Pratique du Shadowing: INTRODUCTION INTO HUMAN RESOURCES MANAGEMENT - LECTURE 01 - Apprendre l'anglais à l'oral avec la vidéo
Création de la leçon...
1
Human Resource Management Human Resource Management What is a human resource?
2
What is a resource?
3
A resource is something you need to, let's say, produce something right?
4
Material, money, blah blah blah.
5
A human resource is something special.
6
It's the resource which is somehow linked to what? To people.
7
Okay?
8
Human resource management is about people.
9
What people?
10
Children?
11
No. Customers?
12
No. People inside a company, we We name these employees.
13
Okay, the problem with resources is that once you use resources, they get exhausted.
14
Okay?
15
So, a better term for this is maybe human capital.
16
Because once you use capital, if you use it the right way, it grows. as well.
17
But in practice, it's not so commonly used.
18
Some companies say human capital management, but it's not so commonly used.
19
I know just a few companies who say human capital management.
20
Most companies say human resource management, so that's why we stick to this term, okay?
21
So this is what we're going to do today.
22
Three questions.
23
Of course, you must be able to answer these questions at the end of this semester.
24
What is human resource management?
25
We could talk about this.
26
Which mega trends determine future challenges in HRM?
27
There are some mega trends out there.
28
The world is changing and this has a huge impact on what we do in human resource management.
29
And then I will show you a kind of overview about what is human resource management all about.
30
Okay, so So let's start with the first question.
31
Here is the definition.
32
No, I start with this.
33
Innovation.
34
This is one mega-trend.
35
Okay, you know what this is?
36
The old telephone.
37
One modern telephone.
38
A cell phone.
39
An iPhone.
40
What's next?
41
What comes after the iPhone?
42
Be sure that if Apple does not invent something which goes beyond the iPhone, Apple will lose.
43
Yeah?
44
It will be the case, definitely.
45
The iPhone or the smartphone in general, it's not the last thing.
46
In ten years we will have something totally different, I promise you.
47
Don't think that Google is the last search engine.
48
In 10 or 20 years we will say, Oh, do you remember?
49
We used a website called Google.
50
Yeah.
51
Old stuff.
52
That was so boring.
53
You had to type in a word and then you got a list.
54
We will laugh about it.
55
The same way as we love today about this telephone, and it looks nice, but we love about it.
56
We love about the BT Smartphone, for sure.
57
You will remember my words.
58
And for Apple that means that they must invent new products now.
59
For many companies, especially in the Western industry, they say that 80% of our revenue Umsatz,
60
80% of our revenue is done with products that were invented in the last four years.
61
You know what that means?
62
That means if we would not have invented these new products, we would be in deep shit today.
63
Okay?
64
So innovation is really a mega trend that determine business and the world.
65
Yeah?
66
We can find a lot of other examples, but innovation is the trend.
67
But the question is, what does that mean for the people in the organizations?
68
That's the question, what does that mean?
69
People have to cope with that, they have to drive innovation,
70
they have to be leaders in technology or everything.
71
Think about the car manufacturers like BMW, Daimler and so on.
72
The world is changing, we think about the e-vehicle.
73
So the engineers, the people in production, everywhere, they have to change their mind, they have to change their skills,
74
their competencies, they have to work with different products because the things are changing.
75
So when things change or people have to change things, that matters really to the people,
76
to their work, to their skills, to their challenges in their daily life and so on.
77
So that really matters.
78
And we really can see from statistics
79
that in the last decades there was a major shift from handwork to knowledge work.
80
My grandfather worked with his hands, as most of your grandparents did.
81
They work with their hands.
82
Work was moving things, combined things and so on.
83
While you, you will work with your brain.
84
Your work will be nothing else than thinking and communicating.
85
Of course you will need your hand to catch your smartphone.
86
You think.
87
So in nowadays world, people mainly think.
88
And what they think and what they do is totally changed in the last decades.
