中國培訓(xùn)易(m.a10by9.cn)
人力資源公開課
主辦單位：廣州必學(xué)企業(yè)管理咨詢有限公司
中國培訓(xùn)易（m.a10by9.cn）
中國培訓(xùn)易（m.a10by9.cn）
舉辦時(shí)間：
| 廣州 2011年11月12、13日 |
課程費(fèi)用：3800元/人（培訓(xùn)教材1套、培訓(xùn)費(fèi)和《報(bào)酬和福利管理專家》證書費(fèi)）
會(huì) 員 價(jià)：會(huì)員優(yōu)惠價(jià)請咨詢客服， QQ:674837974 手機(jī)/微信：18588851172 符小姐
培訓(xùn)目標(biāo)
企 業(yè)：1，提升公司的成本效益，改善報(bào)酬的有效性、激勵(lì)性和員工的滿意度
Enterprises: Enhancing cost efficiency, improving the effectiveness, inventiveness of the pay and employees’ satisfaction
2，形成公司有效的動(dòng)力機(jī)制，更有效地吸引、激勵(lì)和留住人才
Forming effective impetus mechanism to attract, motivate and retain talents
受訓(xùn)員工：1，獲得報(bào)酬和福利管理的專家級(jí)技能，加快職業(yè)發(fā)展速度和提升自身的職業(yè)競爭力
Trainees: Obtaining the expert-level skills in pay and benefit management, speeding up the pace of career development and promote one’s own career competitiveness
課程詳情
報(bào)酬與福利專家課程勝任力結(jié)構(gòu)設(shè)計(jì)模型 Designing model of PHR-C&B KCI structure
第一層面：報(bào)酬與福利專員職位勝任力 The first level: Personnel Officer’s KCI in C&B
1.員工考勤管理的能力與經(jīng)驗(yàn)
Ability and experience to manage employees’ attendance
2.員工工資報(bào)表的設(shè)計(jì)、總結(jié)與編輯能力與經(jīng)驗(yàn)
Ability and experience to design, summarize and edit employees’ payroll report
3.員工活動(dòng)管理能力與經(jīng)驗(yàn)
Ability and experience to manage employees’ activities
4.員工食堂、宿舍管理能力與經(jīng)驗(yàn)
Ability and experience to manage employees’ dormitory and dining hall
5.能編制每月的工資與福利分析報(bào)表
Being able to work out monthly pay and benefit analysis report
6.能有效執(zhí)行員工薪酬福利調(diào)查及員工滿意度調(diào)查
Being able to effectively implement survey of employees’ compensation and benefit and satisfaction
7.某些員工活動(dòng)設(shè)計(jì)與安排能力
Ability to design and arrange some employees’ activities
8.員工社會(huì)保險(xiǎn)購買管理
Managing of purchasing employees’ social insurance
9.執(zhí)行市場薪酬調(diào)查與總結(jié)分析能力與經(jīng)驗(yàn)
Ability and experience to implement market compensation survey, analysis and synthesis
10.良好的表達(dá)能力和溝通能力
Good expression and communication ability
11.良好的英文能力(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)的薪酬與福利管理名詞
Knowing well and grasping professional terms of compensation and benefit
第二層面：報(bào)酬與福利主管職位勝任力 The second level: executive’s KCI in C&B
1.設(shè)計(jì)和應(yīng)用年度和個(gè)案性薪酬與福利需求調(diào)查的能力和經(jīng)驗(yàn)
Ability and experience to design and apply the survey of annul and specialized compensation and benefit needs
2.有效執(zhí)行外部競爭對(duì)手薪酬福利調(diào)查的能力與經(jīng)驗(yàn)
Ability and experience to effectively implement compensation and benefit survey of external competitors
3.具備員工升遷管理的能力與經(jīng)驗(yàn)
Possessing ability and experience to manage employees’ promotion
4.有效的員工計(jì)件工資設(shè)計(jì)的能力與經(jīng)驗(yàn)
Ability and experience to effectively design employees’ piece rate
5.有效的業(yè)務(wù)提成設(shè)計(jì)能力與經(jīng)驗(yàn)
Ability and experience to effectively design commission
6.各部門有關(guān)薪酬與福利問題的平衡能力與經(jīng)驗(yàn)
Ability and experience to balance compensation and benefit problems of every department
7.工作評(píng)價(jià)技術(shù)的設(shè)計(jì)與應(yīng)用能力與經(jīng)驗(yàn)
Ability and experience to design and apply job evaluation techniques
8.有效執(zhí)行公司年度薪酬與福利調(diào)整計(jì)劃的能力
Ability to effectively implement the plan of the enterprises’ annual compensation and benefit adjustment
9.具備專業(yè)的員工福利設(shè)計(jì)與執(zhí)行能力與經(jīng)驗(yàn)
Possessing professional ability and experience to design and implement employees’ welfare
10.具備專業(yè)的員工年終獎(jiǎng)勵(lì)設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Possessing professional ability and experience to design and promote employees’ annual bonus
11.具備良好的員工活動(dòng)計(jì)設(shè)、組織的實(shí)施能力與經(jīng)驗(yàn)
Possessing good ability and experience to design and implement employees’ activities
12.專業(yè)的員工食堂管理制度的設(shè)計(jì)與管理能力與經(jīng)驗(yàn)
Professional ability and experience to design and manage system of employees’ dining hall
13.創(chuàng)意性薪酬與福利項(xiàng)目設(shè)計(jì)與管理能力與經(jīng)驗(yàn)
Ability and experience to design and manage creative compensation and benefit project
