If the small business entrepreneur is going to have a growing and successful business, that person must understand how to manage one of the business's most important resources, people.
The main objective of the personnel function is to recruit1 and maintain an efficient work force. This calls for the effective management of people, ensuring a good relationship between people and fostering opportunities for individual development.
The finding and keeping of good employees is not easy.
A small business owner should aim to hire those individuals who are best qualified to fill the job requirements. The education, experience and personality of each candidate must be carefully considered. The selection of effective personnel is essential if a business is to grow and prosper. Before selecting an employee, the following points need to be considered:
– A description of the job to be fulfilled.
– A source of applicantS2.
– A basis for selecting the best candidate.
– A training program for the individual after hiring. POSITION DESCRIPTION has two parts. The first is a job description, which includes the main tasks and responsibilities of the position. The second part is called the job specification3. This part defines the education, work experience, skills, and abilities the individual must have in order to perform the job effectively.
SOURCES OF EMPLOYEES. It is better to seek out applicants for employment rather than wait - for them to come to your business. Recruiting is the practice of actively seeking workers rather than waiting for them to come to you. A number of sources of possible workers are:
– Suppliers are good source of possible applicants.
– Private and public employment agencies, usually for a Fee4, can help find the right applicant.
– High schools, vocational and technical schools, business schools, and colleges offer assistance to employers.
– "Help Wanted" advertisements for applicants in the classified section of newspapers are beneficial, but they must be specific about the job requirements.
– Additional sources of personnel include radio and television announcements, and referralS5 from your employees, your friends, business associates, and customers.
The APPLICATION FORM6. Application forms should fit the needs of the company and conform to the law. Their purpose is to furnish the personnel manager with enough information about applicants so that a judgement as to their qualifications for a job can be made. Only questions referring to a person's ability to perform a job are permissible.
THE EMPLOYMENT INTERVIEW. Before conducting an interview, the interviewer should become familiar with the application. Then the applicant should be put at ease and encouraged to discuss items on the application which need to be clarified. The interviewer should take enough time to obtain information on which to base a decision.
TESTING THE APPLICANT. Many forms of tests are used to determine an applicant's aptitudes, attitudes, skills and suitability for employment. The nature of the work to be performed determines the type of test to be used.
REFERENCES7. Before deciding to hire an individual, the references which have been provided should be checked. References are persons who have known the applicant for some time and their information may be helpful.
EMPLOYEE TRAINING includes any activity that provides information or the development of skills that improves the employee's performance.
Training usually either on-the-job or formal. ON-THE-JOB TRAINING an employee usually receives after being hired is an orientation to the company and the job. This training may consist of an employee manual8 Plus some information provided by the employee's boss. FORMAL TRAINING refers to organized instruction in a workshop or classroom situation. One of the best sources for the small business employer can be found in adult educational programs. These programs benefit both the employer and trainee as they are of high quality and are usually free. Other forms of education, such as special or technical university courses, are sometimes useful in Upgrading9 specific employees.
Notes: 1. набирать, комплектовать; 2. кандидат, претендент; 3. уточнение, детализация; 4. плата; 5 упоминание, ссылка; 6. бланк заявления; 7. рекомендация, отзыв; лицо, давшее рекомендацию; 8. учебное пособие; 9. повышение квалификации
1. Match the words with their definitions.
APPLICANT, SPECIFICATION, FEE, PERSONNEL, TO MANAGE, PERSONNEL MANAGER, INTERVIEW, APTITUDE, TO TRAIN
1) The entire body of persons employed by an organization, as opposed to material.
2) Natural ability or cleverness suited to a particular kind of work or activity.
3) A person who applies for employment.
4) A very detailed written statement giving a description of the form and content of an article or commodity, or the process by which something is produced.
5) To direct, control, take charge of (a business or organization).
6) A meeting, especially of two, or of only a few, persons, to do business, or to decide whether one of the persons is fit for a post.
7) A manager responsible for all matters concerning the employment of factory workers, office staff.
8) A payment for a piece of professional advice or for some special service.
9) To teach somebody a skill, occupation or profession.
2. Supply the sentences with the missing words.
EMPLOYMENT, APPLICANT, OBJECTIVES, QUALIFICATION, SKILLS, PURPOSES, REQUIREMENT, EXPERIENCE, PERFORMED, TRAINING
1) The ceremony was... at the same time in nineteen other countries.
2) One of the... you need in advertising is a fertile mind.
3) He had retired from regular... .
4) Math is no longer a prime... for a career in accounting.
5) There was a long waiting list of... for jobs.
6) He attended evening... courses on advertising making.
7) She's had nine months' ... .
8) They acted with great... and conviction.
9) Complete secrecy was essential to our... .
10) If this policy is reversed we shall never achieve our... .
3. Complete the sentences below by inserting the right derivative of the verbs in brackets.
1) The contract is not... (to negotiate).
2) We did a very... survey of consumer behavior (to extend).
3) We need to assess the... qualities of your new managers (to lead).
4) He has a... about the company's performance (to present).
5) To increase..., we have offered... bonuses to the employees (to produce).
6) Before we can decide about developing new products, we need to know how... the existing products are (to profit).
7) He's one of the best... I've met (to negotiate).
4. Generate other forms from these verbs
Verb Noun Adjective
Develop development developing
5. Complete the following sentences by putting the verbs either in the Past Simple or Past Perfect.
1) We (want) not to see the accounts because we (see) already them.
2) When the figures (arrive), they (draft) already twice.
3) The office (be) very quiet when I (visit) it. Everybody (go) home.
4) The company (publish) some excellent results last year. Later, it (go) bust.
5) The company (report) an upturn in profits last month. Earlier in the year, it (announced) declining sales.
6) There (be) two major collapses last week. Both companies (try) to avoid bankruptcy.
6. Complete the following sentences with some, any Or a related word.
1) If ... wants to put... up on the notice board, please feel free.
2) This is a short presentation that I... give to the new secretaries.
3) That question seems... complex. Do you mind if I take it at the end of this session?
4) Right. Are there... more questions?
5) Well, have you seen my notes? I can't find them...
6) First of all I'd like to tell you all... about the rules and regulations here.
7) You need to decide... before next Monday if you want to work the late shift.
8) I don't think I've got... else to say.
9) If there's... you want to ask, now is the time.
7. Complete the following sentences by putting in it, they, there With an appropriate part of the verb to be.
1) ... important first to determine the level of detail on which the activities to complete the task will be based.
2) In the project we did last year... a clear need to develop an overall work.
3) When this activity has been completed, ... time for the next activity to start.
4) ... no other way that the network can be developed.
5) As I said before, ... all the activities or stages necessary to complete the project.
6) ... some important general guidelines to follow when drawing a network.
7) You need to decide... before next Monday if you want to work the early shift or the late shift.
8) ... where an activity starts and where it finishes that is important.
9) If you had looked, you would have seen that... places on the chart for all the activities.
10) ... many factors over the last month that have necessitated the redrawing of parts of the network.