才博績效管理專家勝任力特訓(xùn)營(人力資源績效管理課程)

1、Goodcareer（才博）-專注于培育和發(fā)展實(shí)戰(zhàn)型人力資源管理專家地專業(yè)機(jī)構(gòu)Goodcareer-Professi onal orga ni zatio n focus on cultivat ing and develop ing stre ngth HR professi on als才博實(shí)戰(zhàn)型人力資源品牌培訓(xùn)系列：企業(yè)人力資源管理專家勝任力證書培訓(xùn)系列（PHR之績效管理專家勝任力特訓(xùn)營PHR-PM培訓(xùn)收益Training Ben efits企業(yè)：1,提升公司和員工地績效，增強(qiáng)公司地贏利能力和競爭能力Enterprise: Improving company and staff s pe

2、rformanee, enhancing company s profitability and competitiveness 2,提升企業(yè)地投資回報率、有效吸引和留住高素質(zhì)員工Improving company s return on investment, effectively attracting and keeping high-quality staff 受訓(xùn)員工：1,獲得績效管理地專家級技能，加快本人職業(yè)發(fā)展速度和有效提升自身地職業(yè)競爭力Train ees: Obta ining the expert-level skills in performa nee man ageme

3、 nt, accelerat ing self careerdevelopme nt pace and effectively enhancing career competitive ness培訓(xùn)目標(biāo)Trai ning objectives1. 具備建立和執(zhí)行支持公司戰(zhàn)略實(shí)施地績效管理體系能力和經(jīng)驗(yàn)Possess ing the ability and skills of sett ing up and impleme nting performa nce management system to support company s strategic implementation2. 具備

4、建立和執(zhí)行與公司經(jīng)營目標(biāo)匹配地績效管理制度地能力和經(jīng)驗(yàn)Possess ing the ability and skills of sett ing up and impleme nting performa nce man ageme nt system match ing compa ny s bus in ess goals3. 能根據(jù)公司地經(jīng)營需要設(shè)計實(shí)用和有效地績效指標(biāo)體系Desig ning practical and effective performa nce in dicators system accord ing to compa ny s bus in ess n eed

5、s4. 具備設(shè)計和指導(dǎo)推行有效地績效反饋和績效改進(jìn)計劃地技能和經(jīng)驗(yàn)Possessing skills and experience of designing, guiding and implementing performa nce feedback and performa nce improveme nt pla ns5. 能開發(fā)和使用有效地績效評估體系和方法Develop ing and appl ying effective performa nce appraisal system and methods6. 提升組織績效和員工績效Improving organizational

6、performance and staff s performance7. 通過績效管理提升公司地競爭力Enhancing company s competitiveness through performance management8. 通過績效與報酬地緊密配合，提升公司對優(yōu)秀人才地吸引力Enhancing compa ny s attract ion to excelle nt tale nts through the close comb in ati on of performa nce and compe nsati on培訓(xùn)特色Trai ning Features20%寸間進(jìn)行最

7、新績效管理管理知識分享，40%寸間進(jìn)行績效管理管理專家級技能培養(yǎng),40%時間為實(shí)操經(jīng)驗(yàn)養(yǎng)成和工作模擬訓(xùn)練20% of time for sharing the latest knowledge of performanee management。 40%for cultivating expert-level skills of performanee management。 40% for practicaloperation experience sharing, job sampling training才博績效管理專家勝任力特訓(xùn)營PHR-PM KCI training才博績效管理專家課

8、程勝任力結(jié)構(gòu)設(shè)計模型Desig ning model of PHR-PM KCIstructure第一層面：績效管理專員職位勝任力結(jié)構(gòu)The first level: specialist s KCI in PM1. 掌握績效管理指標(biāo)體系地制定與管理方法Masteri ng methods of sett ing up and man agi ng performa nce man ageme nt in dicators system2. 熟悉績效管理地流程Getti ng familiar with performa nce man ageme nt process3. 能解答企業(yè)員工一般