14.專業(yè)的薪酬與福利分析能力與經(jīng)驗(yàn)
Professional analysis ability and experience of compensation and benefit
15.具備薪酬與福利管理的基礎(chǔ)系統(tǒng)知識(shí)
Possessing basic systematic knowledge of compensation and benefit management
16.工資管理與工資預(yù)算管理能力與經(jīng)驗(yàn)
Ability and experience to manage salary and budget
17.福利預(yù)算與管理能力與經(jīng)驗(yàn)/合理避稅設(shè)計(jì)能力
Ability and experience of welfare budget and management/designing ability of reasonable tax avoidance
18.具良好的英文基礎(chǔ)更佳(會(huì)為你增值20%-30%)
Possessing good English foundation( adding 20%-30% individual value)
第三層面：報(bào)酬與福利經(jīng)理/總監(jiān)職位勝任力 The third level: manager/director’s KCI in C&B
1.戰(zhàn)略性薪酬與福利管理思考能力、系統(tǒng)而專業(yè)的C&B理論水平
Thinking capacity of strategic C&B management, systematic and professional theory level of C&B
2.薪酬與福利策略制定能力、與老板/公司/部門經(jīng)理有效共息的能力
Ability to make C&B strategy, ability to get along with boss/company/department managers
3.薪酬與福利目標(biāo)定立與溝通能力
Target localization of C&B and communication ability
4.目標(biāo)導(dǎo)向/戰(zhàn)略導(dǎo)向的薪酬與福利體系建立與推行能力與經(jīng)驗(yàn)
Ability and experience to establish and implement target-oriented/strategy-oriented C&B system
5. 有效的薪酬調(diào)查方案的設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote effective plan of salary survey
6. 有效的工作評(píng)價(jià)方案設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote effective plan of job evaluation
7. 公司薪酬結(jié)構(gòu)建立與推行能力與經(jīng)驗(yàn)
Ability and experience to establish and implement enterprises’ compensation structure
8. 有效的年度薪酬調(diào)整方案的設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote effective plan of salary adjustment
9. 中層管理人員薪酬激勵(lì)機(jī)制的設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote compensation incentive mechanism of middle managers
10.高層管理人員/海外人員薪酬激勵(lì)機(jī)制定與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote compensation incentive mechanism of senior managers / overseas personnel
11.績效導(dǎo)向型薪酬制度設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote performance-oriented pay system
12.目標(biāo)導(dǎo)向/成本效益的薪酬與福利改革方案設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote reform of target-oriented/cost-benefit C&B
13. 股票期權(quán)/延期報(bào)酬方案的設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote the plan of stock options and deferred compensation
14. 系統(tǒng)性員工心理報(bào)酬設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote systematic employees’ psychological compensation
15. 業(yè)績導(dǎo)向型薪酬政策制定與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote performance-oriented compensation policy
16. 部門/員工薪酬問題的解決技巧
Skills of solving departments and employees’ compensation problems
17. 公司的報(bào)酬文化與推行能力與經(jīng)驗(yàn)
Enterprises’ compensation culture, ability and experience to promote
18. 能有效提高報(bào)酬的投資回報(bào)率
Being able to effectively improve compensation’s rate of return on investment
培訓(xùn)目標(biāo)
Training Targets
1. 具備建立和推行支持公司戰(zhàn)略實(shí)施的報(bào)酬管理體系的能力和技巧
Possessing the ability and skills to establish and promote pay management system to support the strategic implementation of the enterprises
2. 具備建立并應(yīng)用成本效益和匹配公司經(jīng)營目標(biāo)需要的薪酬制度的能力的技巧
Possessing the ability and skills to establish and use cost efficiency and pay system which is matching the management goals of the enterprises
3. 能運(yùn)用專業(yè)的工作評(píng)價(jià)技術(shù)，設(shè)計(jì)配合公司經(jīng)營和發(fā)展戰(zhàn)略的內(nèi)部合作工資結(jié)構(gòu)
Being able to use professional evaluation technology, design pay structure of international cooperation which is matching enterprises’ management and development strategy
4. 實(shí)施專業(yè)的薪酬調(diào)查，建立市場競爭薪酬制度和實(shí)施定期的薪酬檢討計(jì)劃
Making professional pay survey, setting up pay system with market competitiveness and regularly implementing pay review plan
5. 能因應(yīng)企業(yè)情況設(shè)計(jì)具激勵(lì)性、競爭力和成本效益的員工福利計(jì)劃
Being able to design incentive, competitive and cost-efficiency welfare plan according to the enterprises’ situation
