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）
舉辦時間：
| 廣州 2011年12月17、18日 | 廣州 2011年11月26、27日 |
課程費(fèi)用：3800元/人（培訓(xùn)教材1套、培訓(xùn)費(fèi)和《績效管理專家》證書費(fèi)。）
會 員 價：會員優(yōu)惠價請咨詢客服， QQ:674837974 手機(jī)/微信：18588851172 符小姐
培訓(xùn)目標(biāo)
企 業(yè)：1，提升公司和員工的績效，增強(qiáng)公司的贏利能力和競爭能力
Enterprise: Improving company and staff’s performance, enhancing company’s profitability and competitiveness
2，提升企業(yè)的投資回報率、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，獲得績效管理的專家級技能，加快本人職業(yè)發(fā)展速度和有效提升自身的職業(yè)競爭力
Trainees: Obtaining the expert-level skills in performance management, accelerating self career development pace and effectively enhancing career competitiveness
課程詳情
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 PM
1. 掌握績效管理指標(biāo)體系的制定與管理方法
Mastering methods of setting up and managing performance management indicators system
2. 熟悉績效管理的流程
Getting familiar with performance management process
3. 能解答企業(yè)員工一般性績效管理問題
Answering staff’s general performance management questions
4. 具績效管理例會安排能力與經(jīng)驗
Ability and experience of arranging performance management regular meetings
5. 定期績效管理報表編制能力與經(jīng)驗
Ability and experience of designing regular performance management form
6. 一般員工/工人級績效面談能力與經(jīng)驗
Ability and experience of general staff and workers-level performance interview
7. 部門/跨部門績效指標(biāo)執(zhí)行跟蹤能力與經(jīng)驗
Ability and experience of implementing and tracking sector/cross-sector’s performance indicators
8. 獎懲制度績效管理辦法制定與推行能力與經(jīng)驗
Ability and experience of setting up and implementing performance management methods of rewards and punishment system
9. 獎金制度績效管理辦法制定與推行能力與經(jīng)驗
Ability and experience of setting up and implementing performance management methods of bonuses system
10.良好的表達(dá)能力和溝通能力
Good expression and communication ability
11.良好的英文能力更佳(增加20-30%個人價值)
Good English ( adding 20-30% individual value)
12.了解和掌握專業(yè)的績效管理名詞、系統(tǒng)理論
Knowing well and grasping professional terms of performance management
第二層面：績效管理主管職位勝任力結(jié)構(gòu)The second level: supervisor’s KCI in PM
1. 績效指標(biāo)系統(tǒng)的建立與執(zhí)行能力與經(jīng)驗
Ability and experience of setting up and implementing performance indicators system
2. MBO績效指標(biāo)的分解能力與經(jīng)驗
Ability and experience of MBO performance indicators decomposition
3. KPI績效指標(biāo)體系的分解能力與經(jīng)驗
Ability and experience of KPI performance indicators system’s decomposition
4. 績效指標(biāo)訂立技能培訓(xùn)的能力與經(jīng)驗
Ability and experience of performance indicators setting skills training
5. 績效評估方法的選擇與設(shè)計能力與經(jīng)驗
Ability and experience of selecting and designing performance appraisal methods
6. 績效評估表的設(shè)計能力與經(jīng)驗
Ability and experience of designing performance appraisal form
7. 績效評估流程的建立與監(jiān)控能力與經(jīng)驗
Ability and experience of setting up and controlling performance appraisal process
8. 中層管理人員績效評面談能力與經(jīng)驗
Ability and experience of middle managers’ performance interview
9. 具備績效面談技能培訓(xùn)的能力與經(jīng)驗
Ability and experience of performance interview skills training
10.績效管理體系的實施能力與經(jīng)驗
Ability and experience of implementing performance management system
11.具備傭金制度績效管理辦法的設(shè)計與推行能力與經(jīng)驗
Ability and experience of setting up and implementing commission system performance management methods
12.具備績效管理體系的組織、實施能力與經(jīng)驗
Ability and experience of organizing and implementing performance management system
13.具備績效管理問題診斷與解決能力與經(jīng)驗
Ability and experience of diagnosing and solving performance management problems
14.績效管理流程設(shè)計、管理與改善能力與經(jīng)驗
Ability and experience of setting up, managing and improving performance management process
15.具備績效管理的基礎(chǔ)系統(tǒng)知識
Possessing basic system knowledge of performance management
16.績效管理預(yù)算與業(yè)績管理能力與經(jīng)驗
Ability and experience of performance management budget and performance management
