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2 htw dresden de ~sprachen medienzentrum • Cambridge English for Human Resources covers a wide range of topics of concern to human resources and personnel development, from understanding the essentials of resourcing and outsourcing through to strategic HR • The ten standalone units allow learners to

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Professional English

Cambridge English for

Human Resources

TEACHER’S NOTES Jeremy Day George Sandford

Professional English

Cambridge English for

Human Resources UNIT 1 TEACHER’S NOTES

HR strategy

Linking business and HR strategies Developing an HR strategy l'Writing up the HR strategy l'

Go to page 14 for essential background information on the topic and useful web links

Don’t forget to use the Additional activity worksheet in the Resources section of the Cambridge English for Human Resources website

Technical human resources and other workplace vocabulary can be found in the Glossary on Student’s Book pages 122–127

Refers to the Audioscript on Student’s Book pages 93–108

Linking business and HR strategies Before you begin … Discuss the following questions with the class

? 3 What is your experience of companies using (or not using) HR strategies

? Suggested answers 1 The purpose of the HR strategy is to define the role of HR,

its key priorities and objectives,

and describe how these will be achieved

However,

a strategy could also be oral (e

a discussion of ‘where are we going and what do we want to achieve’)

Suggested answers 1 The mission statement,

and plans for completing the objectives

change issues (how the organisation might change and what the results of the change will be),

and the role of HR in the organisation

b Ask students to read the background information about Maracujá to find out

You may want to ask students to suggest other examples of vertically integrated businesses (the best-known are oil companies such as BP)

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UNIT 1 HR strategy

Go through questions 1–4 with the class and ask students if they can suggest different possibilities for each answer

For question 1 for example,

students could suggest that the review is necessary because the current one is out-of-date,

that the company is changing (downsizing or expanding),

Then play Audio 1

Ask students to work in pairs to compare their answers then feed back to the class

During feedback,

ask students to say how close their predicted answers were to the answers according to the dialogue

Because the business has grown and the current strategy is out of date

The resourcing plan

They are modernising the business

Different strategic models

Note Some HR and workplace-related vocabulary items: ●●

A three-year plan is a popular planning period because it offers sufficient longrange planning and continuity but is not so long that it becomes out-of-date

A resourcing plan is the plan that identifies the number and types of employees needed for the business over the next few years

It also identifies issues such as labour turnover and from where new employees will be found

If you outsource a business function,

you contract it out to another organisation to deliver

The board refers to the board of directors,

to management or to the supervisory board,

depending on the organisational structure

EU subsidies are European Union funds available for the purpose of economic and social development within member states

Different approaches to creating strategies (or strategic models as mentioned in Audio 1

Extension activity Write the following words and phrases onto the board: three-year plan offshore

Students work in pairs to remember what was said about each of these items,

After they have discussed their answers,

students feed back to the class

Answers The three-year plan is already out-of-date

A revised resourcing plan is the main priority

Laura and Chris need to think about whether they want to outsource or offshore any business activities (that is,

to contract the services of another organisation,

The board haven’t yet decided what to do about the old factory – some board members want to modernise the factory but others think that will be too expensive and would prefer to relocate

Laura wants Chris to explore some strategic models (e

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UNIT 1 HR strategy

highlighted words on the notepad by writing their own definitions

They then compare their definitions with those in the Student’s Book Glossary (pages 122– 127)

Students work in pairs to discuss which issues will be the most important for the HR strategy and then feed back to the class

Suggested answers To effectively match corporate and HR strategies,

HR will need to take account of stakeholder expectations

In terms of areas in which HR has a direct influence,

the possible closure and relocation of the factory is important

developing a knowledgeable workforce and attracting high quality designers should form part of the HR strategy

b Students work alone to complete the matching exercise and then check in pairs

When you check with the class,

ask students about their experiences of the various approaches

Answers ​2 f   ​3 h   ​4 g   ​5 a   ​6 c   ​7 b   ​8 d

Note Some HR and workplace-related vocabulary items: ●●

means that employees access and update much of their own employee data,

control and decision making away from the central bureaucracy and to managers and departments

It can be devolved further by managers devolving power to their staff

transactional HR is based on the idea of transactions,

which in this context involves the specific delivery of a core HR service such as recruitment or payroll administration

Extension activity Students test each other in pairs by reading a definition to their partner who then tries to guess the correct approach

