跟读练习: HR Basics: Employee Recognition - 通过视频学习英语口语
选择练习模式
每种模式都会打开全屏练习室。
98 句
如果句子过短或过长，请点击 Edit 进行调整。
1
HR Basics is a series of short courses designed to highlight
2
what you need to know about a particular human resource management topic.
3
In today's HR Basics, we explore employee recognition, exploring why it's important, and how to design and manage effective programs.
4
Recognition is about reinforcement of employee actions, efforts, behavior, or performance that supports organizational strategy.
5
Recognition acknowledges or gives special attention to employee actions,
6
efforts, or behavior and performance that supports organizational strategy by reinforcing certain behaviors,
7
like extraordinary accomplishments, that contribute to organizational success.
8
These programs can be either formal or informal.
9
Employee recognition continues to be top of mind as employers use
10
their Total Rewards Toolkit to differentiate themselves as an employer of choice and solve a variety of business challenges.
11
Variety is key to recognition.
12
Organizations have different needs.
13
Some need to increase retention in a specific business unit or type of job, while others need to support innovative thinking.
14
One organization may find that recognition will help it to address a very specific individual performance issue,
15
while another may determine that an overall culture of recognition will be better to contribute to organizational success.
16
And yet another company may seek to accomplish all of the above by offering a full palette of recognition opportunities.
17
What's common among all organization is the challenge to satisfy a variety of intrinsic and extrinsic employee needs in order to attract,
18
motivate, and retain a talented, productive workforce, which is likely to be a key to business success.
19
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.
20
Employee recognition programs remain an important component in the Total Rewards Toolkit,
21
with 89 % of organizations having programs in place and with 67 % of organizations offering between 3 and 6 different programs,
22
with 4 .6 as the average number.
23
The average number of programs appears to be trending upward to the 2011 level after dipping to 3 .9 in 2013.
24
According to the 2015 report, the top five recognition programs have remained the same since 2013,
25
including length of service at 87%, above and beyond performance at 76%, programs to motivate specific behaviors at 51%,
26
peer -to -peer recognition at 48%, and finally retirement at 34%.
27
Let's take a look at the design and management of effective recognition programs.
28
Design refers to a plan or protocol for carrying out or accomplishing employee recognition.
29
Planning is used in recognition to ensure motivation, engagement, and retention of high -performing employees.
30
Using this planning process, you can develop core elements of a recognition plan.
31
Strategy is an extension of an organization's mission, a bridge between the organization and its environment.
32
Goals are a statement of desired outcome towards which effort is directed to realize your recognition plan.
33
And finally, actions are the most important things that can be done to reach stated goals.
34
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,
35
and to be valued and appreciated for their efforts.
36
To show appreciation, many employers implement ongoing recognition programs designed to thank employees for a variety of achievements.
37
Among the most common programs are those that recognize length of service, exemplary, one -time achievement, and noteworthy performance over a period of time.
38
Although organizations typically recognize employees' length of service milestones and instances of strong individual or team performance,
39
many organizations are beginning to focus on other, less traditional areas of recognition.
40
Among them are the following, the ability to manage or champion change and innovation, systems improvement, customer retention, significant development,
41
and actions that embody the organization's core values.
42
Some employees may not be as motivated as others by an organization's incentives,
43
so organizations should offer a variety of incentives and recognition opportunities to meet various employee needs.
44
For recognition programs to be effective, it should meet several criteria.
45
The program should be well -funded, aligned with organizational goals, appropriate for employees' achievement and timely.
46
Recognition programs need to be well -funded.
47
The key to success for a recognition program is management's commitment of resources.
48
During the budgeting process for the year ahead, the organization should earmark funds for the program and establish methods for distributing those funds.
49
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.
50
Through this process, managers can see the distribution is fair
51
and equitable and the money that's allocated is immediately available to fund programs once it's announced to employees.
52
Programs need to be aligned with goals and values.
53
Recognition programs are most successful when they're aligned with the organization's mission, vision, values, and goals.
54
Employees can tell if there is, or if there is not, a clear connection between what management says is important and what actually is.
55
Programs need to be appropriate.
56
Employees must understand the rationale for recognition programs and should be convinced
57
that the awards are in line with the achievement and the degree of effort that they represent.
58
A recognition system will falter if employee feels that their works is trivialized
59
or even insulted by inconsequential incentives or insincere gestures of appreciation.
60
Awards should be consistent with the employee's achievement and meaningful to the person receiving it.
61
Finally, programs need to be timely.
