才博績(jī)效管理專家勝任力特訓(xùn)營(yíng)(人力資源績(jī)效管理課程)

1、G o o d c a r e e r ( 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-Professional organization focus on cultivating and developing strength HR professionals 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(jī)效管理專家勝任力特訓(xùn)營(yíng)PHR-PM培訓(xùn)收益Training Benefits企業(yè)： 1, 提升公司和員工地績(jī)效, 增強(qiáng)公司地贏利能力和競(jìng)爭(zhēng)能力Enterprise:Improving company and s

2、taff s performance, enhancing companys profitability and competitiveness2,提升企業(yè)地投資回報(bào)率、有效吸引和留住高素質(zhì)員工Improving companys return on investment, effectively attracting and keeping high-quality staff 受訓(xùn)員工： 1, 獲得績(jī)效管理地專家級(jí)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(jìng)爭(zhēng)力Trainees:Obtaining the expert-levelskillsin performance manag

3、ement,acceleratingselfcareer developmentpace and effectively enhancing career competitiveness培訓(xùn)目標(biāo)Training objectives1. 具備建立和執(zhí)行支持公司戰(zhàn)略實(shí)施地績(jī)效管理體系能力和經(jīng)驗(yàn)Possessing the ability and skills of setting up and implementing performance management system to support company s strategic implementation2. 具備建立和執(zhí)行與公司經(jīng)

4、營(yíng)目標(biāo)匹配地績(jī)效管理制度地能力和經(jīng)驗(yàn)Possessing the ability and skills of setting up and implementing performance management system matching company s business goals3. 能根據(jù)公司地經(jīng)營(yíng)需要設(shè)計(jì)實(shí)用和有效地績(jī)效指標(biāo)體系Designing practical and effective performance indicators system according to company s business needs4. 具備設(shè)計(jì)和指導(dǎo)推行有效地績(jī)效反饋和績(jī)效改進(jìn)計(jì)劃

5、地技能和經(jīng)驗(yàn)Possessing skills and experience of designing, guiding and implementing performance feedback and performance improvement plans5. 能開發(fā)和使用有效地績(jī)效評(píng)估體系和方法Developing and applying effective performance appraisal system and methods6. 提升組織績(jī)效和員工績(jī)效Improving organizational performance and staffs performance

6、7. 通過績(jī)效管理提升公司地競(jìng)爭(zhēng)力Enhancing company s competitiveness through performance management8. 通過績(jī)效與報(bào)酬地緊密配合 , 提升公司對(duì)優(yōu)秀人才地吸引力Enhancing company s attraction to excellent talents through the close combination of performance and compensation培訓(xùn)特色20%時(shí)間進(jìn)行最新績(jī)效管理管理知識(shí)分享,40%時(shí)間進(jìn)行績(jī)效管理管理專家級(jí)技能培養(yǎng),40%Training時(shí)間為實(shí)操經(jīng)驗(yàn)養(yǎng)成和工作模擬訓(xùn)練.

7、Features20% of time for sharing the latest knowledge of performance management; 40% forcultivating expert-level skills of performance management; 40% forpractical operationexperience sharing, job sampling training才博績(jī)效管理專家勝任力特訓(xùn)營(yíng)PHR-PM KCI training才博績(jī)效管理專家課程勝任力結(jié)構(gòu)設(shè)計(jì)模型Designing model ofPHR-PM KCIstructu

8、re第一層面：績(jī)效管理專員職位勝任力結(jié)構(gòu)The first level: specialists KCI inPM1. 掌握績(jī)效管理指標(biāo)體系地制定與管理方法Mastering methods of setting up and managing performance management indicators system2. 熟悉績(jī)效管理地流程Getting familiar with performance management process3. 能解答企業(yè)員工一般性績(jī)效管理問題Answering staff s general performance management quest