Alternatively,

they could read an approach then ask for a definition from their partner

You could also ask them to give examples of each approach

c You could ask students to close their books

In small groups,

of the advantages and disadvantages of one of the eight approaches

Make sure each group chooses a different approach to discuss

Afterwards,

they present their ideas to the class

Then discuss the question with the whole class

Encourage students to justify their suggestions

Suggested answer Because the company wants to be modern and progressive,

the approaches most likely to meet these needs are business partner and continuous improvement

When you go through the answers

discuss any similarities and differences to the students’ own ideas

Make sure all students have the correct answers before moving on to Exercise 3b

Answers a Personnel b Business partner

c Performance management d'Continuous improvement

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UNIT 1 HR strategy Note Some HR and workplace-related vocabulary items: ●●

change management (second advantage under heading b) is the process of planning and implementing major changes in business strategy,

added value (second disadvantage under b) refers to somebody’s involvement or action contributing to an improvement or increased worth of something,

a florist adds value by arranging flowers in a bouquet

ownership (first advantage under c) in this context refers to managers or employees ‘owning’ a problem or activity

They take responsibility and feel personally and emotionally involved

total quality management (TQM) (first disadvantage under d) is an organisational approach which considers quality very important and applies quality measurement and improvement to every aspect of the business

b Students first decide whether the eight statements are advantages or

When they have identified four of each,

they match them to the HR approaches

Point out that there could be room for discussion on some of the statements

When you go through the answers with the class,

discuss whether students agree with all the statements about each approach,

and whether the advantages outweigh the disadvantages

Answers 1 h   ​2 b   ​3 e   ​4 d   ​5 g   ​6 a   ​7 c   ​8 f

Note inter-departmental quality circles were developed in Japan and through Kaizen production efficiency improvement methods: http://en

This involves getting groups of workers together from different departments to work on a specific aspect of improvement

c Ask students to read through the five statements first

Then play Audio 1

They compare their answers in pairs before feeding back to the class

Note Some HR and workplace-related vocabulary items:

An enabler is someone who makes things easier or possible

In this sense,

rather than directly doing things themselves,

HR make things possible by providing the opportunity and tools for people within the organisation to achieve things by themselves

An authoritarian role is one in which power is held and exerted over others

An authoritarian HR department is likely to create rules and ensure that they are followed by exerting power and status

coaching sees HR in a supportive role,

providing expertise but guiding others to develop their own skills (see also Unit 5)

A policing role involves a strong emphasis on checking up on people and looking for examples of non-compliance with rules

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UNIT 1 HR strategy

Extension activity Chris in Audio 1

which you could discuss with the class

Write the metaphors (below) on the board

Ask students to say what the literal meaning of each metaphor is and then how it is applied to HR strategy in this context

a I’ve thinned it down to … b By sharpening up the employee review scheme …

Suggested answers a Literally: to make something less thick/dense,

Metaphorically: reduce the number of options to make the decision-making process more efficient

b Literally: to make something (e

Metaphorically: to make the scheme more effective by removing unnecessary elements

d Students work alone to match the extracts with their functions and then share their answers with the class

Answers 1 f   ​2 c,

Extension activities 1 Students listen to Audio 1

ask the class to give you another one or two phrases to add to the board

I’m inclined to …) and asking their partner to say how it continues (e

Suggested answers 1 a b c'd'e f

Chris is introducing the topic

Chris is introducing the details

Chris is agreeing that the standard personnel model is just traditional HR

Chris is talking about traditional HR

Mai is asking about the difference between a service and a strategy

Chris is agreeing that simply providing a professional service would have limited strategic influence

g Sevrinho is showing enthusiasm for a performance management approach

h Mai is not sure about the value of tools for improving and measuring performance

I’d like to …

Anyway,

… 4 soften a disagreement: I can see what you’re saying,

I agree with you in principle,

I think …

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UNIT 1 HR strategy

Before they begin,

students should have a specific organisation in mind

Ask students to try and use as many of the phrases from Exercise 3d as they can during their discussions

After a few minutes,

open up the discussions to include the whole class

Developing an HR strategy Before you begin … Students work in pairs

Give each pair a set of five pieces of paper or sticky notes (i

Post-it® notes)

Students write the headings of five sections that they would expect to find in a strategy document,

Tell each pair of students to stick their set of papers or notes on the board (or on a large table)

Once every pair has added their set,

ask students to work as a class to sort the notes into groups of equivalent or similar headings (e