6. 具備進(jìn)行特殊薪酬制度設(shè)計(jì)的能力和經(jīng)驗(yàn)
Possessing the ability and experience to design special pay systems
7. 能進(jìn)行有效的報(bào)酬管理
Being able to make efficient pay management
課程模塊
Course Modules 模塊一：報(bào)酬戰(zhàn)略選擇和激勵(lì)性報(bào)酬體系建立實(shí)務(wù)
Choosing compensation strategies and practice of setting up incentive
compensation system
模塊二：工作評(píng)價(jià)與激勵(lì)內(nèi)部合作薪酬體系建立實(shí)務(wù)
Job evaluation techniques and Setting up strengthening internal cooperating compensation system
模塊三：薪酬調(diào)查與匹配公司競爭戰(zhàn)略的市場競爭報(bào)酬體系建立實(shí)務(wù)
Salary survey and practice of setting up competitive compensation system
matching with company competitive strategies
模塊四：激勵(lì)性員工福利計(jì)劃設(shè)計(jì)實(shí)務(wù)
Practice of designing motivating employees’ benefits plan
學(xué)員收益
Trainees’ Benefits
1. 獲頒發(fā)《報(bào)酬和福利管理專家》證書
Obtaining certificate of PHR-C&B
2. 成為Goodcareer 終身會(huì)員，享受會(huì)員“十大收益”（詳情請登閱本公司網(wǎng)站查閱）
Being the life-long members of Goodcareer, enjoying “10 benefits” of the members( log in our website to search the details)
3. 免費(fèi)成為才博”HR Party”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
Course Arrangement
具體培訓(xùn)內(nèi)容每班會(huì)根據(jù)學(xué)員實(shí)際情況有所修改，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 tutors
第一天 The first day
模塊一：報(bào)酬戰(zhàn)略選擇和激勵(lì)性報(bào)酬體系建立實(shí)務(wù)
Module 1: strategic selection of compensation and construction of incentive compensation
—案例研討：高工資能留住需要的員工嗎？
Case study: could the high salary retain the needed employees
—實(shí)戰(zhàn)經(jīng)驗(yàn)分享：工資爭議
Practical sharing experience: salary dispute
—報(bào)酬目標(biāo)的定位
Target localization of compensation
—報(bào)酬藝術(shù)和報(bào)酬的有效性
Art and effectiveness of the compensation
—工作模擬（1）：報(bào)酬目標(biāo)的制定
Job sampling (1):target planning of the compensation
—匹配組織戰(zhàn)略的報(bào)酬戰(zhàn)略的制定和實(shí)施技巧
Design and implementation skills of compensation strategy matching organizational strategy
—工作模擬（2）：報(bào)酬體系的選擇
Job sampling (2) : selection of compensation system
—建立激勵(lì)性報(bào)酬體系
Setting up incentive compensative systems
—工作模擬（3）：制定薪酬制度框架
Job sampling (3) :setting up the frame of compensation system
—激勵(lì)性報(bào)酬制度設(shè)計(jì)實(shí)踐
Practicing the design of incentive compensation system
—工作模擬（4）：激勵(lì)計(jì)劃的制定
Job sampling (4) : Setting up incentive plan
—員工心理報(bào)酬設(shè)計(jì)
Design of employees’ psychological compensation
—經(jīng)驗(yàn)分享：心理獎(jiǎng)勵(lì)的作用
Sharing experience: function of psychological award
—報(bào)酬總量和報(bào)酬組合策略定位技巧
Compensation volume and localization skills of compensation combination strategy
—獎(jiǎng)金設(shè)計(jì)技巧
Skills of bonus design
—經(jīng)驗(yàn)分享：提高報(bào)酬激勵(lì)性的技巧
Sharing experience: the skills of improving the incentive of compensation
—案例研討：根據(jù)績效支付工資的缺陷
Case study: default of payment according to the performance
—經(jīng)驗(yàn)培養(yǎng)：制定薪酬制度
Experience cultivating: setting up compensation system
—經(jīng)驗(yàn)分享：最低工資標(biāo)準(zhǔn)與個(gè)人所得稅應(yīng)對(duì)技巧
Sharing experience: minimum wage standard and skills to deal with tax on personal income
—學(xué)員問題解答
Answers to the trainees’ questions
模塊二：工作評(píng)價(jià)與激勵(lì)內(nèi)部合作薪酬體系建立實(shí)務(wù)
Module 2: job evaluation and compensation system construction of the incentive internal cooperation
—案例研討：固定工資制還是傭金制
Case study: fixed-wage system or commission system
—經(jīng)驗(yàn)分享：如何提高員工對(duì)薪酬的滿意度
Sharing experience: the way to improve employees’ satisfaction with compensation
—建立內(nèi)部合作報(bào)酬體系
Setting up compensation system of internal cooperation
—工作模擬（1）：恰當(dāng)?shù)膱?bào)酬機(jī)制
Job sampling (1) :suitable compensation system
—開發(fā)和應(yīng)用有效的工作評(píng)價(jià)方法
Developing and applying effective job evaluation method
—報(bào)酬因素的選擇技巧
Selection skills of compensation factors
—經(jīng)驗(yàn)分享：失敗的工作評(píng)價(jià)
Sharing experience: failed job evaluation
—報(bào)酬的定立方法
Localization method for compensation
—工作評(píng)價(jià)過程和管理
Process and management of job evaluation