89
You can order an employee saying, well, do this by your hand.
90
Combine these pieces 100 times an hour. Do this.
91
I pay you for this.
92
Yes, Yes, yes, yes.
93
You can order and you control.
94
But can you order an employee saying, well, come up with an idea in the next hour?
95
That's hard.
96
So the type of work totally changed.
97
We'll talk about this multiple times in this lecture.
98
Another mega trend which you probably have heard of.
99
Demographic changes.
100
You all know these pyramids, yeah, these age pyramids show that we have more and more older people,
101
there's younger people, this age pyramid which rather looks like a donor, yeah, a demographic donor.
102
Here is a different slide, yeah, I think this is more relevant.
103
What you can see here, this red line, These are those in the age of 25 to 34.
104
And the question is, in 2015, in 2020, and so on,
105
how many people will we have in this age compared to 2010?
106
So here is zero, okay?
107
Okay?
108
But we'll see that until 2015 this population increases, so we will have more people in this particular age.
109
And then the amount of people in this age will decrease.
110
And as a rule of thumb, it's about 1% in a year.
111
It's not 1% in a decade or 1% in a century, it's 1% in a year.
112
And this is really traumatic.
113
I mean, who of you has been in Istanbul already?
114
You must go there, it's amazing.
115
It's a young city.
116
You walk through Istanbul, it's really young.
117
Crowded up young people, it's party.
118
And then you walk through Schweningen.
119
Tuesday, 11 o'clock in the morning.
120
And you will see the difference.
121
Germany, yes.
122
Old.
123
And that's the same with many Western industries.
124
Especially when you look at the group of 65 plus, this line, it's growing steadily.
125
I look at the population 50 to 64, this one.
126
It's growing in the next 10 years, 10-15 years dramatically.
127
What does that mean for human resource?
128
What does that mean?
129
These people people will retire.
130
When they will retire, you have to replace these people.
131
Companies lose very experienced people in the next few years.
132
A lot of them.
133
So you have to have new people.
134
But they are getting less and less.
135
So this is the problem I talk about.
136
What do you want to talk about?
137
We have a demographic change, and it's the same in many Western industries,
138
and this demographic change will lead to something that we call a talent shortage.
139
Talent shortage?
140
Fuck that, you know.
141
There are not enough people out there, qualified people.
142
And as I said, companies more and more need qualified people
143
because the world is changing from the world where we work
144
with the hands to the world where we work with the brain.
145
So these are already two trends.
146
And next trend, globalization.
147
This is the term in global trade development.
148
in the last few years and it's dramatically increasing.
149
It's a global trade so we know that Germany is a company
150
that primarily exports products and this is not only the case for Germany, I mean Germany is the leader in that,
151
but it's the same, you have the same pattern for most other Western industries.
152
So, today nations produce their products to export them.
153
We got a global market.
154
And this is really different today compared to let's say 10 or 20 years.
155
So it's really changing.
156
What does that mean for the people?
157
If you look at the company, even a smaller mid-sized company here in the middle of Black Forest.
158
It might be a small company, but you can assume that even a small company is in the middle of nowhere.
159
They act globally because their customers are beyond German borders.
160
So globalization is a key trend.
161
There is a book which is really by Thomas Friedman, the world is flat.
162
And he writes about globalization.
163
And there was one story which I especially like.
164
He said, you are no McDonald's drive-in.
165
If you try to McDonald's drive-in in the States, you come to this place where you have to make your order.
166
There's a person talking to you.
167
You order me?
168
And you assume that this person you just talk with is sitting in this restaurant.
169
No, this is probably not the case.
170
The person you talk with is sitting in India.
171
There is no need that this person, which is taking the order, sitting in this particular restaurant.
172
This is a person sitting in India, taking order for very different McDonald's restaurants all over the states.
173
So give me one job, tell me one job which cannot be, let's say, outsourced, exported.
174
Okay, hairdresser.
175
But even butchers.
