ฝึกพูดภาษาอังกฤษด้วยเทคนิค Shadowing จากวิดีโอ: HR Basics: Employee Recognition
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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 explore employee recognition, exploring why it's important, and how to design and manage effective programs.
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Recognition is about reinforcement of employee actions, efforts, behavior, or performance that supports organizational strategy.
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Recognition acknowledges or gives special attention to employee actions,
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efforts, or behavior and performance that supports organizational strategy by reinforcing certain behaviors,
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like extraordinary accomplishments, that contribute to organizational success.
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These programs can be either formal or informal.
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Employee recognition continues to be top of mind as employers use
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their Total Rewards Toolkit to differentiate themselves as an employer of choice and solve a variety of business challenges.
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Variety is key to recognition.
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Organizations have different needs.
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Some need to increase retention in a specific business unit or type of job, while others need to support innovative thinking.
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One organization may find that recognition will help it to address a very specific individual performance issue,
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while another may determine that an overall culture of recognition will be better to contribute to organizational success.
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And yet another company may seek to accomplish all of the above by offering a full palette of recognition opportunities.
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What's common among all organization is the challenge to satisfy a variety of intrinsic and extrinsic employee needs in order to attract,
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motivate, and retain a talented, productive workforce, which is likely to be a key to business success.
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Recognition programs can be the key to motivating employees and driving organizational results according to a new survey, Trends in Employee Recognition, by World at Work.
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Employee recognition programs remain an important component in the Total Rewards Toolkit,
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with 89 % of organizations having programs in place and with 67 % of organizations offering between 3 and 6 different programs,
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with 4 .6 as the average number.
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The average number of programs appears to be trending upward to the 2011 level after dipping to 3 .9 in 2013.
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According to the 2015 report, the top five recognition programs have remained the same since 2013,
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including length of service at 87%, above and beyond performance at 76%, programs to motivate specific behaviors at 51%,
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peer -to -peer recognition at 48%, and finally retirement at 34%.
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Let's take a look at the design and management of effective recognition programs.
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Design refers to a plan or protocol for carrying out or accomplishing employee recognition.
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Planning is used in recognition to ensure motivation, engagement, and retention of high -performing employees.
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Using this planning process, you can develop core elements of a recognition plan.
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Strategy is an extension of an organization's mission, a bridge between the organization and its environment.
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Goals are a statement of desired outcome towards which effort is directed to realize your recognition plan.
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And finally, actions are the most important things that can be done to reach stated goals.
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Employees not only want good pay and benefits, they also want to be treated fairly, to make a substantial contribution to the organization through their work,
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and to be valued and appreciated for their efforts.
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To show appreciation, many employers implement ongoing recognition programs designed to thank employees for a variety of achievements.
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Among the most common programs are those that recognize length of service, exemplary, one -time achievement, and noteworthy performance over a period of time.
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Although organizations typically recognize employees' length of service milestones and instances of strong individual or team performance,
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many organizations are beginning to focus on other, less traditional areas of recognition.
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Among them are the following, the ability to manage or champion change and innovation, systems improvement, customer retention, significant development,
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and actions that embody the organization's core values.
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Some employees may not be as motivated as others by an organization's incentives,
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so organizations should offer a variety of incentives and recognition opportunities to meet various employee needs.
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For recognition programs to be effective, it should meet several criteria.
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The program should be well -funded, aligned with organizational goals, appropriate for employees' achievement and timely.
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Recognition programs need to be well -funded.
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The key to success for a recognition program is management's commitment of resources.
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During the budgeting process for the year ahead, the organization should earmark funds for the program and establish methods for distributing those funds.
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Managers must dedicate the resources, including the time it takes to plan and execute a program, and must enable employees and supervisors to run the program.
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Through this process, managers can see the distribution is fair
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and equitable and the money that's allocated is immediately available to fund programs once it's announced to employees.
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Programs need to be aligned with goals and values.
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Recognition programs are most successful when they're aligned with the organization's mission, vision, values, and goals.
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Employees can tell if there is, or if there is not, a clear connection between what management says is important and what actually is.
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Programs need to be appropriate.
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Employees must understand the rationale for recognition programs and should be convinced
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that the awards are in line with the achievement and the degree of effort that they represent.
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A recognition system will falter if employee feels that their works is trivialized
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or even insulted by inconsequential incentives or insincere gestures of appreciation.
