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O que dizem de nós

  • Paulo Magalhães Economista

    "Um elevado padrão de ensino, com grupos pequenos, que permite um bom nível de aprendizagem. Gostei do facto de os professores serem nativos da língua e da informalidade com que as aulas foram leccionadas."
  • Alexandre Ventura (empresas)

    "A prática foi muito boa, e com resultados imediatos."
  • Beatriz Ordás

    "Eu recomendaria a inlingua porque oferecem um tratamento muito personalisado e cuidam muito dos alunos. As atividades também foram muito boas. Muito Obrigada!"
  • Jose Ignacio Acevedo

    "The teachers were really good. They concentrated correctly on what I needed to learn"
  • Helena Mendes (curso em empresa)

    "Adorei a professora e aprendi muito e gostava de continuar"
  • Sandra Regufe (curso em empresa)

    "Foi uma forma descontraida de "desenferrujar" a língua inglesa. Era esse o principal objectivo e acho que foi atingido"
  • Beatriz Besana (curso de ano letivo)

    "A professora dá as aulas com muita motivação!"
  • Angelo Gomes (curso em empresa)

    "Existiu a preocupação de adequar o curso ao nível linguístico de cada formando. Os termos abordados foram de encontro às necessidades individuais e gerais."
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inglês para Recursos Humanos

human resources1Um curso de inglês específico: Recursos Humanos.

Um curso de nível intermédio/avançado, muito específico e de curta duração destinado a quadros e funcionários que pretendem melhorar as suas capacidades linguísticas para uma participação mais activa e eficaz em recursos humanos.

 

Unit 1

Language Functions

Themes / Situations

Key Point 1

Discussing alignment of Human Resources to
  business goals. Considering how HR contributes
  to cultural change and organizational effectiveness.
  Understanding how adoption of a recognised standard can help.

Human Resources Strategy

Key Point 2

Understanding key legislation and   practical application.Writing policies and procedures. Advising managers on   legal matters.

Employment Law

Key Point 3

Describing the employment contract.   Understanding statutory and contractual rights. Understanding
  express and implied terms. Considering how to amend terms and conditions.

Terms & Conditions of Employment

 

Unit 2

Language Functions

Themes / Situations

Key Point 4

Describing the job purpose and scope.   Understanding reporting lines and position within the organisation.
  Describing principle responsibilities and
  decision-making authority.

Job Descriptions

Key Point 5

Understanding competencies, and their   use in the workplace. Understanding definitions and indicators. Considering   how to successfully develop and
  implement a system.

Competencies

Key Point 6

Considering requirements for   qualifications and experience. Understanding essential versus desirable requirements.   Describing general / specialist skills and personal attributes.

Person Specifications

 

Unit 3

Language Functions

Themes / Situations

Key Point 7

Considering analytical and   non-analytical approaches. Comparing different systems. Discussing the link   to grading and pay structures. Understanding objectivity.

Job Evaluation

Key Point 8

Considering reward management and   elements of
  a remuneration package. Discussing performance-
  related pay and fringe benefits. Considering issues
  with expatriate assignments.

Reward Management

Key Point 9

Writing a non-discriminatory   advertisement.
  Discussing placement of the advertisement.
  Discussing the response and effectiveness of the methods used.

Advertising a Vacant Position

 

Unit 4

Language Functions

Themes/Situations

Key Point 10

Shortlisting candidates objectively.   Comparing
  biographical and competency-based interviews
  using structured questioning. Considering use of
  psychometric evaluation..

Selection & Interview

Key Point 11

Considering potential benefits for   management
  recruitment. Considering content and observing
  behavior. Discussing the outcome and deciding
  on the appointment.

Assessment Centres

Key Point 12

Making a verbal offer with written   confirmation.
  Understanding the relevant documentation for
  inclusion. Clarifying any issues. Notifying unsuccessful candidates.

Making a Job Offer

Unit 5

Language Functions

Themes/Situations

Key Point 13

Arranging an induction program.
  Understanding company, departmental induction
  and initial training program. Considering content
  including administration, policies & procedures and heath & safety.

Induction

Key Point 14

Agreeing an agenda of points for   discussion. Learning from past performance for use in the future. Providing   constructive feedback. Using questioning techniques and SMART objectives   effectively.

Performance Appraisal

Key Point 15

Discussing how training needs and   development
  programmes link into the business plan.
  Agreeing actions, objectives and required support. Understanding briefing,   follow-up and evaluation of outcome.

Training & Development

Unit 6

Language Functions

Themes/Situations

Key Point 16

Understanding the role of trade unions   and employee representatives. Handling pay claims and changes through   collective bargaining. Resolving industrial disputes. Considering a   consultative approach.

Employee Representation

Key Point 17

Understanding the nature of harassment   and bullying and the importance of individual perception.
  Considering the need to take complaints seriously
  and maintain confidentiality. Handling complaints
  with sensitivity and understanding.

Harassment & Bullying

Key Point 18

Considering issues of conduct and   capability.
  Holding disciplinary hearings and deciding penalties. Understanding levels of   offence and warnings.
  Handling an employee grievance.

Discipline & Grievance