企业HR总监职位胜任力特训营（人力资源培训课程）

凡参加了本机构该级别全部培训课程的学员，经测试、实际演练、实习和考试合格者，将由本机构颁发毕业证书（CPM---HRD）。此证书代表该学员已具备人力资源经理/总监以至更高级别人力资源管理职位的核心才能、胜任力和工作技能（KCI―HRD）；并作为本人在人力资源管理领域的能力资质证明。
All of the trainees participating in the whole curriculums in this level will get graduate certificate issued by Goodcareer after they pass the test, drill, and practice. This certificate shows that the trainees have already had the core talent, competence and job skills as HRM/HRD even above; It is also regarded as the capacity proof in the field of HR management.

26个基于大型外资、合资企业人力资源经理/总监胜任力结构的训练课程
26 training curriculum based on structure for foreign, joint venture enterprises

现代企业人力资源管理概论---以人为本，实现组织目标
Introduction to Human Resources Management for Modern Enterprise－Human-oriented, realize organization target

人力资源管理的激励模式---通过有效吸引、留住和激励员工实现组织和员工的期望
Incentive Model for Human Resources Management－to realize the expectation of organizations and employees by efficiently attracting, keeping and motivating employees

高绩效工作设计方法和目标导向型组织设计实务
Designing High Performance Job and Target-oriented Organization

目标导向型工作分析技术和工作说明书编写实务
Target-oriented Job Analysis Skills and Job Specification Writing Practice

战略导向的人力资源规划方法和技巧
Strategy-oriented Methods and Techniques to Plan Human Resources

招聘策略制定与招聘渠道开发和管理技术
Recruiting Strategy Planning, Recruiting Channel Development and Management Technology

有效激励和留住员工的内部招聘策划与实施实务
Efficient Internal Recruiting Planning and Implement Practice to Motivate and Maintain Employees

甄选、测试与配置技术的开发与应用实务
Selecting, Testing and Placing Techniques and Related Practices
开发和应用有效预测应聘者将来工作绩效的技术
Designing and Applying Efficient Technology to Forecast Future Performance of The Employees

有效面试技巧
Effective Interviewing Skills
战略性培训体系建立和培训技术应用实务
Establishing Strategic Training System and Applying Training Techniques

目标导向的培训需求分析技术、方法及其应用
Methods, Skills and Application for Analyzing Training Needs

激励性员工岗前引导训练制度的设计和实施
Designing and Practicing Employees’ Orientation Training

培训效果评估与培训效果转化技术的开发与应用
Developing and Practicing ETE and ETT

绩效管理战略选择和激励性绩效管理体系创建实务
Building up Incentive Performance Management System

编制SMARTA绩效指标体系实务
Building up Incentive Performance Indicator’s System

选择和设计有效的绩效评估体系―MBOs, KPIs和BSCs
Designing Incentive Methods of Appraising Performance

绩效面谈与绩效改进计划
Performance Interview and Improvement Performance Planning

业绩导向型薪酬制度的建立实务
Establishing Pay System based on Performance

报酬战略选择和激励性报酬体系建立实务
Selecting Compensation Strategies and Setting up Practice of CS

工作评价与薪酬结构编制实务
Job Evaluation and Working out Pay Structure

薪酬调查与年度薪酬调整策划操作实务
Salary Survey and Annual Salary Adjustment

激励性员工福利计划设计实务
Designing Benefits’ Package for Employees

员工劳动合同管理和劳动争议处理实务
Managing Labor Contract and Dealing with Labor Bargaining

员工安全与健康管理
Managing Employees’ Health and Safety

《员工手册》编写与企业文化创建实务
Setting up Employee Manual and EC

人力资源管理诊断与人力资源工作计划编写实务
Diagnosis of HRM and Working out HRM Working Plan

国际人力资源管理实务
International HRM Practice

掌握和能够应用的HRM核心技能（列举部分）
Mastered and Applied HRM Core Skills (Examples)
1.明确人力资源部门需承担的活动和功能目标
Knowing well activities and function targets of HR department

2.掌握人力资源激励模式的设计技术和运用技巧
Mastering the design techniques and operation skills of HR incentive modes

3．掌握激励性工作设计和目标导向组织设计方法和技术
Mastering the methods and techniques of incentive work design and target-orientated organization design

4．掌握工作分析技术和编写工作说明书方法
Mastering the work analysis and writing job specification methods

5．掌握员工需求预测的趋势分析法和比率分析法
Mastering the trend analysis methods and ratio analysis methods for employees’ need

6．掌握招聘策划技术和招聘渠道开发和应用技巧
Mastering the recruitment planning techniques and development and application skills of recruitment channel

7．掌握内部招聘策划的方法、流程和实施技巧
Mastering the internal recruitment planning skills, process and implementation techniques

8．掌握各种甄选和常用测试方法的开发的设计技术
Mastering the design techniques of selection and usual testing methods

9．掌握预测候选人未来工作绩效的方法和技术
Mastering the techniques and methods for future performance of candidates

10.掌握面试的方法、流程和面谈技巧
Mastering interview methods, process and techniques

11.掌握培训策略定位和培训体系的设计方法和技术
Mastering training strategy orientation and the design methods and techniques of training systems

12.掌握培训需求分析的方法和技巧
Mastering the training need analysis techniques and methods

13.掌握员工岗前培训手册的编写实务
Mastering the writing practice for employees’ pre-post training manual

14.掌握绩效管理体系的设计方法和技巧
Mastering the design methods and techniques of performance management system

15.掌握绩效考评的设计和开发技巧
Mastering the design and development techniques of performance appraisal

16.掌握绩效面谈技巧和绩效改进方法
Mastering the performance interview technique and improvement methods

