课程详情
培训对象
1. 企业负责招聘和甄选的管理人员
2. 企业人力资源管理者
3. 企业中高层管理人员和老板
4. 有志于成为《招聘、甄选和配置专家》者
2. 企业人力资源管理者
3. 企业中高层管理人员和老板
4. 有志于成为《招聘、甄选和配置专家》者
培训收益
培训收益:
1. 具备公司人员供给策略制定技能。
2. 养成100%找到匹酬候选人的能力和经验。
3. 有效地吸引匹配的候选人；具有比竞争对手优胜的有效的招聘渠道。
4. 养成100%选对人的能力和技能。
5. 具备开发和应用有效的招聘渠道的能力与经验。
6．具备有效的配置技能。
1. 具备公司人员供给策略制定技能。
2. 养成100%找到匹酬候选人的能力和经验。
3. 有效地吸引匹配的候选人；具有比竞争对手优胜的有效的招聘渠道。
4. 养成100%选对人的能力和技能。
5. 具备开发和应用有效的招聘渠道的能力与经验。
6．具备有效的配置技能。
课程内容
Goodcareer(才博)--专注于培育和发展实战型人力资源管理专家的专业机构
Goodcareer-Professional organization focus on cultivating and developing strength HR professionals
才博实战型人力资源品牌培训系列：企业人力资源管理专家胜任力证书培训系列（PHR）之
招聘、甄选和配置专家胜任力特训营PHR-R&S
——传授支持组织战略和业务发展需要的招聘、甄选和配置专家级技能及其应用能力
Imparting the expert-level skills in recruiting, selecting and placing and its application skills to support the need of organization strategy and business
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.实施有效的招聘、甄选和配置；及时地为企业获取和甄选到合格的候选人，匹配企业的
略和业务发展需要，增强企业的赢利能力的竞争能力。
Implementing effective recruiting, selecting and placing; selecting suitable candidates for enterprises in time matching the strategy and business development needs of the enterprises to strengthen profitability and competitiveness.
2.实现比竞争对手低的招聘和甄选成本，帮助企业形成和维持低成本优势。
Realizing lower recruiting and selecting cost than competitors to help enterprises form and maintain advantage
of low cost
3.有效地吸引匹配的候选人；具有比竞争对手优胜的有效的招聘渠道。
Effectively attracting matched candidates; possessing better recruiting channel than competitors.
4.帮助留住员工。
Helping retain the employees.
5.帮助企业形成一支高素质且具竞争力的员工队伍。
Helping the enterprises form a qualified and competitive workforce.
培训特色Training Features
20%时间进行最新招聘和甄选知识/技术分享，40%时间进行招聘和甄选专家级技能培养和训练，40%时间为实操经验分享和工作模拟训练。
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.
才博招聘、甄选和配置管理专家胜任力特训营PHR-PM KCI training
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（广州总部）
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《招聘和甄选专家》证书费。
RMB 3800 Yuan each person 2 days including 1 set of training series, training fee and the fee of PHR-C&B 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. 企业负责招聘和甄选的管理人员
Management personnel who are responsible for the enterprises’ compensation and benefits
2. 企业人力资源管理者
HR management personnel of the enterprises
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《招聘、甄选和配置专家》者
People who are willing to be a compensation and benefit expert
课程模块
Course Modules
模块一：战略性招聘策划、有效招聘渠道的开发和管理
Recruiting strategies and Developing Effective Recruiting Channels
模块二：战略性内部招聘策划实务
Internal Recruiting Planning Practices with Strategies
模块三：甄选、测试技术的开发及其应用实务
Selecting and Testing Techniques and Related Practices
模块四：预测候选人未来工作绩效实务
Practices Forecasting Future Working Performance of Candidates
模块五：有效的面试技巧和员工配置管理
Effective Interviewing Skills and Placement
学员福利
Student’s Welfare
1. 获颁发《招聘、甄选和配置专家》证书
Getting the certificate of PHR-R&S
2. 成为Goodcareer 终身会员，享受会员“十大收益”（详请请登阅本公司网站查阅）
Becoming life-long members of Goodcareer, enjoying “10 benefit”（ of the members( log in our website to search the details)
3. 免费成为才博<<HR Party>>会员
Being members of our HR Party freely
4. 9折参加Goodcareer 年度《人力资源管理高峰论坛》
Getting 10% discount for Goodcareer annual HRM 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: 战略性招聘策划、有效招聘渠道的开发和管理
Module1: plan of strategic recruitment, development and management of effective recruiting channel
—案例研讨：招聘执行副总裁的失败的原因。
Case study: the reason why it failed to recruit executive vice President
—经验分享：30天内招聘25个区域经的挑战
Sharing experience: the challenge to recruit 25 regional managers within 30 days
—具备识别公司目前和将来职位空缺的能力
Possessing the ability to identify enterprises’ present and future job vacancy
—经验分享：制定5年内的招聘计划
Sharing experience: working out 5-year recruiting plan
—决定是否要招聘现有职位空缺
Deciding whether it needs to recruit present job vacancy or not
—技能培养：不招聘可以吗？
Cultivating techniques: Is it ok to quit recruitment?
—确认职位空缺的工作内容和任职资格
Confirming the job content and qualification of vacant post
—决定填补职位空缺的策略
Deciding the strategy to make up the job vacancy
—工作模拟：内部招聘还是内部招聘？
Job sampling: internal recruiting or external recruitment?
—技能培养：开发有效的招聘渠道
Cultivating techniques: developing effective recruiting channel
—经验分享：如何招聘2名采购经理
Sharing experience: how to recruit 2 procurement manager
—吸引合适的应聘者应聘公司的职位空缺
Attracting suitable applicants to apply for the job vacancy of the enterprises
—工作模拟：那种招聘渠道适合？
Job sampling: which recruiting channel is suitable?
