才博招聘、甄选和配置管理专家课程胜任力结构设计模型 Designing model of PHR-PM KCI structure
第一层面:招聘、甄选和配置管理专员职位胜任力结构 The first level: specialist’s KCI in recruiting, selecting and placement
1.员工招聘流程管理能力与经验
Management ability and experience of employees’ recruiting process
2.工人级、文员级员工招聘渠道管理能力与经验
Management ability and experience of worker-level and clerk-level employees’ recruiting channel
3.指导应聘者申请表填写的能力与经验
Ability and experience of guiding applicants to fill in application forms
4.工人级和文员级的初试能力与经验
Ability and experience of worker-level and clerk-level employees’ first interview
5.测试、考试甄选安排能力与经验
Ability and experience of testing, selecting arrangement
6.具备候选人的联系、沟通能力与经验
Possessing ability and experience to contact and communicate with candidates
7.现场招聘活动的安排与管理能力与经验
Ability and experience to arrange and manage on-site recruiting activities
8.网络招聘管理能力与经验
Management ability and experience of online recruiting
9.员工入职安排管理能力与经验
Management ability and experience of arranging employees’ appointment
10.员工档案管理能力与经验
Ability and experience to manage employees’ files
11.月度/季度/年度招聘总结报告编写能力与经验
Ability and experience to work out monthly/quarterly / annual recruitment summary report
12.具良好的英文基础更佳(会为你增值20%-30%)
Possessing good English ( adding 20%-30% individual value)
第二层面:招聘、甄选和配置管理主管职位胜任力结构 The second level: supervisor’s KCI in recruiting, selecting and placemnt
1.年度招聘计划的实施能力与经验
Implementation ability and experience of annual recruiting plan
2.有效外部人才供应渠道开发与管理能力与经验
Ability and experience to develop and manage effective external talent supply channel
3.有效招聘广告设计与应用能力与经验
Applying Ability and experience to design effective recruiting advertisement
4.猎头渠道、媒体渠道的选择与管理能力与经验
Management ability and experience to select and manage headhunting channel and media channel
5.现场招聘、校园招聘策划能力与经验
Planning ability and experience of on-site recruiting and school recruiting
6.外部人力市场分析、总结能力与经验
Ability and experience to analyze and summarize external human resource market
7.内部人力盘点、人才库建立与管理能力与经验
Management ability and experience to internal manpower inventory, build up talent pool
8.内部招聘策划、管理能力与经验
Management ability and experience to plan internal recruiting
9.管理培训生内部人才供给系统的制度、管理能力与经验
System of managing trainees’ internal talent supply, management ability and experience
10.非正式配置内部招聘计划设计、管理能力与经验
Management ability and experience to design internal recruiting plan of informal placing
11.有效测试技术的开发、应用能力与经验
Development of effective testing technology, application ability and experience
12.有效预测员工将来业绩技术开发、应用能力与经验
Technology development of effectively forecasting the employees’ future performance, application ability and experience
13.结构化面试设计、应用能力与经验
Structural interview planning, application ability and experience
14.集体面试设计、应用能力与经验
Group interview planning, application ability and experience
15.测试中心甄选技术应用能力与经验
Application ability and experience in selecting technique of testing center
16.背景调查甄选办法的应用能力与经验
Application ability and experience in selecting method of background investigation
17.有效主持主管/技术级别员工初试能力与经验
Ability and experience to effectively host the supervisor/ technology-level employees’ first interview
18.具良好的英文基础更佳(会为你增值20%-30%)
Possessing good English( adding 20%-30% individual value)
第三层面:招聘、甄选和配置管理经理/总监职位胜任力结构 The third level: manager/director’s KCI in recruiting, selecting and placing
1.战略性人力供给管理思考能力、具系统而专业的R&S理论水平
Thinking ability of managing strategic HR supply, possessing systematic and professional R&S theory level
2.人才资源策略制定、与老板/公司/部门经理有效共息的能力
Ability to make HR strategy and communicate with boss/enterprises/department managers
3.人力资源供给体系目标定立与沟通能力
