2015-04-12
8019
Fred had already (1) refused two job offers when he went for (2) a discussion to see if he was suitable for the job. They looked at his driving licence and contacted (3) previous employers Fred had mentioned in his application. A few days later, the supermarket (4) asked him if he would like the job and Fred (5) said yes.
Harry didn't hear anything for six weeks, so he phoned the company. They told him that they had received a lot of (6) requests for the job. After looking at the (7) live stories of the (8) people asking for the job and looking at (9 ) what exams they had passed during their education, the company (10) had chosen six people to interview, done tests on their personality and intelligent and they had then given someone the job.
| OVER TO YOU | |
| If you work … | If you don't work… |
| How did you get your job? Was it advertised? Were you interviewed for it? Was the selection process very long? | Have you applied for any jobs? Were you interviewed? How did it go? What's the usual process for getting your first job in your country? |
| The Perfect interview Active vocabulary 1. CV 2. in brief 3. conduct 4. hold a position 5. chat 6. panel 7. dress the part 8. code 9. casual 10. mac 11. outsider 12. confidently 13. on the spot 14. consider an offer 15. assertive 16. firm 17. lean 18. slump 19. point of view 20. timid 21. cheeky 22. feel anxious | Идеальное интервью - краткая биография - кратко - проводить - занимать должность - беседа, болтовня - персонал, участник дискуссии - одеваться к месту - устав, свод моральн. правил - случайный - макинтош - любитель, профан - уверенно - на месте, сразу - рассмотреть предложение - уверенный в себе - твердый - наклоняться - тяжело опускаться - точка зрения - робкий - наглый - волноваться |
Some pieces of advice will help you to bear your job interview successfully
Investigate: what company is like before you apply for the job
Are they really the kind of organization you want to work for?
Write an effective CV. Keep it brief and simple – a badly written one will lose you the job before you get to the interview stage.
Discover as much as you can about the interview. This means finding out exactly who will be conducting the interview, what position they hold, and whether it’s an informal chat or a formal interview, possibly in front of a whole panel of interviewers.
Dress the part. Even if the job is in a modern company where the code is casual, you should dress formally fro the interview – a suit is always safe. Never keep your overcoat or mac on during the interview – this will make you an outsider from the start. If possible take it off outside the interview room.
Think positively and confidently about yourself. From the moment you decide to apply for the job think about (and write down) all qualities you have to offer the company as well as the reasons you would suit the job. Use the interview to discover as much about the job as possible. Even if they offer it to you on the spot ask for some time to consider their offer. Is it right for you and them?
Be aware of your body language. Most interviewers don’t realize it but they are influenced by your body language the moment you walk into the room. Be assertive, smile, look the interviewer in the eye, and give a firm handshake. Don’t lean too far over the desk or slump in the chair with your arms crossed. Practice your “entrance” at home with a friend so you feel comfortable.
Keep balance of power throughout the interview. From a psychologist’s point of view this is what interviews are all about! Don’t be too timid or allow the interviewer to dominate you because an interview is a two-way process, and you are to decide whether you want the job. It’s important for you to ask questions about your potential job as it is for the interviewer to question you. But don’t be over-confident and cheeky. No one likes a “difficult” candidate however good your qualifications are.
Keep calm before and during the interview. Three-quarters of people feel anxious about job interviews and their nervousness often lets them down. The key is to learn interview skills which are important as job skills, and control your nerves. Remember the interview may be nervous as well.
Say if these statements are true or false using the information from the text.
1. It is not important to write an effective CV.
2. If you think positively about yourself, other people will be of the same opinion.
3. You can dress for the interview as you usually dress going somewhere.
4. Body language plays an essential role in communication.
5. Nobody will pay attention if you lean too far over the desk or slump in the chair.
6. If you ask questions about the company the interviewers won’t think that you are an outsider.
7. If you control your nerves it will be easier for both sides to conduct an interview.
Answer the following questions.
