- •3.1 Getting started.
- •3.2 Look through the following vocabulary notes which will help you understand the text and discuss the topic.
- •3.3 Reading Manpower Planning and Recruitment
- •Organisation
- •Its strengths and weaknesses
- •Managers, professionally qualified supervisors, clerical, skilled manual, semi-skilled, unskilled workers
- •Interview interview apply test interview
- •3.4 Comprehension
- •3.4.1 Answer the questions using the active vocabulary and Unit 3 Glossary.
- •3.4.2 Mark these statements t(true) or f(false) according to the information in the Text and Unit 3 Glossary. If they are false say why.
- •3.5 Language practice
- •3.5.1 Match the English terms in the left-hand cplumn with the definition in the right-hand column.
- •3.5.2 Complete the following texts using the suitable words or phrases from the box.
- •Wage Policy
- •Methods of Payment: Flat rate Scheme
- •Methods of Payment: Incentive Schemes
- •3.5.3 Complete the text. Replace the Russian words and phrases by the English equivalents. Education and Training
- •3.5.4 Text for discussion.
- •Training Strategy
- •3.6 Render the passage in English using the English equivalents of the italicised phrases given in Russian. Express the main idea of the passage in one sentence.
-
UNIT 3 PERSONNEL MANAGEMENT
3.1 Getting started.
Any organisation depends for its success on the efforts of its employees. They will differ in terms of abilities, aspirations and motives. They are more unpredictable than any other input into the production process. In some businesses the cost of employing workers may be as high as 75% of total costs. Not only must they be paid a wage, but the employer also has to accept other liabilities in law which are very costly. Не must pay National Insurance contributions on behalf of each worker, conform to the provisions of the Health and Safety legislation, pay redundancy money when releasing a worker with more than two years’ standing in the firm and may be required to pay compensation should he be successfully sued in an Industrial Tribunal on a claim of unfair dismissal, or failure to observe the provisions of the Equal Opportunities legislation.
From the point of view of the company and its overall performance, it is important that the personnel function is able to reduce certain potential costs. These would arise from high levels of absenteeism, labour turnover and industrial disputes. In recent years the personnel function has been taken more seriously and is now often referred to as Human Resources Management (HRM). The distinctive characteristics of HRM are: more sophisticated techniques, concern for resource maximisation, more involvement in strategic decision making and the use of ‘human asset accounting’, with attempts to assign an accounting value to human resources and to assess their depreciation and appreciation values.
Discuss the following points.
1. Compare the labour costs in highly developed countries with those in developing countries.
2. Do you think it is sensible to reduce labour costs by employing unskilled guest workers from developing countries? Why?
3. Compare the employer’s liabilities in law in relation to employees in Great Britain with those in Russia.
4. What is the difference between Personnel Management and Human Resources Management? Use the information given in Unit 3 Glossary.
3.2 Look through the following vocabulary notes which will help you understand the text and discuss the topic.
|
personnel |
персонал, штат, кадры |
|
personnel department |
служба управления персоналом организации |
|
Human Resources |
отдел персонала, людские ресурсы |
|
personnel manager |
менеджер персонала |
|
aspiration |
стремление, желание |
|
input |
ресурс, вводимый фактор производства |
|
a wage (also wages) |
заработная плата рабочих, сдельная/почасовая выплата |
|
a salary |
оклад служащего |
|
a wage policy |
политика оплаты труда |
|
contributions |
Взносы |
|
National Indurance (GB) |
Фонд социального страхования |
|
to conform to provisions |
соответствовать положениям |
|
Health and Safety legislation |
Законодательство в области охраны труда и техники безопасности |
|
redundancy money/payment |
выходное пособие в связи с сокращением |
|
to be sued |
быть ответчиком в суде по иску |
|
Industrial Tribunal (GB) |
промышленный трибунал, суд низшей инстанции по трудовым спорам |
|
a claim of unfair dismissal |
иск о незаконном увольнении |
|
failure to observe |
Несоблюдение |
|
Equal Opportunities legislation |
закон о равных возможностях при приеме на работу |
|
absenteeism |
отсутствие, неявка |
|
labour turnover |
текучесть рабочей силы |
|
industrial disputes |
производственный спор, трудовой конфликт |
|
sophisticated techniques |
сложные, изощренные приемы |
|
concern for smth |
забота о ч/л |
|
resource maximisation |
максимизация ресурсов |
|
human asset accounting |
учет людских ресурсов |
|
to assign |
придавать, назначать |
|
accounting value |
учетная стоимость |
|
depreciation |
обесценивание, снижение стоимости |
|
appreciation |
увеличение стоимости |
|
manpower |
личный состав, людские ресурсы |
|
manpower planning |
план комплектования кадров |
|
recruitment |
комплектование/набор кадров |
|
mix |
ассортимент, набор |
|
awareness |
Осведомленность |
|
clerical |
конторский/офисный служащий |
|
skilled manual workers |
квалифицированный рабочий |
|
semi-skilled workers |
полуквалифицированный рабочий |
|
unskilled workers |
неквалифицированный рабочий |
|
natural wastage |
естественная убыль |
|
redeployment |
перераспределение работников |
|
prudent |
осторожный, благоразумный |
|
staffing position |
положение в отношении укомплектованности кадрами |
|
retirement rates |
данные об убытии по выходу на пенсию |
|
retirement/pension scheme |
пенсионный план/программа |
|
training |
профессиональная подготовка |
|
retraining |
профессиональная переподготовка |
|
a trainee |
Стажер |
|
stagnant |
вялый, застойный |
|
complacent |
благодушный, расслабленный |
|
dismissal |
Увольнение |
|
involantary departure |
вынужденный, принудительный уход |
|
pregnancy |
беременность |
|
voluntary departure |
добровольный уход/увольнение |
|
career advancement |
карьерный рост |
|
poor morale |
низкий моральный дух |
|
promotion ladder |
служебная лестница |
|
induction |
введение в должность |
|
job enrichment |
расширение должностных обязанностей |
|
pay structure |
структура элементов вознаграждения |
|
job analysis |
анализ содержания работы |
|
job description |
должностная инструкция |
|
job summary |
сводная информация о работе |
|
job specification |
квалификационные требования |
|
holiday entitlement |
предоставление отпуска |
|
pension scheme |
пенсионный план |
|
welfare and social facilities |
возможности повышения социального обеспечения и благосостояния |
|
trade union membership |
членство в проясоюзе |
|
positions held |
занимаемые должности |
|
attainments |
знания и навыки |
|
to work under prtessure |
работать в стрессовой ситуации |
|
a route |
путь, маршрут |
|
a memo |
служебная записка |
|
a recruitment agency |
агенство по трудоустройству |
|
headhunters |
специалист по подпору топменеджеров, «охотник за талантами» |
|
to sift |
просеивать, анализировать |
|
an interview |
Собеседование |
|
to interview |
проводить собеседование |
|
an interviewer |
(здесь) работодатель |
|
an interviewee |
(здесь) кандидат на должность |
|
a short list |
список кандидатов (из 1-3 человек) |
|
to appoint |
назначить на должность |
|
a test battery |
батарея тестов |
|
a grade |
ранг, разряд, чин |
|
a bonus |
премия, бонус |
|
a flat rate scheme |
система тарифных ставок |
|
an incentive scheme |
система материального стимулирования |
|
apprenticeship |
ученичество |
|
mentally alert |
восприимчивый, с живым умом |
|
far-sighted |
дальновидный, предусмотрительный |
|
polytechnics |
политехнический колледж |