—建立外部人才库
Setting up external talent pool
—设计有效吸引合格应聘者的招聘广告
Designing effective recruiting advertisement to attract suitable applicants
—建立激励性的招聘制度和流程
Setting up incentive recruiting system and process
—工作模拟：策划招聘计划及行动
Job sampling: designing the recruiting plan and action
—策略性招聘经验分享
Sharing experience of strategic recruitment
—案例研讨：被开除的招聘主管
Case study: fired recruiting supervisor
—学员相关问题解答
Answers to the trainees’ questions
模块二: 战略性内部招聘策划实务
Module 2: practice of planning strategic internal recruitment
—案例研讨：他们为什么离开公司？
Case study: why do they leave the company
—经验分享：通过内部招聘有效留住和激励员工
Sharing experience: effectively retaining and encouraging employees through internal recruitment
—开发有效的内部招聘渠道
Developing effective internal recruiting channel
—内部招聘制度的建立
Establishment of internal recruiting system
—工作模拟：内部招聘方法选择
Job sampling: selecting of internal recruiting method
—通过内部招聘体系建立企业的留人系统
Setting up system to retain employees through internal recruiting system
—内部人才库的建立和应用
Establishment and application of internal talent pool
—管理培训生计划及安排
Plan and arrangement of managing trainees
—接班人计划策划实务
Designing practice of Succession Plan
—经验分享：不愿接收失败应聘者的部门经理
Sharing experience: not willing to receive failed department manager
—工作模拟：建立激励性的内部招聘制度
Job sampling: setting up incentive internal recruiting system
—家庭演练：建立本公司的内部人才库
Home exercise: setting up internal talent pool of the enterprise
—学员相关问题解答
Answers to the relevant questions of trainees
第二天 the second day
模块三：甄选、测试技术的开发及其应用实务
Module 3: development and practice of selecting and testing technology
—案例研讨：这几个经理为什么都工作不到半年
Case study: why do these managers work less than half a year
—经验分享：如何减少员工的流失率
Sharing experience: how to reduce the staff turnover rate
—了解空缺职位的关键素质要求
Knowing well the key competence requirement of job vacancy
—工作模拟：写出该空缺职位的关键素质要求
Job sampling: writing out the key competence requirement of job vacancy
—甄选组合技巧
Skills of selecting combination
—有效的甄选流程安排
Effective arrangement of selecting process
—甄选、测试技术及其有效性
Selection, testing technology and its validity
—开发甄选应聘者知识水平的方法和技术
Developing the method and technology of selecting applicants’ knowledge
—开发甄选应聘者能力水平的方法和技术
Developing the method and technology of selecting applicants’ ability
—开发甄选应聘者技能水平的方法和技术
Developing the method and technology of selecting applicants’ technique
—开发甄选应聘者态度适合度的方法和技术
Developing the method and technology of selecting applicants’ attitude
—开发和应用工作模拟甄选技术
Developing and applying selecting technology of job sampling
—工作模拟：如何设置甄选技术经理的方法
Job sampling: the method of selecting technical manager
—经验分享：甄选生产经理的挑战
Sharing experience: challenge of selecting production manager
—选择和发展合适的测试技术
Selecting and developing suitable testing techniques
—甄选决策
Selection decision
—甄选和配置策略经验分享
Sharing experience of selection and placement strategy
—工作模拟：如何甄选这位人力资源经理
Job sampling: how to select HR managers
—经验分享：甄选应聘者的态度适合度
Sharing experience: selecting the fitness of applicants’ attitude
—学员问题解答
Answers to the trainees’ questions
模块四：预测候选人未来工作绩效实务
Module 4: practice of forecasting the candidates’ future performance
—案例研讨：为什么技术总监业绩不好
Case study: why does technical director get poor performance?
—经验分享：预测销售经理的将来业绩
Sharing experience: forecasting future performance of sales manager
—开发预测候选人未来工作绩效的技术
Developing the technology to forecast the candidates’ future performance
—预测候选人未来工作绩效实务
Practice of forecasting the candidates’ future performance
—预测候选人工作稳定性实务
Practice of forecasting the candidates’ job stability
—预测候选人的诚实度实务
Practice of forecasting the candidates’ honesty
—工作模拟：预测员工稳定性
Job sampling: forecasting the employees’ stability
—家庭演练：预测员工业绩技术
Home exercise: technology to forecast employees’ performance
模块五：有效的面试技巧和员工配置管理
Module 5: effective interview skills and management of employees’ placing
—案例研讨：制造总监的压力面试
Case study: pressure interview of manufacturing director
—验验分享：如何甄选应聘者态度的适合度
Sharing experience: how to select the fitness of appliers’ attitude
—有效的面试安排
Effective interview arrangement
—案例研讨：面试失败的原因
Case study: the reason for failed interview
—结构化面试设计和实务
Design and practice of structured interview
—非结构化面谈技巧
Skills of unstructured interview
—行为面试技巧
Skills of action interview
—情景面试技巧
Skills of situation interview
—工作模拟：面谈方法安排
Job sampling: arrangement of interview method
—培训面试者
Training the interviewees
—有效的面试问题的设计实务
Practice of designing effective interview problems
—集体面试技巧
Skills of group interview
—有效的配置
Effective placing
—面试评估表的设计实务
Practice of designing the evaluation form of interview
—有效的面试经验分享
Sharing experience of effective interview
—面试工作模拟：集体面试
Job sampling of interview: group interview
—学员问题解答
Answers to the trainees’ questions
首席培训导师简介
Brief Introduction to Chief Training Coacher
陈建志导师（Depew Chen）：资深实战型战略实施咨询、人力资源管理咨询和培训专家；
力资源硕士、心理学博士。20多年大型外资、合资、国营和民营企业人力资源高层管理职位工作经历。曾任亚加达国际商务教育培训中心人力资源培训导师。现任新世纪人力资源管理学会会长；知名培训品牌：才博——密斯根：外资合资企业HR经理/总监胜任力特训营首席设计师和首席培训导师；美国认证协会（ACI）授权导师，美国ACI：国际职业资格注册HR经理、执行官认认证广州区首席培训导师；GEPMS(全球企业绩效电子管理系统)首席设计师和顾问师；才博咨询集团战略和人力资源首席顾问。
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.
陈建志导师长期专注于人力资源管理理论的研究和应用实践，以20年的人力资源管理实战经验和8年的人力资源培训和项目服务经验同国际现代人力资源管理理论和实践相结合，创立了以不同人力资源管理职位所需胜任力（KCI—HRM）结构为训练目标的实战型人力资源培训课程系列，成为一名知名的实战型人力资源管理专家、人力资源培训专家、人力资源项目服务专家和领先的人力资源课题研究者。其中开发的实战型人力资源管理胜任力培训课程有：CPM—HR系列（外训培训系列）——根据外资/合资人力资源管理经理级以上职位胜任力结构设计的八个级别系列训练课程，共128个HR专业模块；PHR系列（外训培训系列）——根据人力资源管理专家级胜任力结构设计的四个级别系列培训课程，共24个专业模块；MHR列（内训培训系列）—根据企业中高层管理人员管理胜任力结构设计的非人力资源管理者的人力资源管理技能培训课程，四个级别共26个专业模块等。
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.
想了解更多由陈导师主导设计的实战型人力资源管理胜任力培训课程模块（共3千多个）或下载部份课程模块请与陈导师联系。到目前为止，陈建志导师在全国已开办了人力资源管理胜任力系列训练班470多期；现已接受了陈导师培训的学员来自：友邦、德士活、汉高、中美史克、用友、亨氏集团、顶新控股、中国电信、依利安达、联泰集团、溢达集团、天安保险、柯尼卡、正大康地、震雄集团、奥林巴斯、麦当劳、永大光通信、易初莲花超市、保世高、海信集团、广东环球宽带、广日电梯、得煌科技……等二千多家企业，全国培育和发展了三千多名人力资源主管/经理/总监级或以上职位的人力资源管理专才。100%的学员在短期内实现有个人职业的突破性发展；其中35%的学员已进入了大型外资企业和国内外500强企业，月薪为人8000—25000元（如要索取学员联系电话请与陈导师联系）。 在新的一年陈导师将会更广泛地专注于培育和发展更多实战型人力资源管理专家的工作，造就更多具备月薪10000元至30000元能力的人力资源管理白领/金领一族……
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.
