シャドーイング練習: INTRODUCTION INTO HUMAN RESOURCES MANAGEMENT - LECTURE 01 - 動画で英語スピーキングを学ぶ
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Human Resource Management Human Resource Management What is a human resource?
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What is a resource?
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A resource is something you need to, let's say, produce something right?
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Material, money, blah blah blah.
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A human resource is something special.
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It's the resource which is somehow linked to what? To people.
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Okay?
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Human resource management is about people.
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What people?
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Children?
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No. Customers?
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No. People inside a company, we We name these employees.
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Okay, the problem with resources is that once you use resources, they get exhausted.
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Okay?
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So, a better term for this is maybe human capital.
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Because once you use capital, if you use it the right way, it grows. as well.
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But in practice, it's not so commonly used.
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Some companies say human capital management, but it's not so commonly used.
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I know just a few companies who say human capital management.
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Most companies say human resource management, so that's why we stick to this term, okay?
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So this is what we're going to do today.
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Three questions.
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Of course, you must be able to answer these questions at the end of this semester.
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What is human resource management?
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We could talk about this.
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Which mega trends determine future challenges in HRM?
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There are some mega trends out there.
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The world is changing and this has a huge impact on what we do in human resource management.
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And then I will show you a kind of overview about what is human resource management all about.
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Okay, so So let's start with the first question.
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Here is the definition.
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No, I start with this.
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Innovation.
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This is one mega-trend.
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Okay, you know what this is?
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The old telephone.
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One modern telephone.
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A cell phone.
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An iPhone.
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What's next?
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What comes after the iPhone?
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Be sure that if Apple does not invent something which goes beyond the iPhone, Apple will lose.
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Yeah?
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It will be the case, definitely.
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The iPhone or the smartphone in general, it's not the last thing.
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In ten years we will have something totally different, I promise you.
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Don't think that Google is the last search engine.
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In 10 or 20 years we will say, Oh, do you remember?
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We used a website called Google.
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Yeah.
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Old stuff.
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That was so boring.
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You had to type in a word and then you got a list.
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We will laugh about it.
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The same way as we love today about this telephone, and it looks nice, but we love about it.
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We love about the BT Smartphone, for sure.
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You will remember my words.
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And for Apple that means that they must invent new products now.
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For many companies, especially in the Western industry, they say that 80% of our revenue Umsatz,
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80% of our revenue is done with products that were invented in the last four years.
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You know what that means?
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That means if we would not have invented these new products, we would be in deep shit today.
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Okay?
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So innovation is really a mega trend that determine business and the world.
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Yeah?
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We can find a lot of other examples, but innovation is the trend.
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But the question is, what does that mean for the people in the organizations?
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That's the question, what does that mean?
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People have to cope with that, they have to drive innovation,
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they have to be leaders in technology or everything.
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Think about the car manufacturers like BMW, Daimler and so on.
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The world is changing, we think about the e-vehicle.
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So the engineers, the people in production, everywhere, they have to change their mind, they have to change their skills,
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their competencies, they have to work with different products because the things are changing.
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So when things change or people have to change things, that matters really to the people,
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to their work, to their skills, to their challenges in their daily life and so on.
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So that really matters.
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And we really can see from statistics
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that in the last decades there was a major shift from handwork to knowledge work.
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My grandfather worked with his hands, as most of your grandparents did.
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They work with their hands.
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Work was moving things, combined things and so on.
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While you, you will work with your brain.
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Your work will be nothing else than thinking and communicating.
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Of course you will need your hand to catch your smartphone.
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You think.
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So in nowadays world, people mainly think.
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And what they think and what they do is totally changed in the last decades.
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You can order an employee saying, well, do this by your hand.
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Combine these pieces 100 times an hour. Do this.
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I pay you for this.
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Yes, Yes, yes, yes.
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You can order and you control.
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But can you order an employee saying, well, come up with an idea in the next hour?
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That's hard.
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So the type of work totally changed.
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We'll talk about this multiple times in this lecture.
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Another mega trend which you probably have heard of.
