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培訓(xùn)受眾:

1. 企業(yè)中負(fù)責(zé)報(bào)酬和福利管理人員

Management personnel who are responsible for the enterprises’ compensation and benefits

2. 企業(yè)人力資源管理人員

HR management personnel of the enterprises

3. 企業(yè)中高層管理人員和老板

Senior management personnel and boss of the enterprises

4. 有志于成為報(bào)酬和福利管理專家者

People who are willing to be a compensation and benefit expert

課程收益:

企 業(yè)：

1，提升公司的成本效益，改善報(bào)酬的有效性、激勵(lì)性和員工的滿意度

Enterprises: Enhancing cost efficiency, improving the effectiveness, inventiveness of the pay and employees’ satisfaction

2，形成公司有效的動(dòng)力機(jī)制，更有效地吸引、激勵(lì)和留住人才

Forming effective impetus mechanism to attract, motivate and retain talents

受訓(xùn)員工：

1，獲得報(bào)酬和福利管理的專家級(jí)技能，加快職業(yè)發(fā)展速度和提升自身的職業(yè)競(jìng)爭(zhēng)力

Trainees: Obtaining the expert-level skills in pay and benefit management, speeding up the pace of career development and promote one’s own career competitiveness

培訓(xùn)頒發(fā)證書:

企 業(yè)：1，提升公司的成本效益，改善報(bào)酬的有效性、激勵(lì)性和員工的滿意度

Enterprises: Enhancing cost efficiency, improving the effectiveness, inventiveness of the pay and employees’ satisfaction

2，形成公司有效的動(dòng)力機(jī)制，更有效地吸引、激勵(lì)和留住人才

Forming effective impetus mechanism to attract, motivate and retain talents

受訓(xùn)員工：1，獲得報(bào)酬和福利管理的專家級(jí)技能，加快職業(yè)發(fā)展速度和提升自身的職業(yè)競(jìng)爭(zhēng)力

Trainees: Obtaining the expert-level skills in pay and benefit management, speeding up the pace of career development and promote one’s own career competitiveness

課程大綱:

報(bào)酬與福利專家課程勝任力結(jié)構(gòu)設(shè)計(jì)模型 Designing model of PHR-C&B KCI structure

第一層面：報(bào)酬與福利專員職位勝任力 The first level: Personnel Officer’s KCI in C&B

1.員工考勤管理的能力與經(jīng)驗(yàn)

Ability and experience to manage employees’ attendance

2.員工工資報(bào)表的設(shè)計(jì)、總結(jié)與編輯能力與經(jīng)驗(yàn)

Ability and experience to design, summarize and edit employees’ payroll report

3.員工活動(dòng)管理能力與經(jīng)驗(yàn)

Ability and experience to manage employees’ activities

4.員工食堂、宿舍管理能力與經(jīng)驗(yàn)

Ability and experience to manage employees’ dormitory and dining hall

5.能編制每月的工資與福利分析報(bào)表

Being able to work out monthly pay and benefit analysis report

6.能有效執(zhí)行員工薪酬福利調(diào)查及員工滿意度調(diào)查

Being able to effectively implement survey of employees’ compensation and benefit and satisfaction

7.某些員工活動(dòng)設(shè)計(jì)與安排能力

Ability to design and arrange some employees’ activities

8.員工社會(huì)保險(xiǎn)購(gòu)買管理

Managing of purchasing employees’ social insurance

9.執(zhí)行市場(chǎng)薪酬調(diào)查與總結(jié)分析能力與經(jīng)驗(yàn)

Ability and experience to implement market compensation survey, analysis and synthesis

10.良好的表達(dá)能力和溝通能力

Good expression and communication ability

11.良好的英文能力(增加20-30%個(gè)人價(jià)值)

Good English ( adding 20-30% individual value)

12.了解和掌握專業(yè)的薪酬與福利管理名詞

Knowing well and grasping professional terms of compensation and benefit

第二層面：報(bào)酬與福利主管職位勝任力 The second level: executive’s KCI in C&B

1.設(shè)計(jì)和應(yīng)用年度和個(gè)案性薪酬與福利需求調(diào)查的能力和經(jīng)驗(yàn)

Ability and experience to design and apply the survey of annul and specialized compensation and benefit needs