—建立公平、合理的薪資結(jié)構(gòu)
Setting up fair and reasonable salary structure
—工作模擬（2）：匹配的工作評(píng)價(jià)方法
Job sampling (2) : matched job evaluation method
—工作模擬（3）—建立內(nèi)部公平性報(bào)酬制度
Job sampling (3) —Setting up internal fair pay system
—實(shí)戰(zhàn)能力訓(xùn)練：工資結(jié)構(gòu)設(shè)計(jì)
Practical ability training: designing salary structure
—實(shí)戰(zhàn)能力訓(xùn)練：工資水平、工資等級(jí)和范圍
Practical ability training: salary level, salary grade and scale
—技能工資設(shè)計(jì)技巧
Designing skills of pay for skills
—職位工資設(shè)計(jì)技巧
Designing skills of pay for post
—業(yè)績工資設(shè)計(jì)技巧
Designing skills of pay for performance
—案例研討——留住“聰明人”的微軟公司
Case study——Microsoft retaining the wiser
—熱點(diǎn)問題探討
Hot problem discussion
第二天 The second day
模塊三：薪酬調(diào)查與匹配公司競爭戰(zhàn)略的市場競爭報(bào)酬體系建立實(shí)務(wù)
Module3: salary survey and practice of setting up pay system with market competitiveness matching the enterprises’ strategy
—案例研討：某跨國運(yùn)動(dòng)鞋制造商在中國的憂傷
Case study: sorrow of some international manufactures of sports shoes in china
—經(jīng)驗(yàn)分享：建立激勵(lì)性市場導(dǎo)向薪酬政策
Sharing experience: Setting up incentive market-oriented pay policy
—市場競爭薪酬體系的建立
Setting up pay system with market competitiveness
—市場調(diào)查策劃及市場競爭工資線的確定
Designing market survey and confirming pay-policy line with market competitiveness
—薪酬市場調(diào)查過程
Process of pay market survey
—經(jīng)驗(yàn)分享：自我開發(fā)市場調(diào)查
Sharing experience: self-exploited market survey
—工作模擬（1）：薪酬調(diào)查表格設(shè)計(jì)和應(yīng)用
Job sampling (1) : design and application of pay survey form
—市場調(diào)查應(yīng)用經(jīng)驗(yàn)分享
Sharing experience of market survey
—年度薪酬調(diào)整策劃實(shí)務(wù)
Practice of designing annual pay adjustment
—經(jīng)驗(yàn)分享：失敗的年度薪酬調(diào)整
Sharing experience: failed annual pay adjustment
—工作模擬（2）：薪酬調(diào)整計(jì)劃
Job sampling(2) :plan of pay adjustment
—建立市場競爭薪酬體系實(shí)踐經(jīng)驗(yàn)分享
Setting up sharing experience of pay system with market competitiveness
—技能訓(xùn)練：市場競爭工資制度設(shè)計(jì)
Technique training: designing pay system with market competitiveness
—案例研討：高工資的困惑
Case study: confusion of high salary
—工作模擬（3）：薪酬調(diào)查實(shí)踐
Job sampling(3): practice of pay survey
—學(xué)員問題解答
Answers to the trainees’ questions
模塊四：激勵(lì)性員工福利計(jì)劃設(shè)計(jì)實(shí)務(wù)
Module 4:`practice of designing incentive employees’ welfare
—案例研討：某日資企業(yè)在中國的困惑
Case study: confusion of some Japanese enterprises in China
—競爭戰(zhàn)略與福利戰(zhàn)略
Competitive strategy and welfare strategy
—福利總量的設(shè)計(jì)
Designing welfare volume
—福利組合的設(shè)計(jì)技巧
Designing skills of welfare combination
—實(shí)操技能訓(xùn)練（1）：福利內(nèi)容設(shè)計(jì)實(shí)踐
Practical technique training (1): practice of designing welfare content
—經(jīng)驗(yàn)分享：通過福利設(shè)計(jì)有效留位員工
Sharing experience: effectively retaining employees by welfare design
—建立激勵(lì)性福利計(jì)劃
Setting up incentive welfare plan
—彈性福利設(shè)計(jì)實(shí)務(wù)
Practice of designing flexible welfare
—核心福利設(shè)計(jì)
Designing of core welfare
—選擇性福利設(shè)計(jì)
Designing of selective welfare
—福利成本控制技巧
Skills of controlling welfare costs
—福利管理經(jīng)驗(yàn)分享
Sharing experience of welfare management
—實(shí)操技能訓(xùn)練（2）：員工福利制度設(shè)計(jì)
Practical technique training(2) : design of employees’ welfare system
—工作模擬（1）：激勵(lì)性彈性福利制度
Job sampling (1): incentive flexible welfare system
—案例研討：彈性福利制度的歷程
Case study: history of flexible welfare system
—經(jīng)驗(yàn)分享：應(yīng)對(duì)社會(huì)保險(xiǎn)的策略
Sharing experience: strategy to deal with social insurance
—報(bào)酬和福利熱點(diǎn)問題討論
Discussion about hot problem in compensation and benefit
培訓(xùn)特色
Training Characteristics
20%時(shí)間進(jìn)行最新報(bào)酬和福利管理知識(shí)分享，40%時(shí)間進(jìn)行報(bào)酬和福利管理專家級(jí)技能培養(yǎng)，40%時(shí)間為實(shí)操經(jīng)驗(yàn)養(yǎng)成和工作模擬訓(xùn)練。
20% time for sharing the latest management knowledge of pay and benefit, 40% time for cultivating expert-level skills of pay and benefit and the other 40% time for job sampling training to gain practical experience.