176
A lot of things.
177
And there's just a minor group of professions that can't be outsourced for other countries.
178
That's really, really traumatic.
179
So, we will have globally diverse teams and companies.
180
The required skills of the employees change.
181
20 years ago, it was really not necessary for university graduates that they had experience abroad.
182
When I studied, that didn't mean a thing.
183
Today, it's a must.
184
And you are on the right track, because you will spend some time abroad.
185
So, it became so important.
186
This is something new.
187
Another mega trend, we call it Web 2.0.
188
When there is a Web 2.0, probably there is also a Web 2.0.
189
What is that?
190
You know, oh, no, the web, the internet.
191
When the internet appeared, there was a very simple model.
192
Institutions or persons, individuals, they had a website.
193
It was mainly HTML website and others could read this site.
194
One is producing the website and publishing the website and the others read the website.
195
For instance, that was the very first generation of the web.
196
You will still find a lot of websites that work in that way.
197
The university website.
198
But it's changed.
199
Yeah?
200
There's something which we call Web 2.0.
201
The point is that, um, let's look at websites like Wikipedia.
202
Yeah?
203
Who is producing all this content on Wikipedia?
204
Anyone can.
205
Anyone.
206
You can.
207
Yeah?
208
Everybody can write on Wikipedia, whatever you like.
209
Whom of you has ever written, written, not read, written an article in Wikipedia.
210
I'm a tennis player.
211
You're a tennis player, yes, okay.
212
Do it, it's a good experience.
213
Write an article about your home village, or about a special about your I don't know.
214
It's an interesting experience.
215
Everybody can write everything.
216
You share information on Facebook.
217
Sooner or later you will be on websites like LinkedIn, Opsing, yeah, where you have your profiles and your contacts to others.
218
Maybe some of you will Twitter, some of you will write blogs.
219
So it's no more just a few institutions who provide content, it's the user who provides the content.
220
And that's a major difference.
221
You produce the content.
222
It's not Facebook that delivers the content.
223
Facebook only delivers the platform.
224
You provide the content.
225
So that's why we call it user-generated content.
226
Generated, which is a content which is generated by the users.
227
So the user became somebody who really took control about the Internet,
228
about the content in the Internet.
229
And that's really relevant for human resource management.
230
Why?
231
As we will see, the Web 2.0 really changed the way how companies hire people.
232
We will see that social media Twitter, Facebook, LinkedIn, social media got a crucial role in this.
233
We'll talk an entire session about this.
234
We learned that the way how people in companies exchange ideas,
235
the way they learn, the way they share their knowledge changed through Web 2.0.
236
So just think about 20 years ago we didn't have all this stuff.
237
I did study without the internet.
238
I had my degree when I wrote my first email.
239
You cannot imagine this.
240
I did an experiment two years ago where eight students declared that they will not use the internet,
241
neither internet nor mobile communication for one week.
242
I can recommend to do this.
243
Just skip all this for one entire week and you will experience that this is a different life.
244
You feel it's hard, You feel isolated,
245
you feel that you are really totally uninformed.
246
You will suffer, but you will sleep more, you will read more, make more sports.
247
So it's really traumatic.
248
Okay?
249
So Web2O changed the way how we communicate with each other, changed the way how we hire how people share their knowledge,
250
it changes the way we spend our lives.
251
And this is really relevant for human resource management.
252
Another mega trend, value change.
253
Earlier days, today. Which one is prettier? On the left.
254
On the right.
255
On the right.
256
I think that's an old...
257
I hope.
258
I hope agreed.
259
The role of women in society, in the professional world, totally changed.
260
It's not only women.
261
It's about everything.
262
Our values change.
263
What does that mean?
264
Value is what is important to people.
265
What is important to you?
266
If I would ask you, take a piece of paper and write down three things which are important to you.
267
And then think about your parents, your grandparents, and think about what were important to them when they were of similar age.