2.有效執(zhí)行外部競(jìng)爭(zhēng)對(duì)手薪酬福利調(diào)查的能力與經(jīng)驗(yàn)

Ability and experience to effectively implement compensation and benefit survey of external competitors

3.具備員工升遷管理的能力與經(jīng)驗(yàn)

Possessing ability and experience to manage employees’ promotion

4.有效的員工計(jì)件工資設(shè)計(jì)的能力與經(jīng)驗(yàn)

Ability and experience to effectively design employees’ piece rate

5.有效的業(yè)務(wù)提成設(shè)計(jì)能力與經(jīng)驗(yàn)

Ability and experience to effectively design commission

6.各部門有關(guān)薪酬與福利問(wèn)題的平衡能力與經(jīng)驗(yàn)

Ability and experience to balance compensation and benefit problems of every department

7.工作評(píng)價(jià)技術(shù)的設(shè)計(jì)與應(yīng)用能力與經(jīng)驗(yàn)

Ability and experience to design and apply job evaluation techniques

8.有效執(zhí)行公司年度薪酬與福利調(diào)整計(jì)劃的能力

Ability to effectively implement the plan of the enterprises’ annual compensation and benefit adjustment

9.具備專業(yè)的員工福利設(shè)計(jì)與執(zhí)行能力與經(jīng)驗(yàn)

Possessing professional ability and experience to design and implement employees’ welfare

10.具備專業(yè)的員工年終獎(jiǎng)勵(lì)設(shè)計(jì)與推行能力與經(jīng)驗(yàn)

Possessing professional ability and experience to design and promote employees’ annual bonus

11.具備良好的員工活動(dòng)計(jì)設(shè)、組織的實(shí)施能力與經(jīng)驗(yàn)

Possessing good ability and experience to design and implement employees’ activities

12.專業(yè)的員工食堂管理制度的設(shè)計(jì)與管理能力與經(jīng)驗(yàn)

Professional ability and experience to design and manage system of employees’ dining hall

13.創(chuàng)意性薪酬與福利項(xiàng)目設(shè)計(jì)與管理能力與經(jīng)驗(yàn)

Ability and experience to design and manage creative compensation and benefit project

14.專業(yè)的薪酬與福利分析能力與經(jīng)驗(yàn)

Professional analysis ability and experience of compensation and benefit

15.具備薪酬與福利管理的基礎(chǔ)系統(tǒng)知識(shí)

Possessing basic systematic knowledge of compensation and benefit management

16.工資管理與工資預(yù)算管理能力與經(jīng)驗(yàn)

Ability and experience to manage salary and budget

17.福利預(yù)算與管理能力與經(jīng)驗(yàn)/合理避稅設(shè)計(jì)能力

Ability and experience of welfare budget and management/designing ability of reasonable tax avoidance

18.具良好的英文基礎(chǔ)更佳(會(huì)為你增值20%-30%)

Possessing good English foundation( adding 20%-30% individual value)

第三層面：報(bào)酬與福利經(jīng)理/總監(jiān)職位勝任力 The third level: manager/director’s KCI in C&B

1.戰(zhàn)略性薪酬與福利管理思考能力、系統(tǒng)而專業(yè)的C&B理論水平

Thinking capacity of strategic C&B management, systematic and professional theory level of C&B

2.薪酬與福利策略制定能力、與老板/公司/部門經(jīng)理有效共息的能力

Ability to make C&B strategy, ability to get along with boss/company/department managers

3.薪酬與福利目標(biāo)定立與溝通能力

Target localization of C&B and communication ability

4.目標(biāo)導(dǎo)向/戰(zhàn)略導(dǎo)向的薪酬與福利體系建立與推行能力與經(jīng)驗(yàn)

Ability and experience to establish and implement target-oriented/strategy-oriented C&B system

5. 有效的薪酬調(diào)查方案的設(shè)計(jì)與推行能力與經(jīng)驗(yàn)

Ability and experience to design and promote effective plan of salary survey

6. 有效的工作評(píng)價(jià)方案設(shè)計(jì)與推行能力與經(jīng)驗(yàn)

Ability and experience to design and promote effective plan of job evaluation

7. 公司薪酬結(jié)構(gòu)建立與推行能力與經(jīng)驗(yàn)