62
The reward
63
or recognition should be delivered as close as possible to the
64
time of the desired behavior to strengthen the link between the employee's action and the result of the organization.
65
Management is about getting employee recognition done right through planning, organizing, leading, and controlling.
66
The entire recognition process should be managed with a minimum of administrative effort.
67
A system that requires excessive management control,
68
complex financial calculations, or exceptional employee efforts to be understood will not likely achieve its desired results.
69
Employers should provide a clear, written policy and guidelines describing the recognition program and its terms including employee eligibility requirements,
70
the approval process, the types of awards that will be provided, the frequency of award presentations, the performance goals that will be measured,
71
and the threshold for awards.
72
Recognition programs must be monitored continually for relevance.
73
Employers should consider asking the following questions when evaluating their programs.
74
Are the program's awards fair and appropriate?
75
Are the program's objectives being met?
76
Are there appropriate levels of communication?
77
Do employees find the program meaningful?
78
And what should be done differently?
79
Few managers are naturals in carrying out employee recognition and awards programs.
80
Most need to acquire skills related to recognizing employee contributions and giving effective feedback and praise.
81
All managers should be trained to do the following.
82
Help employees understand the impact their performance has on the organization.
83
Explain how the program works and how employees can achieve recognition.
84
Learn ways to motivate and inspire others.
85
Learn how to communicate needs, expectations, and goals clearly.
86
And finally, deliver appreciation and praise in a sincere and timely manner for maximum results.
87
An employee recognition program should include a means of measuring the value it creates.
88
Few organizations track the return on investment of their employee engagement or recognition programs.
89
Those that do such tracking, however, generally use employee retention levels, overall financial results, and employee productivity levels.
90
Programs should also be monitored continuously to keep them relevant and current.
91
Among the questions that can help determine the program's effectiveness are the following.
92
Are the rewards adequate, fair, competitive, and appropriate?
93
Have the program's objectives been met?
94
Do the programs have appropriate levels of communication?
95
Do employees find the program meaningful, and what changes should be made?
96
When employees and their work are valued, their satisfaction and productivity rises and they are motivated to maintain or improve their good work.
97
Praise and recognition are essential to an outstanding workplace.
98
People want to be respected and valued by others for their contribution.
同频道
FOR YOU
推荐视频
C14
23 句
HRM: Compensation and Benefits (Chapter 7)
Business EnglishUniversity StudentsWorking Adults
B13,123
11 句
The 7 Habits of Highly Successful Students (Part 6) 💯
American AccentDaily ConversationUniversity StudentsWorking Adults
C13
111 句
Executing Monitoring, Evaluation and Learning (MEAL) | Complete Practical Guide
Daily ConversationUniversity StudentsWorking Adults
B21
546 句