培訓(xùn)日期
Training Dates
共二天
2 days totally
第一層面：報(bào)酬與福利專員職位勝任力 The first level: Personnel Officer’s KCI in C&B
1.員工考勤管理的能力與經(jīng)驗(yàn)
Ability and experience to manage employees’ attendance
2.員工工資報(bào)表的設(shè)計(jì)、總結(jié)與編輯能力與經(jīng)驗(yàn)
Ability and experience to design, summarize and edit employees’ payroll report
3.員工活動(dòng)管理能力與經(jīng)驗(yàn)
Ability and experience to manage employees’ activities
4.員工食堂、宿舍管理能力與經(jīng)驗(yàn)
Ability and experience to manage employees’ dormitory and dining hall
5.能編制每月的工資與福利分析報(bào)表
Being able to work out monthly pay and benefit analysis report
6.能有效執(zhí)行員工薪酬福利調(diào)查及員工滿意度調(diào)查
Being able to effectively implement survey of employees’ compensation and benefit and satisfaction
7.某些員工活動(dòng)設(shè)計(jì)與安排能力
Ability to design and arrange some employees’ activities
8.員工社會(huì)保險(xiǎn)購買管理
Managing of purchasing employees’ social insurance
9.執(zhí)行市場薪酬調(diào)查與總結(jié)分析能力與經(jīng)驗(yàn)
Ability and experience to implement market compensation survey, analysis and synthesis
10.良好的表達(dá)能力和溝通能力
Good expression and communication ability
11.良好的英文能力(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)的薪酬與福利管理名詞
Knowing well and grasping professional terms of compensation and benefit
第二層面：報(bào)酬與福利主管職位勝任力 The second level: executive’s KCI in C&B
1.設(shè)計(jì)和應(yīng)用年度和個(gè)案性薪酬與福利需求調(diào)查的能力和經(jīng)驗(yàn)
Ability and experience to design and apply the survey of annul and specialized compensation and benefit needs
2.有效執(zhí)行外部競爭對(duì)手薪酬福利調(diào)查的能力與經(jīng)驗(yàn)
Ability and experience to effectively implement compensation and benefit survey of external competitors
3.具備員工升遷管理的能力與經(jīng)驗(yàn)
Possessing ability and experience to manage employees’ promotion
4.有效的員工計(jì)件工資設(shè)計(jì)的能力與經(jīng)驗(yàn)
Ability and experience to effectively design employees’ piece rate
5.有效的業(yè)務(wù)提成設(shè)計(jì)能力與經(jīng)驗(yàn)
Ability and experience to effectively design commission
6.各部門有關(guān)薪酬與福利問題的平衡能力與經(jīng)驗(yàn)
Ability and experience to balance compensation and benefit problems of every department
7.工作評(píng)價(jià)技術(shù)的設(shè)計(jì)與應(yīng)用能力與經(jīng)驗(yàn)
Ability and experience to design and apply job evaluation techniques
8.有效執(zhí)行公司年度薪酬與福利調(diào)整計(jì)劃的能力
Ability to effectively implement the plan of the enterprises’ annual compensation and benefit adjustment
9.具備專業(yè)的員工福利設(shè)計(jì)與執(zhí)行能力與經(jīng)驗(yàn)
Possessing professional ability and experience to design and implement employees’ welfare
10.具備專業(yè)的員工年終獎(jiǎng)勵(lì)設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Possessing professional ability and experience to design and promote employees’ annual bonus
11.具備良好的員工活動(dòng)計(jì)設(shè)、組織的實(shí)施能力與經(jīng)驗(yàn)
Possessing good ability and experience to design and implement employees’ activities
12.專業(yè)的員工食堂管理制度的設(shè)計(jì)與管理能力與經(jīng)驗(yàn)
Professional ability and experience to design and manage system of employees’ dining hall
13.創(chuàng)意性薪酬與福利項(xiàng)目設(shè)計(jì)與管理能力與經(jīng)驗(yàn)
Ability and experience to design and manage creative compensation and benefit project
14.專業(yè)的薪酬與福利分析能力與經(jīng)驗(yàn)
Professional analysis ability and experience of compensation and benefit
15.具備薪酬與福利管理的基礎(chǔ)系統(tǒng)知識(shí)
Possessing basic systematic knowledge of compensation and benefit management
16.工資管理與工資預(yù)算管理能力與經(jīng)驗(yàn)
Ability and experience to manage salary and budget
17.福利預(yù)算與管理能力與經(jīng)驗(yàn)/合理避稅設(shè)計(jì)能力
Ability and experience of welfare budget and management/designing ability of reasonable tax avoidance
18.具良好的英文基礎(chǔ)更佳(會(huì)為你增值20%-30%)
Possessing good English foundation( adding 20%-30% individual value)
第三層面：報(bào)酬與福利經(jīng)理/總監(jiān)職位勝任力 The third level: manager/director’s KCI in C&B
1.戰(zhàn)略性薪酬與福利管理思考能力、系統(tǒng)而專業(yè)的C&B理論水平
Thinking capacity of strategic C&B management, systematic and professional theory level of C&B
2.薪酬與福利策略制定能力、與老板/公司/部門經(jīng)理有效共息的能力
Ability to make C&B strategy, ability to get along with boss/company/department managers
3.薪酬與福利目標(biāo)定立與溝通能力
Target localization of C&B and communication ability
4.目標(biāo)導(dǎo)向/戰(zhàn)略導(dǎo)向的薪酬與福利體系建立與推行能力與經(jīng)驗(yàn)
Ability and experience to establish and implement target-oriented/strategy-oriented C&B system
5. 有效的薪酬調(diào)查方案的設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote effective plan of salary survey
6. 有效的工作評(píng)價(jià)方案設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote effective plan of job evaluation
