报酬和福利管理专家胜任力特训营(人力资源薪资管理课程）

1. 企业中负责报酬和福利管理人员
Management personnel who are responsible for the enterprises’ compensation and benefits
2. 企业人力资源管理人员
HR management personnel of the enterprises
3. 企业中高层管理人员和老板
Senior management personnel and boss of the enterprises
4. 有志于成为报酬和福利管理专家者
People who are willing to be a compensation and benefit expert

企 业：1，提升公司的成本效益，改善报酬的有效性、激励性和员工的满意度
Enterprises: Enhancing cost efficiency, improving the effectiveness, inventiveness of the pay and employees’ satisfaction
2，形成公司有效的动力机制，更有效地吸引、激励和留住人才
Forming effective impetus mechanism to attract, motivate and retain talents
受训员工：1，获得报酬和福利管理的专家级技能，加快职业发展速度和提升自身的职业竞争力
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

企 业：1，提升公司的成本效益，改善报酬的有效性、激励性和员工的满意度
Enterprises: Enhancing cost efficiency, improving the effectiveness, inventiveness of the pay and employees’ satisfaction
2，形成公司有效的动力机制，更有效地吸引、激励和留住人才
Forming effective impetus mechanism to attract, motivate and retain talents
受训员工：1，获得报酬和福利管理的专家级技能，加快职业发展速度和提升自身的职业竞争力
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

报酬与福利专家课程胜任力结构设计模型 Designing model of PHR-C&B KCI structure
第一层面：报酬与福利专员职位胜任力 The first level: Personnel Officer’s KCI in C&B
1.员工考勤管理的能力与经验
Ability and experience to manage employees’ attendance
2.员工工资报表的设计、总结与编辑能力与经验
Ability and experience to design, summarize and edit employees’ payroll report
3.员工活动管理能力与经验
Ability and experience to manage employees’ activities
4.员工食堂、宿舍管理能力与经验
Ability and experience to manage employees’ dormitory and dining hall
5.能编制每月的工资与福利分析报表
Being able to work out monthly pay and benefit analysis report
6.能有效执行员工薪酬福利调查及员工满意度调查
Being able to effectively implement survey of employees’ compensation and benefit and satisfaction
7.某些员工活动设计与安排能力
Ability to design and arrange some employees’ activities
8.员工社会保险购买管理
Managing of purchasing employees’ social insurance
9.执行市场薪酬调查与总结分析能力与经验
Ability and experience to implement market compensation survey, analysis and synthesis
10.良好的表达能力和沟通能力
Good expression and communication ability
11.良好的英文能力(增加20-30%个人价值)
Good English ( adding 20-30% individual value)
12.了解和掌握专业的薪酬与福利管理名词
Knowing well and grasping professional terms of compensation and benefit
第二层面：报酬与福利主管职位胜任力 The second level: executive’s KCI in C&B
1.设计和应用年度和个案性薪酬与福利需求调查的能力和经验
Ability and experience to design and apply the survey of annul and specialized compensation and benefit needs
2.有效执行外部竞争对手薪酬福利调查的能力与经验
Ability and experience to effectively implement compensation and benefit survey of external competitors
3.具备员工升迁管理的能力与经验
Possessing ability and experience to manage employees’ promotion
4.有效的员工计件工资设计的能力与经验
Ability and experience to effectively design employees’ piece rate
5.有效的业务提成设计能力与经验
Ability and experience to effectively design commission
6.各部门有关薪酬与福利问题的平衡能力与经验
Ability and experience to balance compensation and benefit problems of every department
7.工作评价技术的设计与应用能力与经验
Ability and experience to design and apply job evaluation techniques
8.有效执行公司年度薪酬与福利调整计划的能力
Ability to effectively implement the plan of the enterprises’ annual compensation and benefit adjustment
9.具备专业的员工福利设计与执行能力与经验
Possessing professional ability and experience to design and implement employees’ welfare
10.具备专业的员工年终奖励设计与推行能力与经验
Possessing professional ability and experience to design and promote employees’ annual bonus
11.具备良好的员工活动计设、组织的实施能力与经验
Possessing good ability and experience to design and implement employees’ activities
12.专业的员工食堂管理制度的设计与管理能力与经验
Professional ability and experience to design and manage system of employees’ dining hall
13.创意性薪酬与福利项目设计与管理能力与经验
Ability and experience to design and manage creative compensation and benefit project
14.专业的薪酬与福利分析能力与经验
Professional analysis ability and experience of compensation and benefit
15.具备薪酬与福利管理的基础系统知识
Possessing basic systematic knowledge of compensation and benefit management
16.工资管理与工资预算管理能力与经验
Ability and experience to manage salary and budget
17.福利预算与管理能力与经验/合理避税设计能力
Ability and experience of welfare budget and management/designing ability of reasonable tax avoidance
18.具良好的英文基础更佳(会为你增值20%-30%)
Possessing good English foundation( adding 20%-30% individual value)
第三层面：报酬与福利经理/总监职位胜任力 The third level: manager/director’s KCI in C&B
1.战略性薪酬与福利管理思考能力、系统而专业的C&B理论水平
Thinking capacity of strategic C&B management, systematic and professional theory level of C&B
2.薪酬与福利策略制定能力、与老板/公司/部门经理有效共息的能力
Ability to make C&B strategy, ability to get along with boss/company/department managers
3.薪酬与福利目标定立与沟通能力
Target localization of C&B and communication ability
4.目标导向/战略导向的薪酬与福利体系建立与推行能力与经验
Ability and experience to establish and implement target-oriented/strategy-oriented C&B system
5. 有效的薪酬调查方案的设计与推行能力与经验
Ability and experience to design and promote effective plan of salary survey
6. 有效的工作评价方案设计与推行能力与经验
Ability and experience to design and promote effective plan of job evaluation
7. 公司薪酬结构建立与推行能力与经验
Ability and experience to establish and implement enterprises’ compensation structure
8. 有效的年度薪酬调整方案的设计与推行能力与经验
Ability and experience to design and promote effective plan of salary adjustment
9. 中层管理人员薪酬激励机制的设计与推行能力与经验
Ability and experience to design and promote compensation incentive mechanism of middle managers
10.高层管理人员/海外人员薪酬激励机制定与推行能力与经验
Ability and experience to design and promote compensation incentive mechanism of senior managers / overseas personnel
11.绩效导向型薪酬制度设计与推行能力与经验
Ability and experience to design and promote performance-oriented pay system
12.目标导向/成本效益的薪酬与福利改革方案设计与推行能力与经验
Ability and experience to design and promote reform of target-oriented/cost-benefit C&B
13. 股票期权/延期报酬方案的设计与推行能力与经验
Ability and experience to design and promote the plan of stock options and deferred compensation
14. 系统性员工心理报酬设计与推行能力与经验
Ability and experience to design and promote systematic employees’ psychological compensation
15. 业绩导向型薪酬政策制定与推行能力与经验
Ability and experience to design and promote performance-oriented compensation policy
16. 部门/员工薪酬问题的解决技巧
Skills of solving departments and employees’ compensation problems
17. 公司的报酬文化与推行能力与经验
Enterprises’ compensation culture, ability and experience to promote
18. 能有效提高报酬的投资回报率
Being able to effectively improve compensation’s rate of return on investment

