- •Ministry of finance of ukraine
- •Hr managers
- •Contents Preface
- •Unit 1 what is human resource management?
- •Vocabulary 1
- •The nature of human resource management
- •Vocabulary 2
- •What are hrm programs aimed at?
- •A partial list of tasks and ksAs for the position of regional sales manager
- •Vocabulary 1
- •Text 4 Forecasting Demand for Employees
- •Unit 3 human resource planning: forcasting supply of employees
- •Vocabulary 1
- •Text 5 Forecasting supply of employees
- •Vocabulary 2
- •1. Read text 6 and think of the suitable title. Text 6
- •Comprehension check.
- •Steps in writing a summary
- •Here are a few tips for you about writing a summary and some useful expressions
- •Unit 4 Recruiting
- •Text 7 The Purposes of Recruiting
- •Vocabulary 1
- •Unit 5 Selecting employees: part 1
- •Vocabulary 1
- •The application
- •Vocabulary 2
- •Unit 6 Selecting employees: part 2
- •Vocabulary 1
- •The Interview
- •Job interview questions for selection of managers
- •Vocabulary 2
- •He looks quite good on paper.
- •Vocabulary 3
- •Unit 7 Selecting employees: part 3
- •Unit 8 Orientation and training: part 1
- •Vocabulary 1
- •Text 13 Orientation
- •Text 14 training
- •Text 15 Training Needs
- •Unit 9 Orientation and training: part 2
- •Text 16
- •Text 17 Evaluation of Results of Training
- •Vocabulary 1
- •Text 18 Objective Performance Measures
- •Vocabulary 2
- •Trait- and Behaviour-Based Dimensions of Performance Appraisals
- •Text 19 Subjective performance Measures
- •2. Comprehension check.
- •Text 20
- •Unit 11 Compensating employees
- •Vocabulary 1
- •Text 21
- •Text 22 Determining Compensation
- •Vocabulary 2
- •Unit 12 promoting, transferring and terminating employees
- •Vocabulary
- •Text 24 promotions and transfers
- •Text 25 termination
- •Text 26
- •Unit 13
- •Texts for self-study
- •Teamwork Makes eds an Information Powerhouse
- •Text 2 the nature of groups and teams
- •Benefits of Teams
- •A model of work group effectiveness
- •Text 5 Types of Groups
- •Text 6 Size and composition of Groups
- •Text 7 Stages of Group Development
- •Text 8 Group Norms
- •Development and socialization of group Norms
- •Text 10 Group Roles
- •Text 11 problems in groups
- •Text 12 what is motivation?
- •Text 13 The Importance of Motivation
- •Motivation and job design
- •Text 15 Flexible-Scheduling Strategies in Work Design
- •Text 16 Paying for Performance
- •Text 17 the nature of leadership
- •The Sources of Power
- •Trait approach to leadership
- •Table 5
- •Text 20 contingency theories of leadership
- •Text 21 Fiedler's Contingency Theory
- •Path-Goal Theory
- •Vroom-Yetton-Jago Participation Model
- •Current trends in the study and practice of leadership
- •Leader-Member Exchange Theory
- •Charismatic Leadership
- •Transactional versus Transformational Leadership
- •Tapescripts
- •The importance of human resource management
- •Glossary
- •Integrity tests
- •Trait appraisal
- •Кучина Наталя Михайлівна англійська мова для майбутніх управілінців людськими ресурсами
Unit 12 promoting, transferring and terminating employees
Vocabulary
Match up each of the words and phrases in A to its synonym or an explanation for it in B. Use your dictionary if necessary.
A B
1. promotion |
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2. transfer |
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3. concern |
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Pre- reading task
Work in small groups.
You are going to read about promotions and transfers. Though these two things are connected with the movement of employees within the organization, there is a distinct difference between them. Express your thoughts on the purposes of promotions and transfers.
Reading
Skim through text 24. How much of the information did your group already know?
Text 24 promotions and transfers
A major HRM concern is the movement of employees after they have been selected and trained to perform their initial job with the organization. Promotion is the advancement of a current employee to a higher-level job within the organization. Generally, the new position is more complex, has more responsibility, and receives more compensation. A transfer is the reassignment of a current employee to another job at the same level as the original job. Although the individual may receive more compensation as a result of the transfer, usually the responsibility and complexity of the new job are roughly equal to that of the original one.
We can think of promotion and transfer as being essentially the same process we discussed previously as selection because the central focus of all three is to match an individual’s KSAs to the requirements of a job. There is one important difference, however; the nature of the data collected for transfers and promotions is different from that collected in selection because candidates for promotion or transfer already work for the organization. Consequently, managers can gather data from previous performance appraisals as well as opinions from current and former supervisors, with an emphasis on job activities that are similar to the activities of the new job,
Promotions and transfers that require geographical relocation are more difficult to arrange now than previously because social trends such as two-career couples, single parents with joint child-custody rights, and employees with multigenerational responsibilities present difficulties in physical relocation. As a result, companies are providing services such as career counselling for spouses, legal counselling for child- custody questions, and financial and family counselling in connection with making such a change.
Writing
Write the summary of text 24.
Pre- reading task
The departure of an employee from the organization is called termination. This process is used by firms when they close facilities, reduce their work force, or act in response to continued poor performance. There are two major types of termination: for cause and lay-offs. Before you read text 25, discuss in small groups your ideas about these two types of termination.
Reading
Work in two groups.
Group A Read about for-cause terminations.
Group B Read about lay-offs.
1. Read your extract using your dictionary to help with new words.