7. 公司薪酬結(jié)構(gòu)建立與推行能力與經(jīng)驗(yàn)
Ability and experience to establish and implement enterprises’ compensation structure
8. 有效的年度薪酬調(diào)整方案的設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote effective plan of salary adjustment
9. 中層管理人員薪酬激勵(lì)機(jī)制的設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote compensation incentive mechanism of middle managers
10.高層管理人員/海外人員薪酬激勵(lì)機(jī)制定與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote compensation incentive mechanism of senior managers / overseas personnel
11.績效導(dǎo)向型薪酬制度設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote performance-oriented pay system
12.目標(biāo)導(dǎo)向/成本效益的薪酬與福利改革方案設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote reform of target-oriented/cost-benefit C&B
13. 股票期權(quán)/延期報(bào)酬方案的設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote the plan of stock options and deferred compensation
14. 系統(tǒng)性員工心理報(bào)酬設(shè)計(jì)與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote systematic employees’ psychological compensation
15. 業(yè)績導(dǎo)向型薪酬政策制定與推行能力與經(jīng)驗(yàn)
Ability and experience to design and promote performance-oriented compensation policy
16. 部門/員工薪酬問題的解決技巧
Skills of solving departments and employees’ compensation problems
17. 公司的報(bào)酬文化與推行能力與經(jīng)驗(yàn)
Enterprises’ compensation culture, ability and experience to promote
18. 能有效提高報(bào)酬的投資回報(bào)率
Being able to effectively improve compensation’s rate of return on investment
培訓(xùn)目標(biāo)
Training Targets
1. 具備建立和推行支持公司戰(zhàn)略實(shí)施的報(bào)酬管理體系的能力和技巧
Possessing the ability and skills to establish and promote pay management system to support the strategic implementation of the enterprises
2. 具備建立并應(yīng)用成本效益和匹配公司經(jīng)營目標(biāo)需要的薪酬制度的能力的技巧
Possessing the ability and skills to establish and use cost efficiency and pay system which is matching the management goals of the enterprises
3. 能運(yùn)用專業(yè)的工作評(píng)價(jià)技術(shù)，設(shè)計(jì)配合公司經(jīng)營和發(fā)展戰(zhàn)略的內(nèi)部合作工資結(jié)構(gòu)
Being able to use professional evaluation technology, design pay structure of international cooperation which is matching enterprises’ management and development strategy
4. 實(shí)施專業(yè)的薪酬調(diào)查，建立市場競爭薪酬制度和實(shí)施定期的薪酬檢討計(jì)劃
Making professional pay survey, setting up pay system with market competitiveness and regularly implementing pay review plan
5. 能因應(yīng)企業(yè)情況設(shè)計(jì)具激勵(lì)性、競爭力和成本效益的員工福利計(jì)劃
Being able to design incentive, competitive and cost-efficiency welfare plan according to the enterprises’ situation
6. 具備進(jìn)行特殊薪酬制度設(shè)計(jì)的能力和經(jīng)驗(yàn)
Possessing the ability and experience to design special pay systems
7. 能進(jìn)行有效的報(bào)酬管理
Being able to make efficient pay management
課程模塊
Course Modules 模塊一：報(bào)酬戰(zhàn)略選擇和激勵(lì)性報(bào)酬體系建立實(shí)務(wù)
Choosing compensation strategies and practice of setting up incentive
compensation system
模塊二：工作評(píng)價(jià)與激勵(lì)內(nèi)部合作薪酬體系建立實(shí)務(wù)
Job evaluation techniques and Setting up strengthening internal cooperating compensation system
模塊三：薪酬調(diào)查與匹配公司競爭戰(zhàn)略的市場競爭報(bào)酬體系建立實(shí)務(wù)
Salary survey and practice of setting up competitive compensation system
matching with company competitive strategies
模塊四：激勵(lì)性員工福利計(jì)劃設(shè)計(jì)實(shí)務(wù)
Practice of designing motivating employees’ benefits plan
學(xué)員收益
Trainees’ Benefits
1. 獲頒發(fā)《報(bào)酬和福利管理專家》證書
Obtaining certificate of PHR-C&B
2. 成為Goodcareer 終身會(huì)員，享受會(huì)員“十大收益”（詳情請登閱本公司網(wǎng)站查閱）
Being the life-long members of Goodcareer, enjoying “10 benefits” of the members( log in our website to search the details)
3. 免費(fèi)成為才博”HR Party”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
Course Arrangement
具體培訓(xùn)內(nèi)容每班會(huì)根據(jù)學(xué)員實(shí)際情況有所修改，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 tutors
第一天 The first day
模塊一：報(bào)酬戰(zhàn)略選擇和激勵(lì)性報(bào)酬體系建立實(shí)務(wù)
Module 1: strategic selection of compensation and construction of incentive compensation
—案例研討：高工資能留住需要的員工嗎？
Case study: could the high salary retain the needed employees
—實(shí)戰(zhàn)經(jīng)驗(yàn)分享：工資爭議
Practical sharing experience: salary dispute
—報(bào)酬目標(biāo)的定位
Target localization of compensation
—報(bào)酬藝術(shù)和報(bào)酬的有效性
Art and effectiveness of the compensation
—工作模擬（1）：報(bào)酬目標(biāo)的制定
Job sampling (1):target planning of the compensation
—匹配組織戰(zhàn)略的報(bào)酬戰(zhàn)略的制定和實(shí)施技巧