17.具良好的英文基礎(chǔ)更佳(會為你增值20%-30%)
Better with good foundation in English ( adding 20-30% individual 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 KCI in PM
1. 戰(zhàn)略性績效管理思考能力、具系統(tǒng)而專業(yè)的PMS理論水平
Thinking ability of strategic performance management, systematic and professional theory level of PMS
2. 績效管理策略制定能力、與老板/公司/部門經(jīng)理有效共息的能力
Ability of setting up performance management and getting along with boss/company/department manager
3. 績效管理目標(biāo)定立與溝通能力
Ability of setting up and communicating performance management objective
4. MBOs/KPIs/BSCs績效管理體系建立與推行能力與經(jīng)驗
Ability and experience of setting up and implementing MBOs/KPIs/BSCs of PMS
5. 有效績效指標(biāo)體系設(shè)計、推行能力與經(jīng)驗
Ability and experience of setting up and implementing effective performance indicators system
6. 有效績效評估體系設(shè)計、推行能力與經(jīng)驗
Ability and experience of setting up and implementing effective performance appraisal system
7. 有效績效管理動力機(jī)制建立、推行能力與經(jīng)驗
Ability and experience of setting up and implementing effective performance management impetus mechanism
8. 主持績效管理導(dǎo)入訓(xùn)練的能力與經(jīng)驗
Ability and experience of hosting performance management introducing training
9. 主持中高層人員績效管理面談能力與經(jīng)驗
Ability and experience of hosting middle and high level staff’s performance management interview
10.績效管理指標(biāo)庫建立與指導(dǎo)、執(zhí)行能力與經(jīng)驗
Ability and experience of setting up ,guiding and implementing performance management indicators
11.績效管理成本預(yù)算、管理能力與經(jīng)驗
Ability and experience of performance management costs’ budget and management
培訓(xùn)目標(biāo)
Training objectives
1.具備建立和執(zhí)行支持公司戰(zhàn)略實施的績效管理體系能力和經(jīng)驗
Possessing the ability and skills of setting up and implementing performance management system to support company’s strategic implementation
2.具備建立和執(zhí)行與公司經(jīng)營目標(biāo)匹配的績效管理制度的能力和經(jīng)驗
Possessing the ability and skills of setting up and implementing performance management system matching company’s business goals
3.能根據(jù)公司的經(jīng)營需要設(shè)計實用和有效的績效指標(biāo)體系
Designing practical and effective performance indicators system according to company’s business needs
4.具備設(shè)計和指導(dǎo)推行有效的績效反饋和績效改進(jìn)計劃的技能和經(jīng)驗
Possessing skills and experience of designing, guiding and implementing performance feedback and performance improvement plans
5.能開發(fā)和使用有效的績效評估體系和方法
Developing and applying effective performance appraisal system and methods
6.提升組織績效和員工績效
Improving organizational performance and staff’s performance
7.通過績效管理提升公司的競爭力
Enhancing company’s competitiveness through performance management
8.通過績效與報酬的緊密配合，提升公司對優(yōu)秀人才的吸引力
Enhancing company’s attraction to excellent talents through the close combination of performance and compensation
培訓(xùn)特色
Training Features
20%時間進(jìn)行最新績效管理管理知識分享，40%時間進(jìn)行績效管理管理專家級技能培養(yǎng)，40%時間為實操經(jīng)驗養(yǎng)成和工作模擬訓(xùn)練。
20% of time for sharing the latest knowledge of performance management; 40% for cultivating expert-level skills of performance management; 40% for practical operation experience sharing, job sampling training
培訓(xùn)時間
Training Time
共二天
Two days in total
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的創(chuàng)建實務(wù)
Practice of setting up PMS and motivating PMS
模塊二：開發(fā)和應(yīng)用有效的績效指標(biāo)體系—MBO、KPI和BSC績效指標(biāo)體系
Developing and practicing effective PIS and appraisal methods－MBO,KPI and BSC PTS
模塊三：開發(fā)和應(yīng)用有效的績效評估體系實務(wù)
Developing and practicing effective performance appraisal system
模塊四：績效面談、績效改進(jìn)和績效反饋技能
Skills of performance interview, performance improvement and performance feedback
學(xué)員福利
Trainees’Benefits
1. 獲頒發(fā)《績效管理專家》證書
Obtaining certificate of PHR-PM
2. 成為Goodcareer 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）
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<
>會員
Becoming member of Goodcareer HR Party for free