Ability and experience to establish and implement enterprises’ compensation structure

8. 有效的年度薪酬調(diào)整方案的設(shè)計(jì)與推行能力與經(jīng)驗(yàn)

Ability and experience to design and promote effective plan of salary adjustment

9. 中層管理人員薪酬激勵(lì)機(jī)制的設(shè)計(jì)與推行能力與經(jīng)驗(yàn)

Ability and experience to design and promote compensation incentive mechanism of middle managers

10.高層管理人員/海外人員薪酬激勵(lì)機(jī)制定與推行能力與經(jīng)驗(yàn)

Ability and experience to design and promote compensation incentive mechanism of senior managers / overseas personnel

11.績(jī)效導(dǎo)向型薪酬制度設(shè)計(jì)與推行能力與經(jīng)驗(yàn)

Ability and experience to design and promote performance-oriented pay system

12.目標(biāo)導(dǎo)向/成本效益的薪酬與福利改革方案設(shè)計(jì)與推行能力與經(jīng)驗(yàn)

Ability and experience to design and promote reform of target-oriented/cost-benefit C&B

13. 股票期權(quán)/延期報(bào)酬方案的設(shè)計(jì)與推行能力與經(jīng)驗(yàn)

Ability and experience to design and promote the plan of stock options and deferred compensation

14. 系統(tǒng)性員工心理報(bào)酬設(shè)計(jì)與推行能力與經(jīng)驗(yàn)

Ability and experience to design and promote systematic employees’ psychological compensation

15. 業(yè)績(jī)導(dǎo)向型薪酬政策制定與推行能力與經(jīng)驗(yàn)

Ability and experience to design and promote performance-oriented compensation policy

16. 部門/員工薪酬問(wèn)題的解決技巧

Skills of solving departments and employees’ compensation problems

17. 公司的報(bào)酬文化與推行能力與經(jīng)驗(yàn)

Enterprises’ compensation culture, ability and experience to promote

18. 能有效提高報(bào)酬的投資回報(bào)率

Being able to effectively improve compensation’s rate of return on investment

培訓(xùn)目標(biāo)

Training Targets

1. 具備建立和推行支持公司戰(zhàn)略實(shí)施的報(bào)酬管理體系的能力和技巧

Possessing the ability and skills to establish and promote pay management system to support the strategic implementation of the enterprises

2. 具備建立并應(yīng)用成本效益和匹配公司經(jīng)營(yíng)目標(biāo)需要的薪酬制度的能力的技巧

Possessing the ability and skills to establish and use cost efficiency and pay system which is matching the management goals of the enterprises

3. 能運(yùn)用專業(yè)的工作評(píng)價(jià)技術(shù)，設(shè)計(jì)配合公司經(jīng)營(yíng)和發(fā)展戰(zhàn)略的內(nèi)部合作工資結(jié)構(gòu)

Being able to use professional evaluation technology, design pay structure of international cooperation which is matching enterprises’ management and development strategy

4. 實(shí)施專業(yè)的薪酬調(diào)查，建立市場(chǎng)競(jìng)爭(zhēng)薪酬制度和實(shí)施定期的薪酬檢討計(jì)劃

Making professional pay survey, setting up pay system with market competitiveness and regularly implementing pay review plan

5. 能因應(yīng)企業(yè)情況設(shè)計(jì)具激勵(lì)性、競(jìng)爭(zhēng)力和成本效益的員工福利計(jì)劃

Being able to design incentive, competitive and cost-efficiency welfare plan according to the enterprises’ situation

6. 具備進(jìn)行特殊薪酬制度設(shè)計(jì)的能力和經(jīng)驗(yàn)

Possessing the ability and experience to design special pay systems

7. 能進(jìn)行有效的報(bào)酬管理

Being able to make efficient pay management

培訓(xùn)特色

Training Characteristics

20%時(shí)間進(jìn)行最新報(bào)酬和福利管理知識(shí)分享，40%時(shí)間進(jìn)行報(bào)酬和福利管理專家級(jí)技能培養(yǎng)，40%時(shí)間為實(shí)操經(jīng)驗(yàn)養(yǎng)成和工作模擬訓(xùn)練。

20% time for sharing the latest management knowledge of pay and benefit, 40% time for cultivating expert-level skills of pay and benefit and the other 40% time for job sampling training to gain practical experience.

