《企業(yè)人力資源管理專(zhuān)家勝任力證書(shū)培訓(xùn)系列（PHR）之 招聘、甄選和配置專(zhuān)家勝任力特訓(xùn)營(yíng)》課程詳情
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培訓(xùn)目標(biāo)
Training Objectives
1.實(shí)施有效的招聘、甄選和配置；及時(shí)地為企業(yè)獲取和甄選到合格的候選人，匹配企業(yè)的
略和業(yè)務(wù)發(fā)展需要，增強(qiáng)企業(yè)的贏利能力的競(jìng)爭(zhēng)能力。
Implementing effective recruiting, selecting and placing; selecting suitable candidates for enterprises in time matching the strategy and business development needs of the enterprises to strengthen profitability and competitiveness.
2.實(shí)現(xiàn)比競(jìng)爭(zhēng)對(duì)手低的招聘和甄選成本，幫助企業(yè)形成和維持低成本優(yōu)勢(shì)。
Realizing lower recruiting and selecting cost than competitors to help enterprises form and maintain advantage
of low cost
3.有效地吸引匹配的候選人；具有比競(jìng)爭(zhēng)對(duì)手優(yōu)勝的有效的招聘渠道。
Effectively attracting matched candidates; possessing better recruiting channel than competitors.
4.幫助留住員工。
Helping retain the employees.
5.幫助企業(yè)形成一支高素質(zhì)且具競(jìng)爭(zhēng)力的員工隊(duì)伍。
Helping the enterprises form a qualified and competitive workforce.
培訓(xùn)特色Training Features
20%時(shí)間進(jìn)行最新招聘和甄選知識(shí)/技術(shù)分享，40%時(shí)間進(jìn)行招聘和甄選專(zhuān)家級(jí)技能培養(yǎng)和訓(xùn)練，40%時(shí)間為實(shí)操經(jīng)驗(yàn)分享和工作模擬訓(xùn)練。
一層面：招聘、甄選和配置管理專(zhuān)員職位勝任力結(jié)構(gòu) The first level: specialist’s KCI in recruiting, selecting and placement
1.員工招聘流程管理能力與經(jīng)驗(yàn)
Management ability and experience of employees’ recruiting process
2.工人級(jí)、文員級(jí)員工招聘渠道管理能力與經(jīng)驗(yàn)
Management ability and experience of worker-level and clerk-level employees’ recruiting channel
3.指導(dǎo)應(yīng)聘者申請(qǐng)表填寫(xiě)的能力與經(jīng)驗(yàn)
Ability and experience of guiding applicants to fill in application forms
4.工人級(jí)和文員級(jí)的初試能力與經(jīng)驗(yàn)
Ability and experience of worker-level and clerk-level employees’ first interview
5.測(cè)試、考試甄選安排能力與經(jīng)驗(yàn)
Ability and experience of testing, selecting arrangement
6.具備候選人的聯(lián)系、溝通能力與經(jīng)驗(yàn)
Possessing ability and experience to contact and communicate with candidates
7.現(xiàn)場(chǎng)招聘活動(dòng)的安排與管理能力與經(jīng)驗(yàn)
Ability and experience to arrange and manage on-site recruiting activities
8.網(wǎng)絡(luò)招聘管理能力與經(jīng)驗(yàn)
Management ability and experience of online recruiting
9.員工入職安排管理能力與經(jīng)驗(yàn)
Management ability and experience of arranging employees’ appointment
10.員工檔案管理能力與經(jīng)驗(yàn)
Ability and experience to manage employees’ files
11.月度/季度/年度招聘總結(jié)報(bào)告編寫(xiě)能力與經(jīng)驗(yàn)
Ability and experience to work out monthly/quarterly / annual recruitment summary report
12.具良好的英文基礎(chǔ)更佳(會(huì)為你增值20%-30%)
Possessing good English ( adding 20%-30% individual value)
第二層面：招聘、甄選和配置管理主管職位勝任力結(jié)構(gòu) The second level: supervisor’s KCI in recruiting, selecting and placemnt
1.年度招聘計(jì)劃的實(shí)施能力與經(jīng)驗(yàn)
Implementation ability and experience of annual recruiting plan
2.有效外部人才供應(yīng)渠道開(kāi)發(fā)與管理能力與經(jīng)驗(yàn)
Ability and experience to develop and manage effective external talent supply channel
3.有效招聘廣告設(shè)計(jì)與應(yīng)用能力與經(jīng)驗(yàn)