学员评价：
Trainees’ evaluation
才博HRM胜任力培训的工作模拟训练给了我实战能力的保证——Dicky Li—友邦保险
当我上完才博—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第一个模块后，对才博每班人数控制在12个人左右的安排有了更深刻的领会。才博基于HRM胜任力结构的培训系列不但导师水平一流，是实操专家；其课程的设计和培训方式也是唯一的；特别是具针对性的工作模拟设计、案例研讨、角色扮演、经验分享和实战训练，更是获取专业实操技能保证！
Goodcareer HRM-KCI training job sampling practice guarantees my strength ability—Dicky Li—AIA
When I finish the first modules of “CPM-HR Training Series” for foreign and joint ventures, I have a deeper feeling about the arrangement of class size within 12 trainees. Goodcareer HRM-KCI Training Series is not only equipped with firs-level strength experts but also the unique design and training methods especially its pointed job sampling design, case research and discussion, role-playing, experience share and strength training which are the assurance to gain professional skills.
实操性特别强，且能针对学员的特点设计培训课程——李先生—麦当劳
我是“才博—密斯根：外资/合资企业人力资源经理/总监胜任力特训营”第26期学员；通过八天的专业训练和四个月的工作模拟。令我HRM的系统知识、专业能力和操作技巧得到了全面而专业的提升。使我的职业瓶颈得到了突破，现在我升职加薪了。现在我决定报读“才博—密斯根：外资/合资企业人力资源执行官胜任力特训营”.......如果让我总结才博的HRM胜任力培训的特点就是：专业、实操、全面和现代！
Designing trainings course according to the characteristics of the trainees and having strong practical operation characteristics—Mr. Li—McDonald's
I am the 26-phase trainees of “CPM-HR Training Series” for foreign and joint ventures. Through 8 days of professional training and 4 months of job sampling, I have made a comprehensive and professional progress in HRM systematic knowledge, professional ability and operation skills. I also have made a breakthrough in career bottleneck. Those make me promote and get higher salary. Now I decide to attend “CPM-HR Training Series” for foreign and joint venture enterprises. If let me summarize the characteristics of HRM-KCI training, I will say, it is so professional, comprehensive and modern!
才博是我职业发展的好伙伴——谢先生—安达集团
我是才博—密斯根：外资/合资企业人力资源经理/总监胜任力特训营第15期学员。参加才博HRM胜任力培训使我的HRM能力得到了全面的提升，在半年内才博帮助我从人力资源主管职位升上经理职位，工资从月薪6000元升至11000元。才博给予学员在工作问题和职业发展上的免费咨询服务，是我职业发展和工作成功的坚强后盾。多谢你，才博！
Goodcareer is my good partner in career development—Mr. Xie—Anda Electronic Group
I am the 15-phase trainee of “CPM-HR Training Series” for foreign and joint ventures. Due to the training, my HRM ability improved comprehensively. In half a year, Goodcareer helps me promote from HR executives to managers with the salary increase from 6000 to 11000 Yuan. Goodcareer offers the trainees free advisory service in work problems and career development which is the great support for my successful work. Goodcareer, thanks very much!
专业、专注我体会到——Raymond Wong—美能达
8天以人力资源经理/总监职位胜任力结构为导向的训练，使我体会到才博课程的专业和专注！参加才博基于外资/合资企业人力资源经理/总监职位胜任力的培训是我进入人力资源管理职业生涯另一阶段的动力源和专业支持。多谢你，才博！能给我这样一个机会！
Professional and dedicated I feel—Raymond Wong—Minolta
Over 8 days of structure-oriented HRM and HRD KCI training, I feel that Goodcareer is professional and dedicated! Attending this “CPM HRM-KCI Training Series” for foreign and joint venture enterprises” provides us with motivation and professional support in other stage of HR management career. Thank you, Goodcareer, for giving me this opportunity!
想了解更多曾接受过陈导师培训和服务的学员或企业的反馈信息请登陆才博公司网站首页相应栏目了解；如要亲自与陈导师的学员沟通了解，请与才博公司人力资源管理胜任力服务部联系！
To know more feedback about trainees or enterprises served by Depew Chen, please log in Goodcareer homepage and review the corresponding column. To contact with the trainees in person, please contact with Goodcareer CPM-HR Service Department.
温馨提示：
1.培训时间:常年开课，请来电咨询。
2.中午用餐：AA制原则
3.上课地点：广东省广州市
4.如有变动以才博公司网站最新发布为准！
主办单位：广州才博企业管理咨询有限公司
才博咨询集团 培训服务事业部
联系人：陈小姐lucy
电话：020-38023509-118
手机：13760870841
QQ：646486031/1637439557/359564683
邮箱：shangban1905@
网站：
Goodcareer-Professional organization focus on cultivating and developing strength HR professionals
才博实战型人力资源品牌培训系列：企业人力资源管理专家胜任力证书培训系列（PHR）之
招聘、甄选和配置专家胜任力特训营PHR-R&S
——传授支持组织战略和业务发展需要的招聘、甄选和配置专家级技能及其应用能力
Imparting the expert-level skills in recruiting, selecting and placing and its application skills to support the need of organization strategy and business
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.实施有效的招聘、甄选和配置；及时地为企业获取和甄选到合格的候选人，匹配企业的
略和业务发展需要，增强企业的赢利能力的竞争能力。
Implementing effective recruiting, selecting and placing; selecting suitable candidates for enterprises in time matching the strategy and business development needs of the enterprises to strengthen profitability and competitiveness.
2.实现比竞争对手低的招聘和甄选成本，帮助企业形成和维持低成本优势。
Realizing lower recruiting and selecting cost than competitors to help enterprises form and maintain advantage
of low cost
3.有效地吸引匹配的候选人；具有比竞争对手优胜的有效的招聘渠道。
Effectively attracting matched candidates; possessing better recruiting channel than competitors.
4.帮助留住员工。
Helping retain the employees.
5.帮助企业形成一支高素质且具竞争力的员工队伍。
Helping the enterprises form a qualified and competitive workforce.
培训特色Training Features
20%时间进行最新招聘和甄选知识/技术分享，40%时间进行招聘和甄选专家级技能培养和训练，40%时间为实操经验分享和工作模拟训练。
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.
