培訓收益
Training benefit
1，通過訓練使學員具備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，通過訓練使學員掌握科學的甄選技能，具備為企業(yè)選對人的能力。
Making trainees master scientific selecting skills and possess ability to select right person through training

培訓目標
Training Objectives
1.實施有效的招聘、甄選和配置；及時地為企業(yè)獲取和甄選到合格的候選人，匹配企業(yè)的
略和業(yè)務(wù)發(fā)展需要，增強企業(yè)的贏利能力的競爭能力。
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.實現(xiàn)比競爭對手低的招聘和甄選成本，幫助企業(yè)形成和維持低成本優(yōu)勢。
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選人；具有比競爭對手優(yōu)勝的有效的招聘渠道。
Effectively attracting matched candidates; possessing better recruiting channel than competitors.
4.幫助留住員工。
Helping retain the employees.
5.幫助企業(yè)形成一支高素質(zhì)且具競爭力的員工隊伍。
Helping the enterprises form a qualified and competitive workforce.

培訓特色Training Features
20%時間進行最新招聘和甄選知識/技術(shù)分享，40%時間進行招聘和甄選專家級技能培養(yǎng)和訓練，40%時間為實操經(jīng)驗分享和工作模擬訓練。
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.
招聘、甄選和配置管理專家勝任力特訓營PHR-PM KCI training


招聘、甄選和配置管理專家課程勝任力結(jié)構(gòu)設(shè)計模型 Designing model of PHR-PM KCI structure
第一層面：招聘、甄選和配置管理專員職位勝任力結(jié)構(gòu) The first level: specialist’s KCI in recruiting, selecting and placement
1.員工招聘流程管理能力與經(jīng)驗
Management ability and experience of employees’ recruiting process
2.工人級、文員級員工招聘渠道管理能力與經(jīng)驗
Management ability and experience of worker-level and clerk-level employees’ recruiting channel
3.指導應(yīng)聘者申請表填寫的能力與經(jīng)驗
Ability and experience of guiding applicants to fill in application forms
4.工人級和文員級的初試能力與經(jīng)驗
Ability and experience of worker-level and clerk-level employees’ first interview
5.測試、考試甄選安排能力與經(jīng)驗
Ability and experience of testing, selecting arrangement
6.具備候選人的聯(lián)系、溝通能力與經(jīng)驗
Possessing ability and experience to contact and communicate with candidates
7.現(xiàn)場招聘活動的安排與管理能力與經(jīng)驗
Ability and experience to arrange and manage on-site recruiting activities
8.網(wǎng)絡(luò)招聘管理能力與經(jīng)驗
Management ability and experience of online recruiting
9.員工入職安排管理能力與經(jīng)驗
Management ability and experience of arranging employees’ appointment
10.員工檔案管理能力與經(jīng)驗
Ability and experience to manage employees’ files
11.月度/季度/年度招聘總結(jié)報告編寫能力與經(jīng)驗
Ability and experience to work out monthly/quarterly / annual recruitment summary report
12.具良好的英文基礎(chǔ)更佳(會為你增值20%-30%)
Possessing good English ( adding 20%-30% individual value)