Applying Ability and experience to design effective recruiting advertisement
4.獵頭渠道、媒體渠道的選擇與管理能力與經(jīng)驗(yàn)
Management ability and experience to select and manage headhunting channel and media channel
5.現(xiàn)場(chǎng)招聘、校園招聘策劃能力與經(jīng)驗(yàn)
Planning ability and experience of on-site recruiting and school recruiting
6.外部人力市場(chǎng)分析、總結(jié)能力與經(jīng)驗(yàn)
Ability and experience to analyze and summarize external human resource market
7.內(nèi)部人力盤(pán)點(diǎn)、人才庫(kù)建立與管理能力與經(jīng)驗(yàn)
Management ability and experience to internal manpower inventory, build up talent pool
8.內(nèi)部招聘策劃、管理能力與經(jīng)驗(yàn)
Management ability and experience to plan internal recruiting
9.管理培訓(xùn)生內(nèi)部人才供給系統(tǒng)的制度、管理能力與經(jīng)驗(yàn)
System of managing trainees’ internal talent supply, management ability and experience
10.非正式配置內(nèi)部招聘計(jì)劃設(shè)計(jì)、管理能力與經(jīng)驗(yàn)
Management ability and experience to design internal recruiting plan of informal placing
11.有效測(cè)試技術(shù)的開(kāi)發(fā)、應(yīng)用能力與經(jīng)驗(yàn)
Development of effective testing technology, application ability and experience
12.有效預(yù)測(cè)員工將來(lái)業(yè)績(jī)技術(shù)開(kāi)發(fā)、應(yīng)用能力與經(jīng)驗(yàn)
Technology development of effectively forecasting the employees’ future performance, application ability and experience
13.結(jié)構(gòu)化面試設(shè)計(jì)、應(yīng)用能力與經(jīng)驗(yàn)
Structural interview planning, application ability and experience
14.集體面試設(shè)計(jì)、應(yīng)用能力與經(jīng)驗(yàn)
Group interview planning, application ability and experience
15.測(cè)試中心甄選技術(shù)應(yīng)用能力與經(jīng)驗(yàn)
Application ability and experience in selecting technique of testing center
16.背景調(diào)查甄選辦法的應(yīng)用能力與經(jīng)驗(yàn)
Application ability and experience in selecting method of background investigation
17.有效主持主管/技術(shù)級(jí)別員工初試能力與經(jīng)驗(yàn)
Ability and experience to effectively host the supervisor/ technology-level employees’ first interview
18.具良好的英文基礎(chǔ)更佳(會(huì)為你增值20%-30%)
Possessing good English( adding 20%-30% individual value)
第三層面：招聘、甄選和配置管理經(jīng)理/總監(jiān)職位勝任力結(jié)構(gòu)
The third level: manager/director’s KCI in recruiting, selecting and placing
1.戰(zhàn)略性人力供給管理思考能力、具系統(tǒng)而專(zhuān)業(yè)的R&S理論水平
Thinking ability of managing strategic HR supply, possessing systematic and professional R&S theory level
2.人才資源策略制定、與老板/公司/部門(mén)經(jīng)理有效共息的能力
Ability to make HR strategy and communicate with boss/enterprises/department managers
3.人力資源供給體系目標(biāo)定立與溝通能力
Target localization and communication ability of HR supplying system
4.目標(biāo)導(dǎo)向/戰(zhàn)略導(dǎo)向的人力資源規(guī)劃能力與經(jīng)驗(yàn)
Designing ability and experience of target-oriented/strategy-oriented HR
5.外部人才庫(kù)建立、管理能力與經(jīng)驗(yàn)
Management ability and experience to build up external talent pool
6.內(nèi)部人才供給制度/體系建立、管理能力與經(jīng)驗(yàn)
Management ability and experience to build up the regulation/system of talent supply
7.繼任人計(jì)劃的制定、實(shí)施與管理能力與經(jīng)驗(yàn)
Management ability and experience to make implement successor plan
8.測(cè)試價(jià)中心甄選技術(shù)的開(kāi)發(fā)、應(yīng)用能力與經(jīng)驗(yàn)
