Методическое обеспечение самостоятельной работы студентов по дисциплинам кафедры «иностранные языки»

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Название	Методическое обеспечение самостоятельной работы студентов по дисциплинам кафедры «иностранные языки»
страница	5/22
Тип	Учебное пособие

rykovodstvo.ru > Руководство эксплуатация > Учебное пособие

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When you need personnel leasing:

- The company needs additional employees for temporary projects but has no resources for high quality search and evaluation of the specialists;

- Company needs additional employees because of the season grow of work volume;

- For the period of long-term absence of indispensable specialists (maternity leaves etc.);

- Performing of the new projects not connected with the main profile of the company;

- Staff quantity and salary budget limits;

- The client wants to transfer obligations and risks concerned with personnel to the qualified provider.

Obligations of the staffing agency on the project:

- Search, selection and recruitment of the personnel in accordance with the client’s requirements;

- Registration of legal relations with the employees selected by the client;

- Performing all procedures in the field of personnel in accordance with the RF Labor Code;

- Calculation and providing an employee with a salary, calculation and transferring taxes and payments stated by the RF Labor Code;

- Resolution of questions and conflicts with the employees;

- RF norms and lows observance.

Staff exchange in case of preliminary valid requirements of the client:

Service advantages:

- Saving the time on the search and evaluation of the personnel;

- HR service is released from the administrative tasks connected with employees’ registration;

- Reduction of the personnel paperwork volume;

- Exclude expenses connected with calculation of salary;

- Reducing expenses for all kinds of compensation packages (they are either not presupposed or are minimal for temporary employees);

- Reducing of legal risks and obligations out of labor relations with temporary staff;

- Opportunity to exchange the employees in case they do not satisfy the requirements for some reasons;

- Replacing the employees for the period of illness or vacation;

- Exclude the costs on personnel recruitment in case the client wants to transfer the employee he likes to the permanent staff after the year of his work in the company.
Задание 2. Письменно переведите на русский язык 1-ый, 2-ой абзацы текста.
Задание 3. Письменно ответьте на вопросы к тексту:

Is personnel leasing obligatory for a company?
Can you suppose at least a couple of negative points for a company concerning personnel leasing? What are they?
Are there any benefits for employees in case they are leased?

Задание 4. Определите время и залог сказуемого. Переведите предложения на русский язык.

In spite of the absence of specific legal regulations, staff leasing is not prohibited by the law.
In almost all fields of activities of the financial services industry, there is fierce competition for qualified staff.
What is the future of personnel outsourcing? Will it be banned by law or is it there to grow in the coming years?
How would you rate the level of support you received to perform your job duties?
An employer who accommodates the need to make time during the business day for employees’ medical emergencies or school functions will be rewarded with more productive, loyal and happy employees.

Задание 5. Найдите в предложениях неличные формы глагола (инфинитив, причастие I, II, герундий). Переведите предложения на русский язык.

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm.
Headhunters may use advanced sales techniques, such as initially posing as clients to gather employee contacts, as well as visiting candidate offices.
In some countries, employers are legally mandated to provide equal opportunity in hiring.
Fast-growing high tech companies were hard-pressed to locate and hire the technical specialists they required, and so had little choice but to pay large fees to highly specialized external recruiters in order to staff their projects.
Unjust firings may result from a workplace manager or supervisor wanting to retaliate against an employee.

Вариант 3
Задание 1. Прочитайте текст:

PERSONNEL ASSESSMENT
Personnel evaluation is the basis for professional human resources management in any organization

Goals and objectives of Personnel Assessment. It is aimed at examining of the psychological potential and professional skills of an employee that are necessary for them to perform the duties that they are assigned. Personnel evaluation is the basis for making the right decision in many fields of activities that are connected to human resources:

Recruiting new personnel;
Organizational work with the personnel;
Personnel training;
Organizational and human resources planning;
Concluding compensation and benefits agreements;
Providing bonuses for the employees.