9、性績效管理問題Answering staff s general performance management questions4. 具績效管理例會安排能力與經(jīng)驗(yàn)Ability and experie nce of arra nging performa nce man ageme nt regular meet ings5. 定期績效管理報表編制能力與經(jīng)驗(yàn)Ability and experie nce of desig ning regular performa nce man ageme nt form6. 一般員工/工人級績效面談能力與經(jīng)驗(yàn)Ability and experie nee

10、 of gen eral staff and workers-level performa nee in terview7.部門/跨部門績效指標(biāo)執(zhí)行跟蹤能力與經(jīng)驗(yàn)s performanee indicatorsAbility and experie nee of impleme nti ng and track ing sector/cross-sector8.獎懲制度績效管理辦法制定與推行能力與經(jīng)驗(yàn)emAbility and experie nee of sett ing up and impleme nti ng performa nee man ageme nt methods of r

11、ewards and puni shme nt sysl9.獎金制度績效管理辦法制定與推行能力與經(jīng)驗(yàn)Ability and experie nee of sett ing up and impleme nting performa nee man ageme nt methods of bonu ses system10. 良好地表達(dá)能力和溝通能力Good expressi on and com mun icati on ability11. 良好地英文能力更佳(增加20-30%個人價值)Good En glish ( addi ng 20-30% in dividual value)12.

12、了解和掌握專業(yè)地績效管理名詞、系統(tǒng)理論s KCI in PMKnowing well and grasp ing professi onal terms of performa nee man ageme nt 第二層面：績效管理主管職位勝任力結(jié)構(gòu)The seco nd level: supervisor1. 績效指標(biāo)系統(tǒng)地建立與執(zhí)行能力與經(jīng)驗(yàn)Ability and experie nee of sett ing up and impleme nting performa nee in dicators system2. MBO績效指標(biāo)地分解能力與經(jīng)驗(yàn)Ability and experie n

13、ee of MBO performa nee in dicators decompositi on3. KPI績效指標(biāo)體系地分解能力與經(jīng)驗(yàn)s decompositionAbility and experie nee of KPI performa nee in dicators system4.績效指標(biāo)訂立技能培訓(xùn)地能力與經(jīng)驗(yàn)Ability and experie nee of performa nee in dicators sett ing skills training5.績效評估方法地選擇與設(shè)計能力與經(jīng)驗(yàn)Ability and experie nee of select ing and

14、 desig ning performa nee appraisal methods6.績效評估表地設(shè)計能力與經(jīng)驗(yàn)Ability and experie nee of desig ning performa nee appraisal form7.績效評估流程地建立與監(jiān)控能力與經(jīng)驗(yàn)Ability and experie nee of sett ing up and con trolli ng performa nee appraisal process8.中層管理人員績效評面談能力與經(jīng)驗(yàn)man agers performa nee in terviewAbility and experiene

15、e of middle9.具備績效面談技能培訓(xùn)地能力與經(jīng)驗(yàn)Ability and experie nee of performa nee in terview skills training10. 績效管理體系地實(shí)施能力與經(jīng)驗(yàn)Ability and experie nee of impleme nting performa nee man ageme nt system11. 具備傭金制度績效管理辦法地設(shè)計與推行能力與經(jīng)驗(yàn)Ability and experie nee of sett ing up and impleme nti ng commissi on system performa n

16、ee man ageme nt methods12. 具備績效管理體系地組織、實(shí)施能力與經(jīng)驗(yàn)Ability and experie nee of orga nizing and impleme nti ng performa nee man ageme nt system13. 具備績效管理問題診斷與解決能力與經(jīng)驗(yàn)Ability and experie nee of diag nosing and solvi ng performa nee man ageme nt problems14. 績效管理流程設(shè)計、管理與改善能力與經(jīng)驗(yàn)Ability and experie nee of setti

17、ng up, man agi ng and improvi ng performa nee man ageme nt process15. 具備績效管理地基礎(chǔ)系統(tǒng)知識Possess ing basic system kno wledge of performa nee man ageme nt16. 績效管理預(yù)算與業(yè)績管理能力與經(jīng)驗(yàn)Ability and experie nee of performa nee man ageme nt budget and performa nee man ageme nt17. 具良好地英文基礎(chǔ)更佳(會為你增值20%-30%)戰(zhàn)略性績效管理思考能力、具系統(tǒng)而

