シャドーイング練習: HR Basics: Human Resource Management - 動画で英語スピーキングを学ぶ
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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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このレッスンの語彙とスピーキングのポイント
このスピーキングレッスンは、動画「HR Basics: Human Resource Management」を教材にしています。 繰り返し出てくる語は次のとおりです：management, resource, role, organization, employee。 この動画には、シャドーイング用の文が63文、単語が934語あります。 音声の長さは6:28です。 話す速さは1分あたり約144語で安定しており、シャドーイングしやすいペースです。 英語の頻出3,000語に含まれる単語は80%だけなので、語彙は難しめです。
この動画の重要語彙
動画に出てくる覚えておきたい単語15語を、発音と意味つきで紹介します。
| 単語 | 発音 | 意味 |
|---|---|---|
| resource 名詞 | /ɹɪˈzɔːs/ | 資源, 資産 |
| strategic 形容詞 | /stɹəˈti.dʒɪk/ | 戦略的な |
| compliance 名詞 | /kəmˈplaɪ.əns/ | 順守 |
| functional 形容詞 | /ˈfʌŋkt͡ʃənəl/ | 機能の, 機能する |
| relation 名詞 | /ɹɪˈleɪʃ(ə)n/ | 関係, 関連 |
| formal 形容詞 | /ˈfɔɹməl/ | 正式, 公式 |
| contribution 名詞 | /ˌkɑntɹɪˈbjuʃən/ | 貢献 |
| reward 名詞 | /ɹɪˈwɔɹd/ | 見返り, 賞 |
| explore 動詞 | /ɪkˈsploɹ/ | 探検する |
| attract 動詞 | /əˈtɹækt/ | 引きつける |
| motivate 動詞 | /ˈmoʊ.tɪ.veɪt/ | 動機を与える |
| topic 名詞 | /ˈtɑpɪk/ | 話題, テーマ |
| relative 名詞 | /ˈɹɛl.ə.tɪv/ | 親戚, 身内 |
| recognition 名詞 | /ˌɹɛkəɡˈnɪʃ(ə)n/ | 承認 |
| procedure 名詞 | /pɹəˈsiː.d͡ʒə/ | 手段, やり方 |
この動画の文法
話し手がよく使っている文型を、動画の実際の表現とともに紹介します。
| 文型 | 動画での表現 |
|---|---|
| 受動態 be + 過去分詞 — 誰がするかより、何が起きるかに焦点を当てる | is now called · is merged · are performed |
| 現在完了形 have/has + 過去分詞 — 過去の出来事が今も関係している | has evolved · has dramatically evolved · have demonstrated |
注意したい発音
- 「sh」と「zh」の音: organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, relation /ɹɪˈleɪʃ(ə)n/, contribution /ˌkɑntɹɪˈbjuʃən/, compensation /ˌkɑm.pənˈseɪ.ʃən/, recognition /ˌɹɛkəɡˈnɪʃ(ə)n/
- 長い単語（アクセントの位置に注意）: organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, administrative /ədˈmɪn.ɪ.stɹə.tɪv/, contribution /ˌkɑntɹɪˈbjuʃən/, compensation /ˌkɑm.pənˈseɪ.ʃən/, effectiveness /ɪˈfɛk.tɪv.nɪs/
日本語話者が苦手な音：
- /r/ と /l/ の区別 — /l/ は舌先を歯茎につけ、/r/ はどこにもつけない: organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, relation /ɹɪˈleɪʃ(ə)n/, formal /ˈfɔɹməl/, explore /ɪkˈsploɹ/, payroll /ˈpeɪˌɹəʊl/
- /v/ — /b/ にならないように、上の歯を下唇に当てる: evolve /ɪˈvɑlv/, administrative /ədˈmɪn.ɪ.stɹə.tɪv/, effectiveness /ɪˈfɛk.tɪv.nɪs/, motivate /ˈmoʊ.tɪ.veɪt/, relative /ˈɹɛl.ə.tɪv/
- /f/ — 「フ」ではなく、上の歯と下唇で出す: define /dɪˈfaɪn/, functional /ˈfʌŋkt͡ʃənəl/, formal /ˈfɔɹməl/, effectiveness /ɪˈfɛk.tɪv.nɪs/, welfare /ˈwɛlˌfɛɚ/
この動画での練習方法
- まず声を出さずに動画を最後まで聞き、知らない単語をメモします。
- 通常の速度で一文ずつシャドーイングし、話し手のリズムに合うまで繰り返します。
- 自分の声を録音して元の音声と比べます。resource, strategic, complianceなどの単語に特に注意しましょう。
シャドーイングとは？英語上達に効果的な理由
シャドーイング（Shadowing）は、もともとプロの通訳者養成プログラムで開発された言語学習法で、多言語習得者として知られるDr. Alexander Arguelles によって広く普及されました。方法はシンプルですが非常に効果的：ネイティブスピーカーの英語を聞きながら、1〜2秒の遅延で声に出してすぐに繰り返す——まるで「影（shadow）」のように話者を追いかけます。文法ドリルや受動的なリスニングと異なり、シャドーイングは脳と口の筋肉が同時にリアルタイムで英語を処理・再現することを強制します。研究により、発音精度、抑揚、リズム、連音、リスニング力、そして会話の流暢さが大幅に向上することが確認されています。IELTSスピーキング対策や自然な英語コミュニケーションを目指す方に特におすすめです。