HR English | Inglese per le risorse umane | Pod di inglese commerciale

Business English for HR Lessons

Non categorizzato / March 3, 2006 giugno 17, 2019

Tutti Business English human resources lessons. Our English for HR lessons are listed below with the newer lessons first.

Competenze 360 – Keeping your Career on Track (2)

Inglese commerciale, Competenze aziendali 360, Risorse umane / gennaio 15, 2023 gennaio 15, 2023

Bentornato al Competenze di inglese commerciale 360 podcast for today’s lesson on how to restart your career and keep it on track.

With the current job market being so uncertain, it’s a great opportunity to make a change, whether that means a new job in your current career track or a whole new career.

When considering a change, it’s important to think long and hard about what you really want to do. Be honest with yourself about how well your current job aligns with your ambitions. If you’re feeling unfulfilled, take the time to imagine what a more rewarding career might look like. If you’re not sure what that is, do some research and talk to people you know about what they do. The right job may be out there waiting for you, but you need to be able to recognize it.

When searching for a new job, don’t just focus on interests, competenze, and rewards. Think about the kind of workplace you want and what a good work-life balance looks like. It’s also important to consider learning opportunities and advancement potential. Smart companies understand that people are looking for the right culture fit as well as suitable compensation and benefits.

Once you’ve figured out what you want, it’s time to update your resume and prepare for interviews. Make sure to include any new training, competenze, and achievements. Ricorda, the world has changed, and digital literacy, collaboration, and a growth mindset are all important factors to consider. Anche, review your online presence and make sure your Facebook privacy settings are tight and your LinkedIn profile is up-to-date.

Complessivamente, this is a great time to think about a job that does more than just pay the bills. Look for a job and culture that aligns with the life you want. With so many openings, it’s a golden opportunity to find the right job for you.

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Competenze 360 – Keeping your Career on Track (1)

Inglese commerciale, Competenze aziendali 360, Risorse umane / gennaio 4, 2023 gennaio 15, 2023

Bentornato al Competenze di inglese commerciale 360 podcast for today’s lesson on keeping your career on track.

Today’s workplace looks pretty different from the one your parents toiled away in. Walk into an average office and you’ll immediately be struck by the fact that it only seems half full. Remote work – in one form or another – has become the norm. And the people themselves may look different. The baby boomers are retiring, and younger generations are entering the workforce, often with different values and expectations.

So now might be a good time to think about how your expectations have changed. How has your approach to your work and career evolved? Do you see yourself in a position to benefit from the current situation?

With the Great Resignation causing staffing shortages the world over, this is a great time to take stock of your career. You may be able to ask for more, whether that’s in salary, vacation time, benefits, or other intangibles. Competition for talent is stiff, and companies around the world are working hard to retain what they have.

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BEP 354 – Coaching di inglese commerciale 3: Revisione dei progressi

Avanzate, Inglese commerciale, Risorse umane, Formazione / February 9, 2020 dicembre 12, 2022

Bentornato al Business English Pod per la lezione di oggi sulla revisione dei progressi in a programma di coaching.

Stabilisci obiettivi per te stesso? Più che probabilmente, destra. E questo è qualcosa di cui sentiamo molto parlare, soprattutto nel nuovo anno. Definendo gli obiettivi è una parte fondamentale del successo. E se hai un ruolo da coach, probabilmente hai aiutato altre persone a fissare obiettivi per se stesse. Ma il vero lavoro non è nel fissare gli obiettivi; è nel seguire e mettere energia per raggiungere questi obiettivi.

E come allenatore di qualcuno, il tuo lavoro non viene svolto una volta che aiuti qualcuno a decidere su alcuni obiettivi. Il prossimo passo è il follow-up, che in genere significa sedersi con la persona che si sta allenando per esaminare i progressi. Chiedete loro come sono andate le cose, e ascolta mentre descrivono ciò che hanno fatto. Ma a volte, la persona non ha veramente seguito. Cosa poi?

Questo è quando si dimostra il proprio valore ritenendo la persona responsabile. E ciò potrebbe includere il rafforzamento dei valori della tua azienda, mentre provi a trattenere la persona ai suoi impegni. Ovviamente, la persona potrebbe aver incontrato barriere, di cui puoi chiedere e discutere. Ancora, quelle barriere non dovrebbero servire da scuse, e potresti dover spingere un po 'la persona per raggiungere il suo potenziale. E, ovviamente, un buon allenatore rimane favorevole durante questo tipo di processo.

