我要報名

咨詢電話：
手　　機：	郵箱：

培訓受眾:

1. 企業(yè)中負責報酬和福利管理人員

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

2. 企業(yè)人力資源管理人員

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. 有志于成為報酬和福利管理專家者

People who are willing to be a compensation and benefit expert

課程收益:

企 業(yè)：

1，提升公司的成本效益，改善報酬的有效性、激勵性和員工的滿意度

Enterprises: Enhancing cost efficiency, improving the effectiveness, inventiveness of the pay and employees’ satisfaction

2，形成公司有效的動力機制，更有效地吸引、激勵和留住人才

Forming effective impetus mechanism to attract, motivate and retain talents

受訓員工：

1，獲得報酬和福利管理的專家級技能，加快職業(yè)發(fā)展速度和提升自身的職業(yè)競爭力

Trainees: Obtaining the expert-level skills in pay and benefit management, speeding up the pace of career development and promote one’s own career competitiveness

培訓頒發(fā)證書:

企 業(yè)：1，提升公司的成本效益，改善報酬的有效性、激勵性和員工的滿意度

Enterprises: Enhancing cost efficiency, improving the effectiveness, inventiveness of the pay and employees’ satisfaction

2，形成公司有效的動力機制，更有效地吸引、激勵和留住人才

Forming effective impetus mechanism to attract, motivate and retain talents

受訓員工：1，獲得報酬和福利管理的專家級技能，加快職業(yè)發(fā)展速度和提升自身的職業(yè)競爭力

Trainees: Obtaining the expert-level skills in pay and benefit management, speeding up the pace of career development and promote one’s own career competitiveness

課程大綱:

報酬與福利專家課程勝任力結構設計模型 Designing model of PHR-C&B KCI structure

第一層面：報酬與福利專員職位勝任力 The first level: Personnel Officer’s KCI in C&B

1.員工考勤管理的能力與經驗

Ability and experience to manage employees’ attendance

2.員工工資報表的設計、總結與編輯能力與經驗

Ability and experience to design, summarize and edit employees’ payroll report

3.員工活動管理能力與經驗

Ability and experience to manage employees’ activities

4.員工食堂、宿舍管理能力與經驗

Ability and experience to manage employees’ dormitory and dining hall

5.能編制每月的工資與福利分析報表

Being able to work out monthly pay and benefit analysis report

6.能有效執(zhí)行員工薪酬福利調查及員工滿意度調查

Being able to effectively implement survey of employees’ compensation and benefit and satisfaction

7.某些員工活動設計與安排能力

Ability to design and arrange some employees’ activities

8.員工社會保險購買管理

Managing of purchasing employees’ social insurance

9.執(zhí)行市場薪酬調查與總結分析能力與經驗

Ability and experience to implement market compensation survey, analysis and synthesis

10.良好的表達能力和溝通能力

Good expression and communication ability

11.良好的英文能力(增加20-30%個人價值)

Good English ( adding 20-30% individual value)

12.了解和掌握專業(yè)的薪酬與福利管理名詞

Knowing well and grasping professional terms of compensation and benefit

第二層面：報酬與福利主管職位勝任力 The second level: executive’s KCI in C&B

1.設計和應用年度和個案性薪酬與福利需求調查的能力和經驗

Ability and experience to design and apply the survey of annul and specialized compensation and benefit needs

2.有效執(zhí)行外部競爭對手薪酬福利調查的能力與經驗

Ability and experience to effectively implement compensation and benefit survey of external competitors

3.具備員工升遷管理的能力與經驗

Possessing ability and experience to manage employees’ promotion

4.有效的員工計件工資設計的能力與經驗

Ability and experience to effectively design employees’ piece rate

5.有效的業(yè)務提成設計能力與經驗

Ability and experience to effectively design commission

6.各部門有關薪酬與福利問題的平衡能力與經驗

Ability and experience to balance compensation and benefit problems of every department

7.工作評價技術的設計與應用能力與經驗

Ability and experience to design and apply job evaluation techniques

8.有效執(zhí)行公司年度薪酬與福利調整計劃的能力

Ability to effectively implement the plan of the enterprises’ annual compensation and benefit adjustment

9.具備專業(yè)的員工福利設計與執(zhí)行能力與經驗

Possessing professional ability and experience to design and implement employees’ welfare

10.具備專業(yè)的員工年終獎勵設計與推行能力與經驗

Possessing professional ability and experience to design and promote employees’ annual bonus

11.具備良好的員工活動計設、組織的實施能力與經驗

Possessing good ability and experience to design and implement employees’ activities

12.專業(yè)的員工食堂管理制度的設計與管理能力與經驗

Professional ability and experience to design and manage system of employees’ dining hall

13.創(chuàng)意性薪酬與福利項目設計與管理能力與經驗

Ability and experience to design and manage creative compensation and benefit project