才博招聘、甄选和配置管理专家胜任力特训营PHR-PM KCI training
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（广州总部）
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《招聘和甄选专家》证书费。
RMB 3800 Yuan each person 2 days including 1 set of training series, training fee and the fee of PHR-C&B 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. 企业负责招聘和甄选的管理人员
Management personnel who are responsible for the enterprises’ compensation and benefits
2. 企业人力资源管理者
HR management personnel of the enterprises
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《招聘、甄选和配置专家》者
People who are willing to be a compensation and benefit expert
课程模块
Course Modules
模块一：战略性招聘策划、有效招聘渠道的开发和管理
Recruiting strategies and Developing Effective Recruiting Channels
模块二：战略性内部招聘策划实务
Internal Recruiting Planning Practices with Strategies
模块三：甄选、测试技术的开发及其应用实务
Selecting and Testing Techniques and Related Practices
模块四：预测候选人未来工作绩效实务
Practices Forecasting Future Working Performance of Candidates
模块五：有效的面试技巧和员工配置管理
Effective Interviewing Skills and Placement
学员福利
Student’s Welfare
1. 获颁发《招聘、甄选和配置专家》证书
Getting the certificate of PHR-R&S
2. 成为Goodcareer 终身会员，享受会员“十大收益”（详请请登阅本公司网站查阅）
Becoming life-long members of Goodcareer, enjoying “10 benefit”（ of the members( log in our website to search the details)
3. 免费成为才博<<HR Party>>会员
Being members of our HR Party freely
4. 9折参加Goodcareer 年度《人力资源管理高峰论坛》
Getting 10% discount for Goodcareer annual HRM 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: 战略性招聘策划、有效招聘渠道的开发和管理
Module1: plan of strategic recruitment, development and management of effective recruiting channel
—案例研讨：招聘执行副总裁的失败的原因。
Case study: the reason why it failed to recruit executive vice President
—经验分享：30天内招聘25个区域经的挑战
Sharing experience: the challenge to recruit 25 regional managers within 30 days
—具备识别公司目前和将来职位空缺的能力
Possessing the ability to identify enterprises’ present and future job vacancy
—经验分享：制定5年内的招聘计划
Sharing experience: working out 5-year recruiting plan
—决定是否要招聘现有职位空缺
Deciding whether it needs to recruit present job vacancy or not
—技能培养：不招聘可以吗？
Cultivating techniques: Is it ok to quit recruitment?
—确认职位空缺的工作内容和任职资格
Confirming the job content and qualification of vacant post
—决定填补职位空缺的策略
Deciding the strategy to make up the job vacancy
—工作模拟：内部招聘还是内部招聘？
Job sampling: internal recruiting or external recruitment?
—技能培养：开发有效的招聘渠道
Cultivating techniques: developing effective recruiting channel
—经验分享：如何招聘2名采购经理
Sharing experience: how to recruit 2 procurement manager
—吸引合适的应聘者应聘公司的职位空缺
Attracting suitable applicants to apply for the job vacancy of the enterprises
—工作模拟：那种招聘渠道适合？
Job sampling: which recruiting channel is suitable?
—建立外部人才库
Setting up external talent pool
—设计有效吸引合格应聘者的招聘广告
Designing effective recruiting advertisement to attract suitable applicants
—建立激励性的招聘制度和流程
Setting up incentive recruiting system and process
—工作模拟：策划招聘计划及行动
Job sampling: designing the recruiting plan and action
—策略性招聘经验分享
Sharing experience of strategic recruitment
—案例研讨：被开除的招聘主管
Case study: fired recruiting supervisor
—学员相关问题解答
Answers to the trainees’ questions
模块二: 战略性内部招聘策划实务
Module 2: practice of planning strategic internal recruitment
—案例研讨：他们为什么离开公司？
Case study: why do they leave the company
—经验分享：通过内部招聘有效留住和激励员工
Sharing experience: effectively retaining and encouraging employees through internal recruitment
—开发有效的内部招聘渠道
Developing effective internal recruiting channel
—内部招聘制度的建立
Establishment of internal recruiting system
—工作模拟：内部招聘方法选择
Job sampling: selecting of internal recruiting method
—通过内部招聘体系建立企业的留人系统
Setting up system to retain employees through internal recruiting system
—内部人才库的建立和应用
Establishment and application of internal talent pool
—管理培训生计划及安排
Plan and arrangement of managing trainees
—接班人计划策划实务
Designing practice of Succession Plan
—经验分享：不愿接收失败应聘者的部门经理
Sharing experience: not willing to receive failed department manager
—工作模拟：建立激励性的内部招聘制度
Job sampling: setting up incentive internal recruiting system
—家庭演练：建立本公司的内部人才库
Home exercise: setting up internal talent pool of the enterprise
—学员相关问题解答
Answers to the relevant questions of trainees
第二天 the second day
模块三：甄选、测试技术的开发及其应用实务
Module 3: development and practice of selecting and testing technology
—案例研讨：这几个经理为什么都工作不到半年
Case study: why do these managers work less than half a year
—经验分享：如何减少员工的流失率
Sharing experience: how to reduce the staff turnover rate
—了解空缺职位的关键素质要求
Knowing well the key competence requirement of job vacancy
—工作模拟：写出该空缺职位的关键素质要求
Job sampling: writing out the key competence requirement of job vacancy
—甄选组合技巧
Skills of selecting combination
—有效的甄选流程安排
Effective arrangement of selecting process
—甄选、测试技术及其有效性
Selection, testing technology and its validity
—开发甄选应聘者知识水平的方法和技术
Developing the method and technology of selecting applicants’ knowledge
—开发甄选应聘者能力水平的方法和技术
Developing the method and technology of selecting applicants’ ability
—开发甄选应聘者技能水平的方法和技术
Developing the method and technology of selecting applicants’ technique
—开发甄选应聘者态度适合度的方法和技术
Developing the method and technology of selecting applicants’ attitude
—开发和应用工作模拟甄选技术
Developing and applying selecting technology of job sampling
—工作模拟：如何设置甄选技术经理的方法
Job sampling: the method of selecting technical manager
—经验分享：甄选生产经理的挑战
Sharing experience: challenge of selecting production manager
—选择和发展合适的测试技术
Selecting and developing suitable testing techniques
—甄选决策
Selection decision
—甄选和配置策略经验分享
Sharing experience of selection and placement strategy
—工作模拟：如何甄选这位人力资源经理
Job sampling: how to select HR managers
—经验分享：甄选应聘者的态度适合度
Sharing experience: selecting the fitness of applicants’ attitude
—学员问题解答
Answers to the trainees’ questions
模块四：预测候选人未来工作绩效实务
Module 4: practice of forecasting the candidates’ future performance
—案例研讨：为什么技术总监业绩不好
Case study: why does technical director get poor performance?