Application ability and experience to develop selecting techniques of testing center
9.主持主管級(jí)以上候選人面試能力與經(jīng)驗(yàn)
Ability and experience to host candidate interview of supervisor
10.招聘、配置政策/制度設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Promotion ability and experience to design recruiting, placing policy/system
11.主管級(jí)以上面試問(wèn)題設(shè)計(jì)、應(yīng)用能力與經(jīng)驗(yàn)
Application ability and experience to design interviewing questions of supervisors,
12.跨國(guó)人才招聘策劃、實(shí)施能力與經(jīng)驗(yàn)
Implementation ability and experience to design international talent recruiting
13.特殊招聘渠道開(kāi)發(fā)、應(yīng)用能力與經(jīng)驗(yàn)
Special recruiting channel developing, application ability and experience
14.內(nèi)部人力配置策略制定、實(shí)施與管理能力與經(jīng)驗(yàn)
Management ability and experience to planning and implementing of internal HR placing strategy
15.經(jīng)理級(jí)以上級(jí)別員工背景調(diào)查策劃能力與經(jīng)驗(yàn)
Planning ability and experience of manager-level or above employees’ background survey
16.年度招聘計(jì)劃制定、推行能力與經(jīng)驗(yàn)
Promotion ability and experience to design annual recruiting plan
培訓(xùn)時(shí)間Training Time 二天
Two days in total
課程模塊
Course Modules
模塊一：戰(zhàn)略性招聘策劃、有效招聘渠道的開(kāi)發(fā)和管理
Recruiting strategies and Developing Effective Recruiting Channels
模塊二：戰(zhàn)略性?xún)?nèi)部招聘策劃實(shí)務(wù)
Internal Recruiting Planning Practices with Strategies
模塊三：甄選、測(cè)試技術(shù)的開(kāi)發(fā)及其應(yīng)用實(shí)務(wù)
Selecting and Testing Techniques and Related Practices
模塊四：預(yù)測(cè)候選人未來(lái)工作績(jī)效實(shí)務(wù)
Practices Forecasting Future Working Performance of Candidates
模塊五：有效的面試技巧和員工配置管理
Effective Interviewing Skills and Placement
學(xué)員福利
Student’s Welfare
1. 獲頒發(fā)《招聘、甄選和配置專(zhuān)家》證書(shū)
Getting the certificate of PHR-R&S
2. 成為Goodcareer 終身會(huì)員，享受會(huì)員“十大收益”（詳請(qǐng)請(qǐng)登閱本公司網(wǎng)站查閱）
Becoming life-long members of Goodcareer, enjoying “10 benefit”（ of the members( log in our website to search the details)
3. 免費(fèi)成為才博<
>會(huì)員
Being members of our HR Party freely
4. 9折參加Goodcareer 年度《人力資源管理高峰論壇》
Getting 10% discount for Goodcareer annual HRM Summit Forum
培訓(xùn)課程安排
Training Courses Arrangement
具體培訓(xùn)內(nèi)容每班會(huì)根據(jù)學(xué)員實(shí)際情況有所修，以導(dǎo)師實(shí)際上課內(nèi)容為準(zhǔn)！
Training content will be changed according to the trainees’ condition and it will be subject to the coacher
第一天the first day
模塊一: 戰(zhàn)略性招聘策劃、有效招聘渠道的開(kāi)發(fā)和管理
Module1: plan of strategic recruitment, development and management of effective recruiting channel
—案例研討：招聘執(zhí)行副總裁的失敗的原因。
Case study: the reason why it failed to recruit executive vice President
—經(jīng)驗(yàn)分享：30天內(nèi)招聘25個(gè)區(qū)域經(jīng)的挑戰(zhàn)
Sharing experience: the challenge to recruit 25 regional managers within 30 days
—具備識(shí)別公司目前和將來(lái)職位空缺的能力
Possessing the ability to identify enterprises’ present and future job vacancy
—經(jīng)驗(yàn)分享：制定5年內(nèi)的招聘計(jì)劃
Sharing experience: working out 5-year recruiting plan
—決定是否要招聘現(xiàn)有職位空缺
Deciding whether it needs to recruit present job vacancy or not
—技能培養(yǎng)：不招聘可以嗎？
Cultivating techniques: Is it ok to quit recruitment?
