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SADAT ACADEMY FOR MANAGEMENT SCIENCES

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English Department

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ENGLISH FOR HUMAN RESOURCES
(PART I)
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Prepared by
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Dr. Hala Tawfik Sorour

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2016-2017
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 Course in English for Human Resources – SAMS 2016- 2017

This is an intermediate course in English prepared for third-year students of Human Resource
Management Department, Faculty of Management Sciences, Sadat Academy for Management
Sciences (SAMS). It is based on authentic material.

All copyrights are reserved. 2010-2011

Table of Contents

Unit One: HR Overview 1-5

Unit Two: Job Analysis 6 - 13

Unit Three: Recruitment 14 - 22

Unit Four: Compensation 23 - 30

Sources 31 - 32

 Course in English for Human Resources – SAMS 2016- 2017

UNIT ONE
HUMAN RESOURCE MANAGEMENT: AN
OVERVIEW

Before you read

A- Do you agree with this statement?

Talented employees are the cornerstone of a competitive advantage and a major source of
performance, problems, growth, resistance, and lawsuits.

B- Let’s discuss

How did Human Resource departments emerge?

Is HRM a new trend or fashion in a corporate?

What kind of functions does HRM serve?

Reading Tasks :
Read the following text

1 ……………………..

Human Resource (HR) management is a field that has evolved a great deal since
its beginnings about 1900. Personnel Departments, as they were called, began
as a primarily clerical operation that is concerned with payroll, employee
records, and arranging community visits. In the 1990s, globalization,
competition, mergers, and acquisitions forced Human Resource departments to
become more concerned with costs, planning, and the implications of various
HR strategies for both organizations and their employees.

2………………………

HR management is composed of several groups of interlinked activities taking

place within the context of the organization.
 Course in English for Human Resources – SAMS 2016- 2017

3………………………

Through HR planning, managers attempt to anticipate forces that will influence

the future supply of and demand for employees. Having adequate human
resource information systems (HRIS) to provide accurate and timely
information for HR planning is crucial.

4……………………….

The aim of staffing is to provide an adequate supply of qualified individuals to

fill the jobs in an organization. By studying what workers do, job analysis is the
foundation for the staffing function. Then job descriptions and job
specifications can be prepared to be used when recruiting applicants for job
openings. The selection process is concerned with choosing qualified
individuals to fill jobs in the organization.

5…………………………

Beginning with the orientation of new employees, HR development also

includes job-skill training. As jobs evolve and change, ongoing retraining is
necessary to accommodate technological changes. Encouraging development of
all employees, including supervisors and managers, is necessary to prepare
organizations for future challenges.

6…………………………

Employees are rewarded for performing organizational work through pay,

incentives, and benefits. Employers tend to develop and refine their basic
wage and salary systems. Also, incentive programs such as gain sharing and
productivity rewards are growing in usage. The rapid increase in the costs of
benefits, especially health-care benefits, will continue to be a major issue.

A- Identifying main ideas:

For each extract choose the best sub-heading (1-6)
1. Staffing.
2. Compensation and Benefits
3. Brief history of Human Resources management
4. HR Planning and Analysis
5. HR internal activities
6. HR Development

B- Understanding details:
Ø What was the main concern of HR departments till 1990s?
 Course in English for Human Resources – SAMS 2016- 2017

Ø How did HR departments develop since 1900s?
Ø Why did the author describe the HR activities by being “interlinked”?
Ø What is the purpose of HR planning?
Ø How many steps are involved in staffing?
Ø What is the main concern of job analysis?
Ø What does HR development refer to?
Ø Why continuous training is essential?
Ø Do you know the difference between compensation and benefits?
If not, it is time to do some research.

Vocabulary Tasks
A- Word Search:

Ø Find a word or phrase in the text that has a similar meaning

1- The people who work for an organization.

-------------------------------------

2- Total amount required to pay workers and employees during a week, month or
other period or pay sheet which records wage rates, deductions, and net pay.

-------------------------------------

3- Worldwide movement toward economic, financial, trade, and

communications integration.

--------------------------------------

4- Voluntary amalgamation of two firms on roughly equal terms into one new legal entity.

--------------------------------------

5- Taking control of a firm by purchasing 51 percent (or more) of its voting shares.