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Demographic changes.
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You all know these pyramids, yeah, these age pyramids show that we have more and more older people,
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there's younger people, this age pyramid which rather looks like a donor, yeah, a demographic donor.
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Here is a different slide, yeah, I think this is more relevant.
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What you can see here, this red line, These are those in the age of 25 to 34.
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And the question is, in 2015, in 2020, and so on,
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how many people will we have in this age compared to 2010?
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So here is zero, okay?
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Okay?
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But we'll see that until 2015 this population increases, so we will have more people in this particular age.
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And then the amount of people in this age will decrease.
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And as a rule of thumb, it's about 1% in a year.
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It's not 1% in a decade or 1% in a century, it's 1% in a year.
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And this is really traumatic.
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I mean, who of you has been in Istanbul already?
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You must go there, it's amazing.
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It's a young city.
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You walk through Istanbul, it's really young.
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Crowded up young people, it's party.
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And then you walk through Schweningen.
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Tuesday, 11 o'clock in the morning.
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And you will see the difference.
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Germany, yes.
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Old.
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And that's the same with many Western industries.
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Especially when you look at the group of 65 plus, this line, it's growing steadily.
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I look at the population 50 to 64, this one.
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It's growing in the next 10 years, 10-15 years dramatically.
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What does that mean for human resource?
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What does that mean?
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These people people will retire.
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When they will retire, you have to replace these people.
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Companies lose very experienced people in the next few years.
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A lot of them.
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So you have to have new people.
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But they are getting less and less.
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So this is the problem I talk about.
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What do you want to talk about?
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We have a demographic change, and it's the same in many Western industries,
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and this demographic change will lead to something that we call a talent shortage.
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Talent shortage?
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Fuck that, you know.
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There are not enough people out there, qualified people.
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And as I said, companies more and more need qualified people
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because the world is changing from the world where we work
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with the hands to the world where we work with the brain.
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So these are already two trends.
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And next trend, globalization.
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This is the term in global trade development.
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in the last few years and it's dramatically increasing.
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It's a global trade so we know that Germany is a company
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that primarily exports products and this is not only the case for Germany, I mean Germany is the leader in that,
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but it's the same, you have the same pattern for most other Western industries.
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So, today nations produce their products to export them.
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We got a global market.
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And this is really different today compared to let's say 10 or 20 years.
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So it's really changing.
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What does that mean for the people?
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If you look at the company, even a smaller mid-sized company here in the middle of Black Forest.
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It might be a small company, but you can assume that even a small company is in the middle of nowhere.
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They act globally because their customers are beyond German borders.
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So globalization is a key trend.
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There is a book which is really by Thomas Friedman, the world is flat.
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And he writes about globalization.
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And there was one story which I especially like.
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He said, you are no McDonald's drive-in.
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If you try to McDonald's drive-in in the States, you come to this place where you have to make your order.
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There's a person talking to you.
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You order me?
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And you assume that this person you just talk with is sitting in this restaurant.
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No, this is probably not the case.
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The person you talk with is sitting in India.
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There is no need that this person, which is taking the order, sitting in this particular restaurant.
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This is a person sitting in India, taking order for very different McDonald's restaurants all over the states.
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So give me one job, tell me one job which cannot be, let's say, outsourced, exported.
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Okay, hairdresser.
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But even butchers.
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A lot of things.
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And there's just a minor group of professions that can't be outsourced for other countries.
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That's really, really traumatic.
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So, we will have globally diverse teams and companies.
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The required skills of the employees change.
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20 years ago, it was really not necessary for university graduates that they had experience abroad.
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When I studied, that didn't mean a thing.
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Today, it's a must.
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And you are on the right track, because you will spend some time abroad.
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So, it became so important.
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This is something new.
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Another mega trend, we call it Web 2.0.
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When there is a Web 2.0, probably there is also a Web 2.0.
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What is that?
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You know, oh, no, the web, the internet.
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When the internet appeared, there was a very simple model.
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Institutions or persons, individuals, they had a website.