4. 9折參加Goodcareer 年度《人力資源管理高峰論壇》
Getting 10% discount for Goodcareer annual Human Resources Management Summit Forum
培訓(xùn)課程安排
Course Arrangement
具體培訓(xùn)內(nèi)容每班會根據(jù)學(xué)員實際情況有所修，以導(dǎo)師實際上課內(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：績效管理策略定位與激勵性績效管理體系的創(chuàng)建實務(wù)
Practice of setting up performance management strategy and motivating performance management system
—案例研討：令人沮喪的年度調(diào)薪績效評估
Case study: frustrating performance appraisal of annual salary adjustment
—經(jīng)驗分享：業(yè)績導(dǎo)向的績效管理體系
Sharing experience: performance-oriented PMS
—激勵與績效管理
Motivation and performance management
—企業(yè)目標(biāo)/戰(zhàn)略與績效管理目標(biāo)
Enterprise objective/strategy/PM objective
—績效管理體系的選擇技巧
Skills and arts of selecting PMS
—MBOs, KPIs和BSCs績效管理體系
PMS of MBOs, KPIs and BSCs
—實操技能訓(xùn)練：選擇匹配的績效管理體系 Practical operation skills: selecting matching PMS
—績效指標(biāo)體系的選選技巧
Skills of selecting PIS
—實操技能訓(xùn)練：選擇合適的指標(biāo)體系
Practical operation skills: selecting appropriate indicators system
—有效的績效管理體系建立實務(wù)
Practice of setting up effective PMS
—建立與公司經(jīng)營目標(biāo)匹配的績效管理制度
Setting up PMS matching company’s business goals
—績效管理制度實施技巧
Skills and arts of implementing PMS
—績效管理體系樣本分享
Sharing samples of PMS
—工作模擬：制定有效的績效管理制度
Job sampling: setting up effective PMS
—案例研討：強(qiáng)生公司的360度評估
Case study: Johnson&Johnson’s all-round evaluation
—績效管理制度熱點問題解答
Answering hot issues of PMS
模塊二：開發(fā)和應(yīng)用有效的績效指標(biāo)體系—MBO、KPI和BSC績效指標(biāo)體系
Developing and practicing effective performance indicators system and appraisal methods----MBO,KPI and BSC performance indicators system
—案例研討：獎懲標(biāo)準(zhǔn)或是績效指標(biāo)
Case study: rewards and punishment standards or performance indicators
—經(jīng)驗分享：業(yè)績導(dǎo)向的績效指標(biāo)體系
Sharing experience: performance-oriented PMS
—目標(biāo)與標(biāo)準(zhǔn)
Objectives and standards
—實操技能訓(xùn)練：制定目標(biāo)與標(biāo)準(zhǔn)
Practical operation skills: setting up objectives and standards
—建立SMARTA 指標(biāo)體系
Setting up SMATRA indicators system
—實操技能訓(xùn)練：建立培訓(xùn)經(jīng)理的SMARTA指標(biāo)
Setting up SMATRA indicators for training manager
—關(guān)鍵績效范圍的確定技巧與方法
Skills and arts and methods of key performance range
—實操技能訓(xùn)練：找出研發(fā)經(jīng)理的關(guān)鍵業(yè)績范圍
Practical operation skills: finding out research manager’s key performance range
—建立公司、部門和個人的KPI指標(biāo)
Setting up company’s, department’s and
individual KPI indicators
—工作模擬：定立關(guān)鍵績效指標(biāo)（KPI）
Job sampling: setting up KPI
—MBOs績效指標(biāo)開發(fā)實務(wù)
Practice of developing MBOs performance indicators
—KPIs績效指標(biāo)開發(fā)實務(wù)
Practice of developing KPIs performance indicators
—BSCs績效指標(biāo)開發(fā)實務(wù)
Practice of developing BSCs performance indicators
—培訓(xùn)員工的績效指標(biāo)定立技巧
Training staff’s skills and arts of setting up PI
—經(jīng)驗性練習(xí)：選擇有效績效評估方法
Empirical experience : selecting effective performance appraisal methods
—案例研討：某公司決定不采用KPI指標(biāo)體系
Case study: some company decided not to take 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
模塊三：開發(fā)和應(yīng)用有效的績效評估體系實務(wù)
Developing and Practicing effective Performance Appraisal System
—案例研討：令人難以落筆的績效評估表
Case study: a terrible performance appraisal form
—經(jīng)驗分享：定性評估與定量評估
Sharing experience: qualitative evaluation and quantitative evaluation
—建立有效的績效評估體系實務(wù)
Practice of setting up effective performance appraisal system
—工作模擬：選擇正確的績效評估體系
Job sampling: selecting proper performance appraisal system
—案例研討：損害公司長遠(yuǎn)利益的評估體系
Case study: damage evaluation system of company’s along-term interest
—開發(fā)和應(yīng)用有效的績效評估方法
Developing and applying effective performance appraisal methods
—經(jīng)驗性練習(xí)：選擇有效績效評估方法
Empirical practice: selecting effective performance appraisal methods
—建立匹配的評估流程
Setting up matching evaluation process
—開發(fā)有效的績效評估表