Objectives and Purpose might make a single group)

Then ask students to open their Student's Books at page 9 to compare their answers with the headings featured in the word box in Exercise 5a

If there are differences,

discuss whether this is about language choice or subject

When you feed back with the class,

ask students to say what might be included in each section

Answers 1 Introduction 2 Context 3 HR vision and mission 4 Purpose 5 Key deliverables 6 Implementation and monitoring

Note Some HR and workplace-related vocabulary items: ●●

vision describes an imagined picture of the future,

while mission describes an organisation’s main purpose for existing

key deliverables are the most important things that must result from action

measurable outcomes are results that can be quantified

Therefore,

‘improve recruitment practices’ is not a measurable outcome,

while ‘hire 100 people’ is

b Discuss the question with the class

You may want to ask students to suggest

some examples of more formal and impersonal language

Discuss with the class whether they would use the same style of language in their own documents

Suggested answers The language is more formal and impersonal

Many of the sentences begin with a noun not a person,

and the meaning of many of the verbs is specific not general

For example,

compare The aim of the HR strategy is to support and enhance the corporate strategy … with the more informal We want to be better at doing what the company wants

c Students complete the task alone and then feed back to the class

Point out that word-building tasks are a very effective way of increasing a learner’s vocabulary,

and they should train themselves to notice and remember nouns derived from verbs,

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UNIT 1 HR strategy Answers Nouns from verbs: actions,

introduction Nouns from adjectives: effectiveness,

When you go through the answers with the class,

ask students to give you the actual answers to the questions,

not just which questions were answered

Suggested answers The introduction should answer questions 1,

4 and 5

Answering questions 1 and 5 is important as this will show the ways in which the HR strategy is linked to the business strategy of the organisation

Question 2 should always be answered

The reader may want or need to ask questions to the author(s) about the document

It is especially important to mention who has helped to write the report if the writing process included consultation with and input from a wide range of stakeholders

Question 4 needs to be answered much more fully in the main part of the strategy document,

but there also needs to be a brief summary of the most important factors in the introduction

It is not usually necessary to answer question 3

However,

question 3 might be answered briefly in the introduction,

but only to explain how detailed the consultation process was

Question 6 cannot be answered by the authors of the strategy document

The management board’s opinion of the strategy will be given only after they have read the document as part of the approval process

Extension activity Students underline any phrases in Laura’s introduction that they could use in their own strategy documents

Then ask them to discuss the advantages and disadvantages of using technical HR vocabulary (or jargon) in such documents

Suggested answers (useful phrases underlined): The aim of the HR strategy is to support and enhance the corporate strategy by realising key deliverables through HR services and actions

The strategy has been developed in consultation with senior management and staff and takes account of lessons learnt from strategic planning in the past

As a global company,

it is important that we connect all aspects of the business whilst retaining the ability to respond quickly to market changes

HR jargon Advantages: It enables very precise meanings to be communicated

it helps create the impression that HR is a professional department

Disadvantages: It may alienate some readers,

who may feel HR is about important-sounding statements which don’t have any meaning or relevance to the employees

b Students read the two versions to identify the changes

They discuss their

answers in pairs and then feed back to the class

You may need to focus on the form and functions of the passive when you go through the answers (see Language note on page 9 for advice)

Answers Verbs in the second sentence have changed from active (have driven,

created) to passive (has been driven,

The passive is more common in formal and impersonal documents

The passive can be used to move longer or more important information away from the beginning of the sentence

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UNIT 1 HR strategy

Language note The passive has two important but contrasting functions: 1 It allows the writer not to mention the agent (= the person who performs the activity),

typically because the agent is unknown,

unimportant or irrelevant to the message (e

This strategy has been developed in order to enhance …)

typically in order to focus special attention on it (e

The initiative was created by the management board) or because the agent is a long phrase which would sound odd at the beginning of a sentence (e

compare Global economic growth within the clothing sector has driven change … in the first draft with Change has been driven by global economic growth within the clothing sector and … in the second draft)

These two factors,

sometimes known as end-focus and end-weight,

often go together: longer phrases also tend to be the ones that need more focus within a sentence

Note: The passive is not only used for tensed verbs

It may also be used in infinitives (e

In order to be approved,

the plan must …) and participle clauses (e

This will result in the factory being closed)

c Students work in pairs to rewrite the sentences

Discuss the answers with the class before referring students to the version in the Answer key on Student’s Book page 109