9、ions4. 具績(jī)效管理例會(huì)安排能力與經(jīng)驗(yàn)Ability and experience of arranging performance management regular meetings5. 定期績(jī)效管理報(bào)表編制能力與經(jīng)驗(yàn)Ability and experience of designing regular performance management form 6. 一般員工 / 工人級(jí)績(jī)效面談能力與經(jīng)驗(yàn)1Ability and experience of general staff and workers-level performance interview7. 部門 / 跨部門績(jī)

10、效指標(biāo)執(zhí)行跟蹤能力與經(jīng)驗(yàn)Ability and experience of implementing and tracking sector/cross-sector s performance indicators8. 獎(jiǎng)懲制度績(jī)效管理辦法制定與推行能力與經(jīng)驗(yàn)Ability and experience of setting up and implementing performance management methods of rewards and punishment system9. 獎(jiǎng)金制度績(jī)效管理辦法制定與推行能力與經(jīng)驗(yàn)Ability and experience of set

11、ting up and implementing performance management methods of bonuses system10. 良好地表達(dá)能力和溝通能力Good expression and communication ability11. 良好地英文能力更佳 ( 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)地績(jī)效管理名詞、系統(tǒng)理論Knowing well and grasping professional terms of performance management

12、第二層面：績(jī)效管理主管職位勝任力結(jié)構(gòu)The second level: supervisor s KCI in PM1. 績(jī)效指標(biāo)系統(tǒng)地建立與執(zhí)行能力與經(jīng)驗(yàn)Ability and experience of setting up and implementing performance indicators system2. MBO 績(jī)效指標(biāo)地分解能力與經(jīng)驗(yàn)Ability and experience of MBO performance indicators decomposition3. KPI 績(jī)效指標(biāo)體系地分解能力與經(jīng)驗(yàn)Ability and experience of KPI per

13、formance indicators system s decomposition4. 績(jī)效指標(biāo)訂立技能培訓(xùn)地能力與經(jīng)驗(yàn)Ability and experience of performance indicators setting skills training5. 績(jī)效評(píng)估方法地選擇與設(shè)計(jì)能力與經(jīng)驗(yàn)Ability and experience of selecting and designing performance appraisal methods6. 績(jī)效評(píng)估表地設(shè)計(jì)能力與經(jīng)驗(yàn)Ability and experience of designing performance appr

14、aisal form7. 績(jī)效評(píng)估流程地建立與監(jiān)控能力與經(jīng)驗(yàn)Ability and experience of setting up and controlling performance appraisal process8. 中層管理人員績(jī)效評(píng)面談能力與經(jīng)驗(yàn)Ability and experience of middlemanagers performance interview9. 具備績(jī)效面談技能培訓(xùn)地能力與經(jīng)驗(yàn)Ability and experience of performance interview skills training10. 績(jī)效管理體系地實(shí)施能力與經(jīng)驗(yàn)Ability

15、 and experience of implementing performance management system11. 具備傭金制度績(jī)效管理辦法地設(shè)計(jì)與推行能力與經(jīng)驗(yàn)Ability and experience of setting up and implementing commission system performance management methods12. 具備績(jī)效管理體系地組織、實(shí)施能力與經(jīng)驗(yàn)Ability and experience of organizing and implementing performance management system13.

16、具備績(jī)效管理問題診斷與解決能力與經(jīng)驗(yàn)Ability and experience of diagnosing and solving performance management problems14. 績(jī)效管理流程設(shè)計(jì)、管理與改善能力與經(jīng)驗(yàn)Ability and experience of setting up, managing and improving performance management process15. 具備績(jī)效管理地基礎(chǔ)系統(tǒng)知識(shí)Possessing basic system knowledge of performance management16. 績(jī)效管理預(yù)算與業(yè)

17、績(jī)管理能力與經(jīng)驗(yàn)Ability and experience of performance management budget and performance management17. 具良好地英文基礎(chǔ)更佳 ( 會(huì)為你增值 20%-30%)Better with good foundation in English ( adding 20-30% individual value)第三層面：績(jī)效管理經(jīng)理 / 總監(jiān)職位勝任力結(jié)構(gòu)The third level: manager/director s KCI in PM1.戰(zhàn)略性績(jī)效管理思考能力、具系統(tǒng)而專業(yè)地PMS理論水平Thinking ab