Nella finestra di dialogo di oggi, continueremo ad ascoltare una conversazione tra due avvocati, Marion e Rachel. Marion è stata istruire Rachel mentre si adatta al suo nuovo lavoro come giovane avvocato. Hanno discusso alcuni dei problemi che Rachel deve affrontare, e fissare alcuni obiettivi. Ora Marion sta seguendo e rivedendo i progressi verso quegli obiettivi.

Domande d'ascolto

1. What does Marion say when Rachel blames Jeff for some problems?
2. What barrier does Rachel identify to improving her profile and network?
3. After challenging Rachel to do better, what does Marion offer?

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BEP 353 – Coaching di inglese commerciale 2: Definendo gli obiettivi

Avanzate, Inglese commerciale, Risorse umane, Formazione / gennaio 29, 2020 dicembre 12, 2022

Welcome back to Business English Pod for today’s lesson on setting goals during a istruire sessione.

You’ve probably heard that an important part of istruire is listening and showing empathy. A good coach tries hard to understand the person he or she is trying to coach. That helps build trust, which creates a constructive relationship. But what is that relationship for? What kind of work does that trust allow?

Once you build a good relationship as a coach, then you can start talking about improvements. Dopotutto, coaches don’t exist just to hear about people’s problems. Their whole purpose is to help people get better. And a big part of getting better is setting goals, which is something a good coach can help with.

So how do we work with someone on their goals? Bene, that might start with asking about their motivation. Dopotutto, goals have to be directed at something. If someone’s motivated by the idea of getting a promotion, then the goals have to relate to that. And that underlines the fact that they are the other person’s goals. We don’t set goals for them. We ask them about their goals. Then we can help them break their goals into smaller objectives.

Ovviamente, another important role of a coach is to give encouragement. So when we help someone set goals, we are in a good position to show confidence in their ability to meet them. E infine, we might ask them about their next steps. Questo è, what are the concrete activities that the person will take as she tries to accomplish her goals?

Nella finestra di dialogo di oggi, we’ll rejoin two lawyers: Marion e Rachel. Marion has been coaching Rachel as she learns how to be a better lawyer. Nella lezione precedente, we heard Marion trying to figure out Rachel’s challenges. Now we’ll hear her help Rachel set some goals.

Domande d'ascolto

1. Cosa chiede Marion a Rachel all'inizio della conversazione?
2. Quale obiettivo a breve termine identifica Rachel per se stessa?
3. What does Marion say she is “sure about” and has “no doubt about?”

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BEP 352 – Coaching di inglese commerciale 1: Necessita di analisi

Inglese commerciale, Risorse umane, Inglese gestionale, Formazione / gennaio 19, 2020 dicembre 12, 2022

Bentornato al Business English Pod per la lezione di oggi su English for coaching.

Everyone understands the importance of a good coach in sports, but what about a good coach at work? Infatti, coaching is an important part of every manager’s job. Managing people isn’t just about telling them what to do and how to do it. A good manager helps employees develop and reach their full potential, just like in sports. And that requires an open and constructive coaching relationship.

Coaching involves an ongoing dialog between you and the employee. Together you’ll assess the situation, set goals, monitor those goals, and adjust your activities and objectives as you go along. sì, I said “together.” The 21st century manager isn’t the same as the 1980s manager. The relationship is different. You have to be the boss without being bossy. You need to maintain your authority and the employee’s autonomy at the same time. That’s a fine line to walk.

Coaching often begins with a needs analysis. Questo è, you’re meeting with an employee to figure out what is working well, what’s not working at all, and what can be improved. That conversation will involve a lot of open-ended questions. It will also involve showing empathy, which is an important part of leadership.

When you talk about the employee’s performance, it’s important to give very specific examples of behavior. It’s also important to ask for their perspective on those behaviors. In definitiva, you want to get the employee to agree about what his or her challenges are. Only then can you move on to talk about solutions.

Nella finestra di dialogo di oggi, we’ll hear Marion, an experienced lawyer, coaching a younger lawyer named Rachel. Marion and Rachel are having an open discussion about Rachel’s performance, and trying to establish what her needs might be.

Domande d'ascolto

1. Why does Marion mention her own experience at her first job?
2. What example of Rachel’s performance does Marion bring up for discussion?
3. After assessing the problem, what does Marion ask Rachel at the end of the conversation?

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