国际职业培训师(ITTT)特训营（培训师培训）

1.企业中负责培训和发展管理人员
Personnel taking charge of training and development management
2.企业人力资源管理人员
Human Resources Management personnel of the enterprise
3.从事培训工作或顾问工作者
Personnel engaging in training and consulting work
4.有志于成为《国际职业培训师》者
Person aspiring to become international professional trainer

Benefits For Trainees
1，具备企业培训与发展管理专业素质、能力；具备培训与发展管理实际操作技能与经验
Possess professional competence and capability; possess practical skills and experience of training and development management
2，具备国际职业培训师的专业知识、技能和实战经验
Possess professional knowledge, skills and strength experience of International Professional Trainer
3，成为一名专业的国际职业培训师
Become professional International Professional Trainer

国际职业培训师(ITTT)胜任力结构设计模型 Goodcareer ITTT-KCI
初级和中级国际职业培训师(ITTT)职位胜任力结构 ITTTB-KCI and ITTTM-KCI
1.具备建立和推行支持公司战略实施的培训和发展体系的能力和经验
Possessing the capability and experience of setting up and promoting training and development system to support enterprise strategy implementation
2.建立和实施能具成本效益和匹配公司经营目标需要的培训和发展制度
Setting up and implementing cost-effective and needed training and development system to match the business goals of company
3.能定立和实施支持公司年度目标实现的年度培训计划
Setting up and implementing annual training plan to support the realization of company’s annual goals
4.掌握有效的培训和发展管理技巧，提升公司的竞争力和吸引力
Mastering skills of effective training and development management to enhance company’s competitiveness and attraction
5.能开发和实施有效的培训效果转化技术
Developing and implementing converting skills of effective training effect
6.懂得建立员工的素质模型的技巧和技术，改善员工素质和配合员工的职业发展
Mastering the skills and techniques of setting up KCI for staff to improve their competence and match their career development
7.具备设计和实施与公司战略和文化匹配的职前引导体系的能力和经验
Possessing the capability and experience of setting up and implementing orientation system of pre-service to match company’s strategy and culture
8.通过培训和发展管理，形成公司人才优势
Forming talents advantage for company by training and development management
9.具备专业课程设计技能
Possessing skills of designing professional courses
10.具备专业的PPT演示文稿设计技能
Possessing skills of designing professional PPT presentation
11.养成专业培训师的素质
Developing the capability of professional trainers
12.具备专业培训师的演讲技能
Possessing speech skills of professional trainers
高级国际职业培训师(ITTT)职位胜任力结构 ITTTH-KCI
1. 课题的选择与研究能力与经验
Capability and experience of selecting and studying subject of course
2. 适合本人的品牌课程的设计与应用
Design and application of brand course for oneself
3. 课程训练方法的研究与开发
Research and development of training methods of course
4. 案例开发与应用
Development and application of case
5. 课程设计与表述
Design and description of course
6. 课程素材的制作与应用
Design and application of course material
7. 课程的宣传与推广能力与经验
Capability and experience of advocating and promoting course
8. 训练技术的开发与应用
Development and application of training techniques
9. 训练器材的使用
Use of training equipment
10.养成培训师专业特质
Formation of trainer’s professional capability
11.养成培训师个性化风格
Formation of trainer’s personalized style