培訓(xùn)日期

Training Dates

共二天

2 days totally

培訓(xùn)費(fèi)用

Training Fee

人民幣3,800元/人,2天，含Goodcareer 人力資源專家團(tuán)開(kāi)發(fā)的培訓(xùn)教材1套、培訓(xùn)費(fèi)和《報(bào)酬和福利管理專家》證書費(fèi)。

RMB 3800 Yuan each person 2 days including 1 set of training series, training fee and the fee of PHR-C&B certificate.

外資/合資企業(yè)人力資源經(jīng)理/總監(jiān)職位勝任力特訓(xùn)營(yíng)學(xué)員、美國(guó)ACI：國(guó)際職業(yè)資格注冊(cè)人力資源經(jīng)理/執(zhí)行官認(rèn)證學(xué)員（證書由人事部和美國(guó)ACI認(rèn)證機(jī)構(gòu)頒發(fā)）及其所在企業(yè)、Goodcareer 客戶和有兩人以上報(bào)名的企業(yè)可獲9.5折優(yōu)惠！

5% discount will be given to those such as trainees of CPM-HRM, trainees of CHRM/CHRME Training Series issued by Personnel Department and ACI and their enterprises, Goodcareer clients and the enterprises where 2 people register the course.

課程模塊

Course Modules模塊一：報(bào)酬戰(zhàn)略選擇和激勵(lì)性報(bào)酬體系建立實(shí)務(wù)

Choosing compensation strategies and practice of setting up incentive

compensation system

模塊二：工作評(píng)價(jià)與激勵(lì)內(nèi)部合作薪酬體系建立實(shí)務(wù)

Job evaluation techniques and Setting up strengthening internal cooperating compensation system

模塊三：薪酬調(diào)查與匹配公司競(jìng)爭(zhēng)戰(zhàn)略的市場(chǎng)競(jìng)爭(zhēng)報(bào)酬體系建立實(shí)務(wù)

Salary survey and practice of setting up competitive compensation system

matching with company competitive strategies

模塊四：激勵(lì)性員工福利計(jì)劃設(shè)計(jì)實(shí)務(wù)

Practice of designing motivating employees’ benefits plan

培訓(xùn)課程安排

Course Arrangement

具體培訓(xùn)內(nèi)容每班會(huì)根據(jù)學(xué)員實(shí)際情況有所修改，以導(dǎo)師實(shí)際上課內(nèi)容為準(zhǔn)!

Training content will be changed according to the trainees’ condition and it will be subject to the tutors

第一天 The first day

模塊一：報(bào)酬戰(zhàn)略選擇和激勵(lì)性報(bào)酬體系建立實(shí)務(wù)

Module 1: strategic selection of compensation and construction of incentive compensation

―案例研討：高工資能留住需要的員工嗎？

Case study: could the high salary retain the needed employees

―實(shí)戰(zhàn)經(jīng)驗(yàn)分享：工資爭(zhēng)議

Practical sharing experience: salary dispute

―報(bào)酬目標(biāo)的定位

Target localization of compensation

―報(bào)酬藝術(shù)和報(bào)酬的有效性

Art and effectiveness of the compensation

―工作模擬（1）：報(bào)酬目標(biāo)的制定

Job sampling (1):target planning of the compensation

―匹配組織戰(zhàn)略的報(bào)酬戰(zhàn)略的制定和實(shí)施技巧

Design and implementation skills of compensation strategy matching organizational strategy

―工作模擬（2）：報(bào)酬體系的選擇

Job sampling (2) : selection of compensation system

―建立激勵(lì)性報(bào)酬體系

Setting up incentive compensative systems

―工作模擬（3）：制定薪酬制度框架

Job sampling (3) :setting up the frame of compensation system

―激勵(lì)性報(bào)酬制度設(shè)計(jì)實(shí)踐

Practicing the design of incentive compensation system

―工作模擬（4）：激勵(lì)計(jì)劃的制定

Job sampling (4) : Setting up incentive plan

―員工心理報(bào)酬設(shè)計(jì)

