PREFACE This book is designed to provide a supplementary practice material for undergraduate students at Banking University Ho Chi Minh City majoring in Business Administration at the intermediate level of English proficiency. The book consists of 2 main sections: Section 1 includes in-class practices covering nine particular modules of business administration, as required in the course syllabus. Each module provides abundant exercises such as multiple choices of word definitions, vocabulary matching, passage completion, reading comprehension, translation practice, and sentence building. Section 2 covers further exercises so that the students could use the terminology appropriately in the contexts as well as apply the language skills developed throughout the course to complete the tasks on vocabulary, passages, translation, and writing.
These tasks are selectively chosen from a wide range of materials to help course-takers consolidate the language work covered in the textbook and successfully apply the knowledge in the exam. It also provides Suggested answers, Glossary and References. 1 Table of Contents SECTION 1 – IN-CLASS PRACTICE. 4 MODULE 3 - BONUSES AND INCENTIVES.
20 MODULE 4 - HIRING LOCALLY AND ABROAD. 27 MODULE 5 - JOB ADVERTISEMENT. 34 MODULE 6- IMPROVING CUSTOMER EXPERIENCE. 43 MODULE 7- MAKING THE MOST OF AN ONLINE STORE.
51 MODULE 8- INTERNET ADVERTISING. 60 MODULE 9- DEVELOPING CUSTOMER RELATIONSHIPS. 68 SECTION 2 – SUPPLEMENTARY EXERCISES. 139 SECTION 1 – IN-CLASS PRACTICE.
140 SECTION 2 - SUPPLEMENTARY EXERCISES. 199 2 SECTION 1 – IN-CLASS PRACTICE 3 MODULE 1- E-RECRUITMENT (Finish all the following Vocabulary exercises before doing Reading Exercises in the course book. Look at the main point and detailed questions (page 4-HR_Market Leader) then choose the best definitions for the following phrases. the methods for using scientific discoveries for practical purposes, esp.
information, tools or devices that motivate students and give information or assistance with questions C. a useful or valuable possession or quality of a country, organization, or person 2. an examination of somebody’s knowledge or ability B. assessment and data management system via internet 3.
information provided to people from a computerized source B. information about how good or useful something or somebody’s work is C. an area of interest or an area over which a person has control 4. almost, but not exactly B.
images, sounds and text used by a computer to create a world where people can communicate with each other, play games and pretend to live another life 5. a meeting in which people can talk about a problem or matter of public interest B. a website or web page where users can put comments about a particular issue or topic and reply to other users' comments C. an occasion or a place for talking about a matter of public interest.
Look at paragraphs A-D (page 5-HR_Market Leader). Match the words/phrases in the box with their definitions. There are FIVE extra words. withdraw measure up inappropriate standard E-Recruitment candidate requirements exceed make use of opinion poll weed out stick with 1.
the process of personnel recruitment using electronic resources, in particular the internet, online job advertising boards and search engines 2. an assessment of public opinion obtained by questioning a representative sample 3. to get rid of people or things that are not wanted 4. to continue doing something or using someone to do work for you, not stop or change to something or someone else 5.
technical specifications or other precise criteria established by particular companies for internal or external use 3. Look at paragraphs E-H (page 5-HR_Market Leader) and find the words/phrases to match the definitions below. a picture of a person or an animal that represents a particular computer user in a computer game or on social media 2. become involved, or have contact with someone or something 3.
an online virtual world 4. company's reputation and popularity from a potential employer's perspective 5. make use of something II. Read the text and choose the best answers for each gap.
Selection procedures Dagmar Schmidt is the head of recruitment at a German telecommunications company. She talks about the (1)_____,the methods that the company uses to recruit people: 'We advertise in national newspapers. We look at the (2)_____of applicants: their experience of different jobs and their educational qualifications. 5 We invite the most interesting (3)_____to a group discussion.
Then we have individual interviews with each candidate. We also ask the candidates to do written (4)_____to assess their intelligence and personality. After this, we (5)_____three or four candidates. We check their references by writing to their (6)_____previous employers or teachers that candidates have named in their applications.
If the references are OK, we ask the candidates to come back for more interviews. Finally, we offer the job to someone, and if they (7)_____we have to think again. (some applicants may get other job offers at the same time as ours.) If they accept it, we hire them. We (8)_____someone only if we find the right person.
A application process B booking process C payment process D selection process 2. A application forms B backgrounds C situation vacants D interviews 3. A applicants B recruits C candidates D referees 4. A psychometric tests B performance testing C chaos testing D security testing 5.
A follow up B weed out C shortlist D withdraw 6. A referees B references C interviewers D candidates 7. A turn it on B turn it round C turn it off D turn it down 8. A weed out B appoint C shortlist D refuse 6 Text 2.