Suggested answers (passive verbs are in bold) Whilst some potential constraints are anticipated,

it is expected that the company’s change programme will be achieved

This will result in the Braga factory being closed and the manufacturing operation being relocated to Evora

d Students work in pairs to ask questions to make sure their partners know all

‘Can you explain to me what a business partner is,

?’) before checking their ideas in the Glossary or a dictionary

Afterwards,

ask students to close their books and then call for volunteers to explain the words to you

Students then work alone to put the words and phrases into the gaps and then check in pairs

Finally,

go through the answers with the class

Answers 1 2 3 4

internal customers human resource profile human capital management succession planning

Note Some HR and workplace-related vocabulary items:

The term business partner reflects the idea that many HR people are keen to be perceived as having an influential and strategic role in the business as a whole,

rather than just performing an administrative personnel function

The word transition is now often preferred over change by companies as it is viewed as being more developmental,

progressive and therefore less threatening

Students work in pairs or small groups to plan their outlines

They should do this in character (i

in the role of a group of colleagues working together to develop a strategy)

Therefore they will need to have a specific company in mind before they start,

even if they are students in full-time education

They can then write up all or part of the strategy document,

either in their groups (with one person as secretary) or as a homework task

They should focus on the sections covered so far in this unit – other parts of the strategy document will be covered later

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UNIT 1 HR strategy

Writing up the HR strategy Before you begin … Divide the board into two columns and write the headings ‘Outcomes’ at the top of the left column and ‘Outputs’ at the top of the right one

Ask the class to suggest what the difference might be between the two terms

Then read the following statements aloud,

pausing after each statement to discuss whether it applies to outcomes or outputs or both

When you give the answers,

make brief notes on the board in the two columns

It is a state

It is a specific event or action

It is quantified

It is general

It has target dates

It is aspirational,

It is detailed

It identifies who will be responsible

After a few minutes,

open up the discussion to include the whole class

Suggested answers 1 Because without some form of measurement there would be no way of judging its effectiveness

b Students work alone to find the words to match the definitions and then check in pairs

Answers 1 in conjunction with 2 feasibility study 3 skills audit 4 output

Note utilisation is a term widely used in many aspects of business

A typical example is machine utilisation in a factory

If a machine is running for 12 hours in every 24,

Many people working in consultancies have utilisation targets where they must spend an agreed percentage of their time on direct fee earning

implementation and monitoring plan

You could then ask students to read the first paragraph under the heading ‘Implementation and monitoring’ on page 13,

to compare it with their ideas

After this,

ask students to discuss the factors and people in pairs

When you discuss the answers with the class,

make sure students justify their inclusion (or exclusion) of each factor or person

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UNIT 1 HR strategy

Note Some HR and workplace-related vocabulary items: ●●

The term accountabilities refers to the allocation of responsibilities to identified people,

specifying who will be accountable for whether something happens

key indicators (also known as KPIs or Key Performance Indicators)

This is a very widely used piece of business jargon which describes specific,

measurable targets which need to be met

These may relate to a department or an individual

An employee development group is a group of employees formed to discuss and influence employee development matters

line manager refers to someone who has responsibility for directly supervising the work and progress of one or more employees

Each line manager may be line managed by another (usually more senior) person in the organisation

When you check with the class,

ask students if they can recall what was said about each factor/person

accountabilities and deadlines

People: HR,

employee development group and management board

Note Some HR and workplace-related vocabulary items: ●●

If a plan is robust it is well thought-out and is still functional when challenged by argument or even by changing conditions

A matrix is a grid which cross-references two sets of factors

c Ask students to work in pairs and to try to remember whether the statements

You may want to assure students that you do not necessarily expect them to remember perfectly,

but that the aim of this task is to help them focus their attention when they hear Audio 1

3 again

Then play Audio 1

When you go through the answers with the class,

check comprehension by asking students to explain why the false statements are untrue

d Students work alone to match the sentence halves

Answers ​2 f   ​3 e   ​4 b   ​5 a   ​6 c

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UNIT 1 HR strategy

Extension activity After completing Exercise 9d,

students can test each other in pairs by reading the beginning of a phrase to see if their partners can produce a suitable continuation

e Discuss the question with the class

Answers Proposal: 2,

Students work alone to read the extract and to complete the task

Afterwards,

they discuss their answers in pairs and then feed back to the class

For question 2,

you could ask students to describe exactly how each objective will be measured

Answers 1 F – The management board and cross-function employee development team will also be responsible

