Business English for HR Lessons

すべて English for human resources lessons.

This page features a collection of business English lessons specifically designed for HR professionals. 私たちの HR English lesson covers a range of topics, including recruitment, performance management, employee engagement, もっと. By exploring these lessons, HR professionals can gain insights into effective communication strategies and management techniques, and learn how to build better relationships with employees. These lessons are perfect for HR professionals looking to enhance their career prospects and take their skills to the next level.

Our English for HR English lessons are listed below with the newer lessons first.

スキル 360 – Keeping your Career on Track (2)

ビジネス英語スキル 360 - Keeping your Career on Track 2

へようこそ ビジネス英語スキル 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, スキル, 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, スキル, and achievements. 覚えて, the world has changed, and digital literacy, collaboration, and a growth mindset are all important factors to consider. また, review your online presence and make sure your Facebook privacy settings are tight and your LinkedIn profile is up-to-date.

全体, 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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スキル 360 – Keeping your Career on Track (1)

ビジネス英語スキル 360 - Keeping your Career on Track 1

へようこそ ビジネス英語スキル 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 – ビジネス英語コーチング 3: 進捗状況の確認

BEP 354 - Business English for Coaching Lesson 3: 進捗状況の確認

ビジネス英語ポッドにようこそ。今日のレッスンで進行状況を確認する コーチングプログラム.

自分の目標を設定していますか? おそらく, 正しい. これは私たちがよく耳にするものです, 特に新年には. 目標を設定する 成功の基本的な部分です. そして、あなたがコーチングの役割をしているなら, あなたはおそらく他の人が自分の目標を設定するのを助けました. しかし、実際の仕事は目標を設定することではありません; これらの目標を達成し、それを達成するために力を注ぐことです.

そして誰かのコーチとして, 誰かがいくつかの目的を決定するのを手助けすると、あなたの仕事は終わりません. 次のステップはフォローアップです, これは通常、指導者と一緒に座って進捗状況を確認することを意味します. あなたは物事がどうなっているかを彼らに尋ねます, 彼らがやったことを彼らが説明するのを聞いて. でも時々, 人は本当にフォローしていない. じゃあ?

それはあなたが責任を負うことによってあなたの価値を証明するときです. そしてそれはあなたの会社の価値を強化することを含むかもしれません, 人をコミットメントに留めようとするとき. もちろん, 人は障壁に遭遇したかもしれません, 質問して話し合うことができます. まだ, それらの障壁は言い訳として機能するべきではありません, そして、あなたは彼らの可能性に到達するために人を少し押す必要があるかもしれません. そして, もちろん, 優れたコーチは、この種のプロセス全体を支え続けます.

今日の対話で, 私たちは二人の弁護士の間の会話を聞き続けます, マリオンとレイチェル. マリオンは コーチング レイチェルは若い弁護士としての彼女の新しい仕事に適応します. レイチェルが直面している問題のいくつかについて話し合った, いくつかの目標を設定します. 現在、マリオンはこれらの目標に向けて進捗状況をフォローして確認しています.


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 – ビジネス英語コーチング 2: 目標を設定する

BEP 353 - Business English for Coaching 2: 目標を設定する

Welcome back to Business English Pod for today’s lesson on setting goals during a コーチング セッション.

You’ve probably heard that an important part of コーチング 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. 結局, 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? 上手, that might start with asking about their motivation. 結局, 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.

もちろん, 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. そして最後に, we might ask them about their next steps. あれは, what are the concrete activities that the person will take as she tries to accomplish her goals?

今日の対話で, we’ll rejoin two lawyers: マリオンとレイチェル. Marion has been coaching Rachel as she learns how to be a better lawyer. 前のレッスンで, we heard Marion trying to figure out Rachel’s challenges. Now we’ll hear her help Rachel set some goals.


1. 会話の始めにマリオンはレイチェルに何を尋ねますか?
2. レイチェルは自分のためにどのような短期的な目的を特定しますか?
3. What does Marion say she is “sure aboutand has “no doubt about?”

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BEP 352 – ビジネス英語コーチング 1: 分析が必要

BEP 352 - ビジネス英語コーチング 1: 分析が必要

今日のレッスンのためのビジネス英語ポッドへようこそ English for coaching.

Everyone understands the importance of a good coach in sports, but what about a good coach at work? 実際には, 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. はい, 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. あれは, 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. 最終的に, 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.

今日の対話で, 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.


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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