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Awards should be consistent with the employee's achievement and meaningful to the person receiving it.
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Finally, programs need to be timely.
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The reward
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or recognition should be delivered as close as possible to the
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time of the desired behavior to strengthen the link between the employee's action and the result of the organization.
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Management is about getting employee recognition done right through planning, organizing, leading, and controlling.
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The entire recognition process should be managed with a minimum of administrative effort.
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A system that requires excessive management control,
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complex financial calculations, or exceptional employee efforts to be understood will not likely achieve its desired results.
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Employers should provide a clear, written policy and guidelines describing the recognition program and its terms including employee eligibility requirements,
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the approval process, the types of awards that will be provided, the frequency of award presentations, the performance goals that will be measured,
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and the threshold for awards.
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Recognition programs must be monitored continually for relevance.
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Employers should consider asking the following questions when evaluating their programs.
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Are the program's awards fair and appropriate?
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Are the program's objectives being met?
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Are there appropriate levels of communication?
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Do employees find the program meaningful?
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And what should be done differently?
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Few managers are naturals in carrying out employee recognition and awards programs.
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Most need to acquire skills related to recognizing employee contributions and giving effective feedback and praise.
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All managers should be trained to do the following.
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Help employees understand the impact their performance has on the organization.
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Explain how the program works and how employees can achieve recognition.
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Learn ways to motivate and inspire others.
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Learn how to communicate needs, expectations, and goals clearly.
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And finally, deliver appreciation and praise in a sincere and timely manner for maximum results.
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An employee recognition program should include a means of measuring the value it creates.
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Few organizations track the return on investment of their employee engagement or recognition programs.
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Those that do such tracking, however, generally use employee retention levels, overall financial results, and employee productivity levels.
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Programs should also be monitored continuously to keep them relevant and current.
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Among the questions that can help determine the program's effectiveness are the following.
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Are the rewards adequate, fair, competitive, and appropriate?
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Have the program's objectives been met?
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Do the programs have appropriate levels of communication?
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Do employees find the program meaningful, and what changes should be made?
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When employees and their work are valued, their satisfaction and productivity rises and they are motivated to maintain or improve their good work.
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Praise and recognition are essential to an outstanding workplace.
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People want to be respected and valued by others for their contribution.
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คำศัพท์และข้อสังเกตด้านการพูดสำหรับบทเรียนนี้
บทเรียนฝึกพูดนี้ใช้วิดีโอ “HR Basics: Employee Recognition” เป็นสื่อ คำที่ถูกพูดซ้ำบ่อยที่สุด: recognition, program, employee, organization, performance วิดีโอนี้มี 98 ประโยค และ 1305 คำ สำหรับฝึกพูดตาม ช่วงที่มีเสียงพูดยาว 9:19 ผู้พูดพูดด้วยความเร็วสม่ำเสมอ ประมาณ 140 คำต่อนาที เหมาะกับการฝึกพูดตาม มีเพียง 81% ของคำที่อยู่ใน 3,000 คำที่ใช้บ่อยที่สุดในภาษาอังกฤษ คำศัพท์จึงค่อนข้างยาก
คำศัพท์สำคัญในวิดีโอนี้
คำที่ควรเรียนรู้ 15 คำจากวิดีโอ พร้อมคำอ่านและความหมาย:
| คำศัพท์ | คำอ่าน | ความหมาย |
|---|---|---|
| recognition คำนาม | /ˌɹɛkəɡˈnɪʃ(ə)n/ | การจำได้ |
| achievement คำนาม | /əˈt͡ʃiːv.mənt/ | ความสำเร็จ, สัมฤทธิ์ผล |
| employer คำนาม | /ɪmˈplɔɪə/ | นายจ้าง |
| reward คำนาม | /ɹɪˈwɔɹd/ | รางวัล |
| resource คำนาม | /ɹɪˈzɔːs/ | ทรัพยากร |
| praise คำกริยา | /pɹeɪz/ | ยกย่อง, สรรเสริญ |
| appreciation คำนาม | /əˌpɹiː.ʃiˈeɪ.ʃən/ | การเห็นคุณค่า |
| incentive คำนาม | /ɪnˈsɛntɪv/ | สิ่งจูงใจ |
| timely คำคุณศัพท์ | /ˈtaɪm.li/ | ถูกเวลา |
| monitor คำนาม | /ˈmɑ.nɪ.tɚ/ | จอภาพ, หน้าจอ |
| objective คำนาม | /ɒbˈd͡ʒɛk.tɪv/ | เป้าหมาย |
| explore คำกริยา | /ɪkˈsploɹ/ | สำรวจ |
| productivity คำนาม | /ˌpɹɒdʌkˈtɪvəti/ | ผลิตภาพ |
| topic คำนาม | /ˈtɑpɪk/ | หัวข้อ, กระทู้ |
| solve คำกริยา | /sɒlv/ | แก้, แก้ไข |
กริยาวลีที่คุณจะได้ยิน
| คำศัพท์ | คำอ่าน | ความหมาย |
|---|---|---|
| carry out คำกริยา | /ˈkæ.ɹi aʊt/ | กระทำ |
ประโยคที่ควรฝึกพูดซ้ำ
ประโยคสั้น ๆ ที่สมบูรณ์จากวิดีโอ ซึ่งนำไปใช้ในบทสนทนาประจำวันได้:
- Are the program's awards fair and appropriate?