18、專業(yè)地PMS理論水平Thi nki ng ability of strategic performa nee man ageme nt, systematic and professi onal theory level of PMS 績效管理策略制定能力、與老板 /公司/部門經(jīng)理有效共息地能力Ability of sett ing up performa nee man ageme nt and gett ing along with boss/compa ny /departme nt man ager 績效管理目標(biāo)定立與溝通能力Ability of sett ing up and com

19、 mun icat ing performa nee man ageme nt objective4. MBOs/KPIs/BSCs績效管理體系建立與推行能力與經(jīng)驗(yàn)Ability and experie nee of setti ng up and impleme nting MBOs/KPIs/BSCs of PMS2.Better with good foun datio n in En glish ( addi ng 20-30% in dividual value) 第三層面：績效管理經(jīng)理 /總監(jiān)職位勝任力結(jié)構(gòu) The third level: manager/director s K

20、CI in PM 1.5. 有效績效指標(biāo)體系設(shè)計、推行能力與經(jīng)驗(yàn)Ability and experie nee of setti ng up and impleme nti ng effective performa nee in dicators system6. 有效績效評估體系設(shè)計、推行能力與經(jīng)驗(yàn)Ability and experie nee of setti ng up and impleme nti ng effective performa nee appraisal system7. 有效績效管理動力機(jī)制建立、推行能力與經(jīng)驗(yàn)Ability and experie nee of s

21、etti ng up and impleme nti ng effective performa nee man ageme nt impetus mecha nism8. 主持績效管理導(dǎo)入訓(xùn)練地能力與經(jīng)驗(yàn)Ability and experie nee of host ing performa nee man ageme nt in troduci ng training9. 主持中高層人員績效管理面談能力與經(jīng)驗(yàn)Ability and experie nee of hosti ng middle and high level staff s performa nee man ageme nt

22、in terview10. 績效管理指標(biāo)庫建立與指導(dǎo)、執(zhí)行能力與經(jīng)驗(yàn)Ability and experie nee of sett ing up ,guid ing and impleme nti ng performa nee man ageme nt in dicators11. 績效管理成本預(yù)算、管理能力與經(jīng)驗(yàn)Ability and experienee of performanee management costs budget and management培訓(xùn)時間Trai ning Time共二天Two days in total培訓(xùn)地點(diǎn)Trai ning loeati onGood

23、eareer人力資源管理專家培訓(xùn)中心（廣州總部）Goodeareer huma n resources man ageme nt experts Training Cen ter中午用餐AA制原則培訓(xùn)費(fèi)用Trai ningCosts人民幣3,800元/人.2天，含Goodeareer人力資源專家團(tuán)開發(fā)地培訓(xùn)教材1套、培訓(xùn)費(fèi)和績效管理專家證書費(fèi) .RMB 3800 Yuan each pers on 2 days in eludi ng 1 set of training series, training fee and the fee ofPHR-PMeertifieate.才博-密斯根：外資

24、/合資企業(yè)人力資源經(jīng)理/總監(jiān)職位勝任力特訓(xùn)營學(xué)員、才博人事部一 美國ACI :國際職業(yè)資格注冊人力資源經(jīng)理/執(zhí)行官認(rèn)證學(xué)員（證書由人事部和美國ACI認(rèn)證機(jī)構(gòu)頒發(fā)）及其所在企業(yè)、Goodeareer客戶和有兩人以上報名地企業(yè)可獲9.5折優(yōu)惠！5% disco unt will be give n to those such as train ees ofCPM-HRMrai nees ofCHRM/CHRMBai ning Series issued by Personnel Departme nt and ACI and their en terprises, Goodeareer elie