—经验分享：预测销售经理的将来业绩
Sharing experience: forecasting future performance of sales manager
—开发预测候选人未来工作绩效的技术
Developing the technology to forecast the candidates’ future performance
—预测候选人未来工作绩效实务
Practice of forecasting the candidates’ future performance
—预测候选人工作稳定性实务
Practice of forecasting the candidates’ job stability
—预测候选人的诚实度实务
Practice of forecasting the candidates’ honesty
—工作模拟：预测员工稳定性
Job sampling: forecasting the employees’ stability
—家庭演练：预测员工业绩技术
Home exercise: technology to forecast employees’ performance
模块五：有效的面试技巧和员工配置管理
Module 5: effective interview skills and management of employees’ placing
—案例研讨：制造总监的压力面试
Case study: pressure interview of manufacturing director
—验验分享：如何甄选应聘者态度的适合度
Sharing experience: how to select the fitness of appliers’ attitude
—有效的面试安排
Effective interview arrangement
—案例研讨：面试失败的原因
Case study: the reason for failed interview
—结构化面试设计和实务
Design and practice of structured interview
—非结构化面谈技巧
Skills of unstructured interview
—行为面试技巧
Skills of action interview
—情景面试技巧
Skills of situation interview
—工作模拟：面谈方法安排
Job sampling: arrangement of interview method
—培训面试者
Training the interviewees
—有效的面试问题的设计实务
Practice of designing effective interview problems
—集体面试技巧
Skills of group interview
—有效的配置
Effective placing
—面试评估表的设计实务
Practice of designing the evaluation form of interview
—有效的面试经验分享
Sharing experience of effective interview
—面试工作模拟：集体面试
Job sampling of interview: group interview
—学员问题解答
Answers to the trainees’ questions
首席培训导师简介
Brief Introduction to Chief Training Coacher
陈建志导师（Depew Chen）：资深实战型战略实施咨询、人力资源管理咨询和培训专家；
力资源硕士、心理学博士。20多年大型外资、合资、国营和民营企业人力资源高层管理职位工作经历。曾任亚加达国际商务教育培训中心人力资源培训导师。现任新世纪人力资源管理学会会长；知名培训品牌：才博——密斯根：外资合资企业HR经理/总监胜任力特训营首席设计师和首席培训导师；美国认证协会（ACI）授权导师，美国ACI：国际职业资格注册HR经理、执行官认认证广州区首席培训导师；GEPMS(全球企业绩效电子管理系统)首席设计师和顾问师；才博咨询集团战略和人力资源首席顾问。
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.
陈建志导师长期专注于人力资源管理理论的研究和应用实践，以20年的人力资源管理实战经验和8年的人力资源培训和项目服务经验同国际现代人力资源管理理论和实践相结合，创立了以不同人力资源管理职位所需胜任力（KCI—HRM）结构为训练目标的实战型人力资源培训课程系列，成为一名知名的实战型人力资源管理专家、人力资源培训专家、人力资源项目服务专家和领先的人力资源课题研究者。其中开发的实战型人力资源管理胜任力培训课程有：CPM—HR系列（外训培训系列）——根据外资/合资人力资源管理经理级以上职位胜任力结构设计的八个级别系列训练课程，共128个HR专业模块；PHR系列（外训培训系列）——根据人力资源管理专家级胜任力结构设计的四个级别系列培训课程，共24个专业模块；MHR列（内训培训系列）—根据企业中高层管理人员管理胜任力结构设计的非人力资源管理者的人力资源管理技能培训课程，四个级别共26个专业模块等。
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.
想了解更多由陈导师主导设计的实战型人力资源管理胜任力培训课程模块（共3千多个）或下载部份课程模块请与陈导师联系。到目前为止，陈建志导师在全国已开办了人力资源管理胜任力系列训练班470多期；现已接受了陈导师培训的学员来自：友邦、德士活、汉高、中美史克、用友、亨氏集团、顶新控股、中国电信、依利安达、联泰集团、溢达集团、天安保险、柯尼卡、正大康地、震雄集团、奥林巴斯、麦当劳、永大光通信、易初莲花超市、保世高、海信集团、广东环球宽带、广日电梯、得煌科技……等二千多家企业，全国培育和发展了三千多名人力资源主管/经理/总监级或以上职位的人力资源管理专才。100%的学员在短期内实现有个人职业的突破性发展；其中35%的学员已进入了大型外资企业和国内外500强企业，月薪为人8000—25000元（如要索取学员联系电话请与陈导师联系）。 在新的一年陈导师将会更广泛地专注于培育和发展更多实战型人力资源管理专家的工作，造就更多具备月薪10000元至30000元能力的人力资源管理白领/金领一族……
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.
学员评价：
Trainees’ evaluation
才博HRM胜任力培训的工作模拟训练给了我实战能力的保证——Dicky Li—友邦保险
当我上完才博—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第一个模块后，对才博每班人数控制在12个人左右的安排有了更深刻的领会。才博基于HRM胜任力结构的培训系列不但导师水平一流，是实操专家；其课程的设计和培训方式也是唯一的；特别是具针对性的工作模拟设计、案例研讨、角色扮演、经验分享和实战训练，更是获取专业实操技能保证！
Goodcareer HRM-KCI training job sampling practice guarantees my strength ability—Dicky Li—AIA
When I finish the first modules of “CPM-HR Training Series” for foreign and joint ventures, I have a deeper feeling about the arrangement of class size within 12 trainees. Goodcareer HRM-KCI Training Series is not only equipped with firs-level strength experts but also the unique design and training methods especially its pointed job sampling design, case research and discussion, role-playing, experience share and strength training which are the assurance to gain professional skills.
实操性特别强，且能针对学员的特点设计培训课程——李先生—麦当劳
我是“才博—密斯根：外资/合资企业人力资源经理/总监胜任力特训营”第26期学员；通过八天的专业训练和四个月的工作模拟。令我HRM的系统知识、专业能力和操作技巧得到了全面而专业的提升。使我的职业瓶颈得到了突破，现在我升职加薪了。现在我决定报读“才博—密斯根：外资/合资企业人力资源执行官胜任力特训营”.......如果让我总结才博的HRM胜任力培训的特点就是：专业、实操、全面和现代！
Designing trainings course according to the characteristics of the trainees and having strong practical operation characteristics—Mr. Li—McDonald's
I am the 26-phase trainees of “CPM-HR Training Series” for foreign and joint ventures. Through 8 days of professional training and 4 months of job sampling, I have made a comprehensive and professional progress in HRM systematic knowledge, professional ability and operation skills. I also have made a breakthrough in career bottleneck. Those make me promote and get higher salary. Now I decide to attend “CPM-HR Training Series” for foreign and joint venture enterprises. If let me summarize the characteristics of HRM-KCI training, I will say, it is so professional, comprehensive and modern!
才博是我职业发展的好伙伴——谢先生—安达集团
我是才博—密斯根：外资/合资企业人力资源经理/总监胜任力特训营第15期学员。参加才博HRM胜任力培训使我的HRM能力得到了全面的提升，在半年内才博帮助我从人力资源主管职位升上经理职位，工资从月薪6000元升至11000元。才博给予学员在工作问题和职业发展上的免费咨询服务，是我职业发展和工作成功的坚强后盾。多谢你，才博！
Goodcareer is my good partner in career development—Mr. Xie—Anda Electronic Group
I am the 15-phase trainee of “CPM-HR Training Series” for foreign and joint ventures. Due to the training, my HRM ability improved comprehensively. In half a year, Goodcareer helps me promote from HR executives to managers with the salary increase from 6000 to 11000 Yuan. Goodcareer offers the trainees free advisory service in work problems and career development which is the great support for my successful work. Goodcareer, thanks very much!
