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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、甄選和配置專家》者

People who are willing to be a compensation and benefit expert

課程收益

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

課程大綱

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)略性內(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

陳老師

陳建志導(dǎo)師（Depew Chen）：資深實(shí)戰(zhàn)型戰(zhàn)略實(shí)施咨詢、人力資源管理咨詢和培訓(xùn)專家；

力資源碩士、心理學(xué)博士。20多年大型外資、合資、國(guó)營(yíng)和民營(yíng)企業(yè)人力資源高層管理職位工作經(jīng)歷。曾任亞加達(dá)國(guó)際商務(wù)教育培訓(xùn)中心人力資源培訓(xùn)導(dǎo)師。現(xiàn)任新世紀(jì)人力資源管理學(xué)會(huì)會(huì)長(zhǎng)；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。

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(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. 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.

我要報(bào)名

在線報(bào)名：招聘、甄選和配置專家勝任力特訓(xùn)營(yíng)（人力資源招聘管理課程）(廣州)