25、nts and the en terprises where 2 people register the course.適合人員Trai ning Targets1. 企業(yè)負(fù)責(zé)績效管理人員Pers onnel tak ing charge of performa nee man ageme nt2. 企業(yè)人力資源管理人員Huma n Resources Man ageme nt pers onnel of the en terprise3. 企業(yè)中高層管理人員和老板Senior man ageme nt pers onnel and boss of the en terprises4. 有志于

26、成為績效管理專豕者People willi ng to be an expert in performa nee man ageme nt課程模塊CourseModule模塊一：績效管理策略定位與激勵性績效管理體系地創(chuàng)建實(shí)務(wù)Practice of setti ng up PMS and motivati ng PMS模塊二：開發(fā)和應(yīng)用有效地績效指標(biāo)體系一MBO KPI和BSC績效指標(biāo)體系Developi ng and praetiei ng effective PIS and appraisal methods MBO,KPI and BSC PTS模塊三：開發(fā)和應(yīng)用有效地績效評估體系實(shí)務(wù)De

27、velop ing and praetiei ng effective performa nee appraisal system模塊四：績效面談、績效改進(jìn)和績效反饋技能Skills of performa nee in terview, performa nee improveme nt and performa nee feedback學(xué)員福利Trainees Ben efits1. 獲頒發(fā)績效管理專家證書Obtai ning certificate ofPHR-PM2. 成為Goodeareer終身會員，享受會員“十大收益”（詳情請登閱本公司網(wǎng)站查閱）Beco ming Goodeare

28、er lifelo ng member and enjoying the“10 Ben efits ” （Please visitour website to get the details）3. 免費(fèi)成為才博會員Beco ming member of Goodeareer HR Party for free4. 9折參加Goodeareer年度人力資源管理咼峰論壇Gett ing 10% disco unt for Goodeareer annual Huma n Resources Man ageme nt Summit Forum培訓(xùn)課程安排第一天 the first dayCourse

29、上午am.下午pm.Arran geme nt模塊一：績效管理策略定位與激勵性績效模塊二：開發(fā)和應(yīng)用有效地績效指標(biāo)體系一具體培訓(xùn)內(nèi)容每管理體系地創(chuàng)建實(shí)務(wù)MBO KPI和BSC績效指標(biāo)體系班會根據(jù)學(xué)員實(shí)Practice of sett ing up performa nee man ageme ntDevelop ing and practici ng effective performa nee際情況有所修，strategy and motivati ng performa nee man ageme nin dicators system and appraisal methodsMBO,K

30、PI以導(dǎo)師實(shí)際上課systemand BSC performa nee in dicators system內(nèi)容為準(zhǔn)！案例研討：令人沮喪地年度調(diào)薪績效評估案例研討：獎懲標(biāo)準(zhǔn)或是績效指標(biāo)Trai ningCase study: frustrati ngperforma neeCase study: rewards and puni shme ntcontent willappraisalofannualsalarysta ndards or performa nee in dicatorsbe changedadjustme nt經(jīng)驗(yàn)分享：業(yè)績導(dǎo)向地績效指標(biāo)體系accord ing to經(jīng)驗(yàn)分享

31、：業(yè)績導(dǎo)向地績效管理體系Shari ng experie nee: performa nce-orie nted PMSthe tra in eesShari ng experie nee: performa nce-orie nted PMS 目標(biāo)與標(biāo)準(zhǔn)con diti on and激勵與績效管理Objectives and sta ndardsit will beMotivati onandperforma nee實(shí)操技能訓(xùn)練：制定目標(biāo)與標(biāo)準(zhǔn)subject to theman ageme ntPactica epaation skills: stting ipcbectives andtu

32、tors企業(yè)目標(biāo)/戰(zhàn)略與績效管理目標(biāo)staniadsEnterprise objective/strategy/PM objective建立SMARTA指標(biāo)體系績效管理體系地選擇技巧Setti ng up SMATRA in dicators systemSkills and arts of selecting PMS實(shí)操技能訓(xùn)練：建立培訓(xùn)經(jīng)理地SMARTA指標(biāo)MBOs, KPIs和BSCs績效管理體系Setti ng up SMATRA in dicators for trai ningPMS of MBOs, KPIs and BSCsman ager實(shí)操技能訓(xùn)練：選擇匹配地績效管理體系關(guān)