Note Some HR and workplace-related vocabulary: ●●

It is common practice in business to divide the financial year into quarters

These are: Q1 (May–July),

Q2 (August–October),

Q3 (November–January) and Q4 (February–April)

equality is the overall philosophy and process of treating everyone fairly and equally regardless of differences in race,

equality of opportunity refers to the situation where everyone has equal access to opportunities such as training and promotion

b Students work alone to put the words in the spaces and then listen to check their answers

Note employee buy-in happens when employees agree with an idea and demonstrate their support through willing participation

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UNIT 1 HR strategy

Students work in small groups to brainstorm ideas for an implementation and monitoring plan for their organisation or an organisation they know well

Make sure students have a clear idea of which organisation they are discussing before they start

If you are teaching university students with little or no personal experience of the workplace,

you could ask them to think about the University (or Faculty) as the organisation requiring the implementation and monitoring of a new HR strategy

You could write the following questions on the board to organise the discussion

? 2 How can you measure success

? 3 How can HR gain employee buy-in to the plan

Encourage students to use the phrases from Exercise 9d

Allow plenty of time for the role plays

Afterwards,

give and ask for feedback on both the success of the meetings and the quality of the language used during the role plays

Students could do the planning in class in small groups followed by the writing itself as a homework task,

or the whole task could be done in groups,

with one student acting as secretary

When the reports are ready,

ask volunteers to present their plans to the class

Give and ask for feedback on the strength of the plans and students’ presentation techniques as well as the quality of the language used

Additional activity Unit 1: Vocabulary revision If students need more help revising some of the technical human resources and workplace vocabulary covered in this unit,

you can use the Additional activity worksheet for Unit 1 in the Resources section of the course website

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UNIT 1 HR strategy

Background information and useful web links Strategic Human Resources Strategic HR represents an important change in the role and perceived role of Human Resources

Many HR people are keen to be seen as playing an important part in influencing the direction and development of their organisation

This has involved moving away from the traditional,

administrative personnel functions,

sometimes described as ‘hire-and-fire’,

towards activities which are longer term and affect the whole business

Typically,

this involves long-range resource planning (e

how many people are needed over the next five years) and approaches to human capital management (i

how the talent pool in the organisation will be managed and increased)

The greatest challenge for HR remains being accepted as an equal strategic partner in comparison with other influential departments such as legal,

Useful links The CIPD’s guide to HR Strategy: http://www

uk/NR/rdonlyres/3AED2D2D763C-48A0-9282-AF0BA4D89365/0/9781843982128_SC

pdf The difference between mission and vision: http://www

net/ language/difference-between-mission-and-vision/ Sample mission statements: http://www

html Sample vision statements: http://www

html Factsheet on strategic HR management: http://www

uk/subjects/corpstrtgy/ general/strathrm

htm How to create an HR strategy map: http://www

com/2011/01/how-tocreate-hr-strategy-map

Outsourcing and offshoring Outsourcing involves having an activity of the company delivered by an outside organisation

In the UK,

this process first became common in the 1980s with the aim of getting local councils to deliver services more efficiently and cheaply

Initially,

this applied mostly to manual activities such as cleaning and security but also extended to other functions such as IT,

Some problems with the quality of outsourced services led people to reconsider the idea and there has even been a reverse trend towards insourcing (i

returning services back into the organisation)

However,

outsourcing remains one of the options to be explored in strategic planning

Offshoring retains a service within the company but transfers it to another country

Increasing globalisation and advances in technology have made this more and more attractive and realistic for many companies

The main reason for offshoring is cost savings through the lower labour costs in some parts of the world

This trend has developed from near-shoring,

where companies transfer activities to a nearby country (e

where activities are shifted to countries much further away (e

The main activities targeted for offshoring are manufacturing,

IT and customer services

The decision to use offshoring forms part of a company’s global strategy

Useful links Outsourcing: http://en

org/wiki/Outsourcing Offshoring: http://en

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Cambridge English for

Human Resources Unit 2 TEACHER’S NOTES Employee resourcing and talent management

Researching a resourcing plan Producing a resourcing plan l'Solving resourcing problems l'

Go to page 27 for essential background information on the topic and useful web links

Don’t forget to use the Additional activity worksheet in the Resources section of the Cambridge English for Human Resources website