268
If you just do this exercise on two little pieces of papers,
269
you will immediately realize that what is important to you somehow differs from what was important to earlier generations.
270
So, work totally changed.
271
It changed what is important to the people.
272
The role of people changed.
273
The way we work, the way we communicate changed.
274
Yeah?
275
I mean, look at our university.
276
The way we build relationships between students and professors did change.
277
I mean, when I studied 20 years ago, we would have never dared to send a letter to a professor,
278
because I was here, a small, unimportant person, in practice student, and then there was the professor.
279
God!
280
God!
281
Today, we are more or less on the same island.
282
Hey, you have a problem?
283
Send me an email.
284
Direct communication, open door.
285
We even have a rock band.
286
Professors and stewards together make loud and noisy and hard rock music.
287
Couldn't I have imagined this 50 years ago?
288
things change.
289
That means that the way we shape our work really, really changed.
290
We're gonna see this.
291
Okay, so here's the kind of summary.
292
I said there are five trends that really impact the world.
293
Innovation, Demography, Globalization, Web 2.0, low value change.
294
I think these are the five major trends.
295
Of course, there are more trends in the world, climate change maybe or some others.
296
But the important thing is that all these things,
297
as I have indicated, have an impact on challenges that relate to human resource management.
298
We'll talk about these challenges in much detail.
299
We will need to acquire the right talents to be innovative.
300
Give the right rewards, maybe in terms of compensation or other privileges.
301
We have to support lifelong learning.
302
It's not the case that you do your
303
education and you finish and then you have the entire qualification that you need for the rest of your life.
304
No, you will need to learn your entire life.
305
You have to leverage employee potential, find their talents, support diversity.
306
Of course, we are in a global world.
307
The customers are global.
308
We have to be global.
309
We have to have women in leadership positions.
310
So that means we have to have more diversity in the workplace.
311
Build successors for key positions.
312
We're going to talk about this in much detail.
313
We have to retain and share knowledge because knowledge became key for most companies.
314
Why? Because innovation.
315
We have to shape attractive work conditions so that you really attract the right people so that they apply.
316
Things change inside companies we have big security changes which we need to manage.
317
I will talk about this for two sessions.
318
We use latest technology even in HR.
319
We use iPad, we use modern software to do human resource management related things.
320
Of course we have to retain the best talent and so on.
321
This list is not complete but you can see
322
that from all these mega trends we can say that there are specific challenges which are special today,
323
which were not as big 10 or 20 years ago.
324
And we do all this at the end to ensure the competitive position, the competitive advantage of a company.
325
Okay?
326
So, here is the definition.
327
Don't learn this by heart.
328
But, if I would show you this definition in the exam, I could imagine asking you to explain this.
329
Explain it in your own words.
330
many things which we have written here, we have already discussed today.
331
You know, the first part is easy.
332
It's about management.
333
Management, it's a term which you hear a lot of times during your studies and even during your entire career.
334
Management.
335
What is management?
336
Whenever somebody says management, customer relationship management,
337
quality management, health management, facility management, management, management.
338
Management always means planned and controlled.
339
Okay?
340
Planned and controlled.
341
So, or planned and controlled, in bracket, managed, or planned and controlled activities of an what?
342
Organization.
343
Why do I say organization and not company?
344
Because, I mean, is the Red Cross, is that a company?
345
No, it's an organization.
346
It's an organization.
347
This university is not a company, it's an organization.
348
UNICEF, it's an organization.
349
The UNO, it's an organization.
350
The Christian Demographic Union, CDU, Germany, party, is an organization.
351
But every company is also an organization.
352
So I rather use this term organization.
353
It's about planned and controlled activities of an organization.
354
To do what?
355
To build and maintain the relation between employees and the company.
356
Or the organization.
357
I'll be more concrete.
358
Relations, what does that mean?
359
I mean, at one point in time you apply, you want to work at a company,
360
this is start of a relation.
361
Or maybe the company wants to hire you, this is start of a relation.