培训目标
(初级和中级)
Training Objective (ITTTB and ITTTM)
1. 具备建立和推行支持公司战略实施的培训和发展体系的能力和经验
Possessing the capability and experience of setting up and promoting training and development system to support enterprise strategy implementation
2. 建立和实施能具成本效益和匹配公司经营目标需要的培训和发展制度
Setting up and implementing cost-effective and needed training and development system to match the business goals of company
3. 能定立和实施支持公司年度目标实现的年度培训计划
Setting up and implementing annual training plan to support the realization of company’s annual goals
4. 掌握有效的培训和发展管理技巧，提升公司的竞争力和吸引力
Mastering skills of effective training and development management to enhance company’s competitiveness and attraction
5. 能开发和实施有效的培训效果转化技术
Developing and implementing effective converting skills of training effect
6. 懂得建立员工的素质模型的技巧和技巧，改善员工素质和配合员工的职业发展
Mastering the skills and techniques of setting up KCI for staff to improve their capability and match their career development
7. 具备设计和实施与公司战略和文化匹配的职前引导体系的能力和经验
Possessing the capability and experience of setting up and implementing orientation system of pre-service to match company’s strategy and culture
8. 通过培训和发展管理，形成公司人才优势
Forming talents advantage for company by training and development management
9. 具备专业课程设计技能
Possessing skills of designing professional courses
10.具备专业的PPT演示文稿设计技能
Possessing skills of designing professional PPT presentation
11.养成专业培训师的素质
Developing the competence of professional trainers
12.具备专业培训师的演讲技能
Possessing speech skills of professional trainers
培训目标
(高级)
Training Objectives(ITTTH)
1. 课题的选择与研究能力与经验
Capability and experience of selecting and studying subject of course
2. 适合本人的品牌课程的设计与应用
Design and application of brand course for oneself
3. 课程训练方法的研究与开发
Research and development of training methods of course
4. 案例开发与应用
Development and application of case
5. 课程设计与表述
Design and description of course
6. 课程素材的制作与应用
Design and application of course material
7. 课程的宣传与推广能力与经验
Capability and experience of advocating and promoting course
8. 训练技术的开发与应用
Development and application of training techniques
9. 训练器材的使用
Use of training equipment
10.养成培训师专业特质
Formation of trainer’s professional competence
11.养成培训师个性化风格
Formation of trainer’s personalized style

培训特色Training Features
20%时间进行培训与发展管理知识分享，40%时间进行培训与发展管理、ITTT专家级技能培养，40%时间为实操经验养成和工作模拟训练；情景训练、舞台戏剧、案例研讨等。
20% of time for sharing the knowledge of training and development management; 40% for cultivating skills of training and development management and ITTT; 40% for practical operation experience sharing, job sampling training, situation training, dramatic plays and case study and so on.

培训时间Training Time 初级和中级5天，高级4天
5 days for ITTTB and ITTTM; 4 days for ITTTH

培训地点Training Location
Goodcareer 人力资源管理专家培训中心
Goodcareer human resources management experts Training Center

培训费用Training Costs
初中级人民币6,800元/人.5天，高级8800元/人.4天；含Goodcareer 人力资源专家团开发的培训教材培训费和《国际职业培训师(TTT)》相应级别证书费。
RMB6,800 Yuan per person for ITTTB&ITTTM,5 days in total; RMB8,800 Yuan per person for ITTTH, 4days in total; the costs include the fee of training, respective level of ITTT certificate and the training materials developed by Goodcareer’s HR expert group.
外资/合资企业人力资源经理/总监职位胜任力特训营学员、人事部―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！
trainees of Goodcareer-Michigan: CPM-HR series and Goodcareer Personnel- ACI: ICHR seriesa(certificate will be issued by Goodcareer Personnel and ACI),the enterprises where the trainees work , clients of Goodcareer and enterprises having more than 2 applicants get 5% discount of the training costs.

课程模块
(初级和中级) Course Modules (ITTB and ITTTM)
模块一：目标导向型培训体系和培训制度的建立实务
Module1: Practice of setting up training and development system oriented by goals
模块二：有效的培训效果评估方法和培训效果转化技术
Module2: Effective assessment methods and transformation technology of training effects
模块三：目标导向型培训需求分析技术及其应用
Module3: Designing and practicing training needs analysis techniques oriented by goals
模块四：激励性员工职前引导训练制度的设计和实施
Module4: Designing and implementing incentive orientation training policy
模块五：专业培训课程与演示文稿PPT设计技能训练
Module5: Practice of skills of designing professional training courses and PPT presentation
模块六：培训师素质修炼及演讲技能训练
Module6: Practice of developing training trainer’s competence and speech skills
课程模块
(高级) Course Modules
(ITTTH) 模块一：专业课题的设计与应用
Module1: Design and application of professional course
模块二：专业课题训练能力的培养
Module2: Cultivation of the capability of training professional course
模块三：训练技术的开发与应用
Module3: Development and application of training techniques
模块四：培训师特质与风格的修炼
Module4: Cultivation of special competence and style of trainer


