報酬和福利管理專(zhuān)家勝任力特訓營(yíng)

培 訓 收 益
Training Benefits
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(mǎn)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(dòng)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(zhuān)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

報酬與福利專(zhuān)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(zhuān)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(jīng)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(jīng)驗
Ability and experience to design, summarize and edit employees’ payroll report
3.員工活動(dòng)管理能力與經(jīng)驗
Ability and experience to manage employees’ activities
4.員工食堂、宿舍管理能力與經(jīng)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.能有效執行員工薪酬福利調查及員工滿(mǎn)意度調查
Being able to effectively implement survey of employees’ compensation and benefit and satisfaction
7.某些員工活動(dòng)設計與安排能力
Ability to design and arrange some employees’ activities
8.員工社會(huì )保險購買(mǎi)管理
Managing of purchasing employees’ social insurance
9.執行市場(chǎng)薪酬調查與總結分析能力與經(jīng)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(gè)人價(jià)值)
Good English ( adding 20-30% individual value)
12.了解和掌握專(zhuān)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(gè)案性薪酬與福利需求調查的能力和經(jīng)驗
Ability and experience to design and apply the survey of annul and specialized compensation and benefit needs
2.有效執行外部競爭對手薪酬福利調查的能力與經(jīng)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(jīng)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(jīng)驗
Ability and experience to effectively design employees’ piece rate
5.有效的業(yè)務(wù)提成設計能力與經(jīng)驗
Ability and experience to effectively design commission
6.各部門(mén)有關(guān)薪酬與福利問(wèn)題的平衡能力與經(jīng)驗
Ability and experience to balance compensation and benefit problems of every department
7.工作評價(jià)技術(shù)的設計與應用能力與經(jīng)驗
Ability and experience to design and apply job evaluation techniques
8.有效執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(zhuān)業(yè)的員工福利設計與執行能力與經(jīng)驗
Possessing professional ability and experience to design and implement employees’ welfare
10.具備專(zhuān)業(yè)的員工年終獎勵設計與推行能力與經(jīng)驗
Possessing professional ability and experience to design and promote employees’ annual bonus
11.具備良好的員工活動(dòng)計設、組織的實(shí)施能力與經(jīng)驗
Possessing good ability and experience to design and implement employees’ activities
12.專(zhuān)業(yè)的員工食堂管理制度的設計與管理能力與經(jīng)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(jīng)驗
Ability and experience to design and manage creative compensation and benefit project
14.專(zhuān)業(yè)的薪酬與福利分析能力與經(jīng)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(jīng)驗
Ability and experience to manage salary and budget
17.福利預算與管理能力與經(jīng)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(huì )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(jīng)理/總監職位勝任力 The third level: manager/director’s KCI in C&B
1.戰略性薪酬與福利管理思考能力、系統而專(zhuān)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(mén)經(jīng)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/戰略導向的薪酬與福利體系建立與推行能力與經(jīng)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(jīng)驗
Ability and experience to design and promote effective plan of salary survey
6. 有效的工作評價(jià)方案設計與推行能力與經(jīng)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(jīng)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(jīng)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(jīng)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(jīng)驗
Ability and experience to design and promote compensation incentive mechanism of senior managers / overseas personnel
11.績(jì)效導向型薪酬制度設計與推行能力與經(jīng)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(jīng)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(jīng)驗
Ability and experience to design and promote the plan of stock options and deferred compensation
14. 系統性員工心理報酬設計與推行能力與經(jīng)驗
Ability and experience to design and promote systematic employees’ psychological compensation
15. 業(yè)績(jì)導向型薪酬政策制定與推行能力與經(jīng)驗
Ability and experience to design and promote performance-oriented compensation policy
16. 部門(mén)/員工薪酬問(wèn)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(jīng)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略實(shí)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(jīng)營(yíng)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(zhuān)業(yè)的工作評價(jià)技術(shù)，設計配合公司經(jīng)營(yíng)和發(fā)展戰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(shí)施專(zhuān)業(yè)的薪酬調查，建立市場(chǎng)競爭薪酬制度和實(shí)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(jìn)行特殊薪酬制度設計的能力和經(jīng)驗
Possessing the ability and experience to design special pay systems
7. 能進(jìn)行有效的報酬管理
Being able to make efficient pay management

培訓特色
Training Characteristics
20%時(shí)間進(jìn)行最新報酬和福利管理知識分享，40%時(shí)間進(jìn)行報酬和福利管理專(zhuān)家級技能培養，40%時(shí)間為實(shí)操經(jīng)驗養成和工作模擬訓練。
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

培訓地點(diǎn)
Training Location
Goodcareer 人力資源管理專(zhuān)家培訓中心
Goodcareer HR Professional Training Center

適合人員
Suitable Person
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(zhuān)家者
People who are willing to be a compensation and benefit expert

課程模塊
Course Modules 模塊一：報酬戰略選擇和激勵性報酬體系建立實(shí)務(wù)
Choosing compensation strategies and practice of setting up incentive
compensation system
模塊二：工作評價(jià)與激勵內部合作薪酬體系建立實(shí)務(wù)
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略的市場(chǎng)競爭報酬體系建立實(shí)務(wù)
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(shí)務(wù)
Practice of designing motivating employees’ benefits plan