33、鍵纟貝效氾圍地確定技巧與方法Practicaloperati onskills:Skills and arts and methods of key performa neeselect ing match ing PMSrange績效指標(biāo)體系地選選技巧實(shí)操技能訓(xùn)練：找出研發(fā)經(jīng)理地關(guān)鍵業(yè)績范Skills of selecting PIS圍實(shí)操技能訓(xùn)練：選擇合適地指標(biāo)體系Practical operation skills: finding outPracticaloperati onskills:research manager s key performaneeselect ingappro

34、priatein dicatorsrangesystem建立公司、部門和個人地KPI指標(biāo)有效地績效管理體系建立實(shí)務(wù)Setting up company s, department s andPractice of setti ng up effective PMSin dividual KPI in dicators建立與公司經(jīng)營目標(biāo)匹配地績效管理制度工作模擬：定立關(guān)鍵績效指標(biāo)（KPI）Settingup PMS matching company sJob sampli ng: sett ing up KPIbus in ess goalsMBOs責(zé)效指標(biāo)開發(fā)實(shí)務(wù)績效管理制度實(shí)施技巧Pract

35、ice of develop ing MBOs performa neeSkills and arts of implementing PMSin dicators績效管理體系樣本分享KPIs績效指標(biāo)開發(fā)實(shí)務(wù)Shari ng samples of PMSPractice of develop ing KPIs performa nee工作模擬：制定有效地績效管理制度in dicatorsJob sampling:settingup effectiveBSCs績效指標(biāo)開發(fā)實(shí)務(wù)PMSPractice of develop ing BSCs performa nee案例研討：強(qiáng)生公司地360度評估C

36、ase study:Johnson&ohnson s all-in dicators培訓(xùn)員工地績效指標(biāo)定立技巧round evaluati onTraining staff s skills and arts of setting up績效管理制度熱點(diǎn)問題解答PIAn sweri ng hot issues of PMS經(jīng)驗(yàn)性練習(xí)：選擇有效績效評估方法Empirical experienee : selectingeffective performa nee appraisal methods案例研討：某公司決定不米用KPI指標(biāo)體系Case study: some compa ny decid

37、ed not totake the KPI in dicators system家庭作業(yè)：建立指標(biāo)體系Homework: sett ing up in dicators system第二天he sec ond day上午am.下午pm.模塊三：開發(fā)和應(yīng)用有效地績效評估體系實(shí)模塊四：績效面談、績效改進(jìn)和績效反饋技能務(wù)Skills of performa nee in terview, performa neeDevelop ingand Practici ngeffectiveimproveme nt and performa nee feedbackPerforma nee Appraisal

38、 System案例研討：不開心地被評估者和評估者案例研討：令人難以落筆地績效評估表Case study: a terrible performanee appraisal form經(jīng)驗(yàn)分享：定性評估與定量評估Shari ng experie nee: qualitativeevaluati onand qua ntitative evaluatio n建立有效地績效評估體系實(shí)務(wù)Practice ofsett ingup effectiveperforma nee appraisal system工作模擬：選擇正確地績效評估體系Jobsampli ng:select ingproperperfo

39、rma nee appraisal system案例研討：損害公司長遠(yuǎn)利益地評估體系Case study:damage evaluati onsystem of compa ny s alon g-term in terest開發(fā)和應(yīng)用有效地績效評估方法Developingand applying effectiveperforma nee appraisal methods經(jīng)驗(yàn)性練習(xí)：選擇有效績效評估方法Empirical practice: select ing effective performa nee appraisal methods建立匹配地評估流程Sett ing up mat

40、ch ing evaluati on process開發(fā)有效地績效評估表Develop ingeffectiveperforma neeappraisal form工作模擬：開發(fā)合適地績效評估表Jobsampli ng:develop ingproperperforma nee appraisal form案例研討：某公司決定不采用KPI評估體系Case study: some company decided not to take KPI evaluati on system經(jīng)驗(yàn)分享：評估制度和流程樣本分享Shari ngexperie nee:shari ng samplesof eval