14.專業(yè)的薪酬與福利分析能力與經驗

Professional analysis ability and experience of compensation and benefit

15.具備薪酬與福利管理的基礎系統(tǒng)知識

Possessing basic systematic knowledge of compensation and benefit management

16.工資管理與工資預算管理能力與經驗

Ability and experience to manage salary and budget

17.福利預算與管理能力與經驗/合理避稅設計能力

Ability and experience of welfare budget and management/designing ability of reasonable tax avoidance

18.具良好的英文基礎更佳(會為你增值20%-30%)

Possessing good English foundation( adding 20%-30% individual value)

第三層面：報酬與福利經理/總監(jiān)職位勝任力 The third level: manager/director’s KCI in C&B

1.戰(zhàn)略性薪酬與福利管理思考能力、系統(tǒng)而專業(yè)的C&B理論水平

Thinking capacity of strategic C&B management, systematic and professional theory level of C&B

2.薪酬與福利策略制定能力、與老板/公司/部門經理有效共息的能力

Ability to make C&B strategy, ability to get along with boss/company/department managers

3.薪酬與福利目標定立與溝通能力

Target localization of C&B and communication ability

4.目標導向/戰(zhàn)略導向的薪酬與福利體系建立與推行能力與經驗

Ability and experience to establish and implement target-oriented/strategy-oriented C&B system

5. 有效的薪酬調查方案的設計與推行能力與經驗

Ability and experience to design and promote effective plan of salary survey

6. 有效的工作評價方案設計與推行能力與經驗

Ability and experience to design and promote effective plan of job evaluation

7. 公司薪酬結構建立與推行能力與經驗

Ability and experience to establish and implement enterprises’ compensation structure

8. 有效的年度薪酬調整方案的設計與推行能力與經驗

Ability and experience to design and promote effective plan of salary adjustment

9. 中層管理人員薪酬激勵機制的設計與推行能力與經驗

Ability and experience to design and promote compensation incentive mechanism of middle managers

10.高層管理人員/海外人員薪酬激勵機制定與推行能力與經驗

Ability and experience to design and promote compensation incentive mechanism of senior managers / overseas personnel

11.績效導向型薪酬制度設計與推行能力與經驗

Ability and experience to design and promote performance-oriented pay system

12.目標導向/成本效益的薪酬與福利改革方案設計與推行能力與經驗

Ability and experience to design and promote reform of target-oriented/cost-benefit C&B

13. 股票期權/延期報酬方案的設計與推行能力與經驗

Ability and experience to design and promote the plan of stock options and deferred compensation

14. 系統(tǒng)性員工心理報酬設計與推行能力與經驗

Ability and experience to design and promote systematic employees’ psychological compensation

15. 業(yè)績導向型薪酬政策制定與推行能力與經驗

Ability and experience to design and promote performance-oriented compensation policy

16. 部門/員工薪酬問題的解決技巧

Skills of solving departments and employees’ compensation problems

17. 公司的報酬文化與推行能力與經驗

Enterprises’ compensation culture, ability and experience to promote

18. 能有效提高報酬的投資回報率

Being able to effectively improve compensation’s rate of return on investment

培訓目標

Training Targets

1. 具備建立和推行支持公司戰(zhàn)略實施的報酬管理體系的能力和技巧

Possessing the ability and skills to establish and promote pay management system to support the strategic implementation of the enterprises

2. 具備建立并應用成本效益和匹配公司經營目標需要的薪酬制度的能力的技巧

Possessing the ability and skills to establish and use cost efficiency and pay system which is matching the management goals of the enterprises

3. 能運用專業(yè)的工作評價技術，設計配合公司經營和發(fā)展戰(zhàn)略的內部合作工資結構

Being able to use professional evaluation technology, design pay structure of international cooperation which is matching enterprises’ management and development strategy

4. 實施專業(yè)的薪酬調查，建立市場競爭薪酬制度和實施定期的薪酬檢討計劃

Making professional pay survey, setting up pay system with market competitiveness and regularly implementing pay review plan

5. 能因應企業(yè)情況設計具激勵性、競爭力和成本效益的員工福利計劃

Being able to design incentive, competitive and cost-efficiency welfare plan according to the enterprises’ situation

6. 具備進行特殊薪酬制度設計的能力和經驗

Possessing the ability and experience to design special pay systems

7. 能進行有效的報酬管理

Being able to make efficient pay management

培訓特色

Training Characteristics

20%時間進行最新報酬和福利管理知識分享，40%時間進行報酬和福利管理專家級技能培養(yǎng)，40%時間為實操經驗養(yǎng)成和工作模擬訓練。

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.