—確認(rèn)職位空缺的工作內(nèi)容和任職資格
Confirming the job content and qualification of vacant post
—決定填補(bǔ)職位空缺的策略
Deciding the strategy to make up the job vacancy
—工作模擬：內(nèi)部招聘還是內(nèi)部招聘？
Job sampling: internal recruiting or external recruitment?
—技能培養(yǎng)：開(kāi)發(fā)有效的招聘渠道
Cultivating techniques: developing effective recruiting channel
—經(jīng)驗(yàn)分享：如何招聘2名采購(gòu)經(jīng)理
Sharing experience: how to recruit 2 procurement manager
—吸引合適的應(yīng)聘者應(yīng)聘公司的職位空缺
Attracting suitable applicants to apply for the job vacancy of the enterprises
—工作模擬：那種招聘渠道適合？
Job sampling: which recruiting channel is suitable?
—建立外部人才庫(kù)
Setting up external talent pool
—設(shè)計(jì)有效吸引合格應(yīng)聘者的招聘廣告
Designing effective recruiting advertisement to attract suitable applicants
—建立激勵(lì)性的招聘制度和流程
Setting up incentive recruiting system and process
—工作模擬：策劃招聘計(jì)劃及行動(dòng)
Job sampling: designing the recruiting plan and action
—策略性招聘經(jīng)驗(yàn)分享
Sharing experience of strategic recruitment
—案例研討：被開(kāi)除的招聘主管
Case study: fired recruiting supervisor
—學(xué)員相關(guān)問(wèn)題解答
Answers to the trainees’ questions
模塊二: 戰(zhàn)略性?xún)?nèi)部招聘策劃實(shí)務(wù)
Module 2: practice of planning strategic internal recruitment
—案例研討：他們?yōu)槭裁措x開(kāi)公司？
Case study: why do they leave the company
—經(jīng)驗(yàn)分享：通過(guò)內(nèi)部招聘有效留住和激勵(lì)員工
Sharing experience: effectively retaining and encouraging employees through internal recruitment
—開(kāi)發(fā)有效的內(nèi)部招聘渠道
Developing effective internal recruiting channel
—內(nèi)部招聘制度的建立
Establishment of internal recruiting system
—工作模擬：內(nèi)部招聘方法選擇
Job sampling: selecting of internal recruiting method
—通過(guò)內(nèi)部招聘體系建立企業(yè)的留人系統(tǒng)
Setting up system to retain employees through internal recruiting system
—內(nèi)部人才庫(kù)的建立和應(yīng)用
Establishment and application of internal talent pool
—管理培訓(xùn)生計(jì)劃及安排
Plan and arrangement of managing trainees
—接班人計(jì)劃策劃實(shí)務(wù)
Designing practice of Succession Plan
—經(jīng)驗(yàn)分享：不愿接收失敗應(yīng)聘者的部門(mén)經(jīng)理
Sharing experience: not willing to receive failed department manager
—工作模擬：建立激勵(lì)性的內(nèi)部招聘制度
Job sampling: setting up incentive internal recruiting system
—家庭演練：建立本公司的內(nèi)部人才庫(kù)