--------------------------------------
 Course in English for Human Resources – SAMS 2016- 2017

6- A written statement of a specific job that includes duties,
purpose, responsibilities, scope, and working conditions of a job along with the job's title,
and the name or designation of the person to whom the employee reports.
--------------------------------------

7- A statement of employee characteristics and qualifications required for satisfactory

performance of defined duties and tasks comprising a specific job or function.

---------------------------------------

8- Introductory stage in the process of new employee assimilation, and a part of his or her
continuous socialization process in the organization.
---------------------------------------

B- Definitions

Ø Match the following terms with their definitions.

Term Definition
1- Human resources (HR) a) Deciding how many and hat what type of workers
are needed in the organization and at what salary
2- Human resources management
b) Detailed examination of the content and
(HRM) requirements of a job
3- Human resource planning c) The people employed in an organization
d) Deciding how to use a company’s human
4- Staffing resources most effectively
5- Job analysis e) Sum of direct and indirect benefits that an
employee receives from an employer
6- Human Resource information f) A motivational program to encourage
system (HRIS) commitment to increasing productivity
g) Selecting individuals for specific job functions
7- Compensation package
h) A system which seeks to merge
8- Incentive programs the activities associated with human resource
management (HRM) and information technology
(IT) into one common database.

 Course in English for Human Resources – SAMS 2016- 2017

C- Language Study: verbs – nouns – adjectives + preposition

Ø Fill in the gaps from words in the above text

1- The company has -------- over the years ----- a multi-million dollar organization.
2- The company is cutting back its spending and I wonder what the ----------- will be -----
our department.
3- It's not by any means a brilliant salary but it's ------------- our needs.
4- They ---------- that they will have several applicants for the job
5- Some people find it hard to ---------- themselves to the new working conditions.
6- It's clear that unemployment, housing problems and crime are all ---------.
7- --------- we're concerned with keeping expenditure down.
8- In London, demand for cheap housing far outstrips -------

Translation Task

‫ وھﻲ اﻵن‬،‫إن إدارة اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ ﺗﻌﺪ اﻟﯿﻮم ﻣﻦ أھﻢ اﻟﻮظﺎﺋﻒ اﻹدارﻳﺔ ﻓﻲ أي ﻣﻨﺸﺄة‬
‫ وذﻟﻚ ﻟﻤﺎ ظﮫﺮ‬،‫ ﻛﺎﻟﺘﺴﻮﻳﻖ واﻹﻧﺘﺎج واﻟﻤﺎﻟﯿﺔ‬: ‫ﻻ ﺗﻘﻞ أھﻤﯿﺔ ﻋﻦ ﺑﺎﻗﻲ اﻟﻮظﺎﺋﻒ اﻷﺧﺮى‬
‫ وﻟﻘﺪ اﺗﺴﻊ‬،‫ﻣﻦ أھﻤﯿﺔ اﻟﻌﻨﺼﺮ اﻟﺒﺸﺮي وﻣﺪى ﺗﺄﺛﯿﺮه ﻋﻠﻰ اﻟﻜﻔﺎءة اﻹﻧﺘﺎﺟﯿﺔ ﻟﻠﻤﻨﺸﺄة‬
‫ﻣﻔﮫﻮم إدارة اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ ﻟﯿﺸﻤﻞ أﻧﺸﻄﺔ رﺋﯿﺴﯿﺔ ﻣﺘﻌﺪدة ﻳﺄﺗﻲ ﻋﻠﻰ رأﺳﮫﺎ ﺗﺤﻠﯿﻞ‬
‫ ﺗﺤﻔﯿﺰ‬،‫ ﺟﺬب واﺳﺘﻘﻄﺎب اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬،‫ ﺗﺨﻄﯿﻂ اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬،‫وﺗﻮﺻﯿﻒ اﻟﻮظﺎﺋﻒ‬
‫ ﺑﺎﻹﺿﺎﻓﺔ إﻟﻰ اﻟﻨﺸﺎط اﻟﺘﻘﻠﯿﺪي‬،‫ ﺗﻨﻤﯿﺔ وﺗﺪرﻳﺐ اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬،‫اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ‬
‫اﻟﻤﺘﻌﻠﻖ ﺑﺸﺆون إدارة اﻟﻤﻮارد اﻟﺒﺸﺮﻳﺔ ﻓﻲ اﻟﻤﻨﺸﺄة‬.

