Материал: Никова Тхе Басиц Иссуес оф Манагемент ин Усе 2016

УДК [811.111:33](07)

ББК 81.2Англ я7+65я7

Н63

Никова М.А. The Basic Issues of Management in Use: учебно-методическое пособие по английскомуязыку. – М.: НИЯУ МИФИ, 2016. – 96 с.

Пособие предназначено для работы со студентами специальности «Деловой английский язык» неязыковых вузов, изучающих экономику.

В состав пособия включены аутентичные тексты с заданиями к ним, направленные на совершенствование навыков чтения, перевода и пересказа, на развитие умения высказывать собственное мнение, общаться в группе, вести дискуссию. Разнообразные упражнения пособия нацелены на закрепление и активизацию лексики по теме «Менеджмент». Выбор конкретных тем обусловлен профессиональными потребностями специалистов в области экономики.

Главная задача пособия – помочь студентам овладеть профессиональной лексикой, способствовать развитию навыков говорения по вышеуказанной теме, связанной с будущей специальностью студентов. Пособие составлено в соответствии с требованиями «Программы по иностранным языкам для студентов нелингвистических вузов», которая определяет главную цель обучения как формирование лингвистической, социокультурной и профессиональной компетенций.

Подготовлено в рамках Программы создания и развития НИЯУ МИФИ.

Рецензент канд. филолог. наук, доц. М.В. Хлопкова

Корректор М.В. Макарова

Подписано в печать 20.11.2015. Формат 60х84 1/16

Уч.-изд.л. 6,0. Печ.л. 6,0. Изд. № 1/44.

Национальный исследовательский ядерный университет «МИФИ». 115409, Москва, Каширское ш., 31.

3

Text 1. Determining HR’s role in today’s world

Human resources management is all about people: finding and recruiting them; hiring them; training and developing them; paying them; retaining them; creating the environment that’s safe, healthy and productive for them; communicating with them.

But the most complicated task is to find that delicate balance between what best serves the basic needs of employees and what best serves the market driven needs of the company.

Most people in business agree that being sensitive to – and doing your best to meet – the «people needs» of your employees is in your best interest as an employer. But a good deal of debate has always existed over just how much responsibility a company needs to assume – and how much time (and money) a company must devote to the needs and priorities of employees as opposed to the needs and priorities of its business operations and customers.

That’s where you come in.

As a human resources manager (or senior executive, responsible for the HR function), your job is to focus on the practices and policies that directly affect the welfare and morale of your company’s most important asset – its employees. It’s up to you to help your firm strike the optimal balance between the strategic needs of your business and the basic people needs of your workforce. The way your business manages your employee base can make all the difference in your ability to differentiate yourself from the competition.

Striking this balance has never been easy. But most people in business would agree that not only is the task harder to achieve today than in the past, but it’s also more important as well. In short, human resources has become a business itself. And the principal asset of this particular business is people.

Key HR areas

The most common areas that fall under HR management include the following:

♦ Staffing – strategically determining, recruiting and hiring the human resources you need for your business;

4

♦Basic workplace policies: Orienting your staff on policies and procedures, such as schedules, safety, security and so on;

♦Compensation and benefits: Establishing effective – and attractive – wages and benefits systems;

♦Retention: Continually assessing the quality of our workplace and HR policies to ensure people want to stay with your company;

♦Training and developing employees: Ensuring that your staff grows in knowledge and experience to help your company expand and continue to meet the changing needs of the customers;

♦Regulatory issues: complying with the ever-increasing number of federal and local regulations.

Some people call the Human Resources function the last bastion of bureaucracy. Traditionally, the role of the HR professional in many organizations has been to serve as the systematizing, policing arm of executive management. In this role, the HR professional was frequently viewed as a road block by the rest of the organization. While some need for this role occasionally remains, much of the HR role is transforming itself.

Nowadays the HR professional is a strategic partner, an employee advocate and a change mentor. At the same time the HR professional still has responsibility for administration of employee benefits, payroll and related paperwork.

Strategic Partner

In this role, the HR person contributes to the development and the accomplishment of the organization-wide business plan and objectives.

Everything that HR department does, such as:

♦designing work positions;

♦recruiting and hiring;

♦establishing of compensation and benefits plan;

♦creating and implementing a performance appraisal process – should be done according to the market driven strategic needs of the company.

Employee Advocate

The HR manager plays an integral role in organizational success via his advocacy of people. It’s very important to create a work environ-

5