18、ility of strategic performance management, systematic and professional theory level of PMS2.績(jī)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 setting up performance management and getting along with boss/company/department manager3. 績(jī)效管理目標(biāo)定立與溝通能力Ability of setting up and communicating performance managemen

19、t objective4. MBOs/KPIs/BSCs 績(jī)效管理體系建立與推行能力與經(jīng)驗(yàn)Ability and experience of setting up and implementing MBOs/KPIs/BSCs of PMS25. 有效績(jī)效指標(biāo)體系設(shè)計(jì)、推行能力與經(jīng)驗(yàn)Ability and experience of setting up and implementing effective performance indicators system6. 有效績(jī)效評(píng)估體系設(shè)計(jì)、推行能力與經(jīng)驗(yàn)Ability and experience of setting up and imp

20、lementing effective performance appraisal system7. 有效績(jī)效管理動(dòng)力機(jī)制建立、推行能力與經(jīng)驗(yàn)Ability and experience of setting up and implementing effective performance management impetusmechanism8. 主持績(jī)效管理導(dǎo)入訓(xùn)練地能力與經(jīng)驗(yàn)Ability and experience of hosting performance management introducing training9. 主持中高層人員績(jī)效管理面談能力與經(jīng)驗(yàn)Ability a

21、nd experience of hosting middle and high level staffs performance management interview10. 績(jī)效管理指標(biāo)庫(kù)建立與指導(dǎo)、執(zhí)行能力與經(jīng)驗(yàn)Ability and experience of setting up ,guiding and implementing performance management indicators11. 績(jī)效管理成本預(yù)算、管理能力與經(jīng)驗(yàn)Ability and experience of performance management costs budget and manageme

22、nt培訓(xùn)時(shí)間Training Time培訓(xùn)地點(diǎn) Training location 中午用餐培訓(xùn)費(fèi)用TrainingCosts適合人員TrainingTargets課程模塊CourseModule學(xué)員福利 Trainees Benefits培訓(xùn)課程安排Course共二天Two days in totalGoodcareer人力資源管理專家培訓(xùn)中心（廣州總部）Goodcareer human resources management experts Training CenterAA制原則人民幣 3,800 元 / 人 .2 天 ,含 Goodcareer 人力資源專家團(tuán)開發(fā)地培訓(xùn)教材 1 套、

23、培訓(xùn)費(fèi)和績(jī)效管理專家證書費(fèi) .RMB 3800 Yuan each person 2 days including 1 set of training series, training feeand the fee ofPHR-PM certificate.才博 -密斯根：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、才博人事部美國(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)名地企業(yè)可獲9.5 折優(yōu)惠！5% discount will be given to those such

24、 as trainees ofCPM-HRM, trainees ofCHRM/CHRMETraining Series issued by Personnel Department and ACI and their enterprises, Goodcareer clients and the enterprises where 2 people register the course.1. 企業(yè)負(fù)責(zé)績(jī)效管理人員Personnel taking charge of performance management2. 企業(yè)人力資源管理人員Human Resources Management p

25、ersonnel of the enterprise3. 企業(yè)中高層管理人員和老板Senior management personnel and boss of the enterprises4. 有志于成為績(jī)效管理專家者People willing to be an expert in performance management模塊一：績(jī)效管理策略定位與激勵(lì)性績(jī)效管理體系地創(chuàng)建實(shí)務(wù)Practice of setting up PMS and motivating PMS模塊二：開發(fā)和應(yīng)用有效地績(jī)效指標(biāo)體系MBO、 KPI 和 BSC績(jī)效指標(biāo)體系Developing and practici