Research Tasks (Over to You):

1- What are the external environmental factors that should be considered by

HR managers when addressing HR activities?
 Course in English for Human Resources – SAMS 2016- 2017

2- What are the other HR activities that have not been included in the above
text?
3- What are the effects of mergers and acquisition on HR strategies?
 Course in English for Human Resources – SAMS 2016- 2017

UNIT TWO
JOB ANALYSIS

Before you Read

Do you agree or disagree with this statement?

“Job analysis, a systematic way to gather and analyze

information about the requirements of jobs, is the most basic
building block of HR management”.

Let’s discuss

1- For what purpose(s) is job analysis conducted?

2- How can information be gathered at workplace?
3- How do HR specialists make use of the results of job analysis?

Reading Task

Read the following text

1 ………………………………………………

Job analysis involves a system for formally collecting information

on the characteristics of a specific job that differentiates it from other
jobs. That information will be used to differentiate between jobs for
compensation and other purposes. The legal defensibility of an
employer's recruiting and selection procedures, performance appraisal
system, employee disciplinary actions, and pay rests in part on the
foundation of job analysis.

2 ………………………
There are two different approaches to job analysis. One approach
looks at the
tasks performed in jobs, while the other approach focuses on the
 Course in English for Human Resources – SAMS 2016- 2017

competencies
needed to perform jobs satisfactorily.

3………………………….
Task-based job analysis is the most common form and focuses on the
tasks, duties, and responsibilities performed in a job. A task is the
smallest identifiable and essential piece of a job and is often used as an
alternative term for activity, whereas a duty is a larger work segment
composed of several tasks that are performed by an individual.

4………………………….
Unlike the traditional approach to analyzing jobs, which identifies the
tasks,
duties, knowledge, and skills associated with a job, the competency
approach
considers how the knowledge and skills are used. The competency
approach
also attempts to identify the hidden factors that are often critical to
superior performance.

5…………………………

Job analysis information about what people are doing in their jobs can
be gathered in a variety of ways. Common methods are observation,
interviews, questionnaires, and others. In job analysis conducted by HR
professionals, it is common to use more than one of these methods.

6………………………
The output from analysis of a job is used to develop a job description
and its job specifications. Together, they summarize job analysis
information in a readable format and provide the basis for defensible
job-related actions.
In most cases, the job description and job specifications are combined
into
one document that contains various sections.

C- Identifying main ideas:

For each extract choose the best sub-heading (1-6)
 Course in English for Human Resources – SAMS 2016- 2017

1) Job Analysis Methods
2) Developing Job Descriptions and Job Specifications
3) The Competency Approach
4) The Task Based Approach
5) Approaches To Job Analysis
6) Why is Job Analysis performed? Purposes of Job
Analysis

D- Understanding details:

1- Which of the following is TRUE about job analysis as stated in the

text?
a- It aims at gathering information about employees in competitive
companies
b- It informs employees about their rights and obligations
c- Its purpose is to document the requirements of a job
d- None of the above is true

2- According to the text, an employer uses job analysis

a- To choose his employees carefully
b- To justify his choice of candidates
c- To establish an appropriate performance appraisal system
d- To protect himself legally

3- Which of the following is implied about tasks and duties?

a- A duty is an element of a task
b- Duty and task are complementary
c- A task is the smallest element in a duty
d- One may perform several tasks in a single duty

4- All of these statements are true about job analysis methods

EXCEPT
a- Methods are used to gather information about a specific job
b- HR professionals must use a single method only
c- There are several methods other than observation and questionnaires
d- A combination of methods can be used
 Course in English for Human Resources – SAMS 2016- 2017

5- One main difference between task-based and competency based
analysis is that
a- Competency based analysis is preferred by HR professionals
b- Task based analysis is more concerned with knowledge and skills
required for a job while competency based analysis examines how an
employee makes use of such knowledge
c- Task based analysis is more concerned with activity than competency
based analysis.
d- Competence based analysis is related to with superior performance
while task based analysis is concerned with inferior performance

6- Which of the following is not TRUE about job description and job
specifications?
a- Both are brief statements of information gathered by job analysis
b- They are similar in their content
c- They may be written in the same document
d- They have a certain layout that is easy to read

 Course in English for Human Resources – SAMS 2016- 2017

Vocabulary Task

A- Word Search

Ø Find a word or phrase in the text that has a similar meaning

1- Building a case that can withstand legal scrutiny and attack
…………………………………
2- A series of steps taken to reach an end
…………………………………
3- A way of dealing with something
…………………………………
4- Specific skills, knowledge, or ability.
…………………………………
5- Accomplishment of a given task
…………………………………
6- An act of viewing or noting a fact or occurrence
for some scientific or other special purpose
…………………………………
7- A list of questions, usually printed, submitted for replies that can
be analyzed for usable information
…………………………………
8- A person who belongs to a learned profession
………………………………….
9- An intellectual or creative production
………………………………….
10- Design and layout of a printed material
………………………………….