培訓日期

Training Dates

共二天

2 days totally

培訓費用

Training Fee

人民幣3,800元/人,2天，含Goodcareer 人力資源專家團開發(fā)的培訓教材1套、培訓費和《報酬和福利管理專家》證書費。

RMB 3800 Yuan each person 2 days including 1 set of training series, training fee and the fee of PHR-C&B certificate.

外資/合資企業(yè)人力資源經理/總監(jiān)職位勝任力特訓營學員、美國ACI：國際職業(yè)資格注冊人力資源經理/執(zhí)行官認證學員（證書由人事部和美國ACI認證機構頒發(fā)）及其所在企業(yè)、Goodcareer 客戶和有兩人以上報名的企業(yè)可獲9.5折優(yōu)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.

課程模塊

Course Modules模塊一：報酬戰(zhàn)略選擇和激勵性報酬體系建立實務

Choosing compensation strategies and practice of setting up incentive

compensation system

模塊二：工作評價與激勵內部合作薪酬體系建立實務

Job evaluation techniques and Setting up strengthening internal cooperating compensation system

模塊三：薪酬調查與匹配公司競爭戰(zhàn)略的市場競爭報酬體系建立實務

Salary survey and practice of setting up competitive compensation system

matching with company competitive strategies

模塊四：激勵性員工福利計劃設計實務

Practice of designing motivating employees’ benefits plan

培訓課程安排

Course Arrangement

具體培訓內容每班會根據學員實際情況有所修改，以導師實際上課內容為準!

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：報酬戰(zhàn)略選擇和激勵性報酬體系建立實務

Module 1: strategic selection of compensation and construction of incentive compensation

―案例研討：高工資能留住需要的員工嗎？

Case study: could the high salary retain the needed employees

―實戰(zhàn)經驗分享：工資爭議

Practical sharing experience: salary dispute

―報酬目標的定位

Target localization of compensation

―報酬藝術和報酬的有效性

Art and effectiveness of the compensation

―工作模擬（1）：報酬目標的制定

Job sampling (1):target planning of the compensation

―匹配組織戰(zhàn)略的報酬戰(zhàn)略的制定和實施技巧

Design and implementation skills of compensation strategy matching organizational strategy

―工作模擬（2）：報酬體系的選擇

Job sampling (2) : selection of compensation system

―建立激勵性報酬體系

Setting up incentive compensative systems

―工作模擬（3）：制定薪酬制度框架

Job sampling (3) :setting up the frame of compensation system

―激勵性報酬制度設計實踐

Practicing the design of incentive compensation system

―工作模擬（4）：激勵計劃的制定

Job sampling (4) : Setting up incentive plan

―員工心理報酬設計

Design of employees’ psychological compensation

―經驗分享：心理獎勵的作用

Sharing experience: function of psychological award

―報酬總量和報酬組合策略定位技巧

Compensation volume and localization skills of compensation combination strategy

―獎金設計技巧

Skills of bonus design

―經驗分享：提高報酬激勵性的技巧

Sharing experience: the skills of improving the incentive of compensation

―案例研討：根據績效支付工資的缺陷

Case study: default of payment according to the performance

―經驗培養(yǎng)：制定薪酬制度

Experience cultivating: setting up compensation system

―經驗分享：最低工資標準與個人所得稅應對技巧

Sharing experience: minimum wage standard and skills to deal with tax on personal income

―學員問題解答

Answers to the trainees’ questions

模塊二：工作評價與激勵內部合作薪酬體系建立實務

Module 2: job evaluation and compensation system construction of the incentive internal cooperation

―案例研討：固定工資制還是傭金制

Case study: fixed-wage system or commission system

―經驗分享：如何提高員工對薪酬的滿意度

Sharing experience: the way to improve employees’ satisfaction with compensation

―建立內部合作報酬體系

Setting up compensation system of internal cooperation

―工作模擬（1）：恰當的報酬機制

Job sampling (1) :suitable compensation system

―開發(fā)和應用有效的工作評價方法

Developing and applying effective job evaluation method

―報酬因素的選擇技巧

Selection skills of compensation factors

―經驗分享：失敗的工作評價

Sharing experience: failed job evaluation

―報酬的定立方法

Localization method for compensation

―工作評價過程和管理

Process and management of job evaluation

―建立公平、合理的薪資結構

Setting up fair and reasonable salary structure

―工作模擬（2）：匹配的工作評價方法

Job sampling (2) : matched job evaluation method

―工作模擬（3）―建立內部公平性報酬制度

Job sampling (3) ―Setting up internal fair pay system

―實戰(zhàn)能力訓練：工資結構設計

Practical ability training: designing salary structure

―實戰(zhàn)能力訓練：工資水平、工資等級和范圍

Practical ability training: salary level, salary grade and scale

―技能工資設計技巧

Designing skills of pay for skills

―職位工資設計技巧

Designing skills of pay for post

―業(yè)績工資設計技巧

Designing skills of pay for performance

―案例研討――留住“聰明人”的微軟公司

Case study――Microsoft retaining the wiser

―熱點問題探討

Hot problem discussion

第二天 The second day

模塊三：薪酬調查與匹配公司競爭戰(zhàn)略的市場競爭報酬體系建立實務

Module3: salary survey and practice of setting up pay system with market competitiveness matching the enterprises’ strategy