Target localization and communication ability of HR supplying system
4.目标导向/战略导向的人力资源规划能力与经验
Designing ability and experience of target-oriented/strategy-oriented HR
5.外部人才库建立、管理能力与经验
Management ability and experience to build up external talent pool
6.内部人才供给制度/体系建立、管理能力与经验
Management ability and experience to build up the regulation/system of talent supply
7.继任人计划的制定、实施与管理能力与经验
Management ability and experience to make implement successor plan
8.测试价中心甄选技术的开发、应用能力与经验
Application ability and experience to develop selecting techniques of testing center
9.主持主管级以上候选人面试能力与经验
Ability and experience to host candidate interview of supervisor
10.招聘、配置政策/制度设计与推行能力与经验
Promotion ability and experience to design recruiting, placing policy/system
11.主管级以上面试问题设计、应用能力与经验
Application ability and experience to design interviewing questions of supervisors,
12.跨国人才招聘策划、实施能力与经验
Implementation ability and experience to design international talent recruiting
13.特殊招聘渠道开发、应用能力与经验
Special recruiting channel developing, application ability and experience
14.内部人力配置策略制定、实施与管理能力与经验
Management ability and experience to planning and implementing of internal HR placing strategy
15.经理级以上级别员工背景调查策划能力与经验
Planning ability and experience of manager-level or above employees’ background survey
16.年度招聘计划制定、推行能力与经验
Promotion ability and experience to design annual recruiting plan
培训收益
Training benefit
1,通过训练使学员具备100%为企业找到职位候选人的技能;
Making trainees possess 100% skills to find candidates through training
2,通过训练使学员掌握科学的甄选技能,具备为企业选对人的能力。
Making trainees master scientific selecting skills and possess ability to select right person through training
培训目标
Training Objectives
1. 具备建立和推行支持公司战略实施的培训和发展体系的能力和经验
Possessing ability and experience of setting up and implementing training and development system to support company’s strategy implementation
2. 建立和实施能具成本效益和匹配公司经营目标需要的培训和发展制度
Setting up and implementing training and development system with cost-effectiveness and the needs of company’s business objective
3. 能定立和实施支持公司年度目标实现的年度培训计划
Setting up and implementing annual training plan to support the realization of company’s annual goals
4. 掌握有效的培训和发展管理技巧,提升公司的竞争力和吸引力
Mastering skills of effective training and development management to enhance company’s competitiveness and attraction
5. 能开发和实施有效的培训效果转化技术
Developing and implementing effective converting skills of training effect
6. 懂得建立员工的素质模型的技巧和技巧,改善员工素质和配合员工的职业发展
Mastering the skills and techniques of setting up KCI for staff to improve their ability and match their career development
7. 具备设计和实施与公司战略和文化匹配的职前引导体系的能力和经验
Possessing the ability and experience of setting up and implementing orientation system of pre-service to match company’s strategy and culture
8. 通过培训和发展管理,形成公司人才优势
Forming talents advantage for company by training and development management
培训特色Training Features
20%时间进行最新培训和发展管理知识分享,40%时间进行培训和发展管理专家级技能培养,40%时间为实操经验养成和工作模拟训练。
20% of time for sharing the latest knowledge of T&D management; 40% for cultivating expert-level skills of T&D management; 40% for practical operation experience sharing, job sampling training
培训时间
Training Time
二天
Two days in total
培训地点
Training Location
Goodcareer 人力资源管理专家培训中心
Goodcareer human resources management experts Training Center
培训费用
Training Costs
人民币3,800元/人.2天,含Goodcareer 人力资源专家团开发的培训教材1套、培训费和《培训和发展管理专家》证书费。
RMB 3800 Yuan each person 2 days including 1 set of training series, training fee and the fee of PHR-T&D certificate.
才博-密斯根:外资/合资企业人力资源经理/总监职位胜任力特训营学员、才博人事部—美国ACI:国际职业资格注册人力资源经理/执行官认证学员(证书由人事部和美国ACI认证机构颁发)及其所在企业、Goodcareer 客户和有两人以上报名的企业可获9.5折优惠!
5% discount will be given to those such as trainees of CPM-HRM, trainees of CHRM/CHRME Training Series issued by Personnel Department and ACI and their enterprises, Goodcareer clients and the enterprises where 2 people register the course.
适合人员
Training Targets
1. 企业中负责培训和发展管理人员
Personnel taking charge of training and development management
2. 企业人力资源管理人员
Human Resources Management personnel of the enterprise
3. 企业中高层管理人员和老板
Senior management personnel and boss of the enterprises
4. 有志于成为《培训和发展管理专家》者
People willing to be an expert in T&D
课程模块
Course Modules
模块一:目标导向型培训体系和培训制度的建立实务
Practice of setting up training and development system oriented by goals
模块二:有效的培训效果评估方法和培训效果转化技术
Effective training assessing methods and techniques getting training performance
模块三:目标导向型培训需求分析技术及其应用
Designing and practicing training needs analysis techniques orienting by goals
模块四:激励性员工职前引导训练制度的设计和实施
Designing and implementing orientation training policy
学员福利
Student’s Welfare
1. 获颁发《培训和发展管理专家》证书
Obtaining certificate of PHR-T&D
2. 成为Goodcareer 终身会员,享受会员“十大收益”(详情请登阅本公司网站查阅)
Becoming Goodcareer lifelong member and enjoying the “10 Benefits”(Please visit our website to get the details)
3. 免费成为才博<<HR Party>>会员
Becoming member of Goodcareer HR Party for free
4. 9折参加Goodcareer 年度《人力资源管理高峰论坛》
Getting 10% discount for Goodcareer annual Human Resources Management Summit Forum
培训课程安排
Training Courses Arrangement
具体培训内容每班会根据学员实际情况有所修,以导师实际上课内容为准!
Training content will be changed according to the trainees’ condition and it will be subject to the coacher
第一天
the first day
模块一、目标导向型培训体系和培训制度的建立实务
Module1: Practice of setting up training and development system oriented by goals
—案例研讨:支持么托罗拉经营策略的培训发展管理
Case study: Support for the training development management of Motorola’s business strategy
—实践经验分享:建立支持公司年度目标达成的培训计划
Sharing practical experience: Setting up training plan to support the realization of company’s goals
—培训与发展策略制定的技术与方法
Techniques and methods of setting training and development strategy
—培训组织的确立与管理
Establishment and management of training organization
—关键知识、能力、技能和态度培训的识别
Recognizing key knowledge, ability, skills and attitude training
—工作模拟:识别公司成功的技能和态度
Job sampling: Recognizing company’s successful skills and attitude
—编制有效支持公司业务需要的培训项目
Organizing effective training project to support company’s needs
—指导性培训项目设计技术
Techniques of designing instructional training project
—激励性培训项目设计方法实践
Practice of methods of designing incentive training project
—年度培训计划的制定与实施
Setting up and implementing annual training plan
—实操技能训练:制定年度培训计划
Practice of practical operating skills: Setting up annual training plan
—开发和应用有效的培训方法
Developing and applying effective training methods
—实操技能演练:培训方法的选择
Practice of practical operating skills: Selecting training methods
—培训计划和培训课程编写实务
Practice of compiling training plan and course
—培训的安排与管理
Arrangement and management of training
—选择和应用适合和培训方法
Selecting and applying appropriate training methods
—工作模拟:培训项目设计
Job sampling: Designing training project
—编制有效的培训与发展管理制度
Compiling effective system of training and development management
—实操训练:培训制度设计
Training in practical operation: Designing training system
—员工发展管理
Management of staff’s development
—培训与发展管理经验分享
Sharing experience of training and development management
—培训与发展管理热点问题交流
Communicating on the hot issues of training and development management
模块二、有效的培训效果评估方法和培训效果转化技术
Module2: Effective assessment methods and transformation technology of training effects
—案例研讨:申请39万元培训费用的挑战
Case study: Challenge of applying 390,000 Yuan for training
—培训实践经验分享:通过培训改善质量和服务
Sharing training practical experience:
