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TTT-KCI培训师专业发展胜任力

TTT-KCI培训师专业发展胜任力

课程编号：2698

课程价格：￥0/天

课程时长：2 天

课程人气：8655

行业类别：不限行业     

专业类别：人力资源 

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【培训对象】


【培训收益】
企    业： 1，养成高素质和具竞争力的企业内部培训师团队，确保公司的培训体系有效实施
Enterprise:   Building up enterprise-internal trainer team with high quality and competitiveness to assure the effective implementation of company’s  training system
2，创建学习型组织，增强公司的赢利能力、竞争能力和发展能力
    Building up learning organization to enhance company’s profitcompetence, competitiveness and development capacity    
受训员工： 1，养成专业的职业培训师所需的胜任力，提升个人绩效和促进个人职业发展
Trainee:      Building up the competence needed by professional trainers, improving self performance and promoting self career development    


实战型品牌企业内部培训系列：企业内部培训师专业发展胜任力训练证书培训系列（TTT-KCI）之
培训师专业发展胜任力(初级)训练营(TTT-KCIb)
培训师专业发展胜任力(中级)训练营(TTT-KCIm)
培训师专业发展胜任力(高级)训练营(TTT-KCIh)
（TTT-KCI）
（学员经实际工作模拟测试合格后，获颁发相应级别《培训师专业技能发展胜任力训练》证书 《TTT-KCI》）
培 训 收 益
Training Benefits
企 业： 1，养成高素质和具竞争力的企业内部培训师团队，确保公司的培训体系有效实施
Enterprise: Building up enterprise-internal trainer team with high quality and competitiveness to assure the effective implementation of company’s training system
2，创建学习型组织，增强公司的赢利能力、竞争能力和发展能力
Building up learning organization to enhance company’s profitcompetence, competitiveness and development capacity
受训员工： 1，养成专业的职业培训师所需的胜任力，提升个人绩效和促进个人职业发展
Trainee: Building up the competence needed by professional trainers, improving self performance and promoting self career development
TTT-KCI课程特色Features of TTT-KCI Course TTT，英文短语Training the Trainer to Train的缩写，意为培训培训师。一般情况下，它是通用企业管理培训领域的职业培训师、企业内训师的职业技能和职业素质训练课程，有时特指在某个专业领域内的专业技能培训师的培训技能训练课程。
一般情况下，TTT培训的内容包含以下几个方面:
— 培训师角色认知 　　
— 课程开发和讲义设计
— 课堂讲授
— 培训评估
TTT is short for the English phrase “training the trainer to train”, meaning training trainer. It
is a professional skill and occupational quality training course of professional trainer and internal trainer of enterprise in the field of enterprise management training in general. Sometimes, it stands for skills training course of professional skills trainer in some professional fields.
In general, TTT training includes the following aspect:
Reorganization of trainer roles
Course development and handout design
Class coaching
Training evaluation
随着国际、国内环境及商业环境的不断变化，及企业培训与发展体系要求的变化，学习型组织的不断增多，培训师的角色和职能以及培训师的自我职业发展需求也在不断发生变化！才博咨询集团在首席顾问师和培问师陈建志导师带领下，由才博咨询集团专业培训师与顾问师经过10多年的实践应用，以不同级别培训师胜任力为基础，建立了一套基于培训师能力结构模型开发的企业内部培训师技能保障训练体系(TTT-KCI)—Training the trainer to Train-Key Competence Indicator)(第3版)。
With the continuous change of international, domestic and business environment, and the change of requirements for enterprise’s training and development system, learning organization are increasing more and more, meanwhile, the role and the function of trainers as well as the requirements for trainers’ career development are continuously changing. Goodcareer, under the leadership of the chief consultant and trainer－Depew Chen, according to more than 10 years practical application of the professional trainers and consultants of Goodcareer Consulting Group , establishes－TTT-KCI－ a supporting training system based on the trainers’ competence structure model with the foundation of different levels trainers’ competence.
TTT-KCI
训练方法与技术Features of TTT-KCI Course 以各级培训师胜任力要求为训练目标，主要应用的训练技术包括但不限于：行为示范、录像对比、专题竞赛、课堂演练、现场讲授、小组演练、案例研讨、角色扮演、工作模拟、技能测评与点评和课后实践性练习等。
All-levels trainers’ competence requirement as the Training goal, the main applied training technology more than: behavior modeling, video contrast, special contest, practice in class, lecturing on-site, practicing by group, case study, role-playing, job sampling, skills testing and reviewing and practical practice after class and so on.