Home exercise: setting up internal talent pool of the enterprise
—學(xué)員相關(guān)問(wèn)題解答
Answers to the relevant questions of trainees
第二天 the second day
模塊三：甄選、測(cè)試技術(shù)的開(kāi)發(fā)及其應(yīng)用實(shí)務(wù)
Module 3: development and practice of selecting and testing technology
—案例研討：這幾個(gè)經(jīng)理為什么都工作不到半年
Case study: why do these managers work less than half a year
—經(jīng)驗(yàn)分享：如何減少員工的流失率
Sharing experience: how to reduce the staff turnover rate
—了解空缺職位的關(guān)鍵素質(zhì)要求
Knowing well the key competence requirement of job vacancy
—工作模擬：寫(xiě)出該空缺職位的關(guān)鍵素質(zhì)要求
Job sampling: writing out the key competence requirement of job vacancy
—甄選組合技巧
Skills of selecting combination
—有效的甄選流程安排
Effective arrangement of selecting process
—甄選、測(cè)試技術(shù)及其有效性
Selection, testing technology and its validity
—開(kāi)發(fā)甄選應(yīng)聘者知識(shí)水平的方法和技術(shù)
Developing the method and technology of selecting applicants’ knowledge
—開(kāi)發(fā)甄選應(yīng)聘者能力水平的方法和技術(shù)
Developing the method and technology of selecting applicants’ ability
—開(kāi)發(fā)甄選應(yīng)聘者技能水平的方法和技術(shù)
Developing the method and technology of selecting applicants’ technique
—開(kāi)發(fā)甄選應(yīng)聘者態(tài)度適合度的方法和技術(shù)
Developing the method and technology of selecting applicants’ attitude
—開(kāi)發(fā)和應(yīng)用工作模擬甄選技術(shù)
Developing and applying selecting technology of job sampling
—工作模擬：如何設(shè)置甄選技術(shù)經(jīng)理的方法
Job sampling: the method of selecting technical manager
—經(jīng)驗(yàn)分享：甄選生產(chǎn)經(jīng)理的挑戰(zhàn)
Sharing experience: challenge of selecting production manager
—選擇和發(fā)展合適的測(cè)試技術(shù)
Selecting and developing suitable testing techniques
—甄選決策
Selection decision
—甄選和配置策略經(jīng)驗(yàn)分享
Sharing experience of selection and placement strategy
—工作模擬：如何甄選這位人力資源經(jīng)理
Job sampling: how to select HR managers
—經(jīng)驗(yàn)分享：甄選應(yīng)聘者的態(tài)度適合度
Sharing experience: selecting the fitness of applicants’ attitude
—學(xué)員問(wèn)題解答
Answers to the trainees’ questions
模塊四：預(yù)測(cè)候選人未來(lái)工作績(jī)效實(shí)務(wù)
Module 4: practice of forecasting the candidates’ future performance
—案例研討：為什么技術(shù)總監(jiān)業(yè)績(jī)不好
Case study: why does technical director get poor performance?