1. How should the CV be written? Why is it so important to write it correctly?
2. What should you know about the future interview and potential interviewers?
3. Is it necessary to dress properly? Why?
4. What questions should you have in mind?
5. How do you understand the phrase “body language”? is it possible to aware of it? Why?
6. Why is it wrong to allow the interviewer to dominate you? Who should dominate?
7. What is the key to a successful interview?
Say
· Which of the above-mentioned pieces of advice you consider to be the most important. Give your reasons
· Which one doesn’t play any role
· If you can add some more recommendations
· Which recommendation you can’t fulfill even if you try
Read, translate and give suggestions on how to get a job and on a perfect interview.
Interviewer: And so, as unemployment reaches record levels, now is a good time to discuss what you can do to get a job, and we are lucky to have in the studio with us today Jane Longly from the Department of Employment to give some advice to those currently seeking work. Welcome, Jane.
Jane: Hello, it’s nice to be here.
Interviewer: So, how can today’s job-hunters get themselves back into employment?
Jane: Well. The person seeking job faces two major problems. The first is actually getting the interview, and the second is making sure they perform well at the interview itself. And I’d like, if I may, to give a few handy tips – some “Dos and Don’ts” as it were.
Interviewer: That sounds fine. So starting with looking for jobs….
Jane: Right. Firstly, you must make sure that you have a CV that is up-to-date. Emphasize the positive aspects of your career history and outline the range of skills you possess which could be useful to an employer. Further details on CV preparation are available in the free leaflet from our local Job Centre. Anyway, once you’ve got a CV, the next thing is to get it into the hands of possible employers. There are several ways to do this.
Interviewer: Such as..?
Jane: First you should check the newspapers on a regular basis for vacancies. Think what kind of jobs you could actually do. It may well be case that you have the skills necessary to do work which you hadn’t previously thought of. So, don’t restrict yourself unnecessarily. Also make sure you ask your family and friends about work, as up to fifty per cent of job vacancies never get advertised in the newspapers at all. Another thing you can always do is to make a list of organizations which need your kind of skills and just send them a copy of your CV in their files and contact you later when a vacancy arises.
Interviewer: OK, let’s imagine that you have finally got the interview. What should you do to make a good impression?
Jane: I’m glad you asked me that. Well, many of the things are just in common sense really. For instance, make sure you get enough sleep the night before. That way you will look and feel your best on the day itself. Secondly, make sure you wear the right clothes for the job. If it’s an office job you must wear formal clothes but for a factory or a shop it is often OK to wear something more casual. But you should always look clean and tidy. And always make sure you arrive, say, ten minutes early. That way you can sit down and relax for a couple of minutes before the interview.
Another good tip is to be extra nice to the receptionist, as in many organizations she or he often has a surprisingly large say in who gets the job. An when you meet the interviewer smile pleasantly, shake his or her hand but don’t sit down until invited to. I think I hardly need to add that you shouldn’t smoke or chew gum. Towards the end of the interview, the interviewer may ask you if you have any questions, so try to think of one or two intelligent ones before the interview. This is easier if you have found out something about the organization – done some research, so to speak. And finally, when the interview is over, never ask if you have got the job. If the interviewer wants to tell you then and there that you have the job, then he or she will.
Interviewer: Well, thank you, Jane. I’m sure many of our listeners will have found that very helpful.
| Human Resources Management (HRM) Active vocabulary 1. set 2. planning activities 3. acquisition 4. maintenance 5. forecast 6. hire 7. within 8. reward 9. monetary payment 10. provide 11. benefit 12. promotion 13. ensure 14. well-being 15. is concerned (with) 16. improve 17. capability 18. enhance 19. ability 20. contribute 21. open position 22. recruit 23. from within 24. selection 25. resume 26. reference 27. employment application 28. apply for a job 29. applicant 30. submit 31. purpose 32. be worthy 33. scrutiny 34. familiarize 35. background 36. to be filled in 37. summary 38. seek 39. along with 40. refer to as 41. curriculum vitae (cv) 42. selection technique 43. at least 44. opportunity 45. attitude 46. compare 47. indicate 48. verify 49. evaluation 50. be of value 51. previous 52. responsibility 53. reason 54. former 55. appropriate 56. go through 57. acquaint 58. mention 59. feedback 60. subordinate 61. let know 62. performance 63. appraisal 64. eliminate 65. job-related 66. weakness 67. pay raise | Управление человеческими ресурсами - ряд - плановые мероприятия - приобретение - сохранение - прогнозировать - нанимать - внутри - наградить, вознаграждение - денежная плата - предоставлять - льгота - повышение по службе - обеспечивать - благосостояние - связан (с) - улучшать - способность - повышать - способность - вносить вклад - открытая вакансия - нанимать - изнутри - отбор - (амер) резюме (кр. трудов. Биогр.) - поручитель - заявление на работу - обращаться по поводу работы - претендент - представить - цель - быть достойным - внимательное рассмотрение - ознакомить - образование, подготовка - который надо заполнить - краткое изложение - искать - вместе с - называться - краткая биография - метод отбора - по крайней мере - возможность - отношение - сравнивать - указывать - удостоверять - оценка - иметь ценность - предыдущий - ответственность - причина - бывший, прежний - подходящий - ознакомиться - ознакомить - упоминать - обратная связь - подчиненный - известить - выполненная работа - оценка - ликвидировать - связанный с работой - слабость - повышение зарплаты |
Read and translate.