培训目标
Training Targets
1. 具备建立和推行支持公司战略实施的报酬管理体系的能力和技巧
Possessing the ability and skills to establish and promote pay management system to support the strategic implementation of the enterprises
2. 具备建立并应用成本效益和匹配公司经营目标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. 能运用专业的工作评价技术，设计配合公司经营和发展战略的内部合作工资结构
Being able to use professional evaluation technology, design pay structure of international cooperation which is matching enterprises’ management and development strategy
4. 实施专业的薪酬调查，建立市场竞争薪酬制度和实施定期的薪酬检讨计划
Making professional pay survey, setting up pay system with market competitiveness and regularly implementing pay review plan
5. 能因应企业情况设计具激励性、竞争力和成本效益的员工福利计划
Being able to design incentive, competitive and cost-efficiency welfare plan according to the enterprises’ situation
6. 具备进行特殊薪酬制度设计的能力和经验
Possessing the ability and experience to design special pay systems
7. 能进行有效的报酬管理
Being able to make efficient pay management
培训特色
Training Characteristics
20%时间进行最新报酬和福利管理知识分享，40%时间进行报酬和福利管理专家级技能培养，40%时间为实操经验养成和工作模拟训练。
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.
培训日期
Training Dates
共二天
2 days totally
培训费用
Training Fee
人民币3,800元/人,2天，含Goodcareer 人力资源专家团开发的培训教材1套、培训费和《报酬和福利管理专家》证书费。
RMB 3800 Yuan each person 2 days including 1 set of training series, training fee and the fee of PHR-C&B certificate.
外资/合资企业人力资源经理/总监职位胜任力特训营学员、美国ACI：国际职业资格注册人力资源经理/执行官认证学员（证书由人事部和美国ACI认证机构颁发）及其所在企业、Goodcareer 客户和有两人以上报名的企业可获9.5折优惠！
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.
课程模块
Course Modules 模块一：报酬战略选择和激励性报酬体系建立实务
Choosing compensation strategies and practice of setting up incentive
compensation system
模块二：工作评价与激励内部合作薪酬体系建立实务
Job evaluation techniques and Setting up strengthening internal cooperating compensation system
模块三：薪酬调查与匹配公司竞争战略的市场竞争报酬体系建立实务
Salary survey and practice of setting up competitive compensation system
matching with company competitive strategies
模块四：激励性员工福利计划设计实务
Practice of designing motivating employees’ benefits plan
培训课程安排
Course Arrangement
具体培训内容每班会根据学员实际情况有所修改，以导师实际上课内容为准!
Training content will be changed according to the trainees’ condition and it will be subject to the tutors