17.掌握业绩导向型的绩效评估结果的技术和方法
Mastering the techniques and methods for achievement-oriented performance appraisal

18.掌握激励性报酬体系的设计方法和技巧
Mastering the design methods and techniques of
Incentive compensation system

19.掌握工作评价的技术和方法
Mastering the techniques and methods for work evaluation

20.掌握薪资调查的工具、方法和技巧
Mastering tools, methods and techniques of the salary survey

21.掌握激励性福利组合的设置技术和管理方法
Mastering the design techniques and management methods for incentive welfare combination

22.了解《劳动法》和掌握劳资争议管理艺术
Knowing well labor law and mastering the management arts to deal with labor dispute

23.掌握人力资源诊断和制定人力资源工作计划的方法和技巧
Mastering the methods and techniques of HR diagnosis and HR work scheme planning

24.掌握各种安全健康方案的设计方法和技巧
Mastering the design methods and techniques of all kinds of health and safety scheme

25.掌握《员工手册》编写方法和技巧
Mastering the writing methods and techniques of Employee Manual

26.了解国际性人力资源管理趋势
Knowing well the international HR management trend

具备的HRM核心胜任能力（列举部分）
possessed HRM Core Competence(Examples)
1．在企业中能有效地计划和实施人力资源管理活动
Being able to plan and implement HR management activities effectively for enterprises
2．能运用HRM激励管理技术、技巧有效地吸引、留住所需员工
Being able to attract, maintain the needed employees by HRM incentive management technology and skills
3．能根据组织的发展阶段和经营目标设计高效的组织
Being able to design effective organization according to the development stage and management targets
4．能设计专业的工作分析表和编制有效的工作说明书
Being able to design the professional work analysis scheme and work out the effective job specification
5．能根据企业经营目标规划人员需求和制定人才供应计划
Being able to plan the employees’ need and talents supply according to the management target of the enterprises
6．能开发的有效的招聘渠道获取足够和合适的应聘者
Being able to develop effective recruiting channel to gain enough and suitable employees
7．能根据组织环境设计和实施激励性内部招聘制度
Being able to design and implement incentive internal recruiting system according to the organization environment
8．能设计和使用合适的甄选和测试技术有效地选拔应聘者
Being able to design and use suitable selecting and testing techniques to choose applicants
9．能设计合适的工作模拟方法预测应聘者将来的工作绩效
Being able to design suitable work simulation methods to forecast the future performance of the applicants
10.能有效地安排面试，设计和使用面试评估表
Being able to arrange interview, design and use evaluation forms efficiently
11.能运用指导性设计程序进行激励性培训系统和培训项目设计
Being able to design incentive training system and training project by using instructional design program
12.能设计和应用有效的培训需求调查方法进行培训需求调查
Being able to design and apply efficient training need survey to investigate
13.能设计员工岗前引导培训手册和担任岗前培训导师
Being able to design pre-post training manual and assume as the pre-post trainer
14.能配合企业需要设计激励性和可行的绩效管理系统
Being able to design incentive and feasible performance management system according to the enterprises’ needs
15.能设计和使用MBOs, KPIs和 BSCs指标体系和评估体系
Being able to design and use the index system and evaluation system like MBOs, KIPs and BSCs
16.能设计绩效面谈指引和培训绩效面谈人员
Being able to design performance interview guidance and personnel
17.能设计激励性业绩评估结果应用制度
Being able to design the application system of the incentive achievement evaluation results
18.能根据组织目标和员工目标设计和推行激励性报酬体系
Being able to design and implement incentive pay system according to the targets of organization and employees
19.能运用工作评价技术进行工作评价和建立公平的薪资结构
Being able to make job evaluation and establish fair salary structure by using job evaluation technology
20.能进行有效的薪酬调查和策划和编写公司的薪酬调整方案
Being able to make effective pay survey and plan and work out pay adjustment scheme
21.能根据企业需要设计激励性的员工福利组合和管理制度
Being able to design incentive welfare combination and management system according to the need of enterprises
22.能设计和编写内部雇用合约和有效地处理劳资争议
Being able to design and work out internal employment contract and deal with labor dispute efficiently
23.能进行人力资源管理诊断和制定可行的HRM工作计划
Being able to make HR management diagnose and feasible HRM work plan
24.能设计和应用安全激励和雇员保健方案
Being able to design and apply safety incentive and health care scheme
25.能根据HRS编制和应用《员工手册》
Being able to work out and apply Employee Manual according to the HRS
26.能适应外资、合资公司的人力资源管理要求
Being able to meet the demand of foreign, joint ventures in HR management

学员条件
Trainees’Condition
1. 专科或以上学历；有意向外资/合资企业人力资源总监职位发展，具人力资源管理经验之从业人士；有英文基础。
College degree or above; intention to develop in foreign/joint venture enterprise or the experience in HR management; English foundation.
2. 具人力资源管理特质，思维敏捷，良好的表达能力和逻辑分析能力。
Having HR management personality, wise thinking, good expression ability and logical analysis ability.
3. 对人力资源管理有浓厚兴趣和愿意把人力资源管理作为本人职业生涯的重要历程。
Having great interest in HR management and willing to take HR management as an important experience of the career.
4. 经专业导师面试或测试合格者。
Passing the interviewing and testing by professional tutor

培训时间
Training Time
10.5天专业实操训练，及4个月的工作模拟训练；隔周上课
10.5 days of professional practice training, 4 months of job simulation training;having class every other week

培训费用
Training Fee
人民币12800元/每人
RMB 12800 Yuan each person

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；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 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19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。
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 competence 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 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 and high-level management person competence structural design.