शैडोइंग अभ्यास: HR Basics: Human Resource Management - वीडियो के साथ अंग्रेजी बोलना सीखें
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HR Basics is a series of short courses designed to highlight
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what you need to know about a particular human resource management topic.
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In today's HR Basics, we define human resource management with a simple model.
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Before we explore the model, let's define human resource management.
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Human resource management comprise the formal systems designed to manage people in organizations.
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To best understand human resource management, we'll take a look at a brief history, understand the roles of human resource management in organizations,
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and review a model to best organize the functional areas of HR management.
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What is now called human resource management has evolved a great deal since its beginnings around the year 1900.
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Here's a brief history of human resource management.
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It's believed that the first personnel management department began at the National Cash Register Company in the early 1900s.
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Personnel departments, which is merged as clearly defined in the 1920s, at least in the United States, were largely concerned with technical functions.
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What began as a primarily clerical operation in large companies concerned with payroll
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and employee records began to face changes with social legislation of the 1960s.
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HRM developed in response to increase in competition experienced by the late 1970s as a result of deregulation and rapid technological change.
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In the 1990s, globalization and competition required human resource departments to become more concerned with costs,
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planning, and the implications of various HR strategies for both organizations and their employees.
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The role of human resource management professionals has dramatically evolved over the years.
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This course provides an overview of the past and future roles of human resource management professionals in organizations.
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If an organization has a formal HR group, perhaps an HR department, there are typically three different roles that group might play in an organization.
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Which of the roles predominates
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or whether all three roles are performed depends highly on what management wants HR to do
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and what competencies HR staff have demonstrated.
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The potential mix of roles is shown here.
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The primary role is strategic, which helps define business strategy relative to human capital and its contribution to organizational results.
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The strategic role helps link human resource strategy with organizational mission and of the work of people in the organization.
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The operational and employee advocate role manages most HR activities in keeping with organizational strategy
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and serving as an employee champion to balance the issues of employees and employer.
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And finally, the administrative role, which focuses on clerical administration and record -keeping, including essential legal paperwork, compliance, and policy implementation.
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Human resource management has played an important role in the life of organizations throughout modern history.
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In the past role of human resource management, the personnel function was highly administrative and clerical in nature,
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as you see in this right -hand side of the model labeled the past role.
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The past role focused on transactional activities related to processing of people -related activities, such as payroll.
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A heavy emphasis on compliance led to the personnel function, policing policy, and procedure, which left little time for the important strategic role.
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The present role, as seen on the left here,
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of human resource management has evolved to focus on the strategic contributions of human resource management to organizations.
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As organizations strive to realize their greater results,
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the critical role of people is recognized by the strategic role of human resource professionals to provide technical expertise,
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champion employees, and lead strategically in their organizations.
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Human resource management is a value -added function of the organization, influencing key organizational outcomes.
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Now, let's explore a simple human resource management model.
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The pinwheel model suggests that the management of human resources in an organization centers on eight key functional areas.
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These functions are a collection of specialized human resource management work.
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For each functional area, human resource professionals are responsible for key activities.
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You can see them in the boxes around the model.
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Let's define each functional area and discuss those associated activities.
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Human resource strategy and planning identifies and manages current and future needs to achieve organizational goals.
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The activities of strategy and planning include analysis, planning, effectiveness, metrics, and technology.
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Compliance is doing what is asked or required by federal, state, and local governments in the management of people.
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The activities of compliance include equal employment opportunity, compliance with federal, state, and local employment laws and regulations.
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Talent management are the integrated processes to attract, motivate, and retain productive and engaged employees.
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These activities of talent management include recruitment, talent acquisition, selection, interviewing, and onboarding.
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Training and development is about the betterment of people and performance through information they will use.
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The activities of training and development include training, development, career planning, and so on.
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Performance management are the processes to ensure the organization connects mission with the work of employees.
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The activities of performance management include performance appraisal, improvement, and intervention.
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Total rewards are the financial and non -financial tools used to attract, motivate, and retain employees.
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The activities of total rewards include compensation, benefits, recognition, and work -life effectiveness.
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Employee safety and health is about ensuring the safety, health, and welfare of people at work.
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The activities of safety and health include employee safety, security, and workers' compensation.
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Employee and labor relations focuses on the relationship of employees with the organization and with each other.
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The activities of employee and labor relations include policy management, documentation, workplace investigations, labor relations, and employee rights.
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This human resource management model, along with our brief history,
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should give you the context to best understand and apply the important role of human resource management in today's organizations.