B- Definitions

Ø Refer to the above text to find the right term for each of the
following definitions:

1- A written, step-by-step process which a firm commits itself to follow in
every case where an employee has to be warned, reprimanded, or dismissed
2- The process of interviewing and evaluating candidates for a
specific job and selecting an individual for employment based on
certain criteria.
 Course in English for Human Resources – SAMS 2016- 2017

3- The process of identifying and hiring best-qualified candidate (from
within or outside of an organization) for a job vacancy, in a most timely
and cost effective manner.
4- A systematic identification of the fundamental elements of a job,
and examination of knowledge and skills required for the job's performance.
5- A statement of employee characteristics and qualifications required for
satisfactory performance of defined duties and tasks comprising a
specific job or function.
6- A process by which a manager or consultant examines and evaluates
an employee's work behavior by comparing it with preset standards,
documents the results of the comparison, and uses the results
to provide feedback to the employee to show where improvements are
needed and why.
7- A broad, general, and written statement of a specific job that generally
includes duties, purpose, responsibilities, scope, and working conditions of a
job along with the job's title.

C- Language Study – job description and job specification

Ø Writing Style in Job Description and Specifications

- Write brief and clear sentences.

- Begin each duty statement with an action verb in the present tense,
e.g., writes, calibrates, analyzes ….
- The basic structure for sentences in the “duties and responsibilities
segment’ is :

{Implied subject + verb + object + explanatory phrase}

- The basic structure in the “Knowledge and Abilities” segment is

{nominal phrase}

Ø Label the sections of the job description and specifications extract below with
section headings from the box.

Required Knowledge, Skills, and Abilities - Reports to - Education and

Experience -Personal Style/Behavior - Duties and Responsibilities - Job
Summary - Job Title –Department
 Course in English for Human Resources – SAMS 2016- 2017

……………….. Compensation Manager

……………..… Vice President of Human Resources Department

……….. ……….Human Resources

………………. Responsible for the design and administration of all cash

compensation programs, ensures proper consideration of the relationship
of
compensation to performance of each employee, and provides consultation
on
compensation administration to managers and supervisors.

……………………..

1. Prepares and maintains job descriptions for all jobs and

periodically reviews and updates them. Responds to questions from
employees and supervisors regarding job descriptions.
2. Ensures that company compensation rates are in line with pay
structures.
3. Obtains or conducts pay surveys as necessary and presents
recommendations on pay structures on an annual basis.
4. Develops and administers the performance appraisal program and
monitors the use of the performance appraisal instruments to ensure
the integrity of the system and its proper use.
5. Researches and provides recommendations on executive
compensation issues.
6. Assists in the development and oversees the administration of all
annual bonus payments for senior managers and executives.
7. Performs related duties as assigned or as the situation dictates.

……………………………………
1. Knowledge of compensation and HR management practices and
approaches.
2. Knowledge of effective job analysis methods and survey
development and
interpretation practices and principles.
3. Knowledge of performance management program design and
administration
4. Skill in writing job descriptions, memorandums, letters and
proposals
 ‫ ‪Course in English for Human Resources – SAMS 2016- 2017‬‬
‫ ‬
‫‪5. Ability to make presentations on compensation policies and‬‬
‫‪practices‬‬

‫‪…………………………………….‬‬

‫‪-‬‬ ‫‪A college degree in Business Administration, Psychology, or a‬‬

‫‪related field‬‬
‫‪-‬‬ ‫‪3-5 year experience in HR management, 2-3 of which should include‬‬
‫‪compensation administration experience‬‬
‫‪-‬‬ ‫‪An advanced degree in Industrial Psychology, Business‬‬
‫‪Administration, or HR Management is preferred.‬‬

‫‪………………………………..‬‬

‫‪-‬‬ ‫‪Proven interpersonal skills‬‬

‫‪-‬‬ ‫‪Ability to communicate at all levels of the company‬‬
‫‪-‬‬ ‫‪Team worker‬‬

‫ ‪Translation Task:‬‬
‫ ‪Ø Translate the following job description and specification into English‬‬