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It was mainly HTML website and others could read this site.
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One is producing the website and publishing the website and the others read the website.
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For instance, that was the very first generation of the web.
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You will still find a lot of websites that work in that way.
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The university website.
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But it's changed.
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Yeah?
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There's something which we call Web 2.0.
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The point is that, um, let's look at websites like Wikipedia.
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Yeah?
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Who is producing all this content on Wikipedia?
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Anyone can.
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Anyone.
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You can.
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Yeah?
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Everybody can write on Wikipedia, whatever you like.
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Whom of you has ever written, written, not read, written an article in Wikipedia.
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I'm a tennis player.
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You're a tennis player, yes, okay.
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Do it, it's a good experience.
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Write an article about your home village, or about a special about your I don't know.
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It's an interesting experience.
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Everybody can write everything.
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You share information on Facebook.
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Sooner or later you will be on websites like LinkedIn, Opsing, yeah, where you have your profiles and your contacts to others.
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Maybe some of you will Twitter, some of you will write blogs.
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So it's no more just a few institutions who provide content, it's the user who provides the content.
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And that's a major difference.
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You produce the content.
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It's not Facebook that delivers the content.
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Facebook only delivers the platform.
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You provide the content.
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So that's why we call it user-generated content.
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Generated, which is a content which is generated by the users.
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So the user became somebody who really took control about the Internet,
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about the content in the Internet.
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And that's really relevant for human resource management.
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Why?
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As we will see, the Web 2.0 really changed the way how companies hire people.
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We will see that social media Twitter, Facebook, LinkedIn, social media got a crucial role in this.
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We'll talk an entire session about this.
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We learned that the way how people in companies exchange ideas,
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the way they learn, the way they share their knowledge changed through Web 2.0.
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So just think about 20 years ago we didn't have all this stuff.
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I did study without the internet.
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I had my degree when I wrote my first email.
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You cannot imagine this.
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I did an experiment two years ago where eight students declared that they will not use the internet,
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neither internet nor mobile communication for one week.
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I can recommend to do this.
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Just skip all this for one entire week and you will experience that this is a different life.
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You feel it's hard, You feel isolated,
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you feel that you are really totally uninformed.
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You will suffer, but you will sleep more, you will read more, make more sports.
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So it's really traumatic.
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Okay?
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So Web2O changed the way how we communicate with each other, changed the way how we hire how people share their knowledge,
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it changes the way we spend our lives.
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And this is really relevant for human resource management.
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Another mega trend, value change.
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Earlier days, today. Which one is prettier? On the left.
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On the right.
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On the right.
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I think that's an old...
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I hope.
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I hope agreed.
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The role of women in society, in the professional world, totally changed.
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It's not only women.
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It's about everything.
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Our values change.
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What does that mean?
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Value is what is important to people.
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What is important to you?
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If I would ask you, take a piece of paper and write down three things which are important to you.
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And then think about your parents, your grandparents, and think about what were important to them when they were of similar age.
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If you just do this exercise on two little pieces of papers,
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you will immediately realize that what is important to you somehow differs from what was important to earlier generations.
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So, work totally changed.
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It changed what is important to the people.
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The role of people changed.
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The way we work, the way we communicate changed.
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Yeah?
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I mean, look at our university.
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The way we build relationships between students and professors did change.
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I mean, when I studied 20 years ago, we would have never dared to send a letter to a professor,
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because I was here, a small, unimportant person, in practice student, and then there was the professor.
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God!
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God!
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Today, we are more or less on the same island.
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Hey, you have a problem?
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Send me an email.
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Direct communication, open door.
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We even have a rock band.
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Professors and stewards together make loud and noisy and hard rock music.
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Couldn't I have imagined this 50 years ago?
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things change.
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That means that the way we shape our work really, really changed.
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We're gonna see this.
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Okay, so here's the kind of summary.
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I said there are five trends that really impact the world.
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Innovation, Demography, Globalization, Web 2.0, low value change.
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I think these are the five major trends.
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Of course, there are more trends in the world, climate change maybe or some others.
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But the important thing is that all these things,
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as I have indicated, have an impact on challenges that relate to human resource management.
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We'll talk about these challenges in much detail.
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We will need to acquire the right talents to be innovative.
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Give the right rewards, maybe in terms of compensation or other privileges.
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We have to support lifelong learning.
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It's not the case that you do your
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education and you finish and then you have the entire qualification that you need for the rest of your life.
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No, you will need to learn your entire life.
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You have to leverage employee potential, find their talents, support diversity.
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Of course, we are in a global world.
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The customers are global.
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We have to be global.
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We have to have women in leadership positions.
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So that means we have to have more diversity in the workplace.
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Build successors for key positions.
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We're going to talk about this in much detail.
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We have to retain and share knowledge because knowledge became key for most companies.
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Why? Because innovation.
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We have to shape attractive work conditions so that you really attract the right people so that they apply.
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Things change inside companies we have big security changes which we need to manage.
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I will talk about this for two sessions.
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We use latest technology even in HR.
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We use iPad, we use modern software to do human resource management related things.
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Of course we have to retain the best talent and so on.
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This list is not complete but you can see
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that from all these mega trends we can say that there are specific challenges which are special today,
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which were not as big 10 or 20 years ago.
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And we do all this at the end to ensure the competitive position, the competitive advantage of a company.
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Okay?
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So, here is the definition.
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Don't learn this by heart.
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But, if I would show you this definition in the exam, I could imagine asking you to explain this.
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Explain it in your own words.
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many things which we have written here, we have already discussed today.
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You know, the first part is easy.
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It's about management.
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Management, it's a term which you hear a lot of times during your studies and even during your entire career.
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Management.
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What is management?
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Whenever somebody says management, customer relationship management,
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quality management, health management, facility management, management, management.
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Management always means planned and controlled.
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Okay?
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Planned and controlled.
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So, or planned and controlled, in bracket, managed, or planned and controlled activities of an what?
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Organization.
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Why do I say organization and not company?
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Because, I mean, is the Red Cross, is that a company?
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No, it's an organization.
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It's an organization.
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This university is not a company, it's an organization.
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UNICEF, it's an organization.
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The UNO, it's an organization.
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The Christian Demographic Union, CDU, Germany, party, is an organization.
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But every company is also an organization.
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So I rather use this term organization.
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It's about planned and controlled activities of an organization.
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To do what?
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To build and maintain the relation between employees and the company.
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Or the organization.
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I'll be more concrete.
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Relations, what does that mean?
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I mean, at one point in time you apply, you want to work at a company,
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this is start of a relation.
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Or maybe the company wants to hire you, this is start of a relation.
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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,
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and you get you get privileges you get money
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so this is a relation it's always about the relation and
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if you are strong the company wants to retain you doesn't want to lose you
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so this is all about this relation between the people and the organization.
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To do what?
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To meet organizations, objectives of the organization.
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Could be revenue, can be profit, can be whatever, quality and so on.
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But not only this, organizations are not only there to achieve the organization's objectives.
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The people work there to get something else,
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to learn, to feed the children, all this stuff, okay?
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So it's about both.
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Now, we will see this through the entire lecture.
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It's always about both, both sides.
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And these two things must be in balance.
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So, before we make a short break, here is an overview for the next two semesters.
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I name it HR landscape, HRM landscape.
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So, here is the organization,
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And the first thing we talk about is the HR strategy.
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What is necessary in human resource management in the upcoming years to succeed and to plan this accordingly?
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This is the starting point, we're going to talk about this.
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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,
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we start to acquire talents.
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Talent acquisition.
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Recruiting.
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Okay?
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How to hire people, how to find the right people,
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how to present the company as an attractive employer what we're going to talk about for I would say two
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or so sessions.
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Of course you all know the job ad but the job ad does not work for any jobs,
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especially for the most important jobs,
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the job ads, job advertisements don't work anymore because of what?
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Because of the talent shortage which I have just mentioned.
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So we have to have some different methods and strategies here.
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So once candidates apply, they will be selected.
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Imagine you have a couple of applications.
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You are in a lucky situation that you can choose among different applicants which one is the best.
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So for this we do interviews, we do assessment centers, tests and all this stuff.
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We're going to talk about this.
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What are the commonly used methods here?
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How can I tell whether a selection method is good or worse?
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And then people start working and get paid.
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We're going to talk about money, compensation and benefits.
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How can a company determine individual salaries, for instance?
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What are the commonly shared benefits in companies?
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And why do companies share benefits?
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Company car insurances and all this stuff.
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So we're going to spend one or two sessions around Camp and Ben as we say.
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Then, we walk over here.
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Nowadays people in companies have to learn.
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You will learn through your entire life.
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You will never stop learning.
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Once you feel that in your job you stop learning, quit the job.
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Really.
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Yeah?
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You have to learn every day.
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It's so important.
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Once you stop learning, you start to lose. So, learning.
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We're going to talk about training, how to set up a training, how to design a training.
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But we also talk about some alternative ways of learning.
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through the web, learning from others, informal learning and all this stuff.
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So learning is about the short-term knowledge acquisition, so to speak.
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It's about, I learned how to use Excel.
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I learned how to use a pivot table in Excel.
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The other thing is your long-term development,
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which is presented here, talent development.
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If you are strong in the company you work for,
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you might belong to the 5 to 10 percent people which are considered as high potentials,
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the most talented people in the company.
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And once you are identified As the most talented people in a company, you get some systematic support.
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You're going to learn, you will get some special challenges, you might get support by a mentor, a director, and so on.
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So we're going to talk about how companies build their future leaders.
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And how companies support the career of the most talented people.
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So, and that's it for this semester.
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In the third semester, in your fourth semester, we have quite a long break,
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we're going to talk about the workplace as such, how to shape the workplace in the future,
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how to retain talented people, we're going to talk about change management,
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and here we have all these things you need to have to run human resource management successfully.
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You have to have an organization, HR IT, IT is information technology,
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social media and HR controlling.
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So this is the entire picture and again my promise is
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that first this picture really reflects modern human resource management
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and you will be able to talk about all these things and you have a modern current understanding about all these concepts.
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ビジネス英語の現場：HRMの基本概念
このビデオでは、人事管理（Human Resource Management）の入門講義が展開されています。講師が「ヒューマンリソースとは何か」から始め、リソースとキャピタルの違い、未来のHRMに影響を与えるメガトレンドについて説明しています。日常的なビジネス会議や講義で使われるような、明快で論理的な英語表現が満載です。動画で英語学習をする際には、こうした実用的なコンテンツが最適ですね。
覚えておきたいフレーズとコロケーション
- Human Resource Management：人事管理。ビジネス英語で頻出の用語で、「HRM」と略されることも多いです。
- get exhausted：使い尽くされる。「リソースは使うと枯渇する」という文脈で使われ、ビジネスでの資源管理に関する表現として覚えておきましょう。
- mega trends：メガトレンド。大きな潮流や傾向を指し、未来予測や戦略立案でよく使われます。
- stick to this term：この用語を使い続ける。「一般的でないからといって、この言葉を使う」という意思表示に使えます。
あなたのシャドーイングチャレンジ
英語の発音を良くするためには、shadow speech（シャドーイング）が効果的です。このビデオの冒頭部分（0:00から1:30まで）を選び、以下のように練習してみましょう。まずは講師の発音を注意深く聞き、1秒遅れで同じように発声します。特に「Human Resource Management」「mega trends」などの語句のアクセントとリズムに注目してください。3回繰り返して、自分の発音が自然になるまで練習しましょう。shadow speakの技法を使うことで、ビジネス英語の流暢さが向上しますよ。
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 |
|---|---|
| 関係詞節 who / which + 節 — 人や物について情報を加える | resource which is · book which is · person, which is |
| 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 | have heard · has been · has ever written |
| 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 done · can't be outsourced · is generated |
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。