第一天 The first day
模块一：报酬战略选择和激励性报酬体系建立实务
Module 1: strategic selection of compensation and construction of incentive compensation
―案例研讨：高工资能留住需要的员工吗？
Case study: could the high salary retain the needed employees
―实战经验分享：工资争议
Practical sharing experience: salary dispute
―报酬目标的定位
Target localization of compensation
―报酬艺术和报酬的有效性
Art and effectiveness of the compensation
―工作模拟（1）：报酬目标的制定
Job sampling (1):target planning of the compensation
―匹配组织战略的报酬战略的制定和实施技巧
Design and implementation skills of compensation strategy matching organizational strategy
―工作模拟（2）：报酬体系的选择
Job sampling (2) : selection of compensation system
―建立激励性报酬体系
Setting up incentive compensative systems
―工作模拟（3）：制定薪酬制度框架
Job sampling (3) :setting up the frame of compensation system
―激励性报酬制度设计实践
Practicing the design of incentive compensation system
―工作模拟（4）：激励计划的制定
Job sampling (4) : Setting up incentive plan
―员工心理报酬设计
Design of employees’ psychological compensation
―经验分享：心理奖励的作用
Sharing experience: function of psychological award
―报酬总量和报酬组合策略定位技巧
Compensation volume and localization skills of compensation combination strategy
―奖金设计技巧
Skills of bonus design
―经验分享：提高报酬激励性的技巧
Sharing experience: the skills of improving the incentive of compensation
―案例研讨：根据绩效支付工资的缺陷
Case study: default of payment according to the performance
―经验培养：制定薪酬制度
Experience cultivating: setting up compensation system
―经验分享：最低工资标准与个人所得税应对技巧
Sharing experience: minimum wage standard and skills to deal with tax on personal income
―学员问题解答
Answers to the trainees’ questions
模块二：工作评价与激励内部合作薪酬体系建立实务
Module 2: job evaluation and compensation system construction of the incentive internal cooperation
―案例研讨：固定工资制还是佣金制
Case study: fixed-wage system or commission system
―经验分享：如何提高员工对薪酬的满意度
Sharing experience: the way to improve employees’ satisfaction with compensation
―建立内部合作报酬体系
Setting up compensation system of internal cooperation
―工作模拟（1）：恰当的报酬机制
Job sampling (1) :suitable compensation system
―开发和应用有效的工作评价方法
Developing and applying effective job evaluation method
―报酬因素的选择技巧
Selection skills of compensation factors
―经验分享：失败的工作评价
Sharing experience: failed job evaluation
―报酬的定立方法
Localization method for compensation
―工作评价过程和管理
Process and management of job evaluation
―建立公平、合理的薪资结构
Setting up fair and reasonable salary structure
―工作模拟（2）：匹配的工作评价方法
Job sampling (2) : matched job evaluation method
―工作模拟（3）―建立内部公平性报酬制度
Job sampling (3) ―Setting up internal fair pay system
―实战能力训练：工资结构设计
Practical ability training: designing salary structure
―实战能力训练：工资水平、工资等级和范围
Practical ability training: salary level, salary grade and scale
―技能工资设计技巧
Designing skills of pay for skills
―职位工资设计技巧
Designing skills of pay for post
―业绩工资设计技巧
Designing skills of pay for performance
―案例研讨――留住“聪明人”的微软公司
Case study――Microsoft retaining the wiser
―热点问题探讨
Hot problem discussion
第二天 The second day
模块三：薪酬调查与匹配公司竞争战略的市场竞争报酬体系建立实务
Module3: salary survey and practice of setting up pay system with market competitiveness matching the enterprises’ strategy
―案例研讨：某跨国运动鞋制造商在中国的忧伤
Case study: sorrow of some international manufactures of sports shoes in china
―经验分享：建立激励性市场导向薪酬政策
Sharing experience: Setting up incentive market-oriented pay policy
―市场竞争薪酬体系的建立
Setting up pay system with market competitiveness
―市场调查策划及市场竞争工资线的确定
Designing market survey and confirming pay-policy line with market competitiveness
―薪酬市场调查过程
Process of pay market survey
―经验分享：自我开发市场调查
Sharing experience: self-exploited market survey
―工作模拟（1）：薪酬调查表格设计和应用
Job sampling (1) : design and application of pay survey form
―市场调查应用经验分享
Sharing experience of market survey
―年度薪酬调整策划实务
Practice of designing annual pay adjustment
―经验分享：失败的年度薪酬调整
Sharing experience: failed annual pay adjustment
―工作模拟（2）：薪酬调整计划
Job sampling(2) :plan of pay adjustment
―建立市场竞争薪酬体系实践经验分享
Setting up sharing experience of pay system with market competitiveness
―技能训练：市场竞争工资制度设计
Technique training: designing pay system with market competitiveness
―案例研讨：高工资的困惑
Case study: confusion of high salary
―工作模拟（3）：薪酬调查实践
Job sampling(3): practice of pay survey
―学员问题解答
Answers to the trainees’ questions