1. General Definition. Human resources management is a set of planning activities. They include the acquisition, maintenance, and development of an organization’s human resources. In general, human resources planning consists of forecasting the human resources that the firm will need in the future.
Acquisition includes planning that leads to hiring new personnel.
Maintenance of human resources consists of motivating employees to remain within the firms and to work effectively. Motivation includes the following aspects:
a) Rewarding an employee through monetary payments
b) Providing benefits and promotions to ensure an employee’s well being.
Development aspect of HRM is concerned with improving employees’ skills and capabilities. Employee training and development programs enhance the ability of employees to contribute the firm.
Candidates for open positions may be recruited from within or outside the firm. In the selection process applications, resumes, interviews and references may be used to obtain information about candidates.
2. Employment Applications. Everyone who applies for a job (an applicant) must submit an application. An employment application is useful in collecting factual information on a candidate’s education, work, experience, and personal history. The data obtained from applications are usually used for two purposes: to identify candidates who are worthy or further scrutiny and to familiarize interviews with applicants’ backgrounds. A typical employment, application represents a special form to be filled in.
3. Resumes. Many job candidates submit resumes to employers, and some firms require them. A resume is a short summary of the candidate’s background and qualifications. It includes a description of the type of job the applicant is seeking. A resume may be submitted along with an employment application. In Britain a resume is often referred to as a curriculum vitae (CV).
4. Interviews. The employment interview is the most widely selection technique. Job candidates are usually interviewed by at least one member of HRM staff and by the person for whom they will be working. Interviews provide an opportunity for the firm and the applicant learn more about each other. Interviewers can ask different questions to learn something about candidate’s attitude to the job and motivation.
Very often interviewers ask different questions of different applicants, so that it becomes impossible to compare candidates’ qualifications. Some of these problems can be solved through the use of structural interviews. A structural interview is an interview in which an interviewer asks a prepared set of questions.
5. References. A job candidate is generally asked to indicate the names or references – people who can verify background information and provide personal evaluation of the candidate. Personal evaluations obtained may not be of much value because applicants list only the references who say good things about them. However, references are often contacted to verify such information as previous job responsibilities and the reason an applicant decided to leave a former job.
6. Orientation. All the information collected during the selection process is then used to select the most appropriate candidates for the job. Newly hired employees should go through a firm’s orientation program. Orientation is the process of acquainting new employees with the organization.
7. Feedback. Feedback is a talking of a manager to subordinates to let them know how well they are doing and how they can work better in future. In other words, it is performance appraisal. These appraisals may be positive or negative. Feedback must help eliminate job-related weaknesses. For a good job employees get reward as pay rises and promotions.