Selection of a specific method depends on the specific needs of the company; no matter what, it should be aimed at solving a definite problem, getting the desired measurable result; the method chosen should be adapted to the actual needs of the company, the specific character of its activity, its organizational structure and competitive environment.

Express diagnostics. General evaluation of the personality structure that helps determine the aptitude of a person to certain activities, predict his or her successfulness and evaluate individual personality features. Interviewing also includes the candidate’s professional background evaluation.

Psychological testing. Personality analysis is carried out with a view to determine the behavior model, emotional intelligence and general intellectual abilities of a candidate and their suitability for effective execution of a specific role in their present or new position

Professional testing. Evaluation of professional skills and knowledge of the candidate in the selected field is carried out with the use of specially developed tests and interviews with an expert in the given field.

Assessment center. The evaluation tasks offered within the frame of such examination enable the company to receive comprehensive and reliable information that helps anticipate and prevent unwanted situations with the employee. They also help anticipate his or her specific behavior in situations that are of vital importance to the company. These tasks also help the company reach conclusions about the abilities and individual/personal characteristics of this employee. This method makes it possible to identify, analyze and evaluate the degree of manifestation of professional qualities and competencies of the candidate with the help of specifically modeled situations, typical for the field of activity being examined.
Задание 2. Письменно переведите на русский язык 1-ый, 2-ой, 3-ий абзацы текста.
Задание 3. Письменно ответьте на вопросы к тексту.

What are the aims of employers and employees in personnel assessment process?
What’s important for choosing a personnel evaluation method?
What personnel assessment methods are mentioned in the text? Do you know any other?

Задание 4. Определите время и залог сказуемого. Переведите предложения на русский язык.

The new person you’ve just hired had an impressive resume.
Many candidates are also very well educated about what type of salary they can expect, as a good deal of information is available from governmental and online publications.
The more you know about what’s happening across the company, the better you’ll be at making strategic suggestions and decisions.
The Trainer concern is to ensure that the training that has been provided is effective or not.
The actual act to source candidates can usually be split out into two clearly defined techniques: primary sourcing and secondary sourcing.

The recruitment industry is based on the goal of providing a candidate to a client for a price.
Due to their higher costs, headhunters are usually employed to fill senior management and executive level roles.
Niche firms tend to be more focused on building ongoing relationships with their candidates as it is very common the same candidates are placed many times throughout their careers.
Job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements.
The employer and employee make a joint decision to end employment.

Вариант 4
Задание 1. Прочитайте текст:
PROS AND CONS OF EXIT INTERVIEWS
Exit interviews with departing employees are often conducted in a perfunctory, haphazard manner. But these workers’ last words can provide valuable insights into corporate culture, dysfunctions and opportunities to do better at retaining top talent. It’s important to listen carefully during an exit interview; but more important is to act on the information you receive.

Some HR experts think the exit interview serves no purpose, coming far too late in the employment relationship to be useful. Regardless of your track record as a manager, however, take your exit interviews seriously and try to learn from what your employees have to say. In addition, use interviews as an opportunity to convince a valuable employee to stay.

Exit interviews provide a unique chance to get candid feedback from employees, which can be very helpful for identifying ways in which HR management could improve. Departing employees have nothing to lose by being totally honest about their reasons for leaving, their experiences with co-workers or their opinions of company policy.

One thing a leaving worker does have to worry about, however, is damaging relationships that extend beyond the term of employment. The employee may be less frank about management’s shortcomings due to fear of a bad job reference. Some staff may plan to stay in touch with former co-workers and don’t want to burn bridges. Others simply don’t feel comfortable bad-mouthing the people they will leave behind.

Feedback, though illuminating, is not useful from just one exit interview. Only speaking with all departing employees will allow you to identify trends that point to chronic or systemic weaknesses in the company’s retention management. For this reason, it is important to design effective exit-interview protocols and administer them consistently.
Задание 2. Письменно переведите на русский язык 1-ый, 2-ой, 3-ий абзацы текста.
Задание 3. Письменно ответьте на вопросы к тексту:

In what case can an exit interview be conducted? Is it always possible?
What is important to do while you are exit interviewed?
Why can an exit interview be life guided for both employer and employee?
What opportunities does exit interview give for the company?