41、uatio n system and process小組演練：建立公司地評估制度和評估流 程Exercising by group: setting up compariys evaluati on system and processCase study: un happy assessee and assessor經(jīng)驗(yàn)分享：激勵性績效反饋Shari ng experie nee: incen tive performa nee feedback績效面談流程設(shè)計Desig ning performa nee in terview process有效地績效面談技巧Skills and arts

42、 of effective performa neein terview實(shí)操技能演練：有效績效面談原則Practical operati on skills: effectiveprin ciples of performa nee in terview成功績效討論技能分享Shari ng skills and arts of successfulperforma nee建立和執(zhí)行激勵性績效反饋與績效改進(jìn)計劃Setti ng up and impleme nting incen tiveperforma nee feedback and performa nee improveme nt pl

43、a ns工作模擬：制定績效改進(jìn)計劃Job sampig : sett in g upperformance improvemnt pla ns有效避免績效面談?wù)`區(qū)Effectively avci dthe nnstakes in perfamneei ntervi ew案例研討：達(dá)成雙贏地績效面談Case study: reach ing wi n-win performa neein terview績效評估結(jié)果地應(yīng)用技巧Skills and arts of appl ying performa neeappraisal results建立業(yè)績導(dǎo)向地薪酬機(jī)制Sett ing up perfor

44、ma nce-orie ntedcompe nsati on mecha nism實(shí)操技能演練：建立激勵性地業(yè)績反饋計劃Practical operati on skills: sett ing upincen tive performa nee feedback pla n經(jīng)驗(yàn)分享：如何把員工地業(yè)績與員工地報酬緊密聯(lián)系起來Shari ng experie nee: how to conn ect staff s performanee to staff s compensation closely 績效管理熱點(diǎn)問題研討Discussi on about hot issues on perfo

45、rma nee man ageme nt首席培訓(xùn) 導(dǎo)師簡介BriefIn troduct ion to Chief Trai ningCoacher陳建志導(dǎo)師(Depew Chen)：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； 力資源碩士、心理學(xué)博士.20多年大型外資、合資、國營和民營企業(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)會會長；知名培訓(xùn)品牌：才博一一密斯根：外資合資企業(yè)HR經(jīng)理/總監(jiān)勝任力特訓(xùn)營首席設(shè)計師和首席培訓(xùn)導(dǎo)師；美國認(rèn)證協(xié)會(ACI)授權(quán)導(dǎo)師，美國ACI :國際職業(yè)資格注冊HR經(jīng)理、執(zhí)行官認(rèn)認(rèn)證廣州區(qū)首席培

46、訓(xùn)導(dǎo)師；GEPMS全球企業(yè)績效電子管理系統(tǒng))首席設(shè)計師和顧問師；才博咨詢集團(tuán)戰(zhàn)略和人力 資源首席顧問.Depew Chen, senior stre ngth strategy impleme ntati on con sult, HR man ageme nt con sult ing and tra ining expert。 Master of HR, Doctor of Psychology. 20 years ofworking experienee as HRD or above in large-scale foreign, joint ventures, state-owned

47、 and private en terprises. Mr. Chen has bee n the HR trainingcoacher of Alca ntaIntern ati onal Busin ess Educati on Training Cen ter. Curre ntly, he is the Preside nt of New Cen tury HR Man ageme nt Associati on( pure academic non-profit professi onal Orga ni zati on)。Chief desig ner and chief trai

48、 ning coacher of the well-k nown trai ning brand Goodcareer-Michigan:CPM-HRTraining Series。 Authorized coacher of American CertificationIn stituti on (ACI )。 Senior training coacher of Intern ati onal Professi onal Qualificati on Registered HR Man ageme nt Series Certificati on issued by America nCe

49、rtification Institution(ACI) in Guangzhou area GEPMS(Global Electro nic Performa nee Ma nageme nt System) con sulta nt of Goodcareer Con suit ing Group.陳建志導(dǎo)師長期專注于人力資源管理理論地研究和應(yīng)用實(shí)踐Chief desig ner and con sulta nt of 。Chief strategy and HR,以20年地人力資源管理實(shí)戰(zhàn)經(jīng)驗(yàn) 和8年地人力資源培訓(xùn)和工程服務(wù)經(jīng)驗(yàn)同國際現(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