模块四：激励性员工福利计划设计实务
Module 4:`practice of designing incentive employees’ welfare
―案例研讨：某日资企业在中国的困惑
Case study: confusion of some Japanese enterprises in China
―竞争战略与福利战略
Competitive strategy and welfare strategy
―福利总量的设计
Designing welfare volume
―福利组合的设计技巧
Designing skills of welfare combination
―实操技能训练（1）：福利内容设计实践
Practical technique training (1): practice of designing welfare content
―经验分享：通过福利设计有效留位员工
Sharing experience: effectively retaining employees by welfare design
―建立激励性福利计划
Setting up incentive welfare plan
―弹性福利设计实务
Practice of designing flexible welfare
―核心福利设计
Designing of core welfare
―选择性福利设计
Designing of selective welfare
―福利成本控制技巧
Skills of controlling welfare costs
―福利管理经验分享
Sharing experience of welfare management
―实操技能训练（2）：员工福利制度设计
Practical technique training(2) : design of employees’ welfare system
―工作模拟（1）：激励性弹性福利制度
Job sampling (1): incentive flexible welfare system
―案例研讨：弹性福利制度的历程
Case study: history of flexible welfare system
―经验分享：应对社会保险的策略
Sharing experience: strategy to deal with social insurance
―报酬和福利热点问题讨论
Discussion about hot problem in compensation and benefit
温馨提示：
中午用餐：AA制原则
上课地点：广东省广州市

陈建志导师（Depew Chen）：资深实战型战略实施咨询、人力资源管理咨询和培训专家；人力资源硕士、心理学博士。20多年大型外资、合资、国营和民营企业人力资源高层管理职位工作经历。曾任亚加达国际商务教育培训中心人力资源培训导师。现任新世纪人力资源管理学会会长；知名培训品牌：外资合资企业HR经理/总监胜任力特训营首席设计师和首席培训导师；美国认证协会（ACI）授权导师，美国ACI：国际职业资格注册HR经理、执行官认认证广州区首席培训导师；GEPMS(全球企业绩效电子管理系统)首席设计师和顾问师。
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.
陈建志导师长期专注于人力资源管理理论的研究和应用实践，以20年的人力资源管理实战经验和8年的人力资源培训和项目服务经验同国际现代人力资源管理理论和实践相结合，创立了以不同人力资源管理职位所需胜任力（KCI―HRM）结构为训练目标的实战型人力资源培训课程系列，成为一名知名的实战型人力资源管理专家、人力资源培训专家、人力资源项目服务专家和领先的人力资源课题研究者。其中开发的实战型人力资源管理胜任力培训课程有：CPM―HR系列（外训培训系列）――根据外资/合资人力资源管理经理级以上职位胜任力结构设计的八个级别系列训练课程，共128个HR专业模块；PHR系列（外训培训系列）――根据人力资源管理专家级胜任力结构设计的四个级别系列培训课程，共24个专业模块；MHR列（内训培训系列）―根据企业中高层管理人员管理胜任力结构设计的非人力资源管理者的人力资源管理技能培训课程，四个级别共26个专业模块等。
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.