- Are the program's objectives being met?
- Have the program's objectives been met?
การออกเสียงที่ควรระวัง
- เสียง “th”: strengthen /ˈstɹɛŋ(k)θən/, threshold /ˈθɹɛʃ(h)oʊld/, noteworthy /ˈnəʊtˌwɜːði/
- เสียง “sh” และ “zh”: recognition /ˌɹɛkəɡˈnɪʃ(ə)n/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, retention /ɹɪˈtɛnʃən/, contribution /ˌkɑntɹɪˈbjuʃən/, appreciation /əˌpɹiː.ʃiˈeɪ.ʃən/
- คำยาว — ลงเสียงหนักให้ถูกพยางค์: recognition /ˌɹɛkəɡˈnɪʃ(ə)n/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, contribution /ˌkɑntɹɪˈbjuʃən/, appreciation /əˌpɹiː.ʃiˈeɪ.ʃən/, productivity /ˌpɹɒdʌkˈtɪvəti/
เสียงที่คนไทยมักออกเสียงยาก:
- เสียงท้ายคำ — ออกเสียงให้ครบ ไม่เปลี่ยนเป็นตัวสะกดแบบไทย: organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, resource /ɹɪˈzɔːs/, praise /pɹeɪz/, incentive /ɪnˈsɛntɪv/, objective /ɒbˈd͡ʒɛk.tɪv/
- /v/ — ไม่ใช่ /w/ ให้ฟันบนแตะริมฝีปากล่าง: motivate /ˈmoʊ.tɪ.veɪt/, achievement /əˈt͡ʃiːv.mənt/, incentive /ɪnˈsɛntɪv/, objective /ɒbˈd͡ʒɛk.tɪv/, productivity /ˌpɹɒdʌkˈtɪvəti/
- /z/ — เสียงก้อง ไม่ใช่ /s/: organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, resource /ɹɪˈzɔːs/, praise /pɹeɪz/, presentation /ˌpɹɛzn̩ˈteɪʃn̩/, organize /ˈɔɹɡənaɪz/
วิธีฝึกกับวิดีโอนี้
- ฟังวิดีโอให้จบหนึ่งรอบโดยยังไม่ต้องพูด แล้วจดคำที่ยังไม่รู้จัก
- พูดตามทีละประโยคด้วยความเร็วปกติ ทำซ้ำแต่ละประโยคจนจังหวะของคุณตรงกับผู้พูด
- อัดเสียงตัวเองแล้วเทียบกับต้นฉบับ โดยสังเกตคำอย่าง recognition, achievement, employer เป็นพิเศษ
เทคนิค Shadowing คืออะไร?
Shadowing เป็นเทคนิคการเรียนรู้ภาษาที่ได้รับการรับรองทางวิทยาศาสตร์ พัฒนาขึ้นสำหรับการฝึกนักแปลมืออาชีพ วิธีการนี้เรียบง่ายแต่ทรงพลัง: คุณฟังเสียงภาษาอังกฤษจากเจ้าของภาษาและพูดตามทันที — เหมือนเงาที่ตามผู้พูดด้วยช่วงเวลาห่าง 1-2 วินาที การวิจัยแสดงว่าเทคนิคนี้ปรับปรุงความแม่นยำในการออกเสียง ทำนองเสียง จังหวะ การเชื่อมเสียง การฟังเข้าใจ และความคล่องแคล่วในการพูดได้อย่างมีนัยสำคัญ