Design of employees’ psychological compensation

―經(jīng)驗(yàn)分享：心理獎(jiǎng)勵(lì)的作用

Sharing experience: function of psychological award

―報(bào)酬總量和報(bào)酬組合策略定位技巧

Compensation volume and localization skills of compensation combination strategy

―獎(jiǎng)金設(shè)計(jì)技巧

Skills of bonus design

―經(jīng)驗(yàn)分享：提高報(bào)酬激勵(lì)性的技巧

Sharing experience: the skills of improving the incentive of compensation

―案例研討：根據(jù)績(jī)效支付工資的缺陷

Case study: default of payment according to the performance

―經(jīng)驗(yàn)培養(yǎng)：制定薪酬制度

Experience cultivating: setting up compensation system

―經(jīng)驗(yàn)分享：最低工資標(biāo)準(zhǔn)與個(gè)人所得稅應(yīng)對(duì)技巧

Sharing experience: minimum wage standard and skills to deal with tax on personal income

―學(xué)員問(wèn)題解答

Answers to the trainees’ questions

模塊二：工作評(píng)價(jià)與激勵(lì)內(nèi)部合作薪酬體系建立實(shí)務(wù)

Module 2: job evaluation and compensation system construction of the incentive internal cooperation

―案例研討：固定工資制還是傭金制

Case study: fixed-wage system or commission system

―經(jīng)驗(yàn)分享：如何提高員工對(duì)薪酬的滿意度

Sharing experience: the way to improve employees’ satisfaction with compensation

―建立內(nèi)部合作報(bào)酬體系

Setting up compensation system of internal cooperation

―工作模擬（1）：恰當(dāng)?shù)膱?bào)酬機(jī)制

Job sampling (1) :suitable compensation system

―開(kāi)發(fā)和應(yīng)用有效的工作評(píng)價(jià)方法

Developing and applying effective job evaluation method

―報(bào)酬因素的選擇技巧

Selection skills of compensation factors

―經(jīng)驗(yàn)分享：失敗的工作評(píng)價(jià)

Sharing experience: failed job evaluation

―報(bào)酬的定立方法

Localization method for compensation

―工作評(píng)價(jià)過(guò)程和管理

Process and management of job evaluation

―建立公平、合理的薪資結(jié)構(gòu)

Setting up fair and reasonable salary structure

―工作模擬（2）：匹配的工作評(píng)價(jià)方法

Job sampling (2) : matched job evaluation method

―工作模擬（3）―建立內(nèi)部公平性報(bào)酬制度

Job sampling (3) ―Setting up internal fair pay system

―實(shí)戰(zhàn)能力訓(xùn)練：工資結(jié)構(gòu)設(shè)計(jì)

Practical ability training: designing salary structure

―實(shí)戰(zhàn)能力訓(xùn)練：工資水平、工資等級(jí)和范圍

Practical ability training: salary level, salary grade and scale

―技能工資設(shè)計(jì)技巧

Designing skills of pay for skills

―職位工資設(shè)計(jì)技巧

Designing skills of pay for post

―業(yè)績(jī)工資設(shè)計(jì)技巧

Designing skills of pay for performance

―案例研討――留住“聰明人”的微軟公司

Case study――Microsoft retaining the wiser

―熱點(diǎn)問(wèn)題探討

Hot problem discussion

第二天 The second day

模塊三：薪酬調(diào)查與匹配公司競(jìng)爭(zhēng)戰(zhàn)略的市場(chǎng)競(jìng)爭(zhēng)報(bào)酬體系建立實(shí)務(wù)

Module3: salary survey and practice of setting up pay system with market competitiveness matching the enterprises’ strategy

―案例研討：某跨國(guó)運(yùn)動(dòng)鞋制造商在中國(guó)的憂傷

Case study: sorrow of some international manufactures of sports shoes in china

―經(jīng)驗(yàn)分享：建立激勵(lì)性市場(chǎng)導(dǎo)向薪酬政策

Sharing experience: Setting up incentive market-oriented pay policy

―市場(chǎng)競(jìng)爭(zhēng)薪酬體系的建立

Setting up pay system with market competitiveness

―市場(chǎng)調(diào)查策劃及市場(chǎng)競(jìng)爭(zhēng)工資線的確定

Designing market survey and confirming pay-policy line with market competitiveness