第二層面：招聘、甄選和配置管理主管職位勝任力結(jié)構(gòu) The second level: supervisor’s KCI in recruiting, selecting and placemnt
1.年度招聘計劃的實施能力與經(jīng)驗
Implementation ability and experience of annual recruiting plan
2.有效外部人才供應(yīng)渠道開發(fā)與管理能力與經(jīng)驗
Ability and experience to develop and manage effective external talent supply channel
3.有效招聘廣告設(shè)計與應(yīng)用能力與經(jīng)驗
Applying Ability and experience to design effective recruiting advertisement
4.獵頭渠道、媒體渠道的選擇與管理能力與經(jīng)驗
Management ability and experience to select and manage headhunting channel and media channel
5.現(xiàn)場招聘、校園招聘策劃能力與經(jīng)驗
Planning ability and experience of on-site recruiting and school recruiting
6.外部人力市場分析、總結(jié)能力與經(jīng)驗
Ability and experience to analyze and summarize external human resource market
7.內(nèi)部人力盤點、人才庫建立與管理能力與經(jīng)驗
Management ability and experience to internal manpower inventory, build up talent pool
8.內(nèi)部招聘策劃、管理能力與經(jīng)驗
Management ability and experience to plan internal recruiting
9.管理培訓生內(nèi)部人才供給系統(tǒng)的制度、管理能力與經(jīng)驗
System of managing trainees’ internal talent supply, management ability and experience
10.非正式配置內(nèi)部招聘計劃設(shè)計、管理能力與經(jīng)驗
Management ability and experience to design internal recruiting plan of informal placing
11.有效測試技術(shù)的開發(fā)、應(yīng)用能力與經(jīng)驗
Development of effective testing technology, application ability and experience
12.有效預測員工將來業(yè)績技術(shù)開發(fā)、應(yīng)用能力與經(jīng)驗
Technology development of effectively forecasting the employees’ future performance, application ability and experience
13.結(jié)構(gòu)化面試設(shè)計、應(yīng)用能力與經(jīng)驗
Structural interview planning, application ability and experience
14.集體面試設(shè)計、應(yīng)用能力與經(jīng)驗
Group interview planning, application ability and experience
15.測試中心甄選技術(shù)應(yīng)用能力與經(jīng)驗
Application ability and experience in selecting technique of testing center
16.背景調(diào)查甄選辦法的應(yīng)用能力與經(jīng)驗
Application ability and experience in selecting method of background investigation
17.有效主持主管/技術(shù)級別員工初試能力與經(jīng)驗
Ability and experience to effectively host the supervisor/ technology-level employees’ first interview
18.具良好的英文基礎(chǔ)更佳(會為你增值20%-30%)
Possessing good English( adding 20%-30% individual value)

第三層面：招聘、甄選和配置管理經(jīng)理/總監(jiān)職位勝任力結(jié)構(gòu)
The third level: manager/director’s KCI in recruiting, selecting and placing
1.戰(zhàn)略性人力供給管理思考能力、具系統(tǒng)而專業(yè)的R&S理論水平
Thinking ability of managing strategic HR supply, possessing systematic and professional R&S theory level
2.人才資源策略制定、與老板/公司/部門經(jīng)理有效共息的能力
Ability to make HR strategy and communicate with boss/enterprises/department managers
3.人力資源供給體系目標定立與溝通能力
Target localization and communication ability of HR supplying system
4.目標導向/戰(zhàn)略導向的人力資源規(guī)劃能力與經(jīng)驗
Designing ability and experience of target-oriented/strategy-oriented HR
5.外部人才庫建立、管理能力與經(jīng)驗
Management ability and experience to build up external talent pool
6.內(nèi)部人才供給制度/體系建立、管理能力與經(jīng)驗
Management ability and experience to build up the regulation/system of talent supply
7.繼任人計劃的制定、實施與管理能力與經(jīng)驗
Management ability and experience to make implement successor plan
8.測試價中心甄選技術(shù)的開發(fā)、應(yīng)用能力與經(jīng)驗
Application ability and experience to develop selecting techniques of testing center
9.主持主管級以上候選人面試能力與經(jīng)驗
Ability and experience to host candidate interview of supervisor
10.招聘、配置政策/制度設(shè)計與推行能力與經(jīng)驗
Promotion ability and experience to design recruiting, placing policy/system
11.主管級以上面試問題設(shè)計、應(yīng)用能力與經(jīng)驗
Application ability and experience to design interviewing questions of supervisors,
12.跨國人才招聘策劃、實施能力與經(jīng)驗
Implementation ability and experience to design international talent recruiting
13.特殊招聘渠道開發(fā)、應(yīng)用能力與經(jīng)驗
Special recruiting channel developing, application ability and experience
14.內(nèi)部人力配置策略制定、實施與管理能力與經(jīng)驗
Management ability and experience to planning and implementing of internal HR placing strategy
15.經(jīng)理級以上級別員工背景調(diào)查策劃能力與經(jīng)驗
Planning ability and experience of manager-level or above employees’ background survey
16.年度招聘計劃制定、推行能力與經(jīng)驗
Promotion ability and experience to design annual recruiting plan

培訓時間Training Time 二天
Two days in total

培訓地點
Training Location
Goodcareer 人力資源管理專家培訓中心（廣州總部）
Goodcareer human resources management experts Training Center
培訓費用
Training Costs
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《招聘和甄選專家》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.
才博-密斯根：外資/合資企業(yè)人力資源經(jīng)理/總監(jiān)職位勝任力特訓營學員、才博人事部—美國ACI：國際職業(yè)資格注冊人力資源經(jīng)理/執(zhí)行官認證學員（證書由人事部和美國ACI認證機構(gòu)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.