Do Elite Degrees Still Matter In The AI Era? | Jamie Beaton from Crimson Education | EP 410
Daily ConversationUniversity StudentsWorking Adults
C14
36 句
The Most Powerful Leadership Question | Simon Sinek
Daily ConversationUniversity StudentsWorking Adults
C14
6 句
What is Happiness?
Daily ConversationUniversity StudentsWorking Adults
C13
406 句
#03 Strategic Types of Human Resources Management
Business EnglishUniversity StudentsWorking Adults
B22
17 句
British Council Listening Practice A talk about motivation
Business EnglishDaily ConversationUniversity Students
C11
48 句
Why Food Safety Matters
Business EnglishUniversity StudentsWorking Adults
B22
28 句
The Amazing Effects of Gratitude
Daily ConversationUniversity StudentsWorking Adults
C12
87 句
Top Body Language Expert Reveals 7 Powerful Steps to Command Respect
Daily ConversationWorking Adults
C12
212 句
Làm chủ kỹ năng quản lý thời gian - Brian Tracy - Phần 1/12 - Tâm lý học trong quản lí thời gian
Daily ConversationWorking Adults
本课的词汇与口语要点
这节口语课以视频“HR Basics: Employee Recognition”为素材。 视频中反复出现的词有：recognition, program, employee, organization, performance。 这段视频共有 98 个句子、1305 个单词可供跟读。 讲话部分时长为 9:19。 说话人语速平稳，每分钟约 140 个词，很适合跟读。 只有 81% 的单词属于英语最常用的 3,000 词，词汇难度较高。
视频中的重点词汇
视频中 15 个值得学习的单词，附发音和释义：
| 单词 | 发音 | 释义 |
|---|---|---|
| recognition 名词 | /ˌɹɛkəɡˈnɪʃ(ə)n/ | 認出 /认出 |
| organizational 形容词 | /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/ | 組織的 /组织的 |
| motivate 动词 | /ˈmoʊ.tɪ.veɪt/ | 激发 |
| achievement 名词 | /əˈt͡ʃiːv.mənt/ | 成就, 成果 |
| employer 名词 | /ɪmˈplɔɪə/ | 雇主, 老板 |
| reward 名词 | /ɹɪˈwɔɹd/ | 報酬 /报酬, 獎勵 /奖励 |
| retention 名词 | /ɹɪˈtɛnʃən/ | 留用 |
| resource 名词 | /ɹɪˈzɔːs/ | 資源 /资源 |
| contribution 名词 | /ˌkɑntɹɪˈbjuʃən/ | 貢獻 /贡献 |
| praise 动词 | /pɹeɪz/ | 讚揚 /赞扬, 稱讚 /称赞 |
| meaningful 形容词 | /ˈmiː.nɪŋ.fl̩/ | 有意義 /有意义 |
| incentive 名词 | /ɪnˈsɛntɪv/ | 刺激, 誘因 /诱因 |
| timely 形容词 | /ˈtaɪm.li/ | 及時 /及时, 適時 /适时 |
| align 动词 | /əˈlaɪn/ | 對齊 /对齐 |
| monitor 名词 | /ˈmɑ.nɪ.tɚ/ | 顯示器 /显示器 |
视频中出现的短语动词
| 单词 | 发音 | 释义 |
|---|---|---|
| carry out 动词 | /ˈkæ.ɹi aʊt/ | 進行 /进行 |
值得反复跟读的句子
视频中简短而完整的句子，可以直接用在日常对话里：
- Are the program's awards fair and appropriate?
- Are the program's objectives being met?
- Have the program's objectives been met?
需要注意的发音
- “th” 音: strengthen /ˈstɹɛŋ(k)θən/, threshold /ˈθɹɛʃ(h)oʊld/, noteworthy /ˈnəʊtˌwɜːði/
- “sh” 和 “zh” 音: recognition /ˌɹɛkəɡˈnɪʃ(ə)n/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, retention /ɹɪˈtɛnʃən/, contribution /ˌkɑntɹɪˈbjuʃən/, appreciation /əˌpɹiː.ʃiˈeɪ.ʃən/
- 长单词——注意重音位置: recognition /ˌɹɛkəɡˈnɪʃ(ə)n/, organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, contribution /ˌkɑntɹɪˈbjuʃən/, appreciation /əˌpɹiː.ʃiˈeɪ.ʃən/, productivity /ˌpɹɒdʌkˈtɪvəti/
中文母语者容易读错的音：
- /v/ — 不要读成 /w/，上齿轻触下唇: motivate /ˈmoʊ.tɪ.veɪt/, achievement /əˈt͡ʃiːv.mənt/, incentive /ɪnˈsɛntɪv/, objective /ɒbˈd͡ʒɛk.tɪv/, productivity /ˌpɹɒdʌkˈtɪvəti/
- 词尾辅音 — 要读清楚，后面不要加元音: motivate /ˈmoʊ.tɪ.veɪt/, achievement /əˈt͡ʃiːv.mənt/, reward /ɹɪˈwɔɹd/, resource /ɹɪˈzɔːs/, praise /pɹeɪz/
- /r/ 和 /l/ 的区别: organizational /ˌɔː(ɹ)ɡənɪˈzeɪʃənəl/, explore /ɪkˈsploɹ/, formal /ˈfɔɹməl/, differently /ˈdɪf.ə.ɹənt.li/, protocol /ˈpɹoʊtəˌkɑl/
如何用这段视频练习
- 先完整听一遍视频，不要开口，记下不认识的单词。
- 用正常速度逐句跟读，每句重复到你的节奏与说话人一致为止。
- 录下自己的声音并与原声对比，特别注意 recognition, organizational, motivate 这类单词。
什么是跟读法？
跟读法 (Shadowing) 是一种有科学依据的语言学习技巧，最初开发用于专业口译员的培训，并由多语言者Alexander Arguelles博士普及。这个方法简单而强大：您在听英语母语原声的同时立即大声重复——就像是一个延迟1-2秒紧跟说话者的影子。与被动听力或语法练习不同，跟读法强迫您的大脑和口腔肌肉同时处理并模仿真实的讲话模式。研究表明它能显着提高发音准确性，语调，节奏，连读，听力理解和口语流利度——使其成为雅思口语备考和真实英语交流最有效的方法之一。