362
Then you work with a company or with the organization, you give, you give your health, you give your time, you give your performance, you give your talents, your skills,
363
and you get you get privileges you get money
364
so this is a relation it's always about the relation and
365
if you are strong the company wants to retain you doesn't want to lose you
366
so this is all about this relation between the people and the organization.
367
To do what?
368
To meet organizations, objectives of the organization.
369
Could be revenue, can be profit, can be whatever, quality and so on.
370
But not only this, organizations are not only there to achieve the organization's objectives.
371
The people work there to get something else,
372
to learn, to feed the children, all this stuff, okay?
373
So it's about both.
374
Now, we will see this through the entire lecture.
375
It's always about both, both sides.
376
And these two things must be in balance.
377
So, before we make a short break, here is an overview for the next two semesters.
378
I name it HR landscape, HRM landscape.
379
So, here is the organization,
380
And the first thing we talk about is the HR strategy.
381
What is necessary in human resource management in the upcoming years to succeed and to plan this accordingly?
382
This is the starting point, we're going to talk about this.
383
And from there, once we know how many people we need in the future, what kind of competencies we need in the future, blah, blah, blah, blah, blah,
384
we start to acquire talents.
385
Talent acquisition.
386
Recruiting.
387
Okay?
388
How to hire people, how to find the right people,
389
how to present the company as an attractive employer what we're going to talk about for I would say two
390
or so sessions.
391
Of course you all know the job ad but the job ad does not work for any jobs,
392
especially for the most important jobs,
393
the job ads, job advertisements don't work anymore because of what?
394
Because of the talent shortage which I have just mentioned.
395
So we have to have some different methods and strategies here.
396
So once candidates apply, they will be selected.
397
Imagine you have a couple of applications.
398
You are in a lucky situation that you can choose among different applicants which one is the best.
399
So for this we do interviews, we do assessment centers, tests and all this stuff.
400
We're going to talk about this.
401
What are the commonly used methods here?
402
How can I tell whether a selection method is good or worse?
403
And then people start working and get paid.
404
We're going to talk about money, compensation and benefits.
405
How can a company determine individual salaries, for instance?
406
What are the commonly shared benefits in companies?
407
And why do companies share benefits?
408
Company car insurances and all this stuff.
409
So we're going to spend one or two sessions around Camp and Ben as we say.
410
Then, we walk over here.
411
Nowadays people in companies have to learn.
412
You will learn through your entire life.
413
You will never stop learning.
414
Once you feel that in your job you stop learning, quit the job.
415
Really.
416
Yeah?
417
You have to learn every day.
418
It's so important.
419
Once you stop learning, you start to lose. So, learning.
420
We're going to talk about training, how to set up a training, how to design a training.
421
But we also talk about some alternative ways of learning.
422
through the web, learning from others, informal learning and all this stuff.
423
So learning is about the short-term knowledge acquisition, so to speak.
424
It's about, I learned how to use Excel.
425
I learned how to use a pivot table in Excel.
426
The other thing is your long-term development,
427
which is presented here, talent development.
428
If you are strong in the company you work for,
429
you might belong to the 5 to 10 percent people which are considered as high potentials,
430
the most talented people in the company.
431
And once you are identified As the most talented people in a company, you get some systematic support.
432
You're going to learn, you will get some special challenges, you might get support by a mentor, a director, and so on.
433
So we're going to talk about how companies build their future leaders.
434
And how companies support the career of the most talented people.
435
So, and that's it for this semester.
436
In the third semester, in your fourth semester, we have quite a long break,
437
we're going to talk about the workplace as such, how to shape the workplace in the future,
438
how to retain talented people, we're going to talk about change management,
439
and here we have all these things you need to have to run human resource management successfully.
440
You have to have an organization, HR IT, IT is information technology,
441
social media and HR controlling.
442
So this is the entire picture and again my promise is
443
that first this picture really reflects modern human resource management
444
and you will be able to talk about all these things and you have a modern current understanding about all these concepts.