Developing effective performance appraisal form
—工作模擬：開發(fā)合適的績效評估表
Job sampling: developing proper performance 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 evaluation system
—經(jīng)驗分享：評估制度和流程樣本分享
Sharing experience: sharing samples of evaluation system and process
—小組演練：建立公司的評估制度和評估流程
Exercising by group: setting up company’s evaluation system and process
模塊四：績效面談、績效改進(jìn)和績效反饋技能
Skills of performance interview, performance improvement and performance feedback
—案例研討：不開心的被評估者和評估者
Case study: unhappy assessee and assessor
—經(jīng)驗分享：激勵性績效反饋
Sharing experience: incentive performance feedback
—績效面談流程設(shè)計
Designing performance interview process
—有效的績效面談技巧
Skills and arts of effective performance interview
—實操技能演練：有效績效面談原則
Practical operation skills: effective principles of performance interview
—成功績效討論技能分享
Sharing skills and arts of successful performance
—建立和執(zhí)行激勵性績效反饋與績效改進(jìn)計劃
Setting up and implementing incentive performance feedback and performance improvement plans
—工作模擬：制定績效改進(jìn)計劃
Job sampling: setting up performance improvement plans
—有效避免績效面談?wù)`區(qū)
Effectively avoid the mistakes in performance interview
—案例研討：達(dá)成雙贏的績效面談
Case study: reaching win-win performance interview
—績效評估結(jié)果的應(yīng)用技巧
Skills and arts of applying performance appraisal results
—建立業(yè)績導(dǎo)向的薪酬機(jī)制
Setting up performance-oriented compensation mechanism
—實操技能演練：建立激勵性的業(yè)績反饋計劃
Practical operation skills: setting up incentive performance feedback plan
—經(jīng)驗分享：如何把員工的業(yè)績與員工的報酬緊密聯(lián)系起來
Sharing experience: how to connect staff’s performance to staff’s compensation closely
—績效管理熱點問題研討
Discussion about hot issues on performance managemen
1. 掌握績效管理指標(biāo)體系的制定與管理方法
Mastering methods of setting up and managing performance management indicators system
2. 熟悉績效管理的流程
Getting familiar with performance management process
3. 能解答企業(yè)員工一般性績效管理問題
Answering staff’s general performance management questions
4. 具績效管理例會安排能力與經(jīng)驗
Ability and experience of arranging performance management regular meetings
5. 定期績效管理報表編制能力與經(jīng)驗
Ability and experience of designing regular performance management form
6. 一般員工/工人級績效面談能力與經(jīng)驗
Ability and experience of general staff and workers-level performance interview
7. 部門/跨部門績效指標(biāo)執(zhí)行跟蹤能力與經(jīng)驗
Ability and experience of implementing and tracking sector/cross-sector’s performance indicators
8. 獎懲制度績效管理辦法制定與推行能力與經(jīng)驗
Ability and experience of setting up and implementing performance management methods of rewards and punishment system
9. 獎金制度績效管理辦法制定與推行能力與經(jīng)驗
Ability and experience of setting up and implementing performance management methods of bonuses system
10.良好的表達(dá)能力和溝通能力
Good expression and communication ability
11.良好的英文能力更佳(增加20-30%個人價值)
Good English ( adding 20-30% individual value)
12.了解和掌握專業(yè)的績效管理名詞、系統(tǒng)理論
Knowing well and grasping professional terms of performance management
第二層面：績效管理主管職位勝任力結(jié)構(gòu)The second level: supervisor’s KCI in PM
1. 績效指標(biāo)系統(tǒng)的建立與執(zhí)行能力與經(jīng)驗
Ability and experience of setting up and implementing performance indicators system
2. MBO績效指標(biāo)的分解能力與經(jīng)驗
Ability and experience of MBO performance indicators decomposition
3. KPI績效指標(biāo)體系的分解能力與經(jīng)驗
Ability and experience of KPI performance indicators system’s decomposition
4. 績效指標(biāo)訂立技能培訓(xùn)的能力與經(jīng)驗
Ability and experience of performance indicators setting skills training
5. 績效評估方法的選擇與設(shè)計能力與經(jīng)驗
Ability and experience of selecting and designing performance appraisal methods
6. 績效評估表的設(shè)計能力與經(jīng)驗
Ability and experience of designing performance appraisal form
7. 績效評估流程的建立與監(jiān)控能力與經(jīng)驗
Ability and experience of setting up and controlling performance appraisal process
8. 中層管理人員績效評面談能力與經(jīng)驗