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इस पाठ की शब्दावली और बोलने के सुझाव
यह स्पीकिंग पाठ वीडियो “HR Basics: Human Resource Management” पर आधारित है। सबसे ज़्यादा दोहराए गए शब्द ये हैं: management, resource, role, organization, employee। इस वीडियो में शैडोइंग के लिए 63 वाक्य और 934 शब्द हैं। बोला गया हिस्सा 6:28 लंबा है। वक्ता लगभग 144 शब्द प्रति मिनट की स्थिर गति से बोलता है, जो शैडोइंग के लिए आरामदायक है। केवल 80% शब्द अंग्रेज़ी के 3,000 सबसे आम शब्दों में से हैं, इसलिए शब्दावली कठिन है।
इस वीडियो की मुख्य शब्दावली
वीडियो के 15 सीखने लायक शब्द, उच्चारण और अर्थ के साथ:
| शब्द | उच्चारण | अर्थ |
|---|---|---|
| resource संज्ञा | /ɹɪˈzɔːs/ | संसाधन |
| strategic विशेषण | /stɹəˈti.dʒɪk/ | सामरिक |
| compliance संज्ञा | /kəmˈplaɪ.əns/ | आज्ञापालन |
| relation संज्ञा | /ɹɪˈleɪʃ(ə)n/ | संबंध |
| administrative विशेषण | /ədˈmɪn.ɪ.stɹə.tɪv/ | प्रशासनिक |
| formal विशेषण | /ˈfɔɹməl/ | औपचारिक |
| contribution संज्ञा | /ˌkɑntɹɪˈbjuʃən/ | योगदान |
| compensation संज्ञा | /ˌkɑm.pənˈseɪ.ʃən/ | प्रतिकर, क्षतिपूर्ति |
| reward संज्ञा | /ɹɪˈwɔɹd/ | इनाम, पुरस्कार |
| explore क्रिया | /ɪkˈsploɹ/ | अन्वेषण करना |
| motivate क्रिया | /ˈmoʊ.tɪ.veɪt/ | प्रेरित करना |
| topic संज्ञा | /ˈtɑpɪk/ | प्रसंग, विषय |
| relative संज्ञा | /ˈɹɛl.ə.tɪv/ | रिश्तेदार, नातेदार |
| procedure संज्ञा | /pɹəˈsiː.d͡ʒə/ | प्रक्रिया, विधि |
| label संज्ञा | /ˈleɪ.bəl/ | लेबल |
इस वीडियो का व्याकरण
वक्ता जिन संरचनाओं का सबसे अधिक प्रयोग करता है, वीडियो के असली शब्दों के साथ:
| संरचना | वीडियो में |
|---|---|
| Passive voice be + past participle — ज़ोर इस पर कि क्या होता है, न कि कौन करता है | is now called · is merged · are performed |
| Present perfect have/has + past participle — बीता हुआ काम जिसका असर अभी भी है | has evolved · has dramatically evolved · have demonstrated |
ध्यान देने योग्य उच्चारण
- “sh” और “zh” की ध्वनियाँ: organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, relation /ɹɪˈleɪʃ(ə)n/, contribution /ˌkɑntɹɪˈbjuʃən/, compensation /ˌkɑm.pənˈseɪ.ʃən/, recognition /ˌɹɛkəɡˈnɪʃ(ə)n/
- लंबे शब्द — बलाघात सही रखें: organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, administrative /ədˈmɪn.ɪ.stɹə.tɪv/, contribution /ˌkɑntɹɪˈbjuʃən/, compensation /ˌkɑm.pənˈseɪ.ʃən/, effectiveness /ɪˈfɛk.tɪv.nɪs/
हिंदी भाषियों के लिए मुश्किल ध्वनियाँ:
- /v/ और /w/ का फ़र्क़ — /v/ में ऊपर के दाँत निचले होंठ को छूते हैं, /w/ में होंठ गोल होते हैं: evolve /ɪˈvɑlv/, administrative /ədˈmɪn.ɪ.stɹə.tɪv/, reward /ɹɪˈwɔɹd/, effectiveness /ɪˈfɛk.tɪv.nɪs/, motivate /ˈmoʊ.tɪ.veɪt/
- /z/ — इसे “ज” (/dʒ/) न बनाएँ: resource /ɹɪˈzɔːs/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, acquisition /ˌæk.wɪˈzɪʃ.ən/, expertise /ˌɛkspɜːˈtiːz/, organize /ˈɔɹɡənaɪz/
- शब्द की शुरुआत में s + व्यंजन — पहले “इ” न जोड़ें: strategic /stɹəˈti.dʒɪk/, strive /ˈstɹaɪv/, specialize /ˈspɛʃəˌlaɪz/
इस वीडियो से अभ्यास कैसे करें
- पहले बिना बोले पूरा वीडियो एक बार सुनें और जो शब्द नहीं आते उन्हें लिख लें।
- सामान्य गति पर एक-एक वाक्य की शैडोइंग करें और हर वाक्य तब तक दोहराएँ जब तक आपकी लय वक्ता से न मिल जाए।
- अपनी आवाज़ रिकॉर्ड करें और मूल से तुलना करें, ख़ासकर resource, strategic, compliance जैसे शब्दों पर ध्यान दें।
शैडोइंग तकनीक क्या है?
शैडोइंग (Shadowing) एक विज्ञान-समर्थित भाषा सीखने की तकनीक है जो मूल रूप से पेशेवर दुभाषिया प्रशिक्षण के लिए विकसित की गई थी। विधि सरल लेकिन शक्तिशाली है: आप मूल अंग्रेज़ी ऑडियो सुनते हैं और तुरंत इसे ज़ोर से दोहराते हैं — जैसे वक्ता की छाया 1-2 सेकंड की देरी से। शोध से पता चलता है कि यह उच्चारण सटीकता, स्वर, लय, जुड़ी हुई ध्वनियाँ, सुनने की समझ और बोलने की प्रवाहशीलता में काफ़ी सुधार करता है।