—經(jīng)驗(yàn)分享：預(yù)測(cè)銷(xiāo)售經(jīng)理的將來(lái)業(yè)績(jī)
Sharing experience: forecasting future performance of sales manager
—開(kāi)發(fā)預(yù)測(cè)候選人未來(lái)工作績(jī)效的技術(shù)
Developing the technology to forecast the candidates’ future performance
—預(yù)測(cè)候選人未來(lái)工作績(jī)效實(shí)務(wù)
Practice of forecasting the candidates’ future performance
—預(yù)測(cè)候選人工作穩(wěn)定性實(shí)務(wù)
Practice of forecasting the candidates’ job stability
—預(yù)測(cè)候選人的誠(chéng)實(shí)度實(shí)務(wù)
Practice of forecasting the candidates’ honesty
—工作模擬：預(yù)測(cè)員工穩(wěn)定性
Job sampling: forecasting the employees’ stability
—家庭演練：預(yù)測(cè)員工業(yè)績(jī)技術(shù)
Home exercise: technology to forecast employees’ performance
模塊五：有效的面試技巧和員工配置管理
Module 5: effective interview skills and management of employees’ placing
—案例研討：制造總監(jiān)的壓力面試
Case study: pressure interview of manufacturing director
—驗(yàn)驗(yàn)分享：如何甄選應(yīng)聘者態(tài)度的適合度
Sharing experience: how to select the fitness of appliers’ attitude
—有效的面試安排
Effective interview arrangement
—案例研討：面試失敗的原因
Case study: the reason for failed interview
—結(jié)構(gòu)化面試設(shè)計(jì)和實(shí)務(wù)
Design and practice of structured interview
—非結(jié)構(gòu)化面談技巧
Skills of unstructured interview
—行為面試技巧
Skills of action interview
—情景面試技巧
Skills of situation interview
—工作模擬：面談方法安排
Job sampling: arrangement of interview method
—培訓(xùn)面試者
Training the interviewees
—有效的面試問(wèn)題的設(shè)計(jì)實(shí)務(wù)
Practice of designing effective interview problems
—集體面試技巧
Skills of group interview
—有效的配置
Effective placing
—面試評(píng)估表的設(shè)計(jì)實(shí)務(wù)
Practice of designing the evaluation form of interview
—有效的面試經(jīng)驗(yàn)分享
Sharing experience of effective interview
—面試工作模擬：集體面試
Job sampling of interview: group interview
—學(xué)員問(wèn)題解答
Answers to the trainees’ questions
《企業(yè)人力資源管理專(zhuān)家勝任力證書(shū)培訓(xùn)系列（PHR）之 招聘、甄選和配置專(zhuān)家勝任力特訓(xùn)營(yíng)》培訓(xùn)受眾
1. 企業(yè)負(fù)責(zé)招聘和甄選的管理人員
Management personnel who are responsible for the enterprises’ compensation and benefits
2. 企業(yè)人力資源管理者
HR management personnel of the enterprises
3. 企業(yè)中高層管理人員和老板
Senior management personnel and boss of the enterprises
4. 有志于成為《招聘、甄選和配置專(zhuān)家》者
People who are willing to be a compensation and benefit expert
《企業(yè)人力資源管理專(zhuān)家勝任力證書(shū)培訓(xùn)系列（PHR）之 招聘、甄選和配置專(zhuān)家勝任力特訓(xùn)營(yíng)》課程目的
1，通過(guò)訓(xùn)練使學(xué)員具備100%為企業(yè)找到職位候選人的技能；
Making trainees possess 100% skills to find candidates through training
2，通過(guò)訓(xùn)練使學(xué)員掌握科學(xué)的甄選技能，具備為企業(yè)選對(duì)人的能力。
Making trainees master scientific selecting skills and possess ability to select right person through training
《企業(yè)人力資源管理專(zhuān)家勝任力證書(shū)培訓(xùn)系列（PHR）之 招聘、甄選和配置專(zhuān)家勝任力特訓(xùn)營(yíng)》所屬分類(lèi)
人力資源
《企業(yè)人力資源管理專(zhuān)家勝任力證書(shū)培訓(xùn)系列（PHR）之 招聘、甄選和配置專(zhuān)家勝任力特訓(xùn)營(yíng)》授課培訓(xùn)師簡(jiǎn)介
陳建志
資深實(shí)戰(zhàn)型戰(zhàn)略實(shí)施咨詢(xún)、人力資源管理咨詢(xún)和培訓(xùn)專(zhuān)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(wèn)師；才博咨詢(xún)集團(tuán)戰(zhàn)略和人力資源首席顧問(wèn)。
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.