Technical human resources and other workplace vocabulary can be found in the Glossary on Student’s Book pages 122–127

Refers to the Audioscript on Student’s Book pages 93–108

Researching a resourcing plan Before you begin … Discuss with the class how they each got their current jobs (if they are currently working) and any previous jobs they have had,

Encourage them to remember how they first became aware of the employer (e

noticing a job advert by chance,

a painstaking and determined effort to get this specific type of job) and the position they now hold if they are currently employed (if this is not their first position in the organisation)

You could also discuss what companies do to manage their employees to make sure that (a) they continue working for the same company and (b) they are given the chance to use their talents effectively

If your students have not worked before,

you could ask them about people they know (friends,

family members) and how they got their jobs

Note: Be aware that some cultures may be more reticent about discussing these questions in class than others

If you are teaching students from a culture (or cultures) that you are unfamiliar with,

try to ask a colleague whether this kind of question is acceptable or not

When you go through the

try to develop a short discussion about each method (e

‘What are the advantages and disadvantages of this method

‘What types of job would it be most suitable for

but try to avoid pre-empting the discussions in Exercises 1b and 1c

Answers 2 e   ​3 f   ​4 h   ​5 g   ​6 b   ​7 a   ​8 d

b Students discuss the questions in pairs and then feed back to the class

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UNIT 2 Employee resourcing and talent management Answers 1 a 2,

internal promotion delivery driver: recruitment agency,

job search sites market researcher: job search sites,

graduate fair nurse: recruitment agency,

c Ask students to discuss the questions in pairs

When you discuss the answers with the class,

ask if any of the students have their own experiences of outsourcing to share

Suggested answers 1 Most suited: specialist skills that are not needed all the time,

and activities that can easily be provided externally such as security and cleaning

Least suited: core strategic and management roles

Risks: loss of control,

and possible lack of commitment

Extension activity You could also extend the discussion to cover the advantages and disadvantages of outsourcing for: a employees b national economies c'HR managers

With a higher-level class,

you could also try to explore question 1 further by asking students to do the following: Imagine a typical medium-sized company,

What departments does it have

? How many employees does it have in each department

? How much of this company’s work can/should be outsourced

? If students have a concrete example in mind,

this could provoke some good discussion

Suggested answers a For employees directly affected by outsourcing,

the obvious disadvantage is that they could lose their jobs

Even those that remain could see a fall in wages,

as they are now competing with cheaper or more efficient workers in other companies

For some employees (e

outsourcing could make their life easier (e

if they no longer had to deal with in-house problems and could concentrate on achieving the company’s aims)

the benefits include more efficiency,

which in theory allows workers to be employed in more productive work

In practice,

this may lead to increases in unemployment in some areas

A typical manufacturing company might have 70 factory workers (50 in production,

2 in HR,

The whole factory could be outsourced,

along with most of the office staff

c'There will be fewer people to directly manage,

On the other hand,

it may involve work in liaising with outsourcing providers

Furthermore,

fewer people on the payroll is likely to lead to pressure to reduce the size of the HR department,

resulting in a loss of status,

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UNIT 2 Employee resourcing and talent management

does and why it is reconsidering its resourcing strategy

Students then discuss the two questions in pairs and share their answers with the class

Answers 1 falling orders,

to increase efficiency or to reduce costs 2 poor location,

b Students read the six statements and then listen to Audio 2

After they have listened,

ask students to discuss their answers in pairs

They should decide why the false statements are untrue and then feed back to the class

You could also discuss the problem with redundancy payments (i

that they could end up costing more than they save)

meaning that he will do it in two weeks

Note Some HR and workplace-related vocabulary items: ●●

A quarterly report is a brief,

written progress report that is produced every three months

A labour-costs-to-sales ratio is a figure calculated by dividing the total sales value by the total labour costs

Profits are reduced if the labour costs are higher than the return of sales

staffing levels refers to the number of people employed in various positions

A downturn is a period of worsening economic conditions,

c Tell students to close their books

Ask the class to say what a current employee

profile might be and what sort of information it might contain

Then ask students to turn to Exercise 2c on Student’s Book page 15 to compare ideas

Students then work alone to match the headings and feed back to the class

Answers A Demographics B Employment relationship C Employee data D'Contextual resourcing factors

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Note Some HR and workplace-related vocabulary items: ●●

