VII. Какими наиболее близкими по смыслу словами или выражениями

из текста можно объяснить выделенные в нем слова?

1. ________________________________________________

2. ________________________________________________

YIII. Опираясь на информацию текста, напишите на английском языке

что понимается под термином “управление персоналом”, а также

укажите, каким образом изменились роль и функции менеджеров

отдела по персоналу за последнее время ( 5- 6 предложений).

IX. Озаглавьте каждый параграф текста. Из предложенных 7 вариантов

( a - g ) выберите тот заголовок, который, по вашему мнению, наиболее

точно передает основное содержание параграфа; один из вариантов –

лишний.

Параграф 1 _________________________________________________

Параграф 2 _________________________________________________

Параграф 3 _________________________________________________

Параграф 4 _________________________________________________

Параграф 5 _________________________________________________

Параграф 6 _________________________________________________

a) The Primary Purpose of Employee Performance Appraisal

2. Training and Development as a HRM Function

c) The Role of Selection in Human Resource Management

d) Recruitment as a Personnel Manager Task

e) Steps in Human Resource Planning

f) Human Resource Management Defined

g) Wage and Salary Management

X. Переведите текст контрольной работы № 6 на русский язык

XI. Задайте к тексту 5-6 вопросов разного типа, отражающих его

основное содержание.

Text B

ЗАДАНИЯ К ТЕКСТУ

I. Прочитайте текст. Опираясь на информацию текста, найдите

ответы на следующие вопросы:

1. What are the three major reasons that sometimes make the process

of recruiting very difficult?

a.__________________________________________________

b. _________________________________________________

c. _________________________________________________

2. What is the difference between the initial and the follow-up interviews

involved in the selection process?

________________________________________________

3. What makes the trial period an important element in any human

resource program ? Point out two reasons.

a. __________________________________________________

b. __________________________________________________

II. Письменно своими словами изложите основное содержание текста

на русском языке.

III. Задайте к тексту 6 – 7 вопросов разного типа.

RECRUITING AND SELECTING EMPLOYEES

(1) Recruiting and selecting employees is one of the most important functions of personnel managers. Recruitment is the set of activities, used to obtain a sufficient number of the right people at the right time to select those who meet the needs of the organization. This process is very difficult sometimes for several reasons. Very often people with the necessary skills are not available. It is important to screen and evaluate employees very carefully to be sure they will be effective members of the organization. Some organizations have unattractive workplaces, low wages that make recruiting and keeping employees very difficult.

(2) To find the right people human resource managers turn to many sources for assistance. Advertising in newspapers and magazines is a means to secure new applications. Sometimes, blind ads are used to eliminate the necessity of contacting every applicant, since some will be unqualified. A blind ad does not provide the company’s name; it lists only a post office box number. One of the most important sources for recruiting first-level managers is the college campus. The most promising students are invited to visit the company, where other interviews are conducted. Another possibility is to ask for recommendations from departmental managers and supervisors.

(3) Selection is another constituent of a personnel manager job. It is the process of gathering information to decide who should be hired for the best interests of the individual and the organization. The expenses involved are very high – interview time, medical exams, training costs and so on. Selection process includes six steps:

a) Completion of an application form. Such forms help discover educational background, past work experience, career objectives, and other information directly related to the requirements of the job.

b) Initial and follow-up interviews. Interviews are used throughout the selection process. A member of the HR department staff often screens applicants in a first interview to find the candidate that has the requirements for the job. If the interviewer considers the applicant a potential employee, the manager who will supervise the new employee, interviews the applicant as well. Such interviews are helpful in testing an applicant’s ability to communicate clearly, to adapt to a stressful situation, and to clarify his or her goals and background.

c). Employment tests. Organizations use them to measure basic competencies, to test specific job skills and to help evaluate applicant’s personalities and interests. The test must be directly job related. This will make the selection process more efficient and satisfy legal requirements.

d). Background investigations. Most organizations are becoming more careful about investigating a candidate’s recommendations, work record or school record. It is simply too costly to hire, train, motivate, and lose people and then have to start the process over. It is not always easy to obtain this information, however. Many companies no longer provide references for fear of liability suits.

e). Physical exams. A complete medical checkup helps screen candidates. There are obvious benefits in hiring physically and mentally healthy people. However, if such tests are given, they must be given everyone applying for the same position.

f). Trial periods. Often an organization hires an employee conditionally. This enables the person to prove his or her worth on the job. After a period of perhaps six months or a year, the firm has the right to discharge that employee basing on evaluations from his supervisors.