专业、专注我体会到——Raymond Wong—美能达
8天以人力资源经理/总监职位胜任力结构为导向的训练，使我体会到才博课程的专业和专注！参加才博基于外资/合资企业人力资源经理/总监职位胜任力的培训是我进入人力资源管理职业生涯另一阶段的动力源和专业支持。多谢你，才博！能给我这样一个机会！
Professional and dedicated I feel—Raymond Wong—Minolta
Over 8 days of structure-oriented HRM and HRD KCI training, I feel that Goodcareer is professional and dedicated! Attending this “CPM HRM-KCI Training Series” for foreign and joint venture enterprises” provides us with motivation and professional support in other stage of HR management career. Thank you, Goodcareer, for giving me this opportunity!
想了解更多曾接受过陈导师培训和服务的学员或企业的反馈信息请登陆才博公司网站首页相应栏目了解；如要亲自与陈导师的学员沟通了解，请与才博公司人力资源管理胜任力服务部联系！
To know more feedback about trainees or enterprises served by Depew Chen, please log in Goodcareer homepage and review the corresponding column. To contact with the trainees in person, please contact with Goodcareer CPM-HR Service Department.
温馨提示：
1.培训时间:常年开课，请来电咨询。
2.中午用餐：AA制原则
3.上课地点：广东省广州市
4.如有变动以才博公司网站最新发布为准！
主办单位：广州才博企业管理咨询有限公司
才博咨询集团 培训服务事业部
联系人：陈小姐lucy
电话：020-38023509-118
手机：13760870841
QQ：646486031/1637439557/359564683
邮箱：shangban1905@
网站：
课程安排
才博人力资源管理胜任力品牌训练和国际HR认证常年开课培训速递：
1.CPM-HR：《才博—密斯根：HR经理/总监胜任力特训营》
2.ICHR：《美国ACI：国际注册HR经理/执行官认证》
3.PHR-PM：《才博绩效管理专家胜任力特训营》
4.PHR-R&S：《才博招聘、甄选和配置专家胜任力特训营》
5.PHR-T&D：《才博培训和发展管理专家胜任力特训营》
6.PHR-C&B：《才博薪酬和福利管理专家胜任力特训营》
7.GC-ITTT：《才博国际职业培训师(ITTT)特训营》
如有变动，以才博最新公布或通知为准!
1.CPM-HR：《才博—密斯根：HR经理/总监胜任力特训营》
2.ICHR：《美国ACI：国际注册HR经理/执行官认证》
3.PHR-PM：《才博绩效管理专家胜任力特训营》
4.PHR-R&S：《才博招聘、甄选和配置专家胜任力特训营》
5.PHR-T&D：《才博培训和发展管理专家胜任力特训营》
6.PHR-C&B：《才博薪酬和福利管理专家胜任力特训营》
7.GC-ITTT：《才博国际职业培训师(ITTT)特训营》
如有变动，以才博最新公布或通知为准!
师资介绍
知名专业导师和咨询专家推介
陈建志（Depew Chen）—资深实战型HR培训专家、HR咨询和战略实施咨询专家
首席人力资源管理胜任力设计和培训导师
美国认证协会国际职业资格注册人力资源管理认证首席培训导师
一、专业经历简介：
陈建志导师（Depew Chen），资深实战型人力资源管理、培训和咨询专家，战略实施咨询专家。20多年跨国外资、
合资、港资、台资、日资、国营和民营企业人力资源经理以上职位工作经历；8年以上专注于人力资源培训、人力资
源项目服务、企实战略实施项目成功经验。曾任职的外资企业包括：德士活集团、嘉华集团、晶苑集团、台明股份
有限公司等；曾任亚加达国际商务教育培训中心人力资源培训导师；……。现任新世纪人力资源管理学会（纯学术性
非牟利专业团体）会长；知名培训品牌：才博-密斯根，外资/合资企业人力资源管理胜任力特训营（CPM-HR）、人力
资源专家胜任力特训营（PHR）及企业中高层管理人员管理技能（MHR）系列培训课程首席设计师和首席培训导师；才
博HR培训品牌—实战型人力资源管理胜任力系列培训课程首席培训导师；美国认证协会（ACI）授权导师；美国认证协
会（ACI）国际职业资格注册人力资源管理系列认证广州区首席培训导师；企业人力资源管理项目和企业战略实施项目
中国区首席顾问师，……
二、人力资源研究、培训课程开发成果，人力资源培训和项目服务成果：
陈建志导师长期专注于人力资源管理理论的研究和应用实践，以20多年的人力资源管理实战经验和8年多的人力资
源培训、项目服务和企烽战略实施项目成功经验同国际现代人力资源管理、战略管理理论和实践相结合，创立了以不
同人力资源管理职位所需胜任力（KCI—HRM）结构为训练目标的实战型人力资源培训课程系列、企业战略实施成功模式，
成为一名知名的实战型人力资源管理专家、人力资源培训专家、人力资源项目服务专家、领先的人力资源课题研究者和
企业战略实施系统建立与推动专守。其中开发的实战型人力资源管理胜任力培训课程有：CPM—HR系列（外训培训系列）
——根据外资/合资人力资源管理经理级以上职位胜任力结构设计的八个级别系列训练课程，共128个HR专业模块；PHR系
列（外训培训系列）——根据人力资源管理专家级胜任力结构设计的四个级别系列培训课程，共24个专业模块；MHR列（
内训培训系列）—根据企业中高层管理人员管理胜任力结构设计的非人力资源管理者的人力资源管理技能培训课程，四
个级别共26个专业模块；企业战略实施体系/平台/模式等……。
部份由陈建志导师开发的成熟的人力资源品牌培训系列及培训课程模块如下：
CPM—HR系列：才博—密斯根：外资/合资企业人力资源管理胜任力证书特训营（CPM-HR）（长年开班）
CPM-HRM 才博-密斯根: 外资/合资企业人力资源经理胜任力特训营 26个专业模块 10天