50、管理職位所需勝任力（KCI HRM結(jié)構(gòu)為訓(xùn)練目標(biāo)地實(shí)戰(zhàn)型人力資源培訓(xùn)課程系列，成為一名知名地實(shí)戰(zhàn)型人力資源管理專家、人力資源培訓(xùn)專家、人力資源工程服務(wù)專家和領(lǐng)先地人力資 源課題研究者.其中開發(fā)地實(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)理級以上職位勝任力結(jié)構(gòu)設(shè)計地八個級別系列訓(xùn)練課程，共128個HR專業(yè)模塊；PHR系列（外訓(xùn)培訓(xùn)系列）一一根據(jù)人力資源管理專家級勝任力結(jié)構(gòu)設(shè)計地四個級 別系列培訓(xùn)課程，共24個專業(yè)模塊；MHF列（內(nèi)訓(xùn)培訓(xùn)系列）一根據(jù)企業(yè)中高層管理人員管理勝任 力結(jié)構(gòu)設(shè)計地非人力資源管理者地人力資源管理技能培訓(xùn)課程，四個級別共2

51、6個專業(yè)模塊等.a long term. By combining20 years of human resourcesinternationalmodern human resourcesstre ngthHR man ageme nt tra iningcoursesgoal. He has been a well-knownstrengthDepew Chen has bee n kept focus ing on huma n resources man ageme nt theory research formanagement experieneewithmanagement th

52、eory, Mr. Chen has established series with HR management ability as training strategyimplementationexpert 、 HR managementexpert 、 HR training expert, HR project service expert and leading HR issue researcher. The stre ngth HR trai ning courses are: CPM HR series (external trai ning series) desig ned

53、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) desig ned accord ing to HR man ageme nt expert-level ability structure4-levelseries of training courses, a total of 2

54、4 professional modules 。MHR series(internaltraining 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 pers on ability structural desig n.想了解更多由陳導(dǎo)師主導(dǎo)設(shè)計地實(shí)戰(zhàn)型人力資源管理勝任力培訓(xùn)課程模塊(共3千多個)或下載部份課程模塊

55、請與陳導(dǎo)師聯(lián)系.到目前為止，陳建志導(dǎo)師在全國已開辦了人力資源管理勝任力系列 訓(xùn)練班470多期；現(xiàn)已接受了陳導(dǎo)師培訓(xùn)地學(xué)員來自：友邦、德士活、漢高、中美史克、用友、亨 氏集團(tuán)、頂新控股、中國電信、依利安達(dá)、聯(lián)泰集團(tuán)、溢達(dá)集團(tuán)、天安保險、柯尼卡、正大康地、 震雄集團(tuán)、奧林巴斯、麥當(dāng)勞、永大光通信、易初蓮花超市、保世高、海信集團(tuán)、廣東環(huán)球?qū)拵А?廣日電梯、得煌科技等二千多家企業(yè)，全國培育和發(fā)展了三千多名人力資源主管/經(jīng)理/總監(jiān)級或以上職位地人力資源管理專才.100%地學(xué)員在短期內(nèi)實(shí)現(xiàn)有個人職業(yè)地突破性發(fā)展；其中35%地學(xué)員已進(jìn)入了大型外資企業(yè)和國內(nèi)外500強(qiáng)企業(yè)，月薪為人8000 25000元(如要索取學(xué)員聯(lián)系電話請與陳導(dǎo)師聯(lián)系).在新地一年陳導(dǎo)師將會更廣泛地專注于培育和發(fā)展更多實(shí)戰(zhàn)型人力資源管理專家地 工作,造就更多具備月薪10000元至30000元能力地人力資源管理白領(lǐng)/金領(lǐng)一族To know more stre ngth HR man ageme nt ability trai ning course modules (over 3 thousa nd totally)