26、ng effective PIS and appraisal methodsMBO,KPI and BSC PTS模塊三：開發(fā)和應(yīng)用有效地績(jī)效評(píng)估體系實(shí)務(wù)Developing and practicing effective performance appraisal system模塊四：績(jī)效面談、績(jī)效改進(jìn)和績(jī)效反饋技能Skills of performance interview, performance improvement and performance feedback1. 獲頒發(fā)績(jī)效管理專家證書Obtaining certificate ofPHR-PM2. 成為 Goodcare

27、er 終身會(huì)員 ,享受會(huì)員“十大收益”（詳情請(qǐng)登閱本公司網(wǎng)站查閱）Becoming Goodcareer lifelong member and enjoying the “10 Benefits ” (Please visit our website to get the details)3. 免費(fèi)成為才博 <<HR Party>> 會(huì)員Becoming member of Goodcareer HR Party for free4. 9 折參加 Goodcareer 年度人力資源管理高峰論壇Getting 10% discount for Goodcareer an

28、nual Human Resources Management Summit Forum 第一天 the first day上午 am.下午 pm.3Arrangement模塊一：績(jī)效管理策略定位與激勵(lì)性績(jī)效管模塊二：開發(fā)和應(yīng)用有效地績(jī)效指標(biāo)體系MBO、具體培訓(xùn)內(nèi)容每理體系地創(chuàng)建實(shí)務(wù)KPI 和 BSC績(jī)效指標(biāo)體系班會(huì)根據(jù)學(xué)員實(shí)Practice of setting up performance managementDeveloping and practicing effective performance際情況有所修 ,strategy and motivating performance

29、management indicators system and appraisal methods-MBO,KPI以導(dǎo)師實(shí)際上課systemand BSC performance indicators system內(nèi)容為準(zhǔn) !案例研討：令人沮喪地年度調(diào)薪績(jī)效評(píng)估案例研討：獎(jiǎng)懲標(biāo)準(zhǔn)或是績(jī)效指標(biāo)TrainingCasestudy:frustratingperformanceCase study: rewards and punishmentcontent willbeappraisal of annual salary adjustmentstandards or performance ind

30、icatorschanged經(jīng)驗(yàn)分享：業(yè)績(jī)導(dǎo)向地績(jī)效管理體系經(jīng)驗(yàn)分享：業(yè)績(jī)導(dǎo)向地績(jī)效指標(biāo)體系according toSharing experience: performance-oriented PMSSharing experience: performance-oriented PMSthe trainees激勵(lì)與績(jī)效管理目標(biāo)與標(biāo)準(zhǔn)condition andMotivationand performancemanagementObjectives and standardsit will be企業(yè)目標(biāo) / 戰(zhàn)略與績(jī)效管理目標(biāo)實(shí)操技能訓(xùn)練：制定目標(biāo)與標(biāo)準(zhǔn)subject to theEnte

31、rprise objective/strategy/PM objectivePracti cal operat ionskill s: setti ngupobj ectives andstandardstutors績(jī)效管理體系地選擇技巧建立 SMARTA指標(biāo)體系Skills and arts of selecting PMSSetting up SMATRA indicators system MBOs, KPIs 和 BSCs績(jī)效管理體系實(shí)操技能訓(xùn)練：建立培訓(xùn)經(jīng)理地SMARTA指標(biāo)PMS of MBOs, KPIs and BSCsSetting up SMATRA indicatorsf

32、ortraining manager實(shí)操技能訓(xùn)練：選擇匹配地績(jī)效管理體系關(guān)鍵績(jī)效范圍地確定技巧與方法Practicaloperationskills:selectingSkills and arts and methodsof key performance rangematching PMS實(shí)操技能訓(xùn)練： 找出研發(fā)經(jīng)理地關(guān)鍵業(yè)績(jī)范圍績(jī)效指標(biāo)體系地選選技巧Practical operation skills: finding outSkills of selecting PISresearch manager s key performance range實(shí)操技能訓(xùn)練：選擇合適地指標(biāo)體系建立公