A position in a company is not the same as a job title

For example,

you could be a senior or middle manager,

which denotes your relative position in the organisational hierarchy,

whereas systems analyst and accountant are job titles,

which do not tell us the level of the job holders

A key position holder is someone on whom the business is absolutely dependent

For example,

an airline pilot or a project manager for a large development such as a national sports stadium

market conditions include things like consumer demand,

competition and economic growth

d Students work alone to add the words and phrases to the profile and then feed back to the class

Answers 1 age 2 part-time 3 temporary contract worker 4 length of service 5 total benefits package 6 development investment in employee 7 labour supply and demand 8 labour turnover

Note Some HR and workplace-related vocabulary items: ●●

development investment is another term for the money spent on the training and development of employees

labour supply and demand refers to the balance between workers seeking jobs and employers seeking workers

The total benefits package covers pay and financial benefits but also factors such as development opportunities and working environment

e Discuss the question with the class

You may need to check that the students

understand the meaning of asset first,

by referring to the Glossary on Student’s Book pages 122–127

Answers an asset: length of service,

development investment in employee a business cost: salary,

Go through the four questions with the class and then play Audio 2

Students discuss their answers in pairs before feeding back to the class

and she thinks job cuts would be a bit dramatic,

temps and fixed-term contract employees)

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UNIT 2 Employee resourcing and talent management

Note Some HR and workplace-related vocabulary items: ●●

A Remuneration Manager is someone responsible for pay and rewards in the company

payroll data will include information such as name of employee,

natural wastage is the process of reducing the workforce by not replacing people as they leave

b Students work in pairs to decide what word should go in each gap

Then students listen again to Audio 2

They compare answers in the same pairs before feeding back to the class

Answers 1 temps 2 length 3 service 4 turnover 5 wastage

After a few minutes,

open up the discussion to include the whole class

Ask students if they have experienced or heard of any examples of the problems in questions 1 and 2

Answers 1 Inability to meet orders,

effects on morale and stress levels

b Go through the questions with the class,

asking students to suggest possible

and writing their ideas on the board

Then students listen to Audio 2

They discuss their answers in pairs before feeding back to the class

Finally,

compare the answers from Audio 2

Note Some HR and workplace-related vocabulary items: ●●

output demand is the level of demand for the company’s products

The order book is the number of advance orders received which are to be delivered during future months

If you maximise current utility,

you use something (people or machinery) to the limit of its capacity

c Students work alone to complete the matching task

When you go through the

ask students if they can remember which speaker from Audio 2

However,

avoid confirming or rejecting students’ suggestions until after Exercise 4d

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UNIT 2 Employee resourcing and talent management Answers 2 g   ​3 b   ​4 h   ​5 a   ​6 d/f   ​7 c   ​8 d/f

Extension activity Ask students to suggest at least one other phrase for each of the eight functions

Suggested answers a b c'd'e f g h

As a result of …

In the light of … let’s say How much

but … That’s anybody’s guess

I’d need some time to come up with a figure for that

So if I’ve understood you correctly,

Are you saying …

To approach this from a slightly different angle,

In a nutshell,

d Students work alone to put the phrases into the extracts

They then listen to Audio 2

say c'is it fair to say d'I wouldn’t like to say e Really

? f To put it simply g to look at it another way

Extension activity Students test each other in pairs by reading the beginning of a sentence from Exercise 4d to their partner and then asking them for a sensible continuation,

which may or may not be the same as the one in the Student’s Book

Make sure students have a specific organisation in mind before they start

Encourage them to treat the planning/discussion stage as a role play,

using the phrases they looked at in Exercise 4c

They can then write up their current employee profiles as a homework task

Producing a resourcing plan Before you begin … Print out the following case study of a resourcing plan,

produced by the company British Gas (http://www

uk/case-study--workforce-planning-at-britishgas--137-408-1

The document is four pages in total

Divide the class into five groups and assign one of the following sections from the document to each group

The role of human resource management Training Workforce planning Recruitment Selection

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UNIT 2 Employee resourcing and talent management

Ask students to read their section for homework,

checking any vocabulary and researching any concepts that might be unfamiliar to them

Let students know that the document is authentic so is likely to include language they are unfamiliar with

Encourage them to work on understanding the key information in their section,

rather than having to understand every word in the document

At the beginning of the next class,

ask students to get back into their groups and work together to produce a summary of the main information in their section