Задание 4. Определите время и залог сказуемого. Переведите предложения на русский язык.

Flexible hours, or flextime as it’s commonly called, have been hailed by some as a revolution in the way that employees work because it allows them to strike a work-life balance that just isn’t possible under a rigid schedule.
Which staff competences are required for the tasks to be accomplished within the enterprise?
It should also be noted that even in slower economic times or higher unemployment, recruitment process outsourcing is still considered by companies to assist in an increasing need to screen through a larger candidate pool.
Candidates who don’t meet the requirements will be discouraged from applying, while qualified candidates will recognize that you're serious about looking for experienced candidates.
One of the main problems with the outstaffing business in Russia is that it does not have a special legal framework that regulates the rights and duties of the client company, outstaffing provider and the outsourced personnel.

Larger employers tend to undertake their own in-house recruitment, using their human resources department, front-line hiring managers and recruitment personnel who handle targeted functions and populations.
Business management software is used by many recruitment agencies to automate the testing process.
Many companies have onboarding campaigns in hopes to retain top talent that is new to the company.
To allow the dismissed employee to ‘save face’ in a more ‘graceful’ exit, the employer will often ask the employee to resign ‘voluntarily’ from their position.
The candidate submittal service will often vet, edit or enhance the job seeker’s application before passing it on to the employer.

Вариант 5
Задание 1. Прочитайте текст:
EVALUATING THE EFFECTIVENESS OF TRAINING
When organization has invested in some training, how do we know if it has a success? Our gut feeling might be that skills and practice have improved. But in what ways and by how much has it improved, and did organization get value of money? Answer of these questions can be given by doing evaluation.

The evaluation of training forms is the remaining part of the training cycle which starts with the identification of training needs, establishing objectives and continues through to the design and delivery of the training course itself.

It is the function of evaluation to assess whether the learning objectives originally identified have been satisfied and any deficiency rectified. Evaluation is the analysis and comparison of actual progress versus prior plans, oriented toward improving plans for future implementation. It is part of a continuing management process consisting of planning, implementation and evaluation; ideally with each following the other in a continuous cycle until successful completion of the activity. Evaluation process must start before training has begun and continue throughout the whole learning process.

Functions of evaluation: There are basically two functions of evaluation,

- Qualitative evaluation is an assessment process ‘How well did we do’?

- Quantitative evaluation is an assessment process that answers the question ‘How much did we do’?

Principles of Training Evaluation:

- Training need should be identified and reviewed concurrently with the business and personal development plan process.

- There should be correlation to the needs of the business and the individual.

- Organizational, group and individual level training need should be identified and evaluated.

- Techniques of evaluation should be appropriate.

- The evaluation function should be in place before the training takes place.

- The outcome of evaluation should be used to inform the business and training process.

Why Training Evaluation: Training cost can be significant in any business. Most organizations are prepared to incur these cost because they expect that their business to benefit from employees development and progress. Whether business has benefited can be assessed by evaluation training.

There are basically four parties involved in evaluating the result of any training: Trainer, Trainee, Training and Development (T&D) department and Line Manager. The Trainee wants to confirm that the course has met personal expectations and satisfied any learning objectives set by the T&D department at the beginning of the program. The Trainer concern is to ensure that the training that has been provided is effective or not. Training and Development want to know whether the course has made the best use of the resources available. The Line manager will be seeking reassurance that the time hat trainee has spent in attending training results in to value and how deficiency in knowledge and skill redressed.

The problem for many organizations is not so much why training should be evaluated but how. Most of the organizations overlook evaluation because financial benefits are difficult to describe in concrete terms.

Задание 2. Письменно переведите на русский язык 1-ый, 2-ой, 3-ий абзацы текста.
Задание 3. Письменно ответьте на вопросы к тексту:

What are the first main steps in the employee training cycle?
When the evaluation of the effectiveness of training should be started?
What training evaluation should be done for?
How many parties are involved in evaluating the results of any training?
Do you know any methods of training evaluation?