‫اﻟﻤﺴﻤﻰ اﻟﻮظﯿﻔﻲ ‪ :‬ﻣﺪﯾﺮ اﻟﻤﻮارد اﻟﺒﺸﺮﯾﮫ‬

‫ﻣﺴﻤﻰ وظﯿﻔﺔ اﻟﺮﺋﯿﺲ اﻟﻤﺒﺎﺷﺮ ‪ :‬ﻣﺴﺎﻋﺪ اﻟﻤﺪﯾﺮ اﻟﻌﺎم ﻟﻠﺸﺆون اﻟﻤﺎﻟﯿﺔ واﻻدارﯾﺔ‬
‫ﻣﺴﻤﻰ اﻟﻮﺣﺪة اﻻدارﯾﮫ ‪ :‬اﻟﻤﻮارد اﻟﺒﺸﺮﯾﮫ‬
‫اﻟﻮظﺎﺋﻒ اﻟﺘﻲ ﯾﺸﺮف ﻋﻠﯿﮭﺎ ‪ :‬ﻗﺴﻢ ﺷﺆون اﻟﻤﻮظﻔﯿﻦ ‪ ،‬ﻗﺴﻢ اﻟﺘﻄﻮﯾﺮ اﻻداري واﻟﺘﺪرﯾﺐ‬
‫اﻻﺧﺘﺼﺎص اﻟﻌﺎم ﻟﻠﻮظﯿﻔﮫ ‪ :‬ﺗﻄﻮﯾﺮ وﺗﻨﻈﯿﻢ وﺗﺨﻄﯿﻂ اﻟﻘﻮى اﻟﻌﺎﻣﻠﺔ وﺷﺆون اﻟﻌﺎﻣﻠﯿﻦ‬
‫اﻟﻤﮭﺎم واﻟﻤﺴﺆوﻟﯿﺎت‬
‫‪ -1‬رﺳﻢ اﻟﺨﻄﮫ اﻻﺳﺘﺮاﺗﯿﺠﯿﮫ واﻟﺴﯿﺎﺳﺎت اﻟﻌﺎﻣﮫ وإﺗﺨﺎذ اﻟﻘﺮارات اﻟﻤﺮﻛﺰﯾﮫ اﻟﺘﻲ ﺗﮭﻢ اﻟﻤﺆﺳﺴﮫ ﻛﻜﻞ ‪.‬‬
‫‪ -2‬اﻻﺷﺮاف ﻋﻠﻰ ﺗﻨﻔﯿﺬ اﻟﺨﻄﻂ واﻟﺒﺮاﻣﺞ واﻟﺴﯿﺎﺳﺎت اﻟﻤﻘﺮرة ‪ ،‬واﻟﺘﺎﻛﺪ ﻣﻦ ﺳﻼﻣﺔ ودﻗﺔ اﻟﺘﻨﻔﯿﺬ واﻻﻟﺘﺰام ﺑﮭﺎ‪.‬‬
‫‪ -3‬ﺗﻘﺪﯾﻢ اﻻﻗﺘﺮاﺣﺎت اﻟﺨﺎﺻﮫ ﺑﺘﻄﻮﯾﺮ اﻟﺘﻨﻈﯿﻢ اﻻداري واﻟﮭﯿﻜﻠﻲ ﻟﻠﻤﺆﺳﺴﮫ‪.‬‬
‫‪ -4‬ﯾﺸﺮف ﻋﻠﻰ ﻣﺘﺎﺑﻌﺔ ﺗﺤﺪﯾﺚ ﺧﻄﮫ اﻟﻤﻮارد اﻟﺒﺸﺮﯾﮫ واﻟﺒﺮاﻣﺞ اﻟﺘﻨﻔﯿﺬﯾﺔ ﻟﻠﻤﺪﯾﺮﯾﺔ ‪.‬‬
‫‪ -5‬دراﺳﺔ إﺣﺘﯿﺎﺟﺎت اﻟﻌﺎﻣﻠﯿﻦ اﻟﺘﺪرﯾﺒﯿﮫ ﻟﺘﻨﻤﯿﺔ ﻗﺪراﺗﮭﻢ وﻣﮭﺎراﺗﮭﻢ اﻟﻮظﯿﻔﯿﮫ‪.‬‬
‫‪ -6‬اﻟﻌﻤﻞ ﻋﻠﻰ ﺗﻨﻤﯿﺔ ﻗﺪرات وﻣﮭﺎرات وﻣﻌﺎرف اﻟﻤﺮؤوﺳﯿﻦ وذﻟﻚ ﺑﺘﻮﻓﯿﺮ ﻓﺮص اﻟﺘﺄھﯿﻞ واﻟﺘﺪرﯾﺐ اﻟﻼزﻣﮫ‪.‬‬
‫‪ -7‬إﻋﺪاد اﻟﺘﻘﺎرﯾﺮ اﻟﺪورﯾﮫ اﻟﺨﺎﺻﮫ ﺑﺎداء اﻟﻌﺎﻣﻠﯿﻦ وﺑﺈﻧﺠﺎزات اﻟﻮﺣﺪه اﻟﺘﻨﻈﯿﻤﯿﮫ وﺗﻘﯿﯿﻤﮭﺎ ﺑﮭﺪف ﺗﺤﺴﯿﻦ اﻷداء وﺳﯿﺮ‬
‫اﻟﻌﻤﻞ‪.‬‬
‫‪ -8‬إﯾﺔ واﺟﺒﺎت أﺧﺮى ﯾﻜﻠﻒ ﺑﮭﺎ ﻓﻲ ﻣﺠﺎل إﺧﺘﺼﺎص اﻟﻮظﯿﻔﮫ‪.‬‬