Read the article, fill in the numbered blanks with the correct words/ phrases given in the box. There are FOUR extra words. particularly proactive competing impression instead growth available emerging wide sign in relationships recruit Finding a Job Online Networking is an important business tool, but the growth area is online networking. We learn from social networking that being online helps you develop a (1)_____network of friends.
The same is true of business networking. Professional network sites can also help to create close professional (2)_____,which is particularly important for job seeking. These days, many companies do not advertise for staff but (3)_____look for them online. If you are not online they won’t find you, so you need to be (4)_____and make yourself known.
Many online business networking sites are now (5)_____to supply this market. LinkedIn is just one example of such a company. The first thing is to sign up with a good online site and create a profile that gives the best (6)_____of your skills. You need to show what you can do, as well as why you are the best person to do it.
Remember-there are lots of people (7)_____for the same job! The second thing is to clean up your online image. Many companies not only look for candidates online but also do some background checking. Try entering your name in a search engine and see what it comes up with. Like many other people, you might find things are easily (8)_____that you do not want an employer to know.
Read the article and decide if the statements are TRUE or FALSE. Young employees are keen to engage in flexible working to reduce the stress of their working life. Employers provide nothing for their employees to work flexibly. Generation Y is expressing less concern for the planet and humanity than previous generations did.
This generation expects to gain international experience faster than previous generations of employees. Generation Y is not important for employers. Generation Y: How to keep top talent engaged by Sarah Murray A. In recent years, many employers have struggled to meet the changing expectations of a generation of young employees-Gen Y, or the Millennials, as they are often known-who famously expect a high salary and plenty of work-life balance.
Research has shown that a high percentage of employees see flexible working as being extremely important, and an even higher percentage of employers believe that offering employees a flexible work schedule is one of the best ways to attract and retain the best talent. Many workers feel that the ability to work remotely (from home) would reduce the stress of their working life. In the most forward-thinking of companies, therefore, employees are encouraged to redesign their working lives to make them more flexible with the help of state- of-the-art IT and mobile devices. However, as well as all the usual demands, HR and recruitment directors have noticed some significant changes in the way young recruits are approaching their careers these days.
Firstly, Generation Y are placing increasing importance on the company as an ethical employer. Nowadays, there's a lot of talk about sustainability, whereas a decade or two ago, it wouldn't have been important. The responsibility of companies to help solve some of the world's social and environmental problems is certainly rising up the young graduate's agenda; they want to be assured that the company has ethical practices and policies that match their own philosophies. Employers are responding by offering a growing number of opportunities for staff to embark on community work.
These include fundraising or volunteering, career breaks or participation in international fellowship programmes through which they can spend time working for non-profit organisations in developing countries. Another deciding factor for Generation Y is the desire to be exposed to a greater range of experiences and responsibilities at an earlier stage in their career. As well as 'ticking the environmental and social box', volunteering and community programmes can help address this issue. In addition, job rotations and accelerated leadership programmes can develop young recruits' skills and broaden their horizons by taking them away from their main roles and exposing them to other areas of the business.
Global experience is also highly valued by Gen Y recruits. Vodafone, for example, places high-potential individuals in its other operating companies around the world as part of their career development. While there is a cost to this strategy, if younger recruits are not given these opportunities, they may take them up anyway. Take the example of a young employee who wanted to develop his career by working in India and was prepared to go on his own if Vodafone would not facilitate the move.
However, while the demands recruits place on their employers may present new challenges, Generation Y also bring with them highly valuable new skills, particularly when it comes to the ease with which they use technology. Global operations require a growing amount of virtual teamwork using web-based communications channel and video conferencing technology. 'These are things that young people take for granted,' says Matthew Whitbourne, Senior Inventor at IBM and European Manager of the Extreme Blue summer work experience scheme, which allows talented students to gain valuable experience working on technical research projects. 'As employers, we have to be more creative about this.
Read the letter and answer the questions below. Give the answers WITH NO MORE THAN TWO WORDS. What position is Jim applying for? 2. Where did he find out about the job? 3.
For how long did he do the job of the Finance officer at Taylor Benfield? 4. When did he qualify as an accounting technician? 5. What kind of company does Jim think will help him progress? Dear Mr. Richardson, Finance officer: job ref AD401 I would like to apply for the post of Finance Officer as advertised on your website, and enclose a copy of my CV.
I am confident that my background as an Accounting Technician with Taylor Benfield, I would be a good match for your needs. I have worked for Taylor Benfield for three years and have gained experience in preparing accounts, managing payroll, controlling budgets and making sure that the financial regulations are followed. 9 Taylor Benfield is a medium-sized company and I was given a lot of responsibilities by the Finance Officer there. In fact, when the Finance Officer was off sick for two months at the beginning of the year, I was asked to stand in for him.