―案例研討：某跨國運動鞋制造商在中國的憂傷

Case study: sorrow of some international manufactures of sports shoes in china

―經驗分享：建立激勵性市場導向薪酬政策

Sharing experience: Setting up incentive market-oriented pay policy

―市場競爭薪酬體系的建立

Setting up pay system with market competitiveness

―市場調查策劃及市場競爭工資線的確定

Designing market survey and confirming pay-policy line with market competitiveness

―薪酬市場調查過程

Process of pay market survey

―經驗分享：自我開發(fā)市場調查

Sharing experience: self-exploited market survey

―工作模擬（1）：薪酬調查表格設計和應用

Job sampling (1) : design and application of pay survey form

―市場調查應用經驗分享

Sharing experience of market survey

―年度薪酬調整策劃實務

Practice of designing annual pay adjustment

―經驗分享：失敗的年度薪酬調整

Sharing experience: failed annual pay adjustment

―工作模擬（2）：薪酬調整計劃

Job sampling(2) :plan of pay adjustment

―建立市場競爭薪酬體系實踐經驗分享

Setting up sharing experience of pay system with market competitiveness

―技能訓練：市場競爭工資制度設計

Technique training: designing pay system with market competitiveness

―案例研討：高工資的困惑

Case study: confusion of high salary

―工作模擬（3）：薪酬調查實踐

Job sampling(3): practice of pay survey

―學員問題解答

Answers to the trainees’ questions

 

模塊四：激勵性員工福利計劃設計實務

Module 4:`practice of designing incentive employees’ welfare

―案例研討：某日資企業(yè)在中國的困惑

Case study: confusion of some Japanese enterprises in China

―競爭戰(zhàn)略與福利戰(zhàn)略

Competitive strategy and welfare strategy

―福利總量的設計

Designing welfare volume

―福利組合的設計技巧

Designing skills of welfare combination

―實操技能訓練（1）：福利內容設計實踐

Practical technique training (1): practice of designing welfare content

―經驗分享：通過福利設計有效留位員工

Sharing experience: effectively retaining employees by welfare design

―建立激勵性福利計劃

Setting up incentive welfare plan

―彈性福利設計實務

Practice of designing flexible welfare

―核心福利設計

Designing of core welfare

―選擇性福利設計

Designing of selective welfare

―福利成本控制技巧

Skills of controlling welfare costs

―福利管理經驗分享

Sharing experience of welfare management

―實操技能訓練（2）：員工福利制度設計

Practical technique training(2) : design of employees’ welfare system

―工作模擬（1）：激勵性彈性福利制度

Job sampling (1): incentive flexible welfare system

―案例研討：彈性福利制度的歷程

Case study: history of flexible welfare system

―經驗分享：應對社會保險的策略

Sharing experience: strategy to deal with social insurance

―報酬和福利熱點問題討論

Discussion about hot problem in compensation and benefit

溫馨提示：

中午用餐：AA制原則

上課地點：廣東省廣州市

陳老師

資深實戰(zhàn)型戰(zhàn)略實施咨詢、人力資源管理咨詢和培訓專家；人力資源碩士、心理學博士。20多年大型外資、合資、國營和民營企業(yè)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?，F任新世紀人力資源管理學會會長；知名培訓品牌：外資合資企業(yè)HR經理/總監(jiān)勝任力特訓營首席設計師和首席培訓導師；美國認證協(xié)會（ACI）授權導師，美國ACI：國際職業(yè)資格注冊HR經理、執(zhí)行官認認證廣州區(qū)首席培訓導師；GEPMS(全球企業(yè)績效電子管理系統(tǒng))首席設計師和顧問師。

Depew Chen, senior strength strategy implementation consulting, HR management, training and consultant expert; Master of HR, Doctor of Psychology. 20 years of working experience as HRD or above in large-scale foreign, joint venture, state-owned and private enterprises. Mr. Chen has been the HR training teacher 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 tutor of the well-known training brand―CPM HRM-KCI 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(zhàn)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(chuàng)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(zhàn)型人力資源培訓課程系列，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(fā)的實戰(zhàn)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(yè)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(yè)模塊；MHR列（內訓培訓系列）―根據企業(yè)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(yè)模塊等。

Depew Chen has been kept focusing on human resources management theory research for a long term. Through 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 HRM competence as training goals. 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 competence 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 competence 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、high-level management person competence structural design.

我要報名

在線報名：報酬和福利管理專家勝任力特訓營(人力資源薪資管理課程）(廣州)