Ability and experience of middle managers’ performance interview
9. 具備績效面談技能培訓(xùn)的能力與經(jīng)驗
Ability and experience of performance interview skills training
10.績效管理體系的實施能力與經(jīng)驗
Ability and experience of implementing performance management system
11.具備傭金制度績效管理辦法的設(shè)計與推行能力與經(jīng)驗
Ability and experience of setting up and implementing commission system performance management methods
12.具備績效管理體系的組織、實施能力與經(jīng)驗
Ability and experience of organizing and implementing performance management system
13.具備績效管理問題診斷與解決能力與經(jīng)驗
Ability and experience of diagnosing and solving performance management problems
14.績效管理流程設(shè)計、管理與改善能力與經(jīng)驗
Ability and experience of setting up, managing and improving performance management process
15.具備績效管理的基礎(chǔ)系統(tǒng)知識
Possessing basic system knowledge of performance management
16.績效管理預(yù)算與業(yè)績管理能力與經(jīng)驗
Ability and experience of performance management budget and performance management
17.具良好的英文基礎(chǔ)更佳(會為你增值20%-30%)
Better with good foundation in English ( adding 20-30% individual 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 KCI in PM
1. 戰(zhàn)略性績效管理思考能力、具系統(tǒng)而專業(yè)的PMS理論水平
Thinking ability of strategic performance management, systematic and professional theory level of PMS
2. 績效管理策略制定能力、與老板/公司/部門經(jīng)理有效共息的能力
Ability of setting up performance management and getting along with boss/company/department manager
3. 績效管理目標(biāo)定立與溝通能力
Ability of setting up and communicating performance management objective
4. MBOs/KPIs/BSCs績效管理體系建立與推行能力與經(jīng)驗
Ability and experience of setting up and implementing MBOs/KPIs/BSCs of PMS
5. 有效績效指標(biāo)體系設(shè)計、推行能力與經(jīng)驗
Ability and experience of setting up and implementing effective performance indicators system
6. 有效績效評估體系設(shè)計、推行能力與經(jīng)驗
Ability and experience of setting up and implementing effective performance appraisal system
7. 有效績效管理動力機(jī)制建立、推行能力與經(jīng)驗
Ability and experience of setting up and implementing effective performance management impetus mechanism
8. 主持績效管理導(dǎo)入訓(xùn)練的能力與經(jīng)驗
Ability and experience of hosting performance management introducing training
9. 主持中高層人員績效管理面談能力與經(jīng)驗
Ability and experience of hosting middle and high level staff’s performance management interview
10.績效管理指標(biāo)庫建立與指導(dǎo)、執(zhí)行能力與經(jīng)驗
Ability and experience of setting up ,guiding and implementing performance management indicators
11.績效管理成本預(yù)算、管理能力與經(jīng)驗
Ability and experience of performance management costs’ budget and management
培訓(xùn)目標(biāo)
Training objectives
1.具備建立和執(zhí)行支持公司戰(zhàn)略實施的績效管理體系能力和經(jīng)驗
Possessing the ability and skills of setting up and implementing performance management system to support company’s strategic implementation
2.具備建立和執(zhí)行與公司經(jīng)營目標(biāo)匹配的績效管理制度的能力和經(jīng)驗
Possessing the ability and skills of setting up and implementing performance management system matching company’s business goals
3.能根據(jù)公司的經(jīng)營需要設(shè)計實用和有效的績效指標(biāo)體系
Designing practical and effective performance indicators system according to company’s business needs
4.具備設(shè)計和指導(dǎo)推行有效的績效反饋和績效改進(jìn)計劃的技能和經(jīng)驗
Possessing skills and experience of designing, guiding and implementing performance feedback and performance improvement plans
5.能開發(fā)和使用有效的績效評估體系和方法
Developing and applying effective performance appraisal system and methods
6.提升組織績效和員工績效
Improving organizational performance and staff’s performance
7.通過績效管理提升公司的競爭力
Enhancing company’s competitiveness through performance management
8.通過績效與報酬的緊密配合，提升公司對優(yōu)秀人才的吸引力
Enhancing company’s attraction to excellent talents through the close combination of performance and compensation
培訓(xùn)特色
Training Features
20%時間進(jìn)行最新績效管理管理知識分享，40%時間進(jìn)行績效管理管理專家級技能培養(yǎng)，40%時間為實操經(jīng)驗養(yǎng)成和工作模擬訓(xùn)練。
