HR English | Angielski dla zasobów ludzkich | Business English Pod

Business English for HR Lessons

Bez kategorii / March 3, 2006 June 17, 2019

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

Umiejętności 360 – Keeping your Career on Track (2)

Angielski biznesowy, Umiejętności biznesowe 360, Zasoby ludzkie / January 15, 2023 January 15, 2023

Witamy ponownie w Umiejętności z angielskiego biznesowego 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, umiejętności, 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, umiejętności, and achievements. Zapamiętaj, the world has changed, and digital literacy, collaboration, and a growth mindset are all important factors to consider. Również, review your online presence and make sure your Facebook privacy settings are tight and your LinkedIn profile is up-to-date.

Overall, 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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Umiejętności 360 – Keeping your Career on Track (1)

Angielski biznesowy, Umiejętności biznesowe 360, Zasoby ludzkie / January 4, 2023 January 15, 2023

Witamy ponownie w Umiejętności z angielskiego biznesowego 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 – Business English Coaching 3: Przegląd postępów

zaawansowane, Angielski biznesowy, Zasoby ludzkie, Trening / February 9, 2020 December 12, 2022

Witamy ponownie w Business English Pod na dzisiejszą lekcję na temat oceniania postępów w program coachingowy.

Czy wyznaczasz sobie cele?? Bardziej niż prawdopodbnie, dobrze. I o tym dużo słyszymy, szczególnie w Nowym Roku. Wyznaczać cele jest podstawową częścią sukcesu. A jeśli pełnisz rolę trenera, prawdopodobnie pomogłeś innym ludziom wyznaczyć sobie cele. Ale prawdziwa praca nie polega na ustalaniu celów; polega na podążaniu i wkładaniu energii w osiągnięcie tych celów.

I jako czyjś trener, twoja praca nie jest wykonywana, gdy pomagasz komuś zdecydować o niektórych celach. Następnym krokiem jest kontynuacja, co zwykle oznacza siedzenie z osobą, którą trenujesz, aby sprawdzić postęp. Pytasz ich, jak się sprawy mają, i słuchaj, kiedy opisują, co zrobili. Ale czasami, osoba tak naprawdę nie przeszła. Co wtedy?

Wtedy udowodnisz swoją wartość poprzez pociągnięcie osoby do odpowiedzialności. A może to obejmować wzmocnienie wartości Twojej firmy, gdy próbujesz powstrzymać osobę od jej zobowiązań. Oczywiście, osoba mogła napotkać bariery, o które możesz zapytać i omówić. Nadal, bariery te nie powinny służyć jako wymówki, i być może będziesz musiał trochę popchnąć osobę, aby osiągnąć jej potencjał. I, oczywiście, dobry trener pozostaje pomocny podczas tego rodzaju procesu.

W dzisiejszym oknie dialogowym, będziemy nadal słuchać rozmowy między dwoma prawnikami, Marion i Rachel. Marion była coaching Rachel, gdy przystosowuje się do nowej pracy jako młody adwokat. Omówili niektóre problemy, z którymi zmaga się Rachel, i wyznaczyć cele. Teraz Marion śledzi i ocenia postępy w osiąganiu tych celów.

Pytania dotyczące słuchania

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 – Business English Coaching 2: Wyznaczać cele

zaawansowane, Angielski biznesowy, Zasoby ludzkie, Trening / January 29, 2020 December 12, 2022

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

You’ve probably heard that an important part of coaching 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. W sumie, 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? Dobrze, that might start with asking about their motivation. W sumie, 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.

Oczywiście, 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. I w końcu, we might ask them about their next steps. To jest, what are the concrete activities that the person will take as she tries to accomplish her goals?

W dzisiejszym oknie dialogowym, we’ll rejoin two lawyers: Marion i Rachel. Marion has been coaching Rachel as she learns how to be a better lawyer. W poprzedniej lekcji, we heard Marion trying to figure out Rachel’s challenges. Now we’ll hear her help Rachel set some goals.

Pytania dotyczące słuchania

1. O co Marion pyta Rachel na początku rozmowy?
2. Jaki cel krótkoterminowy rozpoznaje Rachel?
3. What does Marion say she is “sure about” and has “no doubt about?”

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BEP 352 – Business English Coaching 1: Analiza potrzeb

Angielski biznesowy, Zasoby ludzkie, Management English, Trening / January 19, 2020 December 12, 2022

Witamy ponownie w Business English Pod na dzisiejszą lekcję English for coaching.

Everyone understands the importance of a good coach in sports, but what about a good coach at work? w rzeczywistości, 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. tak, 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. To jest, 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. Ostatecznie, 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.

W dzisiejszym oknie dialogowym, 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.

Pytania dotyczące słuchania

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?

Premium Members: PDF Transcript | Quizzes | PhraseCast | Lesson Module

Download: Podcast MP3