‫ﺷﺮوط ﺷﻐﻞ اﻟﻮظﯿﻔﺔ ‪:‬‬

‫اﻟﻤﺆھﻞ اﻟﻌﻠﻤﻲ ‪ :‬ﺑﻜﺎﻟﻮرﯾﻮس ﻛﺤﺪ ادﻧﻰ ﻓﻲ اﻹداره ‪،‬‬
‫ﺳﻨﻮات اﻟﺨﺒﺮه ‪ :‬ﺧﺒﺮه )‪ (12-10‬ﺳﻨﻮات ﻓﻲ ﻣﺠﺎل اﻟﻤﻮارد اﻟﺒﺸﺮﯾﮫ‪.‬‬
 Course in English for Human Resources – SAMS 2016- 2017

: ‫اﻟﺘﺪرﯾﺐ‬
. ‫ اﻟﺘﺨﻄﯿﻂ اﻻﺳﺘﺮاﺗﯿﺠﻲ‬-1
‫ إدارة اﻷزﻣﺎت‬-2
‫ اﻋﺪاد اﻟﻮﺻﻒ اﻟﻮظﯿﻔﻲ وﺗﺤﺪﯾﺜﮫ‬-3
‫ ﺗﺤﺪﯾﺪ اﻻﺣﺘﯿﺎﺟﺎت اﻟﺘﺪرﯾﺒﯿﺔ‬-4
‫ اﻟﻘﯿﺎده واﻻﺷﺮاف‬-5
‫ اﻟﺘﻔﻜﯿﺮ اﻹﺑﺪاﻋﻲ‬-6
‫ إﺗﺨﺎذ اﻟﻘﺮارات وﺣﻞ اﻟﻤﺸﻜﻼت‬-7

: ‫اﻟﻤﮭﺎرات واﻟﻘﺪرات واﻟﻤﻌﺎرف اﻻﺳﺎﺳﯿﮫ‬

‫ﻣﮭﺎره ﻋﺎﻟﯿﮫ ﻓﻲ اﻟﻘﯿﺎده وا إﻻﺷﺮاف‬
‫ﻣﮭﺎره ﻋﺎﻟﯿﮫ ﻓﻲ اﻻﺗﺼﺎل وإﻋﺪاد اﻟﺘﻘﺎرﯾﺮ‬
‫ﻗﺪره ﻋﺎﻟﯿﮫ ﻋﻠﻰ إﺗﺨﺎذ اﻟﻘﺮارات وﺗﺤﻤﻞ اﻟﻤﺴﺆوﻟﯿﺎت‬
‫ﻣﻌﺮﻓﮫ ﺗﺎﻣﮫ ﻓﻲ اﻟﺘﺸﺮﯾﻌﺎت واﻟﻘﻮاﻧﯿﻦ واﻻﻧﻈﻤﮫ‬

Research Task (Over to You)

1- What are the steps taken to write an effective job

description and specification? (You may refer to the
following web site:
www.college.ucla.edu/personnel/jobdesc/)

2- What are the differences and/or similarities between job

description and specification written in English and those
written in Arabic with regard to language and content?