8.
| Levels and Areas of Management Active vocabulary 1. first-line manager 2. executive 3. overall 4. constitute 5. determine 6. associate 7. implement 8. major 9. hand down 10. supervise 11. division manager 12. operations manager 13. operating employee 14. solve 15. former 16. owing 17. promote 18. supervisor 19. foreman 20. salary 21. wage 22. divide 23. depending 24. purpose 25. include 26. primary 27. responsible 28. accounting 29. investment 30. affect 31. entire 32. create 33. convert 34. equate 35. apply to 36. percentage 37. advertising 38. promotion 39. distribution 40. engage in 41. hire 42. apprise 43. performance 44. ensure 45. regulations 46. concern 47. employment 48. provide 49. instead 50. customer | Уровни и области управления - менеджер первого звена (низшего) - исполнитель - общий - составлять - определять - иметь отношение - осуществлять - основной - разрабатывать - руководитель - руководитель подразделения - директор производством - работник-исполнитель - решать - бывший - благодаря, вследствие - продвигать по службе - инспектор, начальник - мастер, бригадир - зарплата в виде оклада (ежемес) - зарплата (почасовая, еженедельная) - делить - в зависимости от - цель - включать - прежде всего - ответственный - бухгалтерский учет - инвестирование - влиять - весь - создавать - преобразовывать - ассоциировать - относиться - процентное содержание, доля - реклама - продвижение - распределение - заниматься - нанимать - оценивать - деятельность - обеспечивать - постановления - касаться - занятость, найм - обеспечивать - вместо - покупатель, заказчик (постоянный) |
Read and translate.
Levels of management
Each organization can be represented as three level structure. Each level corresponds to one of the three general levels of management: top managers, middle managers and first-line managers. At the basic level of this structure there are operating employees.
| Top Management |
| Middle Management |
 First-Line Management
|
| Operating Employees |
A top manager is an upper-level executive who guides and controls the overall activities of the organization. Top managers constitute a small group. They are generally responsible for the organization’s planning and developing its mission. They also determine the firm’s strategy and its major policies. It takes years of hard work as well as talent and good luck, to reach the ranks of top managers. They are president, vice-president, chief executive officer and member of the Board.
A middle manager is a manager who implements the strategy and major policies handed down from the top level of the organization. Middle managers develop tactical plans, policies, and standard operating procedures, and they coordinate and supervise the activities of the first-line managers. Titles at the middle- management level include division manager, department, department head, plant manager, and operations manager.
A first-line manager is a manager who coordinates and supervises the activities of operating employees. First line managers spend most of their time working with employees, answering questions, and solving day-to-day problems. Most first-line managers are former operating employees who, owning to their hard work and potential, were promoted into management. Many of today’s middle and top managers began their careers on the first management level. Common titles for first-line managers include office manager, supervisor, foremen and project manager.
Operating employees are not managers. They are qualified and non-qualified persons working for organizations. For their labour and services they get salaries and wages. They represent the work force of the organization.
Read and translate
Areas of management
An organizational structure can also be divided more or less horizontally into areas of management. The most common areas are finance, operations, marketing, human resources, and administration. Depending on its purpose and mission, an organization may include other areas as well – research and development, for example, or risk management.
A financial manager is primarily responsible for the organization’s financial resources. Accounting and investment are specialized areas within financial management. Because financing affects the operation of the entire firm, many of the presidents of the largest companies are people who got their “basic training” as financial managers.
An operations manager creates and managers the systems that convert resources into goods and services. Traditionally, operations management is equated with the production of goods. However, in recent years many of the techniques and procedures of operations management have been applied to the production of services and to a variety of nonbusiness activities. Like financial management, operations management has produced a good percentage of today’s company presidents.
A marketing manager is responsible for the exchange of the organization’s human resources programmes. He or she engages in human resources planning, design systems for hiring, training, and appraising the performance employees, and ensures that the organization follows government regulations concerning employment practices.
An administrative manager (also called a general manager) is not associated with any specific functional area but provides overall administrative leadership. A hospital administrator is a good example of an administrative manager. He or she does not specialize on operations, finance, marketing, or human resources management but instead coordinates the activities of specialized managers in all these areas.
Find the English equivalents.
Высший руководитель, руководитель первого звена, менеджер среднего уровня, исполнитель, служащий, исполнительный директор, генеральный директор, директор производства, директор завода, начальник отдела, руководитель подразделения, начальник, мастер, бухгалтерский учет, цель и задачи, товары и услуги, заработная плата (ежемесячная), производство товаров, деятельность, уровни руководства, развитие, правительственные постановления, научное исследование, покупатель (постоянный), рекламирование, работа по найму, процентное соотношение, заведовать, нанимать, обеспечивать, оценивать, разрабатывать, определять политику, управлять, осуществлять, решать.