陳建志導(dǎo)師長(zhǎng)期專(zhuān)注于人力資源管理理論的研究和應(yīng)用實(shí)踐，以20年的人力資源管理實(shí)戰(zhàn)經(jīng)驗(yàn)和8年的人力資源培訓(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)的實(shí)戰(zhàn)型人力資源培訓(xùn)課程系列，成為一名知名的實(shí)戰(zhàn)型人力資源管理專(zhuān)家、人力資源培訓(xùn)專(zhuān)家、人力資源項(xiàng)目服務(wù)專(zhuān)家和領(lǐng)先的人力資源課題研究者。其中開(kāi)發(fā)的實(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)的八個(gè)級(jí)別系列訓(xùn)練課程，共128個(gè)HR專(zhuān)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(zhuān)家級(jí)勝任力結(jié)構(gòu)設(shè)計(jì)的四個(gè)級(jí)別系列培訓(xùn)課程，共24個(gè)專(zhuān)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)的非人力資源管理者的人力資源管理技能培訓(xùn)課程，四個(gè)級(jí)別共26個(gè)專(zhuān)業(yè)模塊等。
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.
想了解更多由陳導(dǎo)師主導(dǎo)設(shè)計(jì)的實(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(gè)）或下載部份課程模塊請(qǐng)與陳導(dǎo)師聯(lián)系。到目前為止，陳建志導(dǎo)師在全國(guó)已開(kāi)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)的學(xué)員來(lái)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(guó)電信、依利安達(dá)、聯(lián)泰集團(tuán)、溢達(dá)集團(tuán)、天安保險(xiǎn)、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�、廣日電梯、得煌科技……等二千多家企業(yè)，全國(guó)培育和發(fā)展了三千多名人力資源主管/經(jīng)理/總監(jiān)級(jí)或以上職位的人力資源管理專(zhuān)才。100%的學(xué)員在短期內(nèi)實(shí)現(xiàn)有個(gè)人職業(yè)的突破性發(fā)展；其中35%的學(xué)員已進(jìn)入了大型外資企業(yè)和國(guó)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(huà)請(qǐng)與陳導(dǎo)師聯(lián)系）。 在新的一年陳導(dǎo)師將會(huì)更廣泛地專(zhuān)注于培育和發(fā)展更多實(shí)戰(zhàn)型人力資源管理專(zhuān)家的工作，造就更多具備月薪10000元至30000元能力的人力資源管理白領(lǐng)/金領(lǐng)一族……
To know more strength HR management ability training course modules (over 3 thousand totally) dominated by Depew Chen or to download parts of these modules, please contact Depew Chen. So far, Depew Chen has launched over 470 stages of HR management ability training classes and trained the trainees from over 2 thousand enterprises like AIA, Texwood, Henkel, Smith Kline &French, UF, Elec & Eltek, Luen Thai Group, Tian An Insurance, Chen Hsong Group, McDonald's, Yongda Optical Communication, Lotus supermarkets, high-security world, Hisense Group, Guangdong Global Broadband, Guangri Elevator, Dehuang Science and Technology. Now we have already cultivated more than 3 thousand of HR management talents in the post of HRE/ HRM/ HRD or above. 100 percent trainees could get breakthrough in career in a short time; 35% of these trainees have already worked for large-scale foreign enterprises and top 500 enterprises at home and abroad with a salary from 10000 to 25000 Yuan (please contact with Depew Chen to get the telephone numbers of the trainees). In the new year, Depew Chen will focus on cultivating and developing more strength HR management experts and training more HR management white collar and gold collar with the salary from 10000 to 30000 Yuan.
《企業(yè)人力資源管理專(zhuān)家勝任力證書(shū)培訓(xùn)系列（PHR）之 招聘、甄選和配置專(zhuān)家勝任力特訓(xùn)營(yíng)》報(bào)名服務(wù)流程
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