―薪酬市場(chǎng)調(diào)查過(guò)程

Process of pay market survey

―經(jīng)驗(yàn)分享：自我開(kāi)發(fā)市場(chǎng)調(diào)查

Sharing experience: self-exploited market survey

―工作模擬（1）：薪酬調(diào)查表格設(shè)計(jì)和應(yīng)用

Job sampling (1) : design and application of pay survey form

―市場(chǎng)調(diào)查應(yīng)用經(jīng)驗(yàn)分享

Sharing experience of market survey

―年度薪酬調(diào)整策劃實(shí)務(wù)

Practice of designing annual pay adjustment

―經(jīng)驗(yàn)分享：失敗的年度薪酬調(diào)整

Sharing experience: failed annual pay adjustment

―工作模擬（2）：薪酬調(diào)整計(jì)劃

Job sampling(2) :plan of pay adjustment

―建立市場(chǎng)競(jìng)爭(zhēng)薪酬體系實(shí)踐經(jīng)驗(yàn)分享

Setting up sharing experience of pay system with market competitiveness

―技能訓(xùn)練：市場(chǎng)競(jìng)爭(zhēng)工資制度設(shè)計(jì)

Technique training: designing pay system with market competitiveness

―案例研討：高工資的困惑

Case study: confusion of high salary

―工作模擬（3）：薪酬調(diào)查實(shí)踐

Job sampling(3): practice of pay survey

―學(xué)員問(wèn)題解答

Answers to the trainees’ questions

 

模塊四：激勵(lì)性員工福利計(jì)劃設(shè)計(jì)實(shí)務(wù)

Module 4:`practice of designing incentive employees’ welfare

―案例研討：某日資企業(yè)在中國(guó)的困惑

Case study: confusion of some Japanese enterprises in China

―競(jìng)爭(zhēng)戰(zhàn)略與福利戰(zhàn)略

Competitive strategy and welfare strategy

―福利總量的設(shè)計(jì)

Designing welfare volume

―福利組合的設(shè)計(jì)技巧

Designing skills of welfare combination

―實(shí)操技能訓(xùn)練（1）：福利內(nèi)容設(shè)計(jì)實(shí)踐

Practical technique training (1): practice of designing welfare content

―經(jīng)驗(yàn)分享：通過(guò)福利設(shè)計(jì)有效留位員工

Sharing experience: effectively retaining employees by welfare design

―建立激勵(lì)性福利計(jì)劃

Setting up incentive welfare plan

―彈性福利設(shè)計(jì)實(shí)務(wù)

Practice of designing flexible welfare

―核心福利設(shè)計(jì)

Designing of core welfare

―選擇性福利設(shè)計(jì)

Designing of selective welfare

―福利成本控制技巧

Skills of controlling welfare costs

―福利管理經(jīng)驗(yàn)分享

Sharing experience of welfare management

―實(shí)操技能訓(xùn)練（2）：?jiǎn)T工福利制度設(shè)計(jì)

Practical technique training(2) : design of employees’ welfare system

―工作模擬（1）：激勵(lì)性彈性福利制度

Job sampling (1): incentive flexible welfare system

―案例研討：彈性福利制度的歷程

Case study: history of flexible welfare system

―經(jīng)驗(yàn)分享：應(yīng)對(duì)社會(huì)保險(xiǎn)的策略

Sharing experience: strategy to deal with social insurance

―報(bào)酬和福利熱點(diǎn)問(wèn)題討論

Discussion about hot problem in compensation and benefit

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中午用餐：AA制原則

上課地點(diǎn)：廣東省廣州市

陳老師

資深實(shí)戰(zhàn)型戰(zhàn)略實(shí)施咨詢、人力資源管理咨詢和培訓(xùn)專家；人力資源碩士、心理學(xué)博士。20多年大型外資、合資、國(guó)營(yíng)和民營(yíng)企業(yè)人力資源高層管理職位工作經(jīng)歷。曾任亞加達(dá)國(guó)際商務(wù)教育培訓(xùn)中心人力資源培訓(xùn)導(dǎo)師。現(xiàn)任新世紀(jì)人力資源管理學(xué)會(huì)會(huì)長(zhǎng)；知名培訓(xùn)品牌：外資合資企業(yè)HR經(jīng)理/總監(jiān)勝任力特訓(xùn)營(yíng)首席設(shè)計(jì)師和首席培訓(xùn)導(dǎo)師；美國(guó)認(rèn)證協(xié)會(huì)（ACI）授權(quán)導(dǎo)師，美國(guó)ACI：國(guó)際職業(yè)資格注冊(cè)HR經(jīng)理、執(zhí)行官認(rèn)認(rèn)證廣州區(qū)首席培訓(xùn)導(dǎo)師；GEPMS(全球企業(yè)績(jī)效電子管理系統(tǒng))首席設(shè)計(jì)師和顧問(wèn)師。