33、司、部門和個(gè)人地KPI 指標(biāo)Practicaloperationskills:selectingSetting up company s, department s andappropriate indicators systemindividual KPI indicators有效地績(jī)效管理體系建立實(shí)務(wù)工作模擬：定立關(guān)鍵績(jī)效指標(biāo)（KPI ）Practice of setting up effective PMSJob sampling: setting up KPI建立與公司經(jīng)營(yíng)目標(biāo)匹配地績(jī)效管理制度MBOs績(jī)效指標(biāo)開發(fā)實(shí)務(wù)SettingupPMS matchingcompany sPrac

34、tice of developing MBOsperformanceindicatorsbusiness goals KPIs 績(jī)效指標(biāo)開發(fā)實(shí)務(wù)績(jī)效管理制度實(shí)施技巧Practice of developing KPIs performanceindicatorsSkills and arts of implementing PMSBSCs績(jī)效指標(biāo)開發(fā)實(shí)務(wù)績(jī)效管理體系樣本分享Practice of developing BSCsperformanceindicatorsSharing samples of PMS培訓(xùn)員工地績(jī)效指標(biāo)定立技巧工作模擬：制定有效地績(jī)效管理制度Training staf

35、f s skillsand artsof setting up PIJob sampling:settingup effective PMS經(jīng)驗(yàn)性練習(xí)：選擇有效績(jī)效評(píng)估方法案例研討：強(qiáng)生公司地360 度評(píng)估Empirical experience : selectingCase study: Johnson& Johnsons all-roundeffective performance appraisal methodsevaluation案例研討：某公司決定不采用KPI 指標(biāo)體系績(jī)效管理制度熱點(diǎn)問題解答Case study: some company decided not toA

36、nswering hot issues of PMStake the KPI indicators system家庭作業(yè)：建立指標(biāo)體系Homework: setting up indicators system第二天 the second day上午 am.下午 pm.模塊三：開發(fā)和應(yīng)用有效地績(jī)效評(píng)估體系實(shí)務(wù)模塊四：績(jī)效面談、績(jī)效改進(jìn)和績(jī)效反饋技能DevelopingandPracticingeffectiveSkills of performance interview, performancePerformance Appraisal Systemimprovement and perfo

37、rmance feedback案例研討：令人難以落筆地績(jī)效評(píng)估表案例研討：不開心地被評(píng)估者和評(píng)估者Casestudy:aterribleperformanceCase study: unhappyassessee and assessorappraisal form經(jīng)驗(yàn)分享：激勵(lì)性績(jī)效反饋經(jīng)驗(yàn)分享：定性評(píng)估與定量評(píng)估Sharing experience: incentive performancefeedbackSharing experience: qualitativeevaluation and績(jī)效面談流程設(shè)計(jì)quantitative evaluationDesigning perfor

38、mance interview process建立有效地績(jī)效評(píng)估體系實(shí)務(wù)有效地績(jī)效面談技巧Practiceofsettingup effectiveSkills andarts of effective performanceinterviewperformance appraisal system實(shí)操技能演練：有效績(jī)效面談原則工作模擬：選擇正確地績(jī)效評(píng)估體系Practical operation skills: effectiveJobsampling:selectingproperprinciples of performance interview4首席培訓(xùn)導(dǎo)師簡(jiǎn)介BriefIntrod

39、uctionto ChiefTrainingCoacherperformance appraisal system成功績(jī)效討論技能分享案例研討：損害公司長(zhǎng)遠(yuǎn)利益地評(píng)估體系Sharing skills and arts of successfulCase study: damage evaluationsystemperformanceof company s along-term interest建立和執(zhí)行激勵(lì)性績(jī)效反饋與績(jī)效改進(jìn)計(jì)劃開發(fā)和應(yīng)用有效地績(jī)效評(píng)估方法Setting up and implementing incentive performanceDevelopingandapply