Задание 4. Определите время и залог сказуемого. Переведите предложения на русский язык.

Bringing in an employee with an M.B.A. is sometimes perceived as a sign that ‘ordinary’ employees are not good enough to get the job done.
The opportunity to meet you and become acquainted first hand with the fine work you and your team have been doing, has strengthened my interest in working for Sealico.
Corporate incentive systems are considered the most effective method for motivating employees to work harder.
For more than a century, most workers have been tied to a nine-to-five schedule that they planned their lives around.
Specify whether the person is expected to work odd hours, be on-call or work in sensitive environments.

With conduct problems, the firing is frequently (but not always) part of a ‘progressive step’ process, meaning the employee will have been warned and given an opportunity to improve before more severe measures are taken.
An employee getting charged with a crime will affect the employer’s ability to trust the employee.
The employee is sometimes offered some extended pay or benefits and a glowing reference in exchange for departure. In turn, the ex-employee agrees not to sue, file for unemployment, or take any other action that would hurt the employer.
In some cases, when an employee departed on good terms, they may be given special priority by the employer when seeking rehire.
Companies will generally employ a number of different methods to fill their recruitment needs including employee referral, company websites, recruitment agencies and job boards.

IV СЕМЕСТР
Контрольная работа № 1
Для того чтобы правильно выполнить контрольную работу № 1, необходимо усвоить следующий грамматический материал:

Видовременные формы глагола (действительный и страдательный залоги).
Неличные формы глагола (причастие, герундий, инфинитив).

Вариант 1
Задание 1. Прочитайте текст:
THE BUSINESS BENEFITS OF RECRUITMENT PROCESS OUTSOURCING (RPO)
Today many companies are turning to recruitment process outsourcing to streamline their business processes. Research shows recruiting is one of three functional areas HR executives and professionals are likely to outsource. Strategic sourcing is a key to reinforcing clients’ employer branding and market presence, enabling them to attract and retain top quality talent.

While a typical external candidate sourcing process might begin with a posting on internet job boards, strategy enhances this process.

What non-traditional methods of recruitment are rising in popularity?

The unique characteristics of Generation X and Generation Y require that you to modify your recruiting strategy; the vast majority of Gen Xers and Gen Yers are computer literate and much more likely to utilize digital forms of communication. They also tend to make key decisions based on input from social networking services, which tend to be widely popular among younger professionals.

The recruitment methodologies that have emerged include non-paid internet sites and job boards, as well as social recruiting and networking search engines; interactive websites that incorporate video, pictures, blogs and career sites have sprung up. Portals such as Facebook and MySpace also offer the opportunity for individuals to create online resumes. The key is to understand the different generational traits and refine your recruiting message through alternative channels, technologies and media.

How can an external Recruitment Process Outsourcing provider help a company?

Industry research shows that an increasing number of companies define RPO as a key differentiator within their businesses. As the market continues to expand, Recruitment Process Outsourcing providers are building increased functionalities into their technology platforms to provide end-to-end, employee life cycle solutions. Implementing an RPO solution enables a company to operate more productively and efficiently by managing the strategic, tactical and administrative elements of the recruitment process.

An external Recruitment Process Outsourcing solution may make sense because it allows your company’s HR department to focus on strategic initiatives, leverage its core competencies, and reduce human capital expenses. Bringing this capability in-house may be too costly whereas working with a Recruitment Process Outsourcing provider gives your company the ability to leverage their expertise, cost-efficiencies, industry best practices and other economies of scale to improve the recruitment process.
Задание 2. Письменно переведите на русский язык 1-ый, 2-ой, 3-ий, 4-ый абзацы текста.
Задание 3. Письменно ответьте на вопросы к тексту.

Why is outsourcing very prospective nowadays?
What non-traditional methods of recruitment are rising in popularity?
How can an external Recruitment Process Outsourcing provider help a company?

Задание 4. Определите тип условного предложения. Переведите предложения на русский язык.