培训课程安排Training Courses Arrangement
具体培训内容每班会根据学员实际情况有所修，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 coacher

ITTT-KCI初中级训练课程 ITTTB and ITTTM
第一天the first day (初、中级) (ITTTB and ITTTM)
模块一、目标导向型培训体系和培训制度的建立实务
Module1: Practice of setting up training and development system oriented by goals
―案例研讨：支持摩托罗拉经营策略的培训发展管理
Case study: Support for the training
development management of Motorola’s
business strategy
―实践经验分享：建立支持公司年度目标达成的培训计划
Sharing practical experience: Setting up
training plan to support the realization of
company’s goals
―培训与发展策略制定的技术与方法
Techniques and methods of setting training and development strategy
―培训组织的确立与管理
Establishment and management of training organization
―关键知识、能力、技能和态度培训的识别
Recognizing key knowledge, capability, skills and attitude training
―工作模拟：识别公司成功的技能和态度
Job sampling: Recognizing company’s successful skills and attitude
―编制有效支持公司业务需要的培训项目
Organizing effective training project to support company’s needs
―指导性培训项目设计技术
Techniques of designing instructional training project
―激励性培训项目设计方法实践
Practice of methods of designing incentive training project
―年度培训计划的制定与实施
Setting up and implementing annual training plan
―实操技能训练：制定年度培训计划
Practice of practical operating skills: Setting up annual training plan
―开发和应用有效的培训方法
Developing and applying effective training methods
―实操技能演练：培训方法的选择
Practice of practical operating skills: Selecting training methods
―培训计划和培训课程编写实务
Practice of compiling training plan and course
―培训的安排与管理
Arrangement and management of training
―选择和应用适合的培训方法
Selecting and applying appropriate training methods
―工作模拟：培训项目设计
Job sampling: Designing training project
―编制有效的培训与发展管理制度
Compiling effective system of training and development management
―实操训练：培训制度设计
Training in practical operation: Designing training system
―员工发展管理
Management of staff’s development
―培训与发展管理经验分享
Sharing experience of training and development management

模块二、有效的培训效果评估方法和培训效果转化技术
Module2: Effective assessment methods and transformation technology of training effects
―案例研讨：申请39万元培训费用的挑战
Case study: Challenge of applying 390,000 Yuan for training
―培训实践经验分享：通过培训改善质量和服务
Sharing training practical experience:
Improve competence and service through training
―设计和应用有效的培训效果评估方法
Designing and applying assessment methods of training effect
―知识培训评估
Assessment of knowledge training
―能力培训评估
Assessment of capability training
―技能培训评估
Assessment of skills training
―态度培训评估
Assessment of attitude training
―工作模拟：选择合适的培训方法
Job sampling: Selecting appropriate
training methods
―设计有效的培训评估表
Designing effective training assessment form
―培训成果预测方法
Predicting methods of training results
―培训效果转化技术及其应用
Transformation technology of training effect and its application
―工作计划转化法
Transformation of work plan
―业绩指标转化法
Transformation of performance indicators
―职业发展专转法
Transformation of career development
―报酬指标转化法
Transformation of compensation indicators
―实操能力训练：设计有效的培训效果转化方法
Training of practical operating skills: Designing effective transformation methods of training effect
―员工职业生涯管理
Management of staff’s career
―经验分享：有效留住人才激励人才的安江 集团
Sharing experience: Anjiang Group－ Keeping and motivating talents effectively
―培训与发展管理实践
Practice of training and development management
―外部培训导师与培训机构的选择
Selection of external training trainers and training institutions
―技能训练：设计员工的素质模型
Skills training :Designing KCI for staff
―工作模拟：员工职业发展设计
Job sampling: Design of staff’s career development
―经验分享：管理培训生策划
Sharing experience: Planning managing trainees