適合人員
Training Targets
1. 企業(yè)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(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

課程模塊
Course Modules
模塊一：戰(zhàn)略性招聘策劃、有效招聘渠道的開發(fā)和管理
Recruiting strategies and Developing Effective Recruiting Channels
模塊二：戰(zhàn)略性內(nèi)部招聘策劃實務(wù)
Internal Recruiting Planning Practices with Strategies
模塊三：甄選、測試技術(shù)的開發(fā)及其應(yīng)用實務(wù)
Selecting and Testing Techniques and Related Practices
模塊四：預測候選人未來工作績效實務(wù)
Practices Forecasting Future Working Performance of Candidates
模塊五：有效的面試技巧和員工配置管理
Effective Interviewing Skills and Placement

培訓課程安排
Training Courses Arrangement
具體培訓內(nèi)容每班會根據(jù)學員實際情況有所修，以導師實際上課內(nèi)容為準！
Training content will be changed according to the trainees’ condition and it will be subject to the coacher

第一天the first day
模塊一: 戰(zhàn)略性招聘策劃、有效招聘渠道的開發(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)驗分享：30天內(nèi)招聘25個區(qū)域經(jīng)的挑戰(zhàn)
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(jīng)驗分享：制定5年內(nèi)的招聘計劃
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)：開發(fā)有效的招聘渠道
Cultivating techniques: developing effective recruiting channel
—經(jīng)驗分享：如何招聘2名采購經(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
Setting up external talent pool
—設(shè)計有效吸引合格應(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(jīng)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(guān)問題解答
Answers to the trainees’ questions

模塊二: 戰(zhàn)略性內(nèi)部招聘策劃實務(wù)
Module 2: practice of planning strategic internal recruitment
—案例研討：他們?yōu)槭裁措x開公司？
Case study: why do they leave the company
—經(jīng)驗分享：通過內(nèi)部招聘有效留住和激勵員工
Sharing experience: effectively retaining and encouraging employees through internal recruitment
—開發(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)部人才庫的建立和應(yīng)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(wù)
Designing practice of Succession Plan
—經(jīng)驗分享：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
Home exercise: setting up internal talent pool of the enterprise
—學員相關(guān)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(shù)的開發(fā)及其應(yīng)用實務(wù)
Module 3: development and practice of selecting and testing technology
—案例研討：這幾個經(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、測試技術(shù)及其有效性
Selection, testing technology and its validity
—開發(fā)甄選應(yīng)聘者知識水平的方法和技術(shù)
Developing the method and technology of selecting applicants’ knowledge
—開發(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)驗分享：甄選應(yīng)聘者的態(tài)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(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)績不好
Case study: why does technical director get poor performance?
—經(jīng)驗分享：預測銷售經(jīng)理的將來業(yè)績
Sharing experience: forecasting future performance of sales manager
—開發(fā)預測候選人未來工作績效的技術(shù)
Developing the technology to forecast the candidates’ future performance
—預測候選人未來工作績效實務(wù)
Practice of forecasting the candidates’ future performance
—預測候選人工作穩(wěn)定性實務(wù)
Practice of forecasting the candidates’ job stability
—預測候選人的誠實度實務(wù)
Practice of forecasting the candidates’ honesty
—工作模擬：預測員工穩(wěn)定性
Job sampling: forecasting the employees’ stability
—家庭演練：預測員工業(yè)績技術(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
—驗驗分享：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)計和實務(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
—培訓面試者
Training the interviewees
—有效的面試問題的設(shè)計實務(wù)
Practice of designing effective interview problems
—集體面試技巧
Skills of group interview
—有效的配置
Effective placing
—面試評估表的設(shè)計實務(wù)
Practice of designing the evaluation form of interview
—有效的面試經(jīng)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

• 產(chǎn)品經(jīng)理特訓營

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  開課地點： 廣東-廣州

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