Sarcasm does not often translate well through business writing, and even if the hiring manager does get it, he or she probably won’t appreciate it.
What would be your highest priority for me to accomplish if you hired me?
If you do not have the skills required, you will not get the job and will have to implement a career plan that makes use of your present skill level.
If only I had met with the employer in person, I could have convinced him that I was the right person for the job!
If the employer has no idea how to reach you, you will not get the interview, regardless of how good your resume is and how qualified you are.

Задание 5. Найдите в предложениях сложное подлежащее и сложное дополнение. Переведите предложения на русский язык.

Section headings give you a system for organizing your information in a resume and allow you to focus on the most pertinent facts.
It is important to familiarize yourself with the various types of interviews and question formats that you are likely to encounter in your job search.
Highlighting your keywords at the top of your resume allows a manager to quickly scan your resume and to immediately see your qualifications.
Downloading your “electronic portfolio” on CD, allows you to easily send it in the mail to a perspective manager.
Resume is supposed to list only the facts about your previous employment, and not contain any subjective comments.

Вариант 2
Задание 1. Прочитайте текст:
WHY USE A RECRUITING CONSULTANT TO HIRE EMPLOYEES?
The process of maximizing human resources and productivity is perhaps the most challenging task confronting today’s business executives. The supply of quality talent is as vital to corporate profitability as any other factor.

This condition has prompted business management more and more to seek the assistance of Recruiting Consultants. The reasons most commonly identified include:

1. Utilizing the Recruiting Consultant’s special resources and knowledge.

2. Implementing cost effective methods to meet personnel requirements.

3. Maximizing time management principles.

4. Maintaining confidentiality.

5. Protecting a positive Corporate Image.

6. Realizing the benefit of the consultant’s unique position.

7. Meeting equal opportunity objectives.

A Recruiting Consultant’s expertise often yields to an introduction of candidates who would not otherwise be accessible to the client. Recruiting Consultants routinely refer highly qualified individuals simply because the opportunity was more effectively communicated on a personal level. Experience has demonstrated that a search for the right candidate is a full-time endeavor, requiring special skills and techniques not generally found in conventional businesses.

Cost effectiveness and time management are critical concerns of every business enterprise today. By using the services of a Recruiting Consultant, Corporate decision makers have the opportunity to control expenses, minimize extraneous costs, and maximize their time utilizations. Let a Recruiting Consultant do all the preliminary legwork of market research, advertising, initial screening, checking references, scheduling and interview arrangements. The financial impact of a prolonged search, leaving the position vacant or improperly staffed, can be a highly significant cost factor.

The process of filling that vacancy can be completed in far less time with the assistance of a Recruiting Consultant. Additionally, time taken from the normal responsibilities of corporate decisions makers is expensive. The consideration of only a few qualified candidates is a quantifiable savings for clients companies in both time and money. Unproductive, unprofitable involvement with unqualified applicants can virtually be eliminated.

Finally, Recruiting Consultants are a viable resource to the business community in meeting equal opportunity commitments. Recruiting Consultant, like employers, are subject to state and federal statutes and regulations regarding fair employment practices. In the final analysis, the individual performance of the Recruiting Consultant represents a composite of specialized skills and serves as a measure by which a client company can gauge their worth.
Задание 2. Письменно переведите на русский язык 1-ый, 2-ой, 3-ий абзацы текста.
Задание 3. Письменно ответьте на вопросы к тексту.

What are the companies’ reasons to seek the assistance of recruiting consultants?
What are the differences between the in-house HR departments and recruiting consultants?
What are the determinants in decision-making to apply for a recruiting consultant?

Задание 4. Определите тип условного предложения. Переведите предложения на русский язык.

If he had worked for Capital Corp. seven or eight years, then the chronological format, which stresses his ability to stick with a job for a long time, would have been preferable.
However, if your goal is a new career, it may be worth sacrificing the present to build a more satisfying future.
If he were seeking another job in sales, he would place his sales skills first, even though his last job was not in sales.
If you haven’t worked in a managerial position for more than five years, you’ll be outed with a simple phone call to your last boss and immediately disqualified from the rest of the hiring process.
Background checks are standard at most offices, and even if you get the job, your lack of skill will quickly be revealed.