學(xué)員收益
Trainees’ Benefits
1. 獲頒發(fā)《報酬和福利管理專(zhuān)家》證書(shū)
Obtaining certificate of PHR-C&B
2. 成為Goodcareer 終身會(huì )員，享受會(huì )員“十大收益”（詳情請登閱本公司網(wǎng)站查閱）
Being the life-long members of Goodcareer, enjoying “10 benefits” of the members( log in our website to search the details)
3. 免費成為才博”HR Party”會(huì )員
Being members of our HR Party freely
4. 9折參加Goodcareer 年度《人力資源管理高峰論壇》
Getting 10% discount for Goodcareer annual HRM Summit Forum

培訓課程安排
Course Arrangement
具體培訓內容每班會(huì )根據學(xué)員實(shí)際情況有所修改，以導師實(shí)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：報酬戰略選擇和激勵性報酬體系建立實(shí)務(wù)
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(shí)戰經(jīng)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(shù)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
—匹配組織戰略的報酬戰略的制定和實(shí)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(shí)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(jīng)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(jīng)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(jì)效支付工資的缺陷
Case study: default of payment according to the performance
—經(jīng)驗培養：制定薪酬制度
Experience cultivating: setting up compensation system
—經(jīng)驗分享：最低工資標準與個(gè)人所得稅應對技巧
Sharing experience: minimum wage standard and skills to deal with tax on personal income
—學(xué)員問(wèn)題解答
Answers to the trainees’ questions

模塊二：工作評價(jià)與激勵內部合作薪酬體系建立實(shí)務(wù)
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(jīng)驗分享：如何提高員工對薪酬的滿(mǎn)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(kāi)發(fā)和應用有效的工作評價(jià)方法
Developing and applying effective job evaluation method
—報酬因素的選擇技巧
Selection skills of compensation factors
—經(jīng)驗分享：失敗的工作評價(jià)
Sharing experience: failed job evaluation
—報酬的定立方法
Localization method for compensation
—工作評價(jià)過(guò)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(jià)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(shí)戰能力訓練：工資結構設計
Practical ability training: designing salary structure
—實(shí)戰能力訓練：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(jì)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(diǎn)問(wèn)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略的市場(chǎng)競爭報酬體系建立實(shí)務(wù)
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(dòng)鞋制造商在中國的憂(yōu)傷
Case study: sorrow of some international manufactures of sports shoes in china
—經(jīng)驗分享：建立激勵性市場(chǎng)導向薪酬政策
Sharing experience: Setting up incentive market-oriented pay policy
—市場(chǎng)競爭薪酬體系的建立
Setting up pay system with market competitiveness
—市場(chǎng)調查策劃及市場(chǎng)競爭工資線(xiàn)的確定
Designing market survey and confirming pay-policy line with market competitiveness
—薪酬市場(chǎng)調查過(guò)程
Process of pay market survey
—經(jīng)驗分享：自我開(kāi)發(fā)市場(chǎng)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(chǎng)調查應用經(jīng)驗分享
Sharing experience of market survey
—年度薪酬調整策劃實(shí)務(wù)
Practice of designing annual pay adjustment
—經(jīng)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(chǎng)競爭薪酬體系實(shí)踐經(jīng)驗分享
Setting up sharing experience of pay system with market competitiveness
—技能訓練：市場(chǎng)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(shí)踐
Job sampling(3): practice of pay survey
—學(xué)員問(wèn)題解答
Answers to the trainees’ questions

模塊四：激勵性員工福利計劃設計實(shí)務(wù)
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
—競爭戰略與福利戰略
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(shí)操技能訓練（1）：福利內容設計實(shí)踐
Practical technique training (1): practice of designing welfare content
—經(jīng)驗分享：通過(guò)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(shí)務(wù)
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(jīng)驗分享
Sharing experience of welfare management
—實(shí)操技能訓練（2）：?jiǎn)T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(jīng)驗分享：應對社會(huì )保險的策略
Sharing experience: strategy to deal with social insurance
—報酬和福利熱點(diǎn)問(wèn)題討論
Discussion about hot problem in compensation and benefit

首席培訓導師簡(jiǎn)介 陳建志導師（Depew Chen），資深實(shí)戰型人力資源管理、培訓和咨詢(xún)專(zhuān)家，戰略實(shí)施咨詢(xún)專(zhuān)家。人力資源碩士，心理學(xué)博士； 20年跨國外資、合資、港資、臺資、日資、國營(yíng)和民營(yíng)企業(yè)人力資源總監以上職位工作經(jīng)歷；8年專(zhuān)注于人力資源培訓和人力資源項目服務(wù)經(jīng)驗。 曾任職的外資企業(yè)包括：德士活集團、嘉華集團、晶苑集團、臺明股份有限公司等；曾任亞加達國際商務(wù)教育培訓中心人力資源培訓導師；…… 現任美國大行科技集團獨立董事、臺灣仕霖集團長(cháng)年顧問(wèn)、美團高仕集團長(cháng)年顧問(wèn)……；新世紀人力資源管理學(xué)會(huì )（純學(xué)術(shù)性非牟利專(zhuān)業(yè)團體）會(huì )長(cháng)； 知名培訓品牌：密斯根，外資/合資企業(yè)人力資源管理勝任力特訓營(yíng)（CPM－HR）、人力資源專(zhuān)家勝任力特訓營(yíng)（PHR）及企業(yè)中高層管理人員管理技能（MHR）系列培訓課程首席設計師和首席培訓導師； 才博HR培訓品牌—實(shí)戰型人力資源管理勝任力系列培訓課程首席培訓導師； 美國認證協(xié)會(huì )（ACI）授權導師； 美國認證協(xié)會(huì )（ACI）國際職業(yè)資格注冊人力資源管理系列認證廣州區首席培訓導師……

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