📺 Même chaîne
C11
WORK - HRM Lecture 08
Business EnglishUniversity StudentsWorking Adults
C13
#03 Strategic Types of Human Resources Management
Business EnglishUniversity StudentsWorking Adults
C12
#01 The strategic Side of Human Resources Management
Business EnglishUniversity StudentsWorking Adults
C13
#02 Common Pitfalls of building Human Resources Strategies
Business EnglishUniversity StudentsWorking Adults
✨ Vidéo recommandée
B22
113 phrases
How Life Will Look Like In 2050
Business EnglishUniversity StudentsWorking Adults
C11
22 phrases
Introduction To Networking - Different Types Of Networks | Networking Fundamentals Part 2 (revised)
Business EnglishUniversity StudentsWorking Adults
C12
764 phrases
11. Introduction to Machine Learning
Business EnglishUniversity StudentsWorking Adults
C115
61 phrases
CONTEMPORARY TOPICS UNIT 10 ECONOMICS THE EVOLUTION OF MONEY
Business EnglishUniversity StudentsWorking Adults
C1465
25 phrases
The Human Economy in the Age of AI | Ben Pascut | TEDx
IELTS PrepBusiness EnglishUniversity Students
C177 phrases
Unit 1.1: Introduction to Business Management - IB Business Management
Cambridge Exam PrepBusiness EnglishUniversity Students
B219
123 phrases
Steve Jobs introduces iPhone in 2007
Business EnglishUniversity StudentsWorking Adults
C12
73 phrases
History, Evolution and Development of Human Resource Management
Business EnglishUniversity StudentsWorking Adults
B24
166 phrases
Can This Robot Be My Personal Assistant
Business EnglishDaily ConversationHigh School Students
C12
213 phrases
The Technical, Business and UX Skills Every Product Manager Needs
Business EnglishUniversity StudentsWorking Adults
What You'll Practice in This Lesson
This lesson helps you practice English comprehension and speaking using a video on human resource management. You'll learn to follow academic explanations, pick up industry terms, and mimic the clear, conversational tone of the lecture. It's a great way to learn English with videos while exploring a professional topic.
Key Vocabulary & Phrases
- Human Resource Management (HRM): The practice of managing employees in a company.
- Human Capital: A term for employees as a resource that can grow with investment.
- Mega Trends: Major, long-term changes that shape an industry (e.g., innovation).
- Exhausted: Used up completely (e.g., "Resources get exhausted").
- Innovation: The process of creating new ideas or products (e.g., "Innovation is a mega-trend").
Practice Tips for Shadowing
The video's speed is moderate, with pauses for emphasis—perfect for shadowing technique practice. Here's how to start: 1. Watch a 10-second clip, then pause and repeat it aloud, matching the speaker's tone and rhythm. Focus on words like "resource" and "capital" to improve English pronunciation. 2. Use a shadowing app to record yourself and compare it to the original. Notice how the speaker stresses "special" when defining human resources. 3. For longer sections, like the part about mega-trends, break it into chunks. Practice saying "Be sure that if Apple does not invent something..." to master natural flow. 4. Try shadowspeak—repeat the speaker's words immediately after they finish, without pausing. This trains your brain to process and produce English quickly. Consistency is key—spend 10 minutes daily, and you'll soon notice smoother speech and better understanding of academic English.
Qu'est-ce que la technique du Shadowing ?
Le Shadowing est une technique d'apprentissage des langues fondée sur la science, développée à l'origine pour la formation des interprètes professionnels. Le principe est simple mais puissant : vous écoutez de l'anglais natif et le répétez immédiatement à voix haute — comme une ombre suivant le locuteur avec un décalage de 1 à 2 secondes. Les recherches montrent une amélioration significative de la précision de la prononciation, de l'intonation, du rythme, des liaisons, de la compréhension orale et de la fluidité.