While employers usually expect your resume to be posted into your e-mail, in many instances the employer will request that you send your resume as an “attachment.”
When he or she finally reads your chronology, it is less likely to be an issue that you have not held one job for a long period.
At first glance, it seems to be more expensive to have temporary personnel but, as soon as the company understands the costs it can avoid it immediately makes use of outstaffing.
Section headings allow the employer to quickly scan a resume for pertinent information.
Your resume is a history of your past, but your cover letter allows you to make a statement about your future.

Вариант 3
Задание 1. Прочитайте текст:

HR HISTORY
While temporary, contingency and executive search firms have provided staffing services for many decades, the concept of an employer outsourcing the management and ownership of part or all of their recruiting process wasn’t first realized on a consistent basis until the 1970s in Silicon Valley’s highly competitive high tech labor market. Fast-growing high tech companies were hard-pressed to locate and hire the technical specialists they required, and so had little choice but to pay large fees to highly specialized external recruiters in order to staff their projects. Over time, companies began to examine how they might reduce the growing expenses of recruitment fees while still hiring hard-to-find technical specialists. Toward this end, companies began to examine the various steps in the recruiting process with an eye toward outsourcing only those portions that they had the greatest difficulty with and that added the greatest value to them. Initial RPO (Recruitment Process Outsourcing) programs typically consisted of companies purchasing lists of potential candidates from RPO vendors. This ‘search/research’ function, as it was called, generated names of competitors’ employees for a company and served to augment the pool of potential candidates from which that company could hire.

Over time, as business in general embraced the concept of outsourcing more and more, RPO gained favor among Human Resource management: not only did RPO reduce overhead costs from their budgets but it also helped improve the company’s competitive advantage in the labor market. As labor markets became more and more competitive, RPO became more of an acceptable option. Furthermore, through the advent in the 1980’s and 1990’s of human resources outsourcing (HRO) companies that began taking on the processes associated with benefits, taxes, and payroll, companies began recognizing that recruiting – a significant cost of HR – should also be considered for outsourcing. In the early 2000’s more companies began considering the outsourcing of recruitment for major portions of their recruiting need.

There have been fundamental changes in the US labor market that serve to reinforce the use of RPO as well. The labor market has become increasingly dynamic: workers today change employers more often than in previous generations. De-regulated labor markets have also created a shift towards contract and part-time labor and shorter work tenures. These trends increase recruitment activity and may encourage the use of RPO. It should also be noted that even in slower economic times or higher unemployment, RPO is still considered by companies to assist in an increasing need to screen through a larger candidate pool.
Задание 2. Письменно переведите на русский язык 1-ый абзац текста.
Задание 3. Письменно ответьте на вопросы к тексту.

When and where did the concept of ‘recruiting process outsourcing’ appear?
Why did the concept of ‘recruiting process outsourcing’ appear?
What difficulties did Silicon Valley companies face?
What are the trends human resources outsourcing companies develop in?

Задание 4. Определите тип условного предложения. Переведите предложения на русский язык.

If you didn’t know about the upcoming promotion, you could never make this connection and would thus lose some of your power as an employee.
If the fact that big businesses held an insurmountable advantage over startups when it comes to recruiting the best available talent were true, former startups such as Microsoft Corp., Google and Starbucks Corp. would have never been able to grow into the corporate giants that they are today.
If employees see that the company acts on the employee survey results, they will be more willing to take the survey the next time around.
If you’re distracted by an aching back and a sore throat, you’ll hardly be able to do your work effectively.
What would you change about your education if you could?

To facilitate the ongoing flow of information, build time into the onboarding schedule to allow both parties to sit down and discuss – uninterrupted – whatever happens to be on their minds.
Employers expect every applicant to have solid references.
Do not rely on the employer to take action; that is, never end a letter with “If you are interested,” “Please call me,” or any other phrase that expects the employer to take action. You want the job, you take the action.
Multimedia techniques allow individuals to use their creativity in presenting themselves in a far more effective way than with just a traditional resume.
It seems to be any employer’s dream fulfilled – to have professional personnel and get rid of all the problems related to human resources.