Design and implementation skills of compensation strategy matching organizational strategy
—工作模擬（2）：報(bào)酬體系的選擇
Job sampling (2) : selection of compensation system
—建立激勵(lì)性報(bào)酬體系
Setting up incentive compensative systems
—工作模擬（3）：制定薪酬制度框架
Job sampling (3) :setting up the frame of compensation system
—激勵(lì)性報(bào)酬制度設(shè)計(jì)實(shí)踐
Practicing the design of incentive compensation system
—工作模擬（4）：激勵(lì)計(jì)劃的制定
Job sampling (4) : Setting up incentive plan
—員工心理報(bào)酬設(shè)計(jì)
Design of employees’ psychological compensation
—經(jīng)驗(yàn)分享：心理獎(jiǎng)勵(lì)的作用
Sharing experience: function of psychological award
—報(bào)酬總量和報(bào)酬組合策略定位技巧
Compensation volume and localization skills of compensation combination strategy
—獎(jiǎng)金設(shè)計(jì)技巧
Skills of bonus design
—經(jīng)驗(yàn)分享：提高報(bào)酬激勵(lì)性的技巧
Sharing experience: the skills of improving the incentive of compensation
—案例研討：根據(jù)績效支付工資的缺陷
Case study: default of payment according to the performance
—經(jīng)驗(yàn)培養(yǎng)：制定薪酬制度
Experience cultivating: setting up compensation system
—經(jīng)驗(yàn)分享：最低工資標(biāo)準(zhǔn)與個(gè)人所得稅應(yīng)對(duì)技巧
Sharing experience: minimum wage standard and skills to deal with tax on personal income
—學(xué)員問題解答
Answers to the trainees’ questions
模塊二：工作評(píng)價(jià)與激勵(lì)內(nèi)部合作薪酬體系建立實(shí)務(wù)
Module 2: job evaluation and compensation system construction of the incentive internal cooperation
—案例研討：固定工資制還是傭金制
Case study: fixed-wage system or commission system
—經(jīng)驗(yàn)分享：如何提高員工對(duì)薪酬的滿意度
Sharing experience: the way to improve employees’ satisfaction with compensation
—建立內(nèi)部合作報(bào)酬體系
Setting up compensation system of internal cooperation
—工作模擬（1）：恰當(dāng)?shù)膱?bào)酬機(jī)制
Job sampling (1) :suitable compensation system
—開發(fā)和應(yīng)用有效的工作評(píng)價(jià)方法
Developing and applying effective job evaluation method
—報(bào)酬因素的選擇技巧
Selection skills of compensation factors
—經(jīng)驗(yàn)分享：失敗的工作評(píng)價(jià)
Sharing experience: failed job evaluation
—報(bào)酬的定立方法
Localization method for compensation
—工作評(píng)價(jià)過程和管理
Process and management of job evaluation
—建立公平、合理的薪資結(jié)構(gòu)
Setting up fair and reasonable salary structure
—工作模擬（2）：匹配的工作評(píng)價(jià)方法
Job sampling (2) : matched job evaluation method
—工作模擬（3）—建立內(nèi)部公平性報(bào)酬制度
Job sampling (3) —Setting up internal fair pay system
—實(shí)戰(zhàn)能力訓(xùn)練：工資結(jié)構(gòu)設(shè)計(jì)
Practical ability training: designing salary structure
—實(shí)戰(zhàn)能力訓(xùn)練：工資水平、工資等級(jí)和范圍
Practical ability training: salary level, salary grade and scale
—技能工資設(shè)計(jì)技巧
Designing skills of pay for skills
—職位工資設(shè)計(jì)技巧
Designing skills of pay for post
—業(yè)績工資設(shè)計(jì)技巧
Designing skills of pay for performance
—案例研討——留住“聰明人”的微軟公司
Case study——Microsoft retaining the wiser
—熱點(diǎn)問題探討
Hot problem discussion
第二天 The second day
模塊三：薪酬調(diào)查與匹配公司競爭戰(zhàn)略的市場競爭報(bào)酬體系建立實(shí)務(wù)
Module3: salary survey and practice of setting up pay system with market competitiveness matching the enterprises’ strategy
—案例研討：某跨國運(yùn)動(dòng)鞋制造商在中國的憂傷
Case study: sorrow of some international manufactures of sports shoes in china
—經(jīng)驗(yàn)分享：建立激勵(lì)性市場導(dǎo)向薪酬政策
Sharing experience: Setting up incentive market-oriented pay policy
—市場競爭薪酬體系的建立
Setting up pay system with market competitiveness
—市場調(diào)查策劃及市場競爭工資線的確定
Designing market survey and confirming pay-policy line with market competitiveness
—薪酬市場調(diào)查過程
Process of pay market survey
—經(jīng)驗(yàn)分享：自我開發(fā)市場調(diào)查
Sharing experience: self-exploited market survey
—工作模擬（1）：薪酬調(diào)查表格設(shè)計(jì)和應(yīng)用
Job sampling (1) : design and application of pay survey form
—市場調(diào)查應(yīng)用經(jīng)驗(yàn)分享
Sharing experience of market survey
—年度薪酬調(diào)整策劃實(shí)務(wù)
Practice of designing annual pay adjustment
—經(jīng)驗(yàn)分享：失敗的年度薪酬調(diào)整
Sharing experience: failed annual pay adjustment
—工作模擬（2）：薪酬調(diào)整計(jì)劃
Job sampling(2) :plan of pay adjustment
—建立市場競爭薪酬體系實(shí)踐經(jīng)驗(yàn)分享
Setting up sharing experience of pay system with market competitiveness
—技能訓(xùn)練：市場競爭工資制度設(shè)計(jì)
Technique training: designing pay system with market competitiveness
—案例研討：高工資的困惑
Case study: confusion of high salary
—工作模擬（3）：薪酬調(diào)查實(shí)踐
Job sampling(3): practice of pay survey
—學(xué)員問題解答
Answers to the trainees’ questions
模塊四：激勵(lì)性員工福利計(jì)劃設(shè)計(jì)實(shí)務(wù)
Module 4:`practice of designing incentive employees’ welfare
—案例研討：某日資企業(yè)在中國的困惑
Case study: confusion of some Japanese enterprises in China
