Unit Two: Human Resources Management?人力資源管理

2.1 Recruiting & Selecting 人員招聘

相關(guān)單詞
Humility謙卑，謙遜
Pertinent 相關(guān)的，有關(guān)系的
Poise 鎮(zhèn)定，鎮(zhèn)靜
Biases偏差，偏見
Employment discrimination就業(yè)歧視
Marital 婚姻的；夫婦間的
Job opening/vacancy 職位空缺
Emergency 緊急情況；突發(fā)事件；非常時刻
Recommendation 推薦；建議；推薦信
Job opening/vacancy 職位空缺

Mini-presentation

? ? ?面試官（interviewer）的選擇是面試成功與否的關(guān)鍵。由于面試時間的限制，面試通常是通過主考官與應聘者之間的雙向語言交流和智慧交鋒來完成，面試考官要在這樣的情境中傾聽(listening)、分析（analyze）、觀察（observation）、判斷（estimate），從而獲得自己的結(jié)論（conclusion）。如果用了不稱職或者沒有能力的主考官，就可能 選不到真正優(yōu)秀的人才，這對用人單位是一種巨大的損失。

What’s important when…?
Selecting an employment interviewer 選擇面試考官，需要考慮哪些因素？
1.Personal quality 個人素質(zhì)
2.Interviewing skills 面試技巧

When selecting an employment interviewer, personal qualities are important, which can ensure his/her decision sound and fair. Qualities desirable include humility, the ability to think objectively and poise. For example, to think objectively can prevent extreme opinions and biases, thus avoiding employment discrimination. [/en]
當你選擇一個面試官時去給應聘者面試時，個人素質(zhì)是非常重要的，因為這可以確定他 / 她的決定是否可靠公平。恰當?shù)膫€人素質(zhì)包括謙遜、有客觀思考問題的能力以及淡定。例如，客觀思考能夠避免極端的觀點和偏見，因此避免了就業(yè)歧視。

[en]In addition to qualities, interviewing skills, such as the skill to raise questions, is also important. For instance, questions concerning marital/family status are generally recognized as inappropriate. But there are some cases when you have to get some information of the applicant’s marital/family status, so with the necessary skill, you can ask in this way---What is the name, address and telephone number of a person we may contact in case of an emergency? This question is perfectly legal and appropriate.

除了個人素質(zhì)之外，面試技巧也很重要，比如提問題的技巧。舉個例子來說，提出涉及到婚姻 / 家庭情況的問題通常被認 為不恰當。但在某些情況下你又不得不得到者婚姻 / 家庭情況的信息時，這時候就需要必要技巧了。你可以這樣問：一旦出現(xiàn)緊急情況，我們可以聯(lián)系的人的姓名、住址、電話是什么呢？這個問題是非常合理和恰當?shù)摹?/div>

Discussion

Advertising for a job opening職位招聘廣告
Your company is going to fill the job vacancy of personnel manager by advertising. You have been asked to make recommendations. Discuss the situation together, and decide:
你們所在公司缺一位人力資源部經(jīng)理，準備刊登招聘廣告。請你們提出建議。討論并決定：

type of publication to choose
應選擇什么樣的刊物

should be included in the advertisement
招聘廣告應涉及哪些內(nèi)容

（1）When choosing a publication, we should consider its readers. We should make sure whether it is directed to a wide range of reader or just to a particular group. Besides, it’s also important to consider advertising fee. The advertising cost should be reasonable and affordable, somewhere around the company’s budget.
當我們選擇一個刊物，我們應該考慮它的讀者。我們應當確保它是否直接對廣泛領(lǐng)域的讀者開放， 或者只是針對一個特殊的群體。除此之外，考慮廣告費也很重要。廣告的成本應該合理和可承擔得起，要在公司預算之內(nèi)。

（2）Newspaper advertising is the cheapest way of reaching large numbers of readers of various backgrounds, including the general public, our potential job applicants and clients.
一個有影響力的報紙，其廣告員工的能力和創(chuàng)造力可以得到保證。然后，我們投資的錢一定有所 回報。

（3）In my opinion, beside the basic information as time, place and contact address, the description of applicants’ qualification and the specifications of the openings should be included, because it can cut down the number of applicants, attract the desirable ones and thus reduce staff turnover.
就我而言，除了關(guān)于時間、地點、聯(lián)系地址這些基本的信息，也應該包括描述空缺職位的應征者所需要資格和標準。 因為這樣可以削減報名人數(shù)，吸引具備資格的員工并因此減少員工補缺數(shù)。