20% of time for sharing the latest knowledge of performance management; 40% for cultivating expert-level skills of performance management; 40% for practical operation experience sharing, job sampling training
培訓(xùn)時間
Training Time
共二天
Two days in total
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的創(chuàng)建實務(wù)
Practice of setting up PMS and motivating PMS
模塊二：開發(fā)和應(yīng)用有效的績效指標(biāo)體系—MBO、KPI和BSC績效指標(biāo)體系
Developing and practicing effective PIS and appraisal methods－MBO,KPI and BSC PTS
模塊三：開發(fā)和應(yīng)用有效的績效評估體系實務(wù)
Developing and practicing effective performance appraisal system
模塊四：績效面談、績效改進(jìn)和績效反饋技能
Skills of performance interview, performance improvement and performance feedback
學(xué)員福利
Trainees’Benefits
1. 獲頒發(fā)《績效管理專家》證書
Obtaining certificate of PHR-PM
2. 成為Goodcareer 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）
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<
>會員
Becoming member of Goodcareer HR Party for free
4. 9折參加Goodcareer 年度《人力資源管理高峰論壇》
Getting 10% discount for Goodcareer annual Human Resources Management Summit Forum
培訓(xùn)課程安排
Course Arrangement
具體培訓(xùn)內(nèi)容每班會根據(jù)學(xué)員實際情況有所修，以導(dǎo)師實際上課內(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：績效管理策略定位與激勵性績效管理體系的創(chuàng)建實務(wù)
Practice of setting up performance management strategy and motivating performance management system
—案例研討：令人沮喪的年度調(diào)薪績效評估
Case study: frustrating performance appraisal of annual salary adjustment
—經(jīng)驗分享：業(yè)績導(dǎo)向的績效管理體系
Sharing experience: performance-oriented PMS
—激勵與績效管理
Motivation and performance management
—企業(yè)目標(biāo)/戰(zhàn)略與績效管理目標(biāo)
Enterprise objective/strategy/PM objective
—績效管理體系的選擇技巧
Skills and arts of selecting PMS
—MBOs, KPIs和BSCs績效管理體系
PMS of MBOs, KPIs and BSCs
—實操技能訓(xùn)練：選擇匹配的績效管理體系 Practical operation skills: selecting matching PMS
—績效指標(biāo)體系的選選技巧
Skills of selecting PIS
—實操技能訓(xùn)練：選擇合適的指標(biāo)體系
Practical operation skills: selecting appropriate indicators system
—有效的績效管理體系建立實務(wù)
Practice of setting up effective PMS
—建立與公司經(jīng)營目標(biāo)匹配的績效管理制度
Setting up PMS matching company’s business goals
—績效管理制度實施技巧
Skills and arts of implementing PMS
—績效管理體系樣本分享
Sharing samples of PMS
—工作模擬：制定有效的績效管理制度
Job sampling: setting up effective PMS
—案例研討：強(qiáng)生公司的360度評估
Case study: Johnson&Johnson’s all-round evaluation
—績效管理制度熱點問題解答
Answering hot issues of PMS
模塊二：開發(fā)和應(yīng)用有效的績效指標(biāo)體系—MBO、KPI和BSC績效指標(biāo)體系
Developing and practicing effective performance indicators system and appraisal methods----MBO,KPI and BSC performance indicators system
—案例研討：獎懲標(biāo)準(zhǔn)或是績效指標(biāo)
Case study: rewards and punishment standards or performance indicators
—經(jīng)驗分享：業(yè)績導(dǎo)向的績效指標(biāo)體系
Sharing experience: performance-oriented PMS
—目標(biāo)與標(biāo)準(zhǔn)
Objectives and standards
—實操技能訓(xùn)練：制定目標(biāo)與標(biāo)準(zhǔn)
Practical operation skills: setting up objectives and standards
—建立SMARTA 指標(biāo)體系
Setting up SMATRA indicators system
—實操技能訓(xùn)練：建立培訓(xùn)經(jīng)理的SMARTA指標(biāo)
Setting up SMATRA indicators for training manager
—關(guān)鍵績效范圍的確定技巧與方法
Skills and arts and methods of key performance range
—實操技能訓(xùn)練：找出研發(fā)經(jīng)理的關(guān)鍵業(yè)績范圍
Practical operation skills: finding out research manager’s key performance range
—建立公司、部門和個人的KPI指標(biāo)
Setting up company’s, department’s and
individual KPI indicators
—工作模擬：定立關(guān)鍵績效指標(biāo)（KPI）
Job sampling: setting up KPI
—MBOs績效指標(biāo)開發(fā)實務(wù)
Practice of developing MBOs performance indicators
—KPIs績效指標(biāo)開發(fā)實務(wù)
Practice of developing KPIs performance indicators
—BSCs績效指標(biāo)開發(fā)實務(wù)
Practice of developing BSCs performance indicators
—培訓(xùn)員工的績效指標(biāo)定立技巧
Training staff’s skills and arts of setting up PI
—經(jīng)驗性練習(xí)：選擇有效績效評估方法