Вариант 4
Задание 1. Прочитайте текст:
PROS & CONS OF RECRUITMENT PROCESS OUTSOURCING
Benefits. RPO’s promoters claim that the solution offers improvement in quality, cost, service and speed.

Quality and Cost – RPO providers claim that leveraging economies of scale enables them to offer recruitment processes at lower cost while economies of scope allow them to operate as high-quality specialists. Those economies of scale and scope arise from a larger staff of recruiters, databases of candidate resumes, and investment in recruitment tools and networks. RPO solutions are also claimed to change fixed investment costs into variable costs that flex with fluctuation in recruitment activity. Companies may pay by transaction rather than by staff member, thus avoiding under-utilization or forcing costly layoffs of recruitment staff when activity is low.

Service and Speed – The commercial relationship between an RPO provider and a client is likely to be based on specific performance targets. With remuneration dependent on the attainment of such targets, an RPO provider will concentrate their resources in the most effective way – at times to the exclusion of non-core activity. Traditional internal recruitment teams are less likely to have such clearly defined performance targets.

Risks. RPO can only succeed in the context of a well-defined corporate and staffing strategy. As with any program, a company must manage its RPO activities, providing initial direction and continued monitoring to assure the desired results.

Loose Definition of RPO – As RPO is a commercial concept rather than a specific definition, there is little regulation to RPO providers. As such, a recruitment agency may brand their services as RPO without actually structuring them in a way that will provide the most benefit to their clients.

Cost – The cost of engaging an RPO provider may be more than the cost of the internal recruitment department, as an RPO provider is likely to have higher business overheads.

Effectiveness – Improperly implemented RPO could reduce the effectiveness of recruitment, should an RPO provider not understand or seek to understand the recruitment solution that they will be providing.

Failure to Deliver – RPO service providers may fail to provide the quality or volume of staff required by their clients, especially when finding candidates in industry sectors where there are staff shortages.

Lack of Competition – Placing all recruitment in the hands of a single outside provider may discourage the competition that would arise if multiple recruitment providers were used.

Pre-Existing Issues – An RPO solution may not work if the company’s existing recruitment processes are performing poorly, or if the service provider lacks appropriate recruitment processes or procedures to work with the client. In this situation, it is better for the company to undergo a recruitment optimization program.

Employer Branding – RPO providers do not necessarily act as custodians of their clients’ employer brand in the way that a strongly aligned retained search firm or internal recruiting resource would.

Engagement – Many RPO organizations perform their staffing functions and service offsite or offshore, disconnecting the provider from the client company’s growth and recruiting strategy. While this effect can be mitigated through strong relationship management, some of the momentum and energy associated with the rapid upscaling of a workforce through recruitment may dissipate.
Задание 2. Письменно переведите на русский язык 1-ый, 2-ой, 3-ий абзацы текста.
Задание 3. Письменно ответьте на вопросы к тексту:

What’s more weighty and influential – pros or cons of recruitment process outsourcing? Why?
Can you name any other benefits of recruitment process outsourcing? Characterize them in brief.
How can a company avoid the risks of recruitment process outsourcing?

Задание 4. Определите тип условного предложения. Переведите предложения на русский язык.

People will be more likely to spend lunch time in the break room instead of at their desks if it’s an inviting and comfortable space.
If employees see that the company acts on the appraisal results, they will be more willing to take the appraisal the next time around.
He would have done a better job if I hadn’t hurried him.
Your resume should also inform the employer of your career objective and communicate in a concise manner the benefits you would bring the job if hired.
If the project is quite lengthy it will automatically mean that the invited employees will have to be hired permanently.

The marketing team is planning a big promotion of a new product, and you happen to work with customers who could give fantastic testimonials to support the campaign.
My M.B.A. doesn’t seem to be opening very many doors, so I’m playing up my experience now.
Employers want you to substantiate your resume, and see if you have the personality they are looking for.
The Internet’s e-mail program allows you to keep in touch with your interviewer as well as send him or her follow-up materials, such as your electronic portfolio.
Use your Summary of qualifications if you have unique or outstanding qualifications you want your employer to see at the offset.