CPM-HRD 才博-密斯根: 外资/合资企业人力资源总监胜任力特训营 23个专业模块 10天
CPM-HRE 才博-密斯根: 外资/合资企业人力资源执行官胜任力特训营 22个专业模块 11天
CPM-T&D 才博-密斯根: 外资/合资企业培训和发展经理胜任力特训营 20个专业模块 11天
CPM-C&B 才博-密斯根: 外资/合资企业薪酬和福利经理胜任力特训营 23个专业模块 11天
CPM-R&S 才博-密斯根: 外资/合资企业招聘、甄选和配置经理胜任力特训营 20个专业模块 11天
CPM-PMM 才博-密斯根: 外资/合资企业绩效管理经理胜任力特训营 23个专业模块 11天
CPM-NHRM职业经理人—非人力资源管理者人力资源管理胜任力证书培训班 23个专业模块 11天
三、专长的企业战略实施平台构建咨询项目与人力资源管理咨询项目：
陈建志导师专长的部份咨询项目主题如下：
企业战略定位与战略实施
企业战略实施体系和平台的构建与实施
企业核心竞争优势创建----策略性人力资源管理系统创新
企业激励性报酬体系的建立和推行
企业策略性绩效管理体系的建立和推行
企业销售人员激励机制的建立和推行
企业研发人员激励机制的建立与推动
企业培训和发展体系的建立和推行
企业策略性组织设计和组织人才配置
企业核心人才配置与训练
企业组织变革和流程重组
企业文化创建与推动
学习型组织的建立与推动
工作分析与工作说明书编写
工作评价与薪资制度建立
员工素质模型建立与应用
企业人力资源专业技术支援和人力资源专业系统、管理制度设计
。。。。。。
四、陈导师提供过服务的和正在提供服务的部份客户：
排名不分先后：
友邦、德士活、汉高、中美史克、用友、依利安达、联泰集团、天安保险、震雄集团、麦当劳、永大光通信、易初
莲花超市、保世高、海信集团、广东环球宽带、广日电梯、得煌科技、太古可口可乐（中国）、美国康胜啤酒（中国大
陆）、香港屈臣氏食品饮料有限公司（广州）、广东健力宝集团、中国海外集团、光大集团千秋物业、广东元邦集团、
森岛集团、广州绿叶格林家具公司、 佛山樵东（蒙娜丽莎）集团（共2期）、惠州宝柏(香港)包装有限公司、香港中大
药业、中山美日洁宝公司、广州欧歌化妆品公司、广州惠妮化妆品公司、珠海溢多利饲料有限公司、长沙九芝堂斯奇药
业有限公司、广州好儿女商业发展有限公司、广东威士雅保健品有限公司（汕头）、中国电信广州分公司（共14期）、
中国联通肇庆分公司、中国网通广东省通讯股份有限公司、广东北电通信设备有限公司、广州地税第三稽查局、中国建
设银行广东省分行、深圳发展银行佛山支行（共2期）、广东天贸南大百货有限公司（共2期）、珠海格力小家电集团、
东泽电器公司、佛山正大机电集团（共5期）、芬兰奥托昆普铜管有限公司（中山）、广州华美英语实验学校、广东省
岭南职业技术学院、亚加达职业经理人（共8期）、佛山刘诗昆钢琴艺术中心（共2期）、深圳SGS通标标准技术服务公
司、广州白云国际广告公司、东莞标奇广告有限公司……等500多家企业。
五、资历和咨资料查询：
陈建志导师（Depew Chen）：资深实战型战略实施咨询、人力资源管理咨询和培训专家；人力资源硕士、
心理学博士。20多年大型外资、合资、国营和民营企业人力资源高层管理职位工作经历。曾任亚加达国
际商务教育培训中心人力资源培训导师。现任新世纪人力资源管理学会会长；知名培训品牌：才博——
密斯根：外资合资企业HR经理/总监胜任力特训营首席设计师和首席培训导师；美国认证协会（ACI）授
权导师，美国ACI：国际职业资格注册HR经理、执行官认认证广州区首席培训导师；GEPMS(全球企业绩效
电子管理系统)首席设计师和顾问师；才博咨询集团战略和人力资源首席顾问。……。欢迎索取陈导师详
细介绍。
想了解更多曾接受过陈导师培训和服务的学员或企业的反馈信息请登陆才博公司网站首页相应栏目了解；如要亲自
与陈导师的学员、客户沟通了解，请与才博公司人力资源管理胜任力服务部、咨询项目服务部联系！
六、陈导师未来的专注方向：
专业来自于专注，陈建志导师将一如既往继续专注于人力资源管理和企业战略实施的研究和课程开发，培育和发展
实战型人力资源管理专家和构建企业战略实施平台的事业。乐意和各类管理咨询公司、企业和人力资源从业人士结成战
略合作伙伴，为提升中国和世界的人力资源管理水平、推动企业战略实施平台的构建做出贡献。
七、合作方式：
A．作为特约人力资源培训导师；B．作为企业内部训练的特约导师；C．作为企业人力资源项目服务特约顾问和培训导师；
D、作为企业战略实施平台构建和推行咨询师；E．合作推广陈建志导师开发的品牌培训课程：才博—密斯根：外资/合资
企业人力资源管理胜任力证书培训系列（CPM-HR）、人力资源管理专家胜任力证书培训系列（PHR）和企业中高层管理人
员管理胜任力(MHR)培训系列；E．合作推广国际职业资格注册人力资源认证系列（ICHR）.
陈建志（Depew Chen）—资深实战型HR培训专家、HR咨询和战略实施咨询专家
首席人力资源管理胜任力设计和培训导师
美国认证协会国际职业资格注册人力资源管理认证首席培训导师
一、专业经历简介：
陈建志导师（Depew Chen），资深实战型人力资源管理、培训和咨询专家，战略实施咨询专家。20多年跨国外资、
合资、港资、台资、日资、国营和民营企业人力资源经理以上职位工作经历；8年以上专注于人力资源培训、人力资
源项目服务、企实战略实施项目成功经验。曾任职的外资企业包括：德士活集团、嘉华集团、晶苑集团、台明股份
有限公司等；曾任亚加达国际商务教育培训中心人力资源培训导师；……。现任新世纪人力资源管理学会（纯学术性
非牟利专业团体）会长；知名培训品牌：才博-密斯根，外资/合资企业人力资源管理胜任力特训营（CPM-HR）、人力
资源专家胜任力特训营（PHR）及企业中高层管理人员管理技能（MHR）系列培训课程首席设计师和首席培训导师；才
博HR培训品牌—实战型人力资源管理胜任力系列培训课程首席培训导师；美国认证协会（ACI）授权导师；美国认证协
会（ACI）国际职业资格注册人力资源管理系列认证广州区首席培训导师；企业人力资源管理项目和企业战略实施项目
中国区首席顾问师，……
二、人力资源研究、培训课程开发成果，人力资源培训和项目服务成果：
陈建志导师长期专注于人力资源管理理论的研究和应用实践，以20多年的人力资源管理实战经验和8年多的人力资
源培训、项目服务和企烽战略实施项目成功经验同国际现代人力资源管理、战略管理理论和实践相结合，创立了以不
同人力资源管理职位所需胜任力（KCI—HRM）结构为训练目标的实战型人力资源培训课程系列、企业战略实施成功模式，
