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培訓受眾

1. 企業負責招聘和甄選的管理人員

Management personnel who are responsible for the enterprises’ compensation and benefits

2. 企業人力資源管理者

HR management personnel of the enterprises

3. 企業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，通過訓練使學員具備100%為企業找到職位候選人的技能；

Making trainees possess 100% skills to find candidates through training

2，通過訓練使學員掌握科學的甄選技能，具備為企業選對人的能力。

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: 戰略性招聘策劃、有效招聘渠道的開發和管理

Module1: plan of strategic recruitment, development and management of effective recruiting channel

—案例研討：招聘執行副總裁的失敗的原因。

Case study: the reason why it failed to recruit executive vice President

—經驗分享：30天內招聘25個區域經的挑戰

Sharing experience: the challenge to recruit 25 regional managers within 30 days

—具備識別公司目前和將來職位空缺的能力

Possessing the ability to identify enterprises’ present and future job vacancy

—經驗分享：制定5年內的招聘計劃

Sharing experience: working out 5-year recruiting plan

—決定是否要招聘現有職位空缺

Deciding whether it needs to recruit present job vacancy or not

—技能培養：不招聘可以嗎？

Cultivating techniques: Is it ok to quit recruitment?

—確認職位空缺的工作內容和任職資格

Confirming the job content and qualification of vacant post

—決定填補職位空缺的策略

Deciding the strategy to make up the job vacancy

—工作模擬：內部招聘還是內部招聘？

Job sampling: internal recruiting or external recruitment?

—技能培養：開發有效的招聘渠道

Cultivating techniques: developing effective recruiting channel

—經驗分享：如何招聘2名采購經理

Sharing experience: how to recruit 2 procurement manager

—吸引合適的應聘者應聘公司的職位空缺

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

Setting up external talent pool

—設計有效吸引合格應聘者的招聘廣告

Designing effective recruiting advertisement to attract suitable applicants

—建立激勵性的招聘制度和流程

Setting up incentive recruiting system and process

—工作模擬：策劃招聘計劃及行動

Job sampling: designing the recruiting plan and action

—策略性招聘經驗分享

Sharing experience of strategic recruitment

—案例研討：被開除的招聘主管

Case study: fired recruiting supervisor

—學員相關問題解答

Answers to the trainees’ questions

模塊二: 戰略性內部招聘策劃實務

Module 2: practice of planning strategic internal recruitment

—案例研討：他們為什么離開公司？

Case study: why do they leave the company

—經驗分享：通過內部招聘有效留住和激勵員工

Sharing experience: effectively retaining and encouraging employees through internal recruitment