—競爭戰(zhàn)略與福利戰(zhàn)略
Competitive strategy and welfare strategy
—福利總量的設(shè)計(jì)
Designing welfare volume
—福利組合的設(shè)計(jì)技巧
Designing skills of welfare combination
—實(shí)操技能訓(xùn)練（1）：福利內(nèi)容設(shè)計(jì)實(shí)踐
Practical technique training (1): practice of designing welfare content
—經(jīng)驗(yàn)分享：通過福利設(shè)計(jì)有效留位員工
Sharing experience: effectively retaining employees by welfare design
—建立激勵(lì)性福利計(jì)劃
Setting up incentive welfare plan
—彈性福利設(shè)計(jì)實(shí)務(wù)
Practice of designing flexible welfare
—核心福利設(shè)計(jì)
Designing of core welfare
—選擇性福利設(shè)計(jì)
Designing of selective welfare
—福利成本控制技巧
Skills of controlling welfare costs
—福利管理經(jīng)驗(yàn)分享
Sharing experience of welfare management
—實(shí)操技能訓(xùn)練（2）：員工福利制度設(shè)計(jì)
Practical technique training(2) : design of employees’ welfare system
—工作模擬（1）：激勵(lì)性彈性福利制度
Job sampling (1): incentive flexible welfare system
—案例研討：彈性福利制度的歷程
Case study: history of flexible welfare system
—經(jīng)驗(yàn)分享：應(yīng)對(duì)社會(huì)保險(xiǎn)的策略
Sharing experience: strategy to deal with social insurance
—報(bào)酬和福利熱點(diǎn)問題討論
Discussion about hot problem in compensation and benefit
培訓(xùn)特色
Training Characteristics
20%時(shí)間進(jìn)行最新報(bào)酬和福利管理知識(shí)分享，40%時(shí)間進(jìn)行報(bào)酬和福利管理專家級(jí)技能培養(yǎng)，40%時(shí)間為實(shí)操經(jīng)驗(yàn)養(yǎng)成和工作模擬訓(xùn)練。
20% time for sharing the latest management knowledge of pay and benefit, 40% time for cultivating expert-level skills of pay and benefit and the other 40% time for job sampling training to gain practical experience.
培訓(xùn)日期
Training Dates
共二天
2 days totally
講師簡介
陳建志 老師
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；人力資源碩士、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�，F(xiàn)任新世紀(jì)人力資源管理學(xué)會(huì)會(huì)長；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)營首席設(shè)計(jì)師和首席培訓(xùn)導(dǎo)師；美國認(rèn)證協(xié)會(huì)（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(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, senior strength strategy implementation consulting, HR management, training and consultant expert; Master of HR, Doctor of Psychology. 20 years of working experience as HRD or above in large-scale foreign, joint venture, state-owned and private enterprises. Mr. Chen has been the HR training teacher 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.
陳建志導(dǎo)師長期專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)先的人力資源課題研究者。其中開發(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)的四個(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)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)專業(yè)模塊等。
Depew Chen has been kept focusing on human resources management theory research for a long term. Through 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 HRM competence as training goals. 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、high-level management person competence 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)的學(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(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）。 在新的一年陳導(dǎo)師將會(huì)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 competence training course modules (over 3 thousand totally) dominated by Depew Chen or you want to download parts of these modules, please contact Depew Chen. So far, Depew Chen has launched over 470 stages of HR management competence 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 realize breakthrough in career for a short time; 35% of these trainees have already worked for large foreign enterprises and top 500 enterprises at home and abroad with the 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 make concentration on cultivating and developing more strength HR management experts and creating more HR management white collar and gold collar with the salary from 10000 to 30000.
課程對(duì)象
1. 企業(yè)中負(fù)責(zé)報(bào)酬和福利管理人員
Management personnel who are responsible for the enterprises’ compensation and benefits
2. 企業(yè)人力資源管理人員
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. 有志于成為報(bào)酬和福利管理專家者
People who are willing to be a compensation and benefit expert
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課程名稱：企業(yè)人力資源管理專家勝任力證書培訓(xùn)系列（PHR）之 報(bào)酬和福利管理專家勝任力特訓(xùn)營
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課程名稱：企業(yè)人力資源管理專家勝任力證書培訓(xùn)系列（PHR）之 報(bào)酬和福利管理專家勝任力特訓(xùn)營 時(shí)間地區(qū)：____月____日_____市 | |||||
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