Empirical experience : selecting effective performance appraisal methods
—案例研討：某公司決定不采用KPI指標(biāo)體系
Case study: some company decided not to take 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
模塊三：開發(fā)和應(yīng)用有效的績效評估體系實務(wù)
Developing and Practicing effective Performance Appraisal System
—案例研討：令人難以落筆的績效評估表
Case study: a terrible performance appraisal form
—經(jīng)驗分享：定性評估與定量評估
Sharing experience: qualitative evaluation and quantitative evaluation
—建立有效的績效評估體系實務(wù)
Practice of setting up effective performance appraisal system
—工作模擬：選擇正確的績效評估體系
Job sampling: selecting proper performance appraisal system
—案例研討：損害公司長遠(yuǎn)利益的評估體系
Case study: damage evaluation system of company’s along-term interest
—開發(fā)和應(yīng)用有效的績效評估方法
Developing and applying effective performance appraisal methods
—經(jīng)驗性練習(xí)：選擇有效績效評估方法
Empirical practice: selecting effective performance appraisal methods
—建立匹配的評估流程
Setting up matching evaluation process
—開發(fā)有效的績效評估表
Developing effective performance appraisal form
—工作模擬：開發(fā)合適的績效評估表
Job sampling: developing proper performance 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 evaluation system
—經(jīng)驗分享：評估制度和流程樣本分享
Sharing experience: sharing samples of evaluation system and process
—小組演練：建立公司的評估制度和評估流程
Exercising by group: setting up company’s evaluation system and process
模塊四：績效面談、績效改進(jìn)和績效反饋技能
Skills of performance interview, performance improvement and performance feedback
—案例研討：不開心的被評估者和評估者
Case study: unhappy assessee and assessor
—經(jīng)驗分享：激勵性績效反饋
Sharing experience: incentive performance feedback
—績效面談流程設(shè)計
Designing performance interview process
—有效的績效面談技巧
Skills and arts of effective performance interview
—實操技能演練：有效績效面談原則
Practical operation skills: effective principles of performance interview
—成功績效討論技能分享
Sharing skills and arts of successful performance
—建立和執(zhí)行激勵性績效反饋與績效改進(jìn)計劃
Setting up and implementing incentive performance feedback and performance improvement plans
—工作模擬：制定績效改進(jìn)計劃
Job sampling: setting up performance improvement plans
—有效避免績效面談?wù)`區(qū)
Effectively avoid the mistakes in performance interview
—案例研討：達(dá)成雙贏的績效面談
Case study: reaching win-win performance interview
—績效評估結(jié)果的應(yīng)用技巧
Skills and arts of applying performance appraisal results
—建立業(yè)績導(dǎo)向的薪酬機(jī)制
Setting up performance-oriented compensation mechanism
—實操技能演練：建立激勵性的業(yè)績反饋計劃
Practical operation skills: setting up incentive performance feedback plan
—經(jīng)驗分享：如何把員工的業(yè)績與員工的報酬緊密聯(lián)系起來
Sharing experience: how to connect staff’s performance to staff’s compensation closely
—績效管理熱點問題研討
Discussion about hot issues on performance managemen
講師簡介
陳建志 老師
資深實戰(zhàn)型戰(zhàn)略實施咨詢、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�，F(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——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 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)師長期專注于人力資源管理理論的研究和應(yīng)用實踐，以20年的人力資源管理實戰(zhàn)經(jīng)驗和8年的人力資源培訓(xùn)和項目服務(wù)經(jīng)驗同國際現(xiàn)代人力資源管理理論和實踐相結(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)的實戰(zhàn)型人力資源培訓(xùn)課程系列，成為一名知名的實戰(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)計的八個級別系列訓(xùn)練課程，共128個HR專業(yè)模塊；PHR系列（外訓(xùn)培訓(xùn)系列）——根據(jù)人力資源管理專家級勝任力結(jié)構(gòu)設(shè)計的四個級別系列培訓(xùn)課程，共24個專業(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，四個級別共26個專業(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)計的實戰(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、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АV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)級或以上職位的人力資源管理專才。100%的學(xué)員在短期內(nèi)實現(xiàn)有個人職業(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)師將會更廣泛地專注于培育和發(fā)展更多實戰(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 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.