(4) So, selection for employment is a process with a number of steps. The selection

process is often long and difficult, but worth the effort because of the high costs of

replacing workers. This makes selection an important element in any human resource

program.

Примечание:

blind ad ”слепая” реклама, - реклама не дающая о себе

информации

constituent (n) составная часть

medical exams медицинский осмотр

application form анкета поступающего на работу

competency (n) /

competence (n) соответствие требованиям, квалификация,

компетентность

reference (n) рекомендация, отзыв

record послужной список

liability suit иск по поводу ответственности фирмы за несчастные

случаи в ее помещении или связанные с ее

производством

.

Контрольная семестровая работа 6

Вариант 2

Text A

APPRAISING EMPLOYEE PERFORMANCE

(1) All managers must supervise employees. One of the most essential characteristics of management is getting work done through others. Therefore, managers must be able to determine whether or not their workers are doing an effective and efficient job with a minimum of errors and disruptions. Such a managerial task is called a performance appraisal. A performance appraisal is an evaluation of an individual’s job against established standards in order to make decisions about promotions, compensation, additional training, or firing. It requires standards of acceptable job performance.

(2) Performance appraisals consist of the following steps:

a. Establishing performance standards. This is a crucial step. Standards must

be understandable and reasonable.

b. Communicating those standards. Often, managers assume that employees

know what is expected of them, but such assumptions are dangerous at

best. Employees must be told clearly and precisely what the standards and

expectations are and how they are to be met.

c. Evaluating performance. If the first two steps are done correctly, performance

evaluation is relatively easy.

d. Discussing results with employees. Most people will make mistakes and fail

to meet expectations at first. It takes time to learn a new job and do it well.

Discussing an employee’s successes and areas that need improvement is an

opportunity to be understanding and helpful and to guide the employee to

better performance. Additionally, the performance appraisal can be a good

source of employee suggestions on how a particular task could perhaps be

better performed. Employees know their jobs often better than anyone else.

It’s important for the manager to remember that employees are not to blame

When standards are not met. An astute supervisor will learn that top

management asks four questions when employees don’t do well: (1) who

hired them? (2) who trained them? (3) who motivates them? (4) who should

be fired if they fail? The answers make it pretty clear that supervisors are

responsible for performance through others.

e. Taking corrective action. As a control technique, effective performance

appraisal involves information, and corrective action. A manager should

always remember that the keyword in evaluating an employee’s job

successes is performance. So, the performance appraisal is an appropriate

time for a manager to take corrective action and to help the employee

perform his or her job better.

f. Using the results to make decisions. Decisions about promotions,

compensation, additional training, or dismissal are all based on performance

evaluations. An effective performance appraisal system is a way of satisfying

certain legal conditions concerning promotions, compensations and firing

policies.

(3) To make appraisals more meaningful a manager should remember the

following “golden rules”:

a) Don’t attack the employee personally. Critically evaluate his or

her work.

2. Do allow sufficient time, without distractions (take the phone off,

close the office door) for appraisal.

2. Don’t make the employee feel uncomfortable or uneasy. Never

conduct an appraisal where other employees are present.

d) Do include the employee in the process as much as possible. Let the

employee prepare a self-improvement program.

e) Do end the appraisal with positive suggestions for employee

improvement.

(4) If these steps are done correctly, performance appraisal is effective. The primary purpose of conducting a performance appraisal is to increase employee performance. The measure of any employee’s work is results. Were the objectives met or not? That is what performance appraisals are for at all levels of the organization.

Примечаниe:

communicate (v) зд, сообщать, уведомлять, передавать

disruption ( n ) срыв, спад, перерыв (в производстве)

promotion (n) продвижение по службе

assume (v) предполагать, допускать

match (v) соответствовать

astute (adj) проницательный

ЗАДАНИЯ К ТЕКСТУ: