Prática de Shadowing: HR Basics: Human Resource Management - Aprenda a falar inglês com vídeo
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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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Vocabulário e dicas de fala para esta lição
Esta aula de conversação usa o vídeo “HR Basics: Human Resource Management”. As palavras que mais se repetem: management, resource, role, organization, employee. Este vídeo tem 63 frases e 934 palavras para praticar shadowing. A fala dura 6:28. O falante mantém um ritmo estável de cerca de 144 palavras por minuto, confortável para o shadowing. Apenas 80% das palavras estão entre as 3.000 mais comuns do inglês, por isso o vocabulário é exigente.
Vocabulário principal deste vídeo
15 palavras do vídeo que vale a pena aprender, com pronúncia e significado:
| Palavra | Pronúncia | Significado |
|---|---|---|
| resource substantivo | /ɹɪˈzɔːs/ | recurso, expediente |
| strategic adjetivo | /stɹəˈti.dʒɪk/ | estratégico |
| define verbo | /dɪˈfaɪn/ | definir |
| compliance substantivo | /kəmˈplaɪ.əns/ | cumprimento |
| organizational adjetivo | /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/ | organizacional |
| functional adjetivo | /ˈfʌŋkt͡ʃənəl/ | funcional |
| relation substantivo | /ɹɪˈleɪʃ(ə)n/ | relação |
| evolve verbo | /ɪˈvɑlv/ | desenvolver, elaborar |
| administrative adjetivo | /ədˈmɪn.ɪ.stɹə.tɪv/ | administrativo |
| formal adjetivo | /ˈfɔɹməl/ | formal |
| contribution substantivo | /ˌkɑntɹɪˈbjuʃən/ | contribuição |
| compensation substantivo | /ˌkɑm.pənˈseɪ.ʃən/ | compensação |
| reward substantivo | /ɹɪˈwɔɹd/ | recompensa |
| explore verbo | /ɪkˈsploɹ/ | explorar |
| attract verbo | /əˈtɹækt/ | atrair |
Gramática neste vídeo
As estruturas que o falante mais usa, com as palavras exatas do vídeo:
| Estrutura | No vídeo |
|---|---|
| Voz passiva be + particípio passado — o foco está no que acontece, não em quem faz | is now called · is merged · are performed |
| Present perfect have/has + particípio passado — uma ação passada que ainda importa agora | has evolved · has dramatically evolved · have demonstrated |
Pronúncia para ficar de olho
- Os sons de “sh” e “zh”: organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, relation /ɹɪˈleɪʃ(ə)n/, contribution /ˌkɑntɹɪˈbjuʃən/, compensation /ˌkɑm.pənˈseɪ.ʃən/, recognition /ˌɹɛkəɡˈnɪʃ(ə)n/
- Palavras longas — acerte a sílaba tônica: organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, administrative /ədˈmɪn.ɪ.stɹə.tɪv/, contribution /ˌkɑntɹɪˈbjuʃən/, compensation /ˌkɑm.pənˈseɪ.ʃən/, effectiveness /ɪˈfɛk.tɪv.nɪs/
Sons difíceis para falantes de português:
- Consoante final — sem acrescentar um “i” depois: strategic /stɹəˈti.dʒɪk/, reward /ɹɪˈwɔɹd/, attract /əˈtɹækt/, motivate /ˈmoʊ.tɪ.veɪt/, topic /ˈtɑpɪk/
- /l/ final — a língua toca o céu da boca, não vira “u”: organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, functional /ˈfʌŋkt͡ʃənəl/, formal /ˈfɔɹməl/, payroll /ˈpeɪˌɹəʊl/, label /ˈleɪ.bəl/
- s + consoante no início — sem um “i” antes: strategic /stɹəˈti.dʒɪk/, strive /ˈstɹaɪv/, specialize /ˈspɛʃəˌlaɪz/
Como praticar com este vídeo
- Ouça o vídeo inteiro uma vez sem falar e anote as palavras que você não conhece.
- Faça shadowing frase por frase na velocidade normal, repetindo cada uma até o seu ritmo ficar igual ao do falante.
- Grave a sua voz e compare com o original, prestando atenção a palavras como resource, strategic, define.
O que é a Técnica de Shadowing?
Shadowing é uma técnica de aprendizado de idiomas com base científica, originalmente desenvolvida para o treinamento de intérpretes profissionais. O método é simples, mas poderoso: você ouve áudio em inglês nativo e repete imediatamente em voz alta — como uma sombra seguindo o falante com 1-2 segundos de atraso. Pesquisas mostram melhora significativa na precisão da pronúncia, entonação, ritmo, sons conectados, compreensão auditiva e fluência na fala.