成为一名知名的实战型人力资源管理专家、人力资源培训专家、人力资源项目服务专家、领先的人力资源课题研究者和
企业战略实施系统建立与推动专守。其中开发的实战型人力资源管理胜任力培训课程有：CPM—HR系列（外训培训系列）
——根据外资/合资人力资源管理经理级以上职位胜任力结构设计的八个级别系列训练课程，共128个HR专业模块；PHR系
列（外训培训系列）——根据人力资源管理专家级胜任力结构设计的四个级别系列培训课程，共24个专业模块；MHR列（
内训培训系列）—根据企业中高层管理人员管理胜任力结构设计的非人力资源管理者的人力资源管理技能培训课程，四
个级别共26个专业模块；企业战略实施体系/平台/模式等……。
部份由陈建志导师开发的成熟的人力资源品牌培训系列及培训课程模块如下：
CPM—HR系列：才博—密斯根：外资/合资企业人力资源管理胜任力证书特训营（CPM-HR）（长年开班）
CPM-HRM 才博-密斯根: 外资/合资企业人力资源经理胜任力特训营 26个专业模块 10天
CPM-HRD 才博-密斯根: 外资/合资企业人力资源总监胜任力特训营 23个专业模块 10天
CPM-HRE 才博-密斯根: 外资/合资企业人力资源执行官胜任力特训营 22个专业模块 11天
CPM-T&D 才博-密斯根: 外资/合资企业培训和发展经理胜任力特训营 20个专业模块 11天
CPM-C&B 才博-密斯根: 外资/合资企业薪酬和福利经理胜任力特训营 23个专业模块 11天
CPM-R&S 才博-密斯根: 外资/合资企业招聘、甄选和配置经理胜任力特训营 20个专业模块 11天
CPM-PMM 才博-密斯根: 外资/合资企业绩效管理经理胜任力特训营 23个专业模块 11天
CPM-NHRM职业经理人—非人力资源管理者人力资源管理胜任力证书培训班 23个专业模块 11天
三、专长的企业战略实施平台构建咨询项目与人力资源管理咨询项目：
陈建志导师专长的部份咨询项目主题如下：
企业战略定位与战略实施
企业战略实施体系和平台的构建与实施
企业核心竞争优势创建----策略性人力资源管理系统创新
企业激励性报酬体系的建立和推行
企业策略性绩效管理体系的建立和推行
企业销售人员激励机制的建立和推行
企业研发人员激励机制的建立与推动
企业培训和发展体系的建立和推行
企业策略性组织设计和组织人才配置
企业核心人才配置与训练
企业组织变革和流程重组
企业文化创建与推动
学习型组织的建立与推动
工作分析与工作说明书编写
工作评价与薪资制度建立
员工素质模型建立与应用
企业人力资源专业技术支援和人力资源专业系统、管理制度设计
。。。。。。
四、陈导师提供过服务的和正在提供服务的部份客户：
排名不分先后：
友邦、德士活、汉高、中美史克、用友、依利安达、联泰集团、天安保险、震雄集团、麦当劳、永大光通信、易初
莲花超市、保世高、海信集团、广东环球宽带、广日电梯、得煌科技、太古可口可乐（中国）、美国康胜啤酒（中国大
陆）、香港屈臣氏食品饮料有限公司（广州）、广东健力宝集团、中国海外集团、光大集团千秋物业、广东元邦集团、
森岛集团、广州绿叶格林家具公司、 佛山樵东（蒙娜丽莎）集团（共2期）、惠州宝柏(香港)包装有限公司、香港中大
药业、中山美日洁宝公司、广州欧歌化妆品公司、广州惠妮化妆品公司、珠海溢多利饲料有限公司、长沙九芝堂斯奇药
业有限公司、广州好儿女商业发展有限公司、广东威士雅保健品有限公司（汕头）、中国电信广州分公司（共14期）、
中国联通肇庆分公司、中国网通广东省通讯股份有限公司、广东北电通信设备有限公司、广州地税第三稽查局、中国建
设银行广东省分行、深圳发展银行佛山支行（共2期）、广东天贸南大百货有限公司（共2期）、珠海格力小家电集团、
东泽电器公司、佛山正大机电集团（共5期）、芬兰奥托昆普铜管有限公司（中山）、广州华美英语实验学校、广东省
岭南职业技术学院、亚加达职业经理人（共8期）、佛山刘诗昆钢琴艺术中心（共2期）、深圳SGS通标标准技术服务公
司、广州白云国际广告公司、东莞标奇广告有限公司……等500多家企业。
五、资历和咨资料查询：
陈建志导师（Depew Chen）：资深实战型战略实施咨询、人力资源管理咨询和培训专家；人力资源硕士、
心理学博士。20多年大型外资、合资、国营和民营企业人力资源高层管理职位工作经历。曾任亚加达国
际商务教育培训中心人力资源培训导师。现任新世纪人力资源管理学会会长；知名培训品牌：才博——
密斯根：外资合资企业HR经理/总监胜任力特训营首席设计师和首席培训导师；美国认证协会（ACI）授
权导师，美国ACI：国际职业资格注册HR经理、执行官认认证广州区首席培训导师；GEPMS(全球企业绩效
电子管理系统)首席设计师和顾问师；才博咨询集团战略和人力资源首席顾问。……。欢迎索取陈导师详
细介绍。
想了解更多曾接受过陈导师培训和服务的学员或企业的反馈信息请登陆才博公司网站首页相应栏目了解；如要亲自
与陈导师的学员、客户沟通了解，请与才博公司人力资源管理胜任力服务部、咨询项目服务部联系！
六、陈导师未来的专注方向：
专业来自于专注，陈建志导师将一如既往继续专注于人力资源管理和企业战略实施的研究和课程开发，培育和发展
实战型人力资源管理专家和构建企业战略实施平台的事业。乐意和各类管理咨询公司、企业和人力资源从业人士结成战
略合作伙伴，为提升中国和世界的人力资源管理水平、推动企业战略实施平台的构建做出贡献。
七、合作方式：
A．作为特约人力资源培训导师；B．作为企业内部训练的特约导师；C．作为企业人力资源项目服务特约顾问和培训导师；
D、作为企业战略实施平台构建和推行咨询师；E．合作推广陈建志导师开发的品牌培训课程：才博—密斯根：外资/合资
企业人力资源管理胜任力证书培训系列（CPM-HR）、人力资源管理专家胜任力证书培训系列（PHR）和企业中高层管理人
员管理胜任力(MHR)培训系列；E．合作推广国际职业资格注册人力资源认证系列（ICHR）.
其他信息
温馨提示，意外收获：
请进入“”或“百度”网站，搜 索“广州才博企业管理咨询有限公司”主题进入“广州
才博企业管理咨询有限公司”网站查询课程详情；在首页“人力资源管理工具”栏目免费下载外资公司人力资源管理制度、
表格和工具样本（共3650套）。
如有变动，以才博最新公布或通知为准!
请进入“”或“百度”网站，搜 索“广州才博企业管理咨询有限公司”主题进入“广州
才博企业管理咨询有限公司”网站查询课程详情；在首页“人力资源管理工具”栏目免费下载外资公司人力资源管理制度、
表格和工具样本（共3650套）。
如有变动，以才博最新公布或通知为准!