Improve competence and service through training
—设计和应用有效的培训效果评估方法
Designing and applying assessment methods of training effect
—知识培训评估
Assessment of knowledge training
—能力培训评估
Assessment of ability training
—技能培训评估
Assessment of skills training
—态度培训评估
Assessment of attitude training
—工作模拟:选择合适的培训方法
Job sampling: Selecting appropriate
training methods
—设计有效的培训评估表
Designing effective training assessment form
—培训成果预测方法
Predicting methods of training results
—培训效果较化技术及其应用
Transformation technology of training effect and its application
—工作计划转化法
Transformation of work plan
—业绩指标转化法
Transformation of performance indicators
—职业发展专转法
Transformation of career development
—报酬指标转化法
Transformation of compensation indicators
—实操能力训练:设计有效的培训效果转化方法
Training of practical operating skills: Designing effective transformation methods of training effect
—员工职业生涯管理
Management of staff’s career
—经验分享:有效留住才激励人才的安江集团
Sharing experience: Anjiang Group- Keeping and motivating talents effectively
—培训与发展管理实践
Practice of training and development management
—外部培训导师与培训机构的选择
Selection of external training trainers and training institutions
—技能训练:设计员工的素质模型
Skills training :Designing KCI for staff
—工作模拟:员工职业发展设计
Job sampling: Design of staff’s career development
—经验分享:管理培训生策划
Sharing experience: Planning managing trainees
—学员问题解答
Answering students’ questions
第二天
the second day
模块三、目标导向型培训需求分析技术及其应用
Module3: Designing and practicing training
needs analysis techniques oriented by goals
—案例研讨:无效的培训应由谁负责
Case study: Who should be responsible for the Ineffective training?
—经验分享:有效支持公司经营的年度培训
Sharing experience: Effectively supporting company’s business annual training
—培训需求评估过程
Assessment process of training needs
—工作模拟:识别公司的关键培训内容
Job sampling: Recognizing key training content of company
—选择和开发有效的培训需求调查方法
Selecting and developing effective methods of training needs survey
—公司层面的需求调查
Survey on company’s needs aspect
—员工层面的需求调查
Survey on task’s needs aspect
—任务层面的需求调查
Survey on task’s needs aspect
—实操技能训练:进行有效的培训需求调查
Practice of practical operating skills: Implementing effective survey of training needs
—角色扮演:如果你是老板
Role-playing: If you were the boss
—设计和应用有效的培训需求调查表
Designing and applying effective investigation survey of training needs
—建立支持公司业务发展的培训计划
Setting up training plan to support company’s business development
—工作模拟:开展年度培训计划调查
Job sampling: Carrying out survey of annual training plan
—经验分享:识别公司关键培训需求
Sharing experience: recognizing company’s key training needs
—热点问题交流
Communicating on hot issues
模块四:激励性员工职前引导训练制度的设计和实施
odule4: Designing and implementing incentive
orientation training policy
—案例研讨:离职率为什么这么高
Case study: Why is the leaving ratio still so high?
—实践经验分享:通过职前引导训练减小员工的流动率
Sharing of practical experience: reducing staff turnover rate through pre-service orientation training
—确定职前引导目的
Confirming determination of pre-service orientation
—建立支持公司战略的职前训练体系和制度
Setting up system and policy of pre-service training to support company’s strategy
—开发有效的职前训练制度
Setting up effective system of pre-service training
—实操技能训练:设计两天的职前训练安排
Practice of practical operating skills: designing two-day’s arrangement of pre-service training
—选择有效的职前引导方法
Selecting effective methods of pre-service orientation
—工作模拟:导师的选择
Job sampling: selecting trainer
—选拔和培养合适的内部培训导师
Selecting and cultivating suitable internal trainer
—职前培训安排和管理
Arranging and managing pre-service training
—编制职前培训手册
Compiling manual of pre-service training
—职前引导培训经验分享
Sharing experience orientation training before taking the job
—经验性练习:编写职前培训管理办法培训与发展管理热点问题交流
Practice: compiling management methods of orientation training