課程對象
1. 企業(yè)負(fù)責(zé)績效管理人員
Personnel taking charge of performance management
2. 企業(yè)人力資源管理人員
Human Resources Management personnel of the enterprise
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《績效管理專家》者
People willing to be an expert in performance management
備 注
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 績效管理專家勝任力特訓(xùn)營
| 咨詢電話：020-29042042 QQ： 59870764 |
報 名 回 執(zhí) 表
為確保您的報名名額和及時參加，請?zhí)崆皩⒋耍▓竺恚?/font>E-mail至674837974@QQ.com；721560397@QQ.COM（符小姐、黃小姐）我們將有專人與您聯(lián)系確認(rèn)，并于開課前發(fā)出《培訓(xùn)報名確認(rèn)函》。培訓(xùn)時間、地點、住宿等詳細(xì)信息請以《培訓(xùn)報名確認(rèn)函》書面通知為準(zhǔn)，敬請留意。謝謝！
聯(lián)系人：符小姐 電話：18588851172 QQ：674837974 |
網(wǎng)址：m.a10by9.cn（中國培訓(xùn)易）
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 績效管理專家勝任力特訓(xùn)營 時間地區(qū)：____月____日_____市 | |||||
公司全稱： | |||||
聯(lián)系人 | | 部門 | | 公司網(wǎng)址 | |
聯(lián)系電話 | | 傳真 | | 聯(lián)系郵箱 | |
公司地址 | | 郵編 | | ||
參會人數(shù): 名 | |||||
參會人員資料 | |||||
姓名 | 職務(wù) | 電話 | 手機(jī) | E-mail | |
| | | | | |
| | | | | |
| | | | | |
付款方式: □ 轉(zhuǎn)帳 □ 現(xiàn)金 （請選擇 在□打√） 注：部分地區(qū)不可現(xiàn)金
開戶人: 廣州必學(xué)企業(yè)管理咨詢有限公司 開戶行: 中國農(nóng)業(yè)銀行廣州天銀大廈支行 帳 號: 4405 8501 0400 08276 | |||||
課程金額：__________ | |||||
住宿要求（費(fèi)用自理，開課前三天預(yù)訂） | |||||
是否需要會務(wù)組協(xié)助安排住宿: □是 □否 入住天數(shù)（ ）天 入住時間 2024 年 月 日 □標(biāo)準(zhǔn)雙人間（ ）間 □標(biāo)準(zhǔn)單人間（ ）間 | |||||
發(fā)票信息： 一、增值稅普通發(fā)票（數(shù)電票）： 公司名稱（發(fā)票抬頭）： 納稅人識別號： 發(fā)票內(nèi)容：□1、*現(xiàn)代服務(wù)*培訓(xùn)費(fèi) □2、*現(xiàn)代服務(wù)*咨詢服務(wù)費(fèi) □3、*現(xiàn)代服務(wù)*咨詢費(fèi) □4、*現(xiàn)代服務(wù)*培訓(xùn)咨詢服務(wù)費(fèi) 二、增值稅專用發(fā)票（數(shù)電票）： 公司名稱： 納稅人識別號： 發(fā)票內(nèi)容：□1、*現(xiàn)代服務(wù)*培訓(xùn)費(fèi) | |||||