—開發有效的內部招聘渠道

Developing effective internal recruiting channel

—內部招聘制度的建立

Establishment of internal recruiting system

—工作模擬：內部招聘方法選擇

Job sampling: selecting of internal recruiting method

—通過內部招聘體系建立企業的留人系統

Setting up system to retain employees through internal recruiting system

—內部人才庫的建立和應用

Establishment and application of internal talent pool

—管理培訓生計劃及安排

Plan and arrangement of managing trainees

—接班人計劃策劃實務

Designing practice of Succession Plan

—經驗分享：不愿接收失敗應聘者的部門經理

Sharing experience: not willing to receive failed department manager

—工作模擬：建立激勵性的內部招聘制度

Job sampling: setting up incentive internal recruiting system

—家庭演練：建立本公司的內部人才庫

Home exercise: setting up internal talent pool of the enterprise

—學員相關問題解答

Answers to the relevant questions of trainees

第二天 the second day

模塊三：甄選、測試技術的開發及其應用實務

Module 3: development and practice of selecting and testing technology

—案例研討：這幾個經理為什么都工作不到半年

Case study: why do these managers work less than half a year

—經驗分享：如何減少員工的流失率

Sharing experience: how to reduce the staff turnover rate

—了解空缺職位的關鍵素質要求

Knowing well the key competence requirement of job vacancy

—工作模擬：寫出該空缺職位的關鍵素質要求

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、測試技術及其有效性

Selection, testing technology and its validity

—開發甄選應聘者知識水平的方法和技術

Developing the method and technology of selecting applicants’ knowledge

—開發甄選應聘者能力水平的方法和技術

Developing the method and technology of selecting applicants’ ability

—開發甄選應聘者技能水平的方法和技術

Developing the method and technology of selecting applicants’ technique

—開發甄選應聘者態度適合度的方法和技術

Developing the method and technology of selecting applicants’ attitude

—開發和應用工作模擬甄選技術

Developing and applying selecting technology of job sampling

—工作模擬：如何設置甄選技術經理的方法

Job sampling: the method of selecting technical manager

—經驗分享：甄選生產經理的挑戰

Sharing experience: challenge of selecting production manager

—選擇和發展合適的測試技術

Selecting and developing suitable testing techniques

—甄選決策

Selection decision

—甄選和配置策略經驗分享

Sharing experience of selection and placement strategy

—工作模擬：如何甄選這位人力資源經理

Job sampling: how to select HR managers

—經驗分享：甄選應聘者的態度適合度

Sharing experience: selecting the fitness of applicants’ attitude

—學員問題解答

Answers to the trainees’ questions

模塊四：預測候選人未來工作績效實務

Module 4: practice of forecasting the candidates’ future performance

—案例研討：為什么技術總監業績不好

Case study: why does technical director get poor performance?

—經驗分享：預測銷售經理的將來業績

Sharing experience: forecasting future performance of sales manager

—開發預測候選人未來工作績效的技術

Developing the technology to forecast the candidates’ future performance

—預測候選人未來工作績效實務

Practice of forecasting the candidates’ future performance

—預測候選人工作穩定性實務

Practice of forecasting the candidates’ job stability

—預測候選人的誠實度實務

Practice of forecasting the candidates’ honesty

—工作模擬：預測員工穩定性

Job sampling: forecasting the employees’ stability

—家庭演練：預測員工業績技術

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：制造總監的壓力面試

Case study: pressure interview of manufacturing director

—驗驗分享：如何甄選應聘者態度的適合度

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

—結構化面試設計和實務

Design and practice of structured interview

—非結構化面談技巧

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

—培訓面試者

Training the interviewees

—有效的面試問題的設計實務

Practice of designing effective interview problems

—集體面試技巧

Skills of group interview

—有效的配置

Effective placing

—面試評估表的設計實務

Practice of designing the evaluation form of interview

—有效的面試經驗分享

Sharing experience of effective interview

—面試工作模擬：集體面試

Job sampling of interview: group interview

—學員問題解答

Answers to the trainees’ questions

陳老師

陳建志導師（Depew Chen）：資深實戰型戰略實施咨詢、人力資源管理咨詢和培訓專家；

力資源碩士、心理學博士。20多年大型外資、合資、國營和民營企業人力資源高層管理職位工作經歷。曾任亞加達國際商務教育培訓中心人力資源培訓導師。現任新世紀人力資源管理學會會長；外資合資企業HR經理/總監勝任力特訓營首席設計師和首席培訓導師；美國認證協會（ACI）授權導師，美國ACI：國際職業資格注冊HR經理、執行官認認證廣州區首席培訓導師；GEPMS(全球企業績效電子管理系統)首席設計師和顧問師。

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.

陳建志導師長期專注于人力資源管理理論的研究和應用實踐，以20年的人力資源管理實戰經驗和8年的人力資源培訓和項目服務經驗同國際現代人力資源管理理論和實踐相結合，創立了以不同人力資源管理職位所需勝任力（KCI—HRM）結構為訓練目標的實戰型人力資源培訓課程系列，成為一名知名的實戰型人力資源管理專家、人力資源培訓專家、人力資源項目服務專家和領先的人力資源課題研究者。其中開發的實戰型人力資源管理勝任力培訓課程有：CPM—HR系列（外訓培訓系列）——根據外資/合資人力資源管理經理級以上職位勝任力結構設計的八個級別系列訓練課程，共128個HR專業模塊；PHR系列（外訓培訓系列）——根據人力資源管理專家級勝任力結構設計的四個級別系列培訓課程，共24個專業模塊；MHR列（內訓培訓系列）—根據企業中高層管理人員管理勝任力結構設計的非人力資源管理者的人力資源管理技能培訓課程，四個級別共26個專業模塊等。

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.

我要報名

在線報名：招聘、甄選和配置專家勝任力特訓營（人力資源招聘管理課程）(廣州)