40、ingeffectivefeedback and performance improvement plansperformance appraisal methods工作模擬：制定績(jī)效改進(jìn)計(jì)劃經(jīng)驗(yàn)性練習(xí)：選擇有效績(jī)效評(píng)估方法Jobsampling : settin g upperf ormance improvement plansEmpiricalpractice:selectingeffective有效避免績(jī)效面談?wù)`區(qū)performance appraisal methodsEf fecti vel y avoid the mi stakes in performance i nt erv

41、iew建立匹配地評(píng)估流程案例研討：達(dá)成雙贏地績(jī)效面談Setting up matching evaluation processCasestudy: reaching win-win performanceinterview開發(fā)有效地績(jī)效評(píng)估表績(jī)效評(píng)估結(jié)果地應(yīng)用技巧DevelopingeffectiveperformanceSkills and arts of applying performanceappraisal formappraisal results工作模擬：開發(fā)合適地績(jī)效評(píng)估表建立業(yè)績(jī)導(dǎo)向地薪酬機(jī)制Jobsampling:developingproperSetting up pe

42、rformance-orientedperformance appraisal formcompensation mechanism案例研討： 某公司決定不采用 KPI 評(píng)估體系實(shí)操技能演練：建立激勵(lì)性地業(yè)績(jī)反饋計(jì)劃Case study: some company decided not toPractical operation skills: setting uptake KPI evaluation systemincentive performance feedback plan經(jīng)驗(yàn)分享：評(píng)估制度和流程樣本分享經(jīng)驗(yàn)分享：如何把員工地業(yè)績(jī)與員工地報(bào)酬緊Sharing experience

43、: sharing samples of密聯(lián)系起來(lái)evaluation system and processSharing experience: how to connect staff s小組演練：建立公司地評(píng)估制度和評(píng)估流程performance to staff s compensation closelyExercisingby group: settingup companys績(jī)效管理熱點(diǎn)問題研討evaluation system and processDiscussionabouthot issues on performancemanagement陳建志導(dǎo)師 （ Depew C

44、hen）：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(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：才博密斯根：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)師和顧問師；才博咨詢集團(tuán)戰(zhàn)略和人力資源首席顧問 .Depew Chen,seniorstrength

45、strategyimplementationconsult,HR management consultingand training expert; Master of HR, Doctor of Psychology. 20 years of working experience asHRD or above in large-scale foreign, joint ventures, state-owned and private enterprises.Mr. Chen has been theHRtrainingcoacherof AlcantaInternationalBusine

46、ssEducationTrainingCenter.Currently,he isthePresidentofNewCenturyHR Management Association(pureacademicnon-profit professional Organization); Chief designer and chief training coacher of thewell-known trainingbrand Goodcareer-Michigan:CPM-HRTrainingSeries;Authorizedcoacherof American Certification I

47、nstitution（ ACI） ; Senior training coacher of InternationalProfessionalQualificationRegisteredHR Management SeriesCertificationissuedby AmericanCertification Institution（ ACI）in Guangzhou area; Chief designer and consultant ofGEPMS(Global Electronic Performance Management System); Chief strategy and

48、 HR consultantof Goodcareer Consulting Group.陳建志導(dǎo)師長(zhǎng)期專注于人力資源管理理論地研究和應(yīng)用實(shí)踐,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)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、人力資源項(xiàng)目服務(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(jí)以上職位勝任力結(jié)構(gòu)設(shè)計(jì)

49、地八個(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)地四個(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)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(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 along term. By combining20 yearsof human resources managem

50、ent experiencewith internationalmodern human resources management theory, Mr. Chen has established strength HR managementtrainingcoursesserieswithHR management abilityas traininggoal. He has been a well-knownstrengthstrategyimplementationexpert 、HRmanagement expert、HRtrainingexpert,HRprojectservice expert and leading HR issue researcher. The strength HR training courses are: CPM HR series(externaltrainingseries)designedaccordingtoabilitystructureofHRmanagement manager level or above- a total of 8- level series trainin