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T: Write a word on the board (in large letters) behind the hot seat. First the person’s
own team can help them guess, give them a fixed time limit depending on their level (between
30 seconds and 2 minutes). If the person at the front cannot guess the word in the allotted time,
then the other team gets to have a go for a bonus point. Then swap teams and start again.
Ensure the person on the hot seat cannot see what you write on the board!
T: Hurray! Your game scores are great. Make some noise for one another.

Task 3 Read the text, translate and discus the key ideas.
RESPONSIBILITIES AND GOALS OF HUMAN RESOURCE MANAGEMENT
Human resource management (HRM) is the strategic and coherent approach to the
management of an organization's most valued assets – the people working there who
individually and collectively contribute to the achievement of the objectives of the business.
The terms "human resource management" and "human resources" (HR) have largely replaced
the term "personnel management" as a description of the processes involved in managing
people in organizations. In simple sense, HRM means employing people, developing their
resources, utilizing, maintaining and compensating their services in tune with the job and
organizational requirement.
Human resource management is responsible for how people are treated in organizations.
It is responsible for bringing people into the organization, helping them perform their work,
compensating them for their labors, and solving problems that arise.
The goal of human resource management is to help an organization to meet strategic
goals by attracting, and maintaining employees and also to manage them effectively. The basic
premise of the academic theory of HRM is that humans are not machines, therefore we need to
have an interdisciplinary examination of people in the workplace. Fields such as psychology,
industrial relations, industrial engineering, sociology, economics and critical theories:
postmodernism, post- structuralism play a major role.
It’s features include:
- -Organizational management;
- -Personnel administration;
- -Manpower management;
- Industrial managment
The Human Resources Management (HRM) function includes a variety of activities,
and key among them is deciding what staffing needs you have and whether to use Independent
contractors or hire employees to fill these needs, recruiting and training the best employees,
ensuring they are high performers, dealing with performance issues, and ensuring your
personnel and management practices conform to various regulations. Activities also include
managing your approach to employee benefits and compensation, employee records and
personnel policies. Usually small businesses (for– profit or nonprofit) have to carry out these
activities themselves because they can't yet afford part– or full– time help. However, they
should always ensure that employees have and are aware of personnel policies which conform
to current regulations. These policies are often in the form of employee manuals, which all
employees have.
Note that some people distinguish a difference between HRM (a major management
activity) and HRD (Human Resource Development, a profession). Those people might include
HRM in HRD, explaining that HRD includes the broader range of activities to develop
personnel inside of organizations, including, e.g., career development, training, organization
development, etc.
One widely used scheme to describe the role of HRM, developed by Dave Ulrich,
defines 4 fields for the HRM function:
- Strategic business partner
- Change management
- Employee champion

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