第二天the second day (初、中级) (ITTTB and ITTTM)
模块三、目标导向型培训需求分析技术及其应用
Module3: Designing and practicing training
needs analysis techniques oriented by goals
―案例研讨：无效的培训应由谁负责
Case study: Who should be responsible for the Ineffective training?
―经验分享：有效支持公司经营的年度培训
Sharing experience: Effectively supporting company’s business annual training
―培训需求评估过程
Assessment process of training needs
―工作模拟：识别公司的关键培训内容
Job sampling: Recognizing key training content of company
―选择和开发有效的培训需求调查方法
Selecting and developing effective methods of training needs survey
―公司层面的需求调查
Survey on company’s needs aspect
―员工层面的需求调查
Survey on staff’s needs aspect
―任务层面的需求调查
Survey on task’s needs aspect
―实操技能训练：进行有效的培训需求调查
Practice of practical operating skills: Implementing effective survey of training needs
―角色扮演：如果你是老板
Role-playing: If you were the boss
―设计和应用有效的培训需求调查表
Designing and applying effective investigation survey of training needs
―建立支持公司业务发展的培训计划
Setting up training plan to support company’s business development
―工作模拟：开展年度培训计划调查
Job sampling: Carrying out survey of annual training plan
―经验分享：识别公司关键培训需求
Sharing experience: recognizing company’s key training needs
模块四：激励性员工职前引导训练制度的设计和实施
Module4: Designing and implementing incentive
orientation training policy
―案例研讨：离职率为什么这么高
Case study: Why is the leaving ratio still so high?
―实践经验分享：通过职前引导训练减小员工的流动率
Sharing of practical experience: reducing staff turnover rate through orientation training
―确定职前引导目的
Confirming determination of pre-service orientation
―建立支持公司战略的职前训练体系和制度
Setting up system and policy of pre-service training to support company’s strategy
―开发有效的职前训练制度
Setting up effective system of pre-service training
―实操技能训练：设计两天的职前训练安排
Practice of practical operating skills: designing two-day’s arrangement of pre-service training
―选择有效的职前引导方法
Selecting effective methods of pre-service orientation
―工作模拟：导师的选择
Job sampling: selecting trainer
―选拔和培养合适的内部培训导师
Selecting and cultivating suitable internal trainer
―职前培训安排和管理
Arranging and managing pre-service training
―编制职前培训手册
Compiling manual of pre-service training
―职前引导培训经验分享
Sharing experience orientation training before taking the job
―经验性练习：编写职前培训管理办法
Practice: compiling management methods of pre-service training

第三天(初、中级)
the third day,ITTTB and ITTTM
模块五：专业培训课程与演示文稿PPT设计技能
Module5: Practice of skills of designing professional training courses and PPT
presentation
――案例研讨:他为什么会应聘落选
Case study: Why should he fail the employment?
― 培训体系与课程体系
System of training and course
― 制定合适有效的培训计划
Setting up appropriate and effective training plan
― 培训课程设计技能
Skills of designing training course
― 教案(培训案)设计技巧
Skills of designing teaching plan (training program)
― 工作模拟:培训方案与教案设计
Job sampling: Designing training program and teaching plan
― 案例重演:10年老姜PK 2年黄毛丫头
Case replaying: Senior HR with 10-year’s experience PK junior HR with 2-year’s experience
― PPT培训/教学内容设计与应用技能
PPT training/skills of designing and applying teaching content
―实操练习:从战争中学会战争
Practice: Learn war from war