Then ask students to form new groups consisting of five students,

each of whom read a different section of the document

Groups then share their summaries (orally) with each other

Finally,

you may want to ask for feedback from the whole class

Discuss with the class what might be involved at each stage of the flowchart

Focus especially on the side branches (e

‘Why might an organisation decide to revise its strategy after scanning the environment

Answers 1 The flowchart shows the overall process and sequence of stages in creating a resourcing plan

b Ask students to work alone to complete the questions

Then ask them to check their answers in pairs before feeding back to the class

Answers 1 objectives 2 a external factors 2 b objectives 3 workforce 4 a need 4 b shortage problems 4 c'enough of

Extension activity Ask students to look only at the flowchart and to try to remember the question for each box

The questions do not have to be exactly the same as the questions from Exercise 6b,

but they should address the same issue and aim to be grammatically correct

from the case study on Hoffman-Strenge to the supermarket chain Szopalot (/ˈʃɒpəlɒt/)

Make this clear to students if necessary

Students read the plan carefully to answer the questions

Allow several minutes for students to read the plan and then ask them to discuss their answers in pairs before feeding back with the class

Answers 1 Because people buy cheaper products when the economy is weak

staff surveys and store visits 6 Because the work is unskilled and there is an adequate labour supply 7 Quarterly (every three months)

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Note Some HR and workplace-related vocabulary items: ●●

The term hygiene factors was created by Fred Herzberg and refers to financial rewards and physical working conditions but does not include emotional factors such as association with colleagues,

resolving issues is often preferred to 'solving problems' as it is considered more positive

an issue can be neutral or positive,

while a problem is always negative in this context

A shift pattern is a way of organising the workforce to work at different periods of time,

This enables a company to provide services or maintain production 24 hours per day

For example,

a three-shift pattern is usually divided into morning (06

00–14

00–22

00) shifts

There are other shift arrangements such as split shifts and continental shifts

In a split shift,

employees may work four hours in the morning (10

00–14

00–21

This shift pattern is common in the hotel and catering industries

In a continental shift,

Some workers work a single shift such as only nights,

while others may work a different shift each week

A recruitment bus is not metaphorical but an actual bus which has been specifically designed (or hired) to travel around towns or parts of cities to promote the company and attract potential candidates

Extension activity Students work in pairs to ask and answer the questions from Exercise 6b based on Szopalot’s Resourcing Plan

Suggested answers 1 To be the market leader in the low-cost food shopping sector in the Czech Republic,

Slovakia and Poland

To provide a limited range of good value,

To achieve this through aggressive pricing campaigns and imaginative marketing and promotion

the current economic circumstances do not require the strategy to be adjusted

which causes temporary gaps in demand

The standard of store management and hygiene factors (issues relating to working conditions) should be investigated

The standard of store management and hygiene factors (issues relating to working conditions) should be investigated

the existing labour pool within the countries of operation will be sufficient to meet labour demands,

although managerial positions could be harder to fill

9 Possibly

management will be informed of any circumstances which may have a strategic impact

b Students work in pairs to find the phrases before feeding back to the class

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UNIT 2 Employee resourcing and talent management Answers 1 the current 10% unemployment rate produces a sufficient labour supply 2 The current economic circumstances do not require the strategy to be adjusted

Students write their plans as homework or in class

Note that they could write their plan for Hoffmann-Strenge if they prefer,

especially if they are university students with little or no personal experience of the workplace

Solving resourcing problems 9 a Ask students to close their books

Get students to brainstorm a list of factors

which may influence talent management and the resourcing plan and write these onto the board

The list should include both internal factors (i

things that happen within the organisation) and external factors (i

things that happen outside the organisation)

Students then turn to Student’s Book page 20 to compare their ideas with the list of factors in 1–8

Students then work alone to match the factors with the definitions

Afterwards,

discuss the factors with the class,

asking students if they have any experiences of their own with any of these situations

Answers ​2 f   ​3 h   ​4 g   ​5 b   ​6 c   ​7 a   ​8 e

Extension activity Students test each other in pairs by reading a definition from Exercise 9a to their partner,

who then tries to guess the correct factor

Alternatively,

they could read a factor then ask for a definition from their partner

b Students work in pairs to complete the sentences

Answers 1 redeployment 2 shortage of promotion opportunities 3 high labour turnover 4 skills shortage 5 annual adjustment 6 voluntary redundancies 7 high trainee turnover 8 offshoring

Extension activity Ask students to use the phrases in bold from Exercise 9b to continue the chain of cause an