного, работоспособного коллектива путем нахождения и привлечения подходящих специалистов.

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Text 4. Creating effective job descriptions

The job description has long been the bread-and-butter tool of hiring. And, as any hiring professional can tell you, a high percentage of hiring mistakes (not to mention hiring disasters) result from job descriptions that fail to accurately capture the essence of the job in question.

Your company loses more than time, money and effort by recruiting, interviewing, orienting and training people who should not have been hired in the first place. You must also deal with all the other havoc that the ‘wrong’ employee can create: the business you may lose when that employee interacts with customers, the costs you incur when you have to repeat procedures that were handled ineptly and the pressures on other employees who must pick up the slack created by under-performers. And consider the expense and the hassle that arise when you have to cut your losses and dismiss an employee. In the long run it’s more expensive for the manager and team to accommodate a poor performer than it is to invest in recruiting quality candidates.

Done correctly, a well thought-out job description delivers the following benefits:

♦ensures that everyone who has a say in the hiring decision is on the same page with respect to what the job entails;

♦serves as the basis for key hiring criteria;

♦ensures that candidates have a clear idea of what to expect if, indeed, you hire them;

♦serves as a reference tool during the evaluation process;

♦serves as a benchmark for performance after you hire the candi-

date.

You can best think of a well written job description as a «snapshot» of the job. It needs to communicate as specifically but concisely as possible what responsibilities and tasks the job entails and to indicate the key qualifications of the job – the basic requirements (specific credentials or skills) and the attributes that underlie superior performance.

Use these steps to develop your job descriptions.

Gather the appropriate people for the task. The manager to whom the position will report takes the lead to develop a job description, but other employees who are performing similar jobs can contribute to the development of the job description. If the position is new and will re-

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lieve current employees of work load, they should be part of the discussion.

Perform a job analysis. You need as much data as possible. The job analysis may include:

♦job responsibilities of current employees,

♦Internet research and sample job descriptions of the similar jobs,

♦analysis of the work duties, tasks, and responsibilities that need to be accomplished by the employee filling the position,

♦articulation of the most important outcomes or contributions needed from the position.

The more information you can gather, the easier the actual task to develop the job description will be.

Write the job description. The following is a quick look at the categories that make up a well written job description:

♦Title of the position;

♦Department;

♦To whom the person directly reports;

♦Responsibilities;

♦Necessary skills;

♦Experience required.

Review the job description periodically to make sure it accurately reflects what the employee is doing and your expectations of results from the employee. Use the job description as a basis for the employee development plan. An effective job description establishes a base so that an employee can clearly understand what they need to develop personally, and contribute within your organization. Develop job descriptions to provide employees with a compass and clear direction.

When writing the job description don’t confuse tasks with requirements and qualifications. A task is what the person or people you hire actually do: take orders over the phone, deliver pizzas, keep your computer network up and running and so on. Qualifications are the skills, attributes or credentials a person needs to perform each task, such as posses a driver’s license, have an upbeat personality, be familiar with computer networking, and so on.

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Comparison of task descriptions

Vocabulary:

job description – описание должностных обязанностей; bread-and-butter – насущный, основной, базовый;

to incur the costs – понести расходы; havoc – разрушение, хаос;

ineptly – некомпетентно, несоответствующим образом;

slack – простой, бездействие, (зд.) невыполненная работа, недоработки;

under-performer – человек, работающий не в полную силу;

to be on the same page – одинаково понимать, не расходиться во мнениях;

to entail – (зд.) охватывать, включать в себя; concisely – кратко, лаконично;

articulation – (зд) четкая формулировка; benchmark – веха, этап;

chores – рутинные операции; work load – объем работ; skills – навыки, опыт;

attributes – характерные признаки, характерные черты; credentials – документы, удостоверяющие навыки и умения; to be proficient – быть умелым, опытным;

snapshot – фотоснимок, (зд) краткая, но очень точная формулировка;

up and running – отлаженный, работающий;

personnel action reports – отчеты о деятельности сотрудников.

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

описание должностных обязанностей; насущный, необходимый инструмент; понести расходы, издержки; выполнять задание некомпетентно; продолжить работу, начатую ранее кем-то, устранять недоработки; объем работ; сфера ответственности; аттестация; производственные условия; четкое направление; личный план развития работника/служащего; требования и квалификации; административные операции; отчеты о деятельности сотрудников.

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

job description; bread-and-butter tool; to incur the costs; to handle ineptly; to pick up the slack; evaluation process; work load; areas of responsibility; work environment; snapshot; clear direction; employee development plan; requirements and qualifications; administrative chores; personnel action reports.

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

1.How do you explain the saying «The job description is the bread and butter tool of hiring»?

2.What are the benefits of correctly written job description?

3.Who can participate in development of job description?

4.What can help to perform the job analysis?

5.What are the components of job description?

6.What is the difference between tasks and requirements?

7.Why is it important to be specific in describing requirements?

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

1.Not only the managers participate in developing job descriptions, but other employees who are performing the similar jobs can participate.

2.One must not confuse tasks with requirements and qualifications when writing the job description.

3.In the long run it’s more expensive for the manager and team to accommodate a poor performer than it is to invest in recruiting quality candidates. Effective job description is an important tool not to be omitted.

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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 words and expressions from the text.

1.Описание должностных обязанностей является необходимым инструментом в процессе приема на работу новых сотрудников.

2.Большой процент ошибок при приеме на работу происходит из-за недостаточно аккуратно составленного описания должностных функций.

3.Хорошо продуманное описание должностных функций служит справочным руководством при аттестации сотрудников.

4.Грамотно составленное описание должностных функций можно сравнить с фотоснимком.

5.Описание должностных функций точно, но очень кратко информирует о том, какие обязанности и задачи включает в себя данная должность, а также указывает на основные требования к претенденту на эту должность.

6.Сотрудники, выполняющие подобную работу, также могут

участвовать в разработке должностных обязанностей.

7.Вот список подразделов, которые обычно включает в себя грамотно составленное описание должностных функций: наименование должности; отдел; перед кем непосредственно отчитывается данный работник; обязанности; необходимые умения, навыки; требуемый опыт работы.

8.Составляя описание должностных функций, старайтесь не путать операции, которые будет выполнять работник, с требованиями, которым он должен отвечать.

Ex. 7. Complete the sentences with an appropriate word.

You can use Internet to find specific requirements and tasks for each position.

During the next lesson each group will present the respective job description.

Ex. 10. Revise the following grammar material. Translate the sentences into Russian.

Should have

We can use 'should have' to talk about past events that did not happen.

♦I should have let her know what was happening but I forgot.

♦We can also use 'should have' to speculate about events that may or may not have happened.

♦She should have got the letter this morning. I expect she'll give us a call about it later.

We can use 'should not have' to speculate negatively about what may or may not have happened.

♦She shouldn't have left work yet. I'll call her office.

♦He shouldn't have boarded his plane yet. We can probably still get hold of him.

We can also use 'should not have' to regret past actions.

♦I shouldn't have shouted at you. I apologize.

Translate into English, using the revised grammar material.

1.Ему надо бы было отправить всем напоминания по е-мейлу.

2.Должно быть, он уже пришел на работу. Давайте ему позвоним.

3.Они, должно быть, еще не отправили отчет в типографию. Еще есть время внести изменения.

4.Зря они его уволили. Он был самым полезным человеком в отделе.

5.Зачем же мы подписали с ними контракт. Следовало бы обсудить все вопросы более подробно.

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