第四天、第五天(初、中级)
the forth and fifth day,ITTTB and ITTTM
模块六：国际职业培训师专业素质修炼与专业演讲技能训练
Module6: Practice of developing training trainer’s competence and speech skills
―案例研讨:我该如何评估培训师的素质
Case study: How can I assess the trainer’s competence?
― 培训师的5种角色
5 roles of trainers
― 培训需求调查与培训需求评估
Survey and assessment of training needs
―培训体系的建立能力
Capability of setting up training system
―制定合适的培训计划
Setting up appropriate training plan
―具备良好培训师演示技能
Possessing good presentation skills of trainer
―详细演练16类专业培训师演示技能
Practicing 16 types of presentation skills as professional trainers fully
―应用合适的培训方法
Applying appropriate training methods
―进行有效的培训效果评估
Implementing effective assessment of training effect
―正确使用培训设备
Using training equipment properly
―工作模拟:培训工作安排
Job sampling: Arranging training work
―工作模拟:评价培训师
Job sampling: Assessing trainer
―培训师演讲技能训练
Training speech skills of trainer
―你准备好了吗？
Are you ready?
―工作模拟―培训师与观察者
Job sampling: Trainer and observer

ITTT-KCI高级训练课程(ITTTH)
第一天(the first day) (高级) (ITTTH)
模块一：专业课程设计与应用
Module1: Design and application of
professional course
―录像观摩与点评
Watching video and commenting on it
―个人SWOT分析
Personal SWOT analysis
― 工作模拟:能力表述演讲
Job sampling:
― 课题建立指导
Guidance of setting up topic
―课题开发实践
Development and practice of task
―素材的搜集与处理
Collection and disposition of source material
―素材的主题提炼和运用
Refining and applying theme of source material
―课程开发的原则和课程设计
Principle of developing course and design of course
― 课题展示训练与指导
Training and guidance of topic display
―点评与改进
Comment and improvement
―工作模拟：课题价值体现
Job sampling: reflection of topic value
― PPT与专业资料的制作能力深化训练
Training to deepen fabrication ability of PPT an professional materials
― 测评与改进
Test and improvement

第二天(the second day) (高级) (ITTTH)
模块二：专业课题训练能力培养
Module2: Cultivation of the capability of training professional course
―录像观摩与点评
Watching video and commenting on it
― 听从点评与指导
Listening to comments and guidance
― 工作模拟：我与培训师的差距
Job sampling: Differences between trainer and me
― 课题训练技能修炼
Cultivation of skills of topic training
― 实践与改进
Practice and improvement
― 自我体验与成长
Self-experience and growth
― 测评与改进
Test and improvement
― 自我改进实践
Practice of self-improvement

第三天(the third day) (高级) (ITTTH)
模块三：训练技术的开发与应用
Module3: Development and application of training techniques
―录像观摩与点评
Watching video and commenting on it
― 工作模拟：如果我是学员
Job sampling: If I were a student(trainee)
― 角色扮演：我对老师的要求
Role-playing: what I required for
teacher(trainer)
― 角色扮演的开发与应用
Development and application of role-play
― 案例开发与应用
Development and application of cases
― 培训主题与训练方法的组合
Combination of training theme and training methods
―工作模拟：训练主题与训练方法
Job sampling: training theme and training methods
―互动技能训练
Interaction skills’ Training
― 测评与改进
Test and improvement

第四天(the forth day) (高级) (ITTTH)
模块四：培训师特质与风格修炼
Module4: Cultivation of special competence and style of trainer
―录像观摩与点评
Watching video and commenting on it
―培训师特质训练
Training of trainer’s traits
―工作模拟：我的风格
Job sampling: My style
―个性化风格设计与修炼
Designing and cultivating personalized style
―实践：演讲、点评与改进
Practice: speech, comment and improvement
―培训师价值观养成
Developing Trainer’s values
―天生我才必有用
One was born to be useful somehow
―天高任鸟飞、海阔任鱼跃
The wide sea allows fish to leap about and the vase sky allows birds to fly
―毕业演讲
Graduation speech
―评价与实践安排
Arrangement of appraisal and practice

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；
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 consult, HR management consulting and training expert; Master of HR, Doctor of Psychology. 20 years of working experience as HRD or above in large-scale foreign, joint ventures, state-owned and private enterprises. Mr. Chen has been the HR training coacher 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 coacher of the well-known training brand―Goodcareer-Michigan: CPM-HR 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. By 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 HR management ability as training goal. 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 ability 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 ability 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 and high-level management person ability structural design.