Depew Chen, senior strength strategy implementation consulting, HR management, training and consultant expert; Master of HR, Doctor of Psychology. 20 years of working experience as HRD or above in large-scale foreign, joint venture, state-owned and private enterprises. Mr. Chen has been the HR training teacher of Alcanta International Business Education Training Center. Currently, he is the President of New Century HR Management Association(pure academic non-profit professional Organization); Chief designer and chief training tutor of the well-known training brand―CPM HRM-KCI Training Series; Authorized coacher of American Certification Institution （ACI）; Senior training coacher of International Professional Qualification Registered HR Management Series Certification issued by American Certification Institution （ACI）in Guangzhou area; Chief designer and consultant of GEPMS(Global Electronic Performance Management System); Chief strategy and HR consultant of Goodcareer Consulting Group.

陳建志導(dǎo)師長(zhǎng)期專注于人力資源管理理論的研究和應(yīng)用實(shí)踐，以20年的人力資源管理實(shí)戰(zhàn)經(jīng)驗(yàn)和8年的人力資源培訓(xùn)和項(xiàng)目服務(wù)經(jīng)驗(yàn)同國(guó)際現(xiàn)代人力資源管理理論和實(shí)踐相結(jié)合，創(chuàng)立了以不同人力資源管理職位所需勝任力（KCI―HRM）結(jié)構(gòu)為訓(xùn)練目標(biāo)的實(shí)戰(zhàn)型人力資源培訓(xùn)課程系列，成為一名知名的實(shí)戰(zhàn)型人力資源管理專家、人力資源培訓(xùn)專家、人力資源項(xiàng)目服務(wù)專家和領(lǐng)先的人力資源課題研究者。其中開(kāi)發(fā)的實(shí)戰(zhàn)型人力資源管理勝任力培訓(xùn)課程有：CPM―HR系列（外訓(xùn)培訓(xùn)系列）――根據(jù)外資/合資人力資源管理經(jīng)理級(jí)以上職位勝任力結(jié)構(gòu)設(shè)計(jì)的八個(gè)級(jí)別系列訓(xùn)練課程，共128個(gè)HR專業(yè)模塊；PHR系列（外訓(xùn)培訓(xùn)系列）――根據(jù)人力資源管理專家級(jí)勝任力結(jié)構(gòu)設(shè)計(jì)的四個(gè)級(jí)別系列培訓(xùn)課程，共24個(gè)專業(yè)模塊；MHR列（內(nèi)訓(xùn)培訓(xùn)系列）―根據(jù)企業(yè)中高層管理人員管理勝任力結(jié)構(gòu)設(shè)計(jì)的非人力資源管理者的人力資源管理技能培訓(xùn)課程，四個(gè)級(jí)別共26個(gè)專業(yè)模塊等。

Depew Chen has been kept focusing on human resources management theory research for a long term. Through combining 20 years of human resources management experience with international modern human resources management theory, Mr. Chen has established strength HR management training courses series with HRM competence as training goals. He has been a well-known strength strategy implementation expert、HR management expert、HR training expert, HR project service expert and leading HR issue researcher. The strength HR training courses are: CPM―HR series (external training series) designed according to competence structure of HR management manager level or above--- a total of 8- level series training courses and 128 professional modules. PHR series(external training series) designed according to HR management expert-level competence structure ――4-level series of training courses, a total of 24 professional modules; MHR series(internal training series);Non-HR Managers’ HR management ability training courses--- a total of four-level and 26 modules in accordance with enterprise middle、high-level management person competence structural design.

我要報(bào)名

在線報(bào)名：報(bào)酬和福利管理專家勝任力特訓(xùn)營(yíng)(人力資源薪資管理課程）(廣州)