Контрольная работа Human Resources Management


Чтобы заказать решение этой работы, напишите нам по электронной почте. Цена 200 руб. Адрес эл. почты указан в рубрике "Контакты". Чтобы заказать любую другую работу: контрольную или тест, также напишите нам по эл. почте. Мы согласуем с вами цену и выполним работу. Оплата после выполнения контрольной или теста. Онлайн тесты сначала выполняются, а потом оплачиваются.

Эта контрольная довольно сложная. Требует хорошего знания английского языка. Чтобы выполнить эту контрольную по английскому, необходимо уметь переводить английские предложения на русский язык.

Чтобы выполнять правильно перевод, необходимо выучить определенную английскую лексику.


Human Resources Management: Recruitment


While doing exercises you can refer to the vocabulary list (p. 59-63) which contains English words and word-combinations and their Russian equivalents.
Exercise 1
Match the words from the two columns and make up partnerships. Translate them into Russian. Make up sentences about the work of a personnel manager according to the model. Use the words and phrases: first, next, after that finally, etc.
Model: First, a personnel manager advertises a vacancy in newspapers or in the Internet.
1.      to train       a. a vacancy / post
2.      to shortlist  b. an interview panel
3.      to advertise c. the candidates
4.      to assemble d. references
5.      to make      e. new staff
6.      to check      f. a job offer


Exercise 2
Fill in the word-formation table with the words given below. The column «Person» can include none or two nouns.
Employer interview interview applicant shortlist employment application advertise employee advertiser shortlist employ recruit advertisement apply for selector resign trainer developer plan recruitment development trainee training plan select develop recruiter interviewer interviewee resignation selection train planner




Exercise 3
Cross out the verb which doesn't match with the given group. Make up sentences according the model. Model: The company can call you for on Interview. The personnel manager can hold an interview with applicants.
Example: an interview: to call for, to apply, lo carry out, to hold
1. a post: to take up, to shortlist, to advertise, to appoint sb to
2. applicants: to advertise, to shortlist, to reject, to interview
3. one’s CV: to fill up, to submit, to update, to send
4. a salary: to earn, to receive, to pay, to submit
5. a contract: to sign, to enter in, to work, to terminate

Exercise 4
Fill in the text with the words and word combinations given below:
Curriculum vitae (С V) / resume probationary period interview application form psychometric test covering letter
These days many applicants submit their 1. ­ speculatively to companies they would like to work for. In other words, they don’t apply for an advertised job but the employer would be interested enough to keep their CV on file and contact them when they have a vacancy. When replying to an advertisement, candidates often fill in a / an 2. ­_and write a /an 3 _ The employer will then invite the best candidates to attend a /an 4. _Sometimes candidates will take a /an 5. _before the interview to assess their mental ability and reasoning skills. These days it is normal for successful candidates to have to work a /an 6. _ in a company. This is usually three or six months; after that they are offered a permanent post.
Exercise 5
Put the capital letters in the words on the right in the correct order and make up words related to employment. Fill in the gaps in the sentences with these  words.
1. They want two written _;                  EFEERRNCES
they suggest an employer and a teacher.
2. The job offers _ of $25,000 a year.             SARAYL
3. His academic_ are good, UALIIOFQCATISN/PEEERINCEX but he doesn’t have any previous _
4. Employers are interested in practical _                      SLKLSI
like word-processing and fluency in languages.
5. In Britain, the normal working week for_-time employees PATR / LULF
is anything up to eighteen hours a week,
while people working _time do around thirty-eight hours.
6. Officially, she works thirty-five hours a week
but sometimes with _ she does as many as fifty.          VEOTIMRE

Exercise 6
Complete the sentences using the words below.
employer unemployed employment employee unemployable unemployment employed
1. The new factory has provided opportunities of _ for local people.
2. Beatrice won the _ of the month prize three times last year.
3. She has been _ ever since she finished her studies; she just can’t find a job.
4. People are worried about the rise in _.
5. The company is a model _and takes care of the people _ in its factories.
6. He is dishonest, lazy, and stupid - he's completely _.


Tasks for Text 1
Exercise 1
Look through the text below and be ready to explain why recruitment is important function for a personnel department.

Recruiting good people is a very important task of human resources management. A well-chosen labour force will be more productive than a poorly-chosen one. If you do a good job of selecting and recruiting employees, they will stay with you. A poorly-selected labour force means a high staff turnover.
Text 1
Human Resources Management: Recruitment
Managers perform various functions, but one of the most important aspects of their job is proper utilization of people. Human resources management includes people’s recruitment and selection, staff motivation and training and other aspects connected with personnel and their activities.
Recruiting good people is a very important task of human resources management. It is time-consuming and costly. But a well-chosen labour force will be more productive than a poorly-chosen one. If you do a good job of selecting and recruiting employees, they will stay with you. A poorly-selected labour force means a high staff turnover. There are two main reasons for having to recruit: expansion and replacement. Though, employees who leave a company are not  always replaced. Sometimes the company examines the job description for the post, and decides that it no longer needs to be filled. On other occasions the company can replace the person who resigns with an internal candidate who can be promoted to the job. Or it will advertise the position in newspapers or trade journals, or engage an employment agency to do so. For junior management positions, employers occasionally recruit by giving presentations and holding interviews in universities, colleges and business schools. If companies have vacancies for senior positions, they sometimes use the services of a firm of headhunters, who already have the details of promising managers.
People who look for work or want to change their job generally read the vacancies that are advertised in newspapers. To reply to an advertisement is to
apply for a job; you become an applicant or a candidate. You write an application, or fill in the company s application form, and send it, along with your curriculum vitae (CV) (Great Britain) or resume (US). You are often asked to give the names of the two people who are prepared to write a reference for you. After the company receives all the applications, it shortlists the candidates who appear to meet their criteria. Next, they will assemble an interview panel and call the candidates to an interview. Some employers choose to check references at this stage to avoid delays later, while others wait until after the interview when they have chosen one of the candidates. Provided the panel are happy, the employer will make a job offer and the successful candidate starts work. Often they attend induction sessions or are given a mentor who helps to train new staff.
It is not uncommon for the personnel department or the managers responsible for a particular post to spend eighty or more working hours on the recruitment of a single member of staff. However, this time is well-spent if the company appoints the right person.