Вариант 5
Задание 1. Прочитайте текст:
FIRING OF PROBLEM EMPLOYEES
Though many employers would like to get rid of their ‘problem employees’, some employers are reluctant to fire those who one would expect would be deserving of termination. There are many reasons for this, which may include: Some positions may be hard to fill. This may be the case with a rare skilled position, or with certain low-wage jobs that are generally unattractive, where finding applicants is difficult. A person who has unusual skills, or who is doing a job that is considered undesirable, such as cleaning sewage from pipes may be hard to replace. As such, a person in this position may be retained even if they have absenteeism or conduct problems.

Another reason that bosses do not fire some problem employees is from a fear of retaliation. Sometimes the employer must be concerned about various types of action the ex-employee may take against the company, such as filing a wrongful termination suit: The terminated employee may take legal action in response to the firing. While laws vary in each country and jurisdiction, many employers keep extensive documentation of disciplinary action, evaluations, attendance records, and correspondence from supervisors, co-workers and customers in order to defend themselves in the event of such a suit. Additionally, the at-will employment contract, where the law permits, allows the employer to dismiss employees without having to provide a reason, though this has sometimes been challenged in court. As well, the employer may be concerned that the employee could make a negative report to public: by divulging things about the company to others, thereby hurting their business; or that the employee may disclose trade secrets: An ex-employee may remove materials or divulge confidential information from the former employer and use it with another employer or in an independent business.

Some employers may be afraid that a worker may make a report to law enforcement, in the event that the employer’s practices are illegal to the law. Other fears include the risk of sabotage by damaging machinery, erasing computer files, or shredding documents; or even violence. In some most extreme cases, fired employees have attacked or even killed their former employers or the staff at their old company or organization, sometimes known in slang as ‘going postal.’ In some cases, this has occurred several months or years after termination. Some employers terminate their staff off-site to avoid these issues.

Other reasons include: In the United States and some other countries, Unemployment Insurance costs benefits are financed by employers. A firm’s unemployment costs increase with each worker laid off or fired.

The problem employee may have a special relationship with the boss, which is not necessarily romantic, but the employee may be a family member or close friend, or the employee may provide other needed connections for the employer.

Despite the hardships the employer depends on the employee, the employer may find the employee useful in other ways. The employee may hold some rare knowledge or skill that is not easily replaceable.

A sympathetic boss may feel bad about firing an employee.

In some cultures, it is against the values of the employer to fire a long-serving, hard-working employee, even during an economic downturn (e.g., in Japan).
Задание 2. Письменно переведите на русский язык 1-ый, 2-ой абзацы текста.
Задание 3. Письменно ответьте на вопросы к тексту.

What problems can arise in the process of firing an employee?
What are the main social reasons of not firing a problem employee?
What are the main legal reasons of not firing a problem employee?
What are the main economic reasons of not firing a problem employee?

Задание 4. Определите тип условного предложения. Переведите предложения на русский язык.

Some workers fear that if the boss knows about their personal problems, they will be fired.
Find out everything you can about the companies you are interested in. Develop a strategy. What could you do for them if you were hired?
If you are pursuing a job in two diverse areas, you will need two different resumes.
If an employee had an 11 a.m. to 7 p.m. schedule, he or she would probably accomplish a lot more during the day but avoiding the guilt with arriving late each morning.
If you had read my whole post, you would have seen that I’m actually very suspicious about term limits.

If an employer wants the file sent as an attachment, you must follow the instructions on your particular e-mail program on how files are to be attached.
You can’t be passive and wait for an employment agency to call, or want ad to appear.
List the main duties of the job and what percentage of time is expected to be dedicated to each.
Remember what you read on a company’s own Web site is controlled – they are only telling you what they want you to know.
Headhunters are generally considered to be more aggressive than in-house recruiters or may have preexisting industry experience and contacts.

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