培训时间Training Time 初级4天、中级4天、高级4天；共12天
4days for TTT-KCIb, 4days for TTT-KCIm, 4days for TTT-KCIh; 12 days in total
培训地点 training location Goodcareer才博全球人力资源管理专家培训中心（公开课），或企业内部培训室（企业内训）
Goodcareer human resources management experts Training Center(external training), or internal training room(internal training) in enterprise
培训日期 Training Date 内训时间按企业要求而定
Internal training date determined by company
培训费用Training Costs 企业内训：人民币20,000元/班.1天；公开课：人民币1,800元/人.1天。含训练导师开发的培训教材1套和培训费。
Enterprise-internal training: RMB20, 000 Yuan per class for 1 day; external training: RMB1, 800 Yuan per person for 1 day, including training fee and training
适合人员Training Targets — 通用企业管理培训领域的职业培训师
Professional trainers in the field of enterprise management training
— 企业内部专职培训讲师
Enterprise-internal full-time trainers
— 专业培训机构的管理人员和培训课程负责人
Managers of professional training institution and person in charge of training course
— 企业内部培训体系规划、内训师管理和内训课程开发人员
Personnel of planning Enterprise-internal training system, managing internal trainers and developing internal courses
— 企业内部的HR经理、培训主管
Enterprise-internal HR managers and training supervisor
— 以兼职培训师身份参与企业内部培训的企业中层干部、业务骨干
Middle-level cadres and business elites of enterprise participating in enterprise-internal training as part-time trainers
— 企业内部各级管理人员
Internal managers at all levels in enterprise
课程模块
Course Modules
（初级）
4天，28H
4 days, 28 hours 模块一：培训概述 (3.5小时)
Module 1: training overview(3.5 hours)
模块二：培训项目的开发与实施 (7小时)
Module 2:development and implementation of training projects(7 hours)
模块三：演讲沟通艺术(7小时)
Module 3: speech communicating arts(7 hours)
模块四：培训效果的评估(3.5小时)
Module 4: evaluation of training effect(3.5 hours)
模块五：PPT制作技能(3.5小时)
Module 5: competence of making PPT(3.5 hours)
模块六：主题演讲与评价(3.5小时)
Module 6: subject addressing and evaluating (3.5 hours)
课程模块Course modules
（中级）TTTM
4天，28H
4 days, 28 hours 模块一：培训与培训心理学基础(3.5小时)
Module 1: basis of training and training psychology(3.5 hours)
模块二：专业课程的开发与实施(7小时)
Module 2: development and implementation of professional course(7 hours)
模块三：培训方法与技术(7小时)
Module 3: training methods and technology(7 hours)
模块四：培训需求与培训目标(3.5小时)
Module 4: training needs and training objectives(3.5 hours)
模块五：培训资料的编写与应用(3.5小时)
Module 5: writing and applying training materials(3.5 hours)
模块六：主题培训与评价(3.5小时)
Module 6: subject training and evaluation (3.5 hours)
课程模块
Course modules
（高级）TTTH
4天，28H
4 days, 28 hours 模块一：培训理论(3.5小时)
Module 1: training theories(3.5 hours)
模块二：企业的培训体系与培训资源管理(3小时)
Module 2: training system and training resource management in enterprise(3 hours)
模块三：培训课程专业训练技能 (3.5小时)
Module 3: training course professionally training skills(3.5 hours)
模块四：技能培训课程DACUM(Developing a Curriculum)的开发与能力课程CBET(Competency based Education and Training)开发(7小时)
Module 4: developing DACUM for skills training and developing CBET course for competence
模块五：培训师专业发展(3.5小时)
Module 5: trainer professionally develops(3.5 hours)
模块六：专业主题演讲与评价(7小时)
Module 6: professional subject addressing and evaluating
学员福利student’s welfare 1. 获颁发由才博训练导师签名的相应级别的《培训师专业技能发展胜任力训练》证书 《TTT-KCI》
Obtaining the corresponding level certificate of TTT-KCI signed by coodcareer’s training coacher
2. 成为Goodcareer 终身会员，享受会员的“十大收益”（详情请登阅本公司网站）
Becoming Goodcareer lifelong member and enjoy the “10 Benefits”(Please visit our website to get the details)
3. 免费成为本公司<<HR Party>>会员
Becoming member of Goodcareer HR Party freely
4. 9折参加Goodcareer年度《人力资源管理论坛》
Getting 10% discount for Goodcareer annual Human Resources Management Forum
培训课程安排
Training course arrangement
(初级)TTTB 第一天the first day、第二天the second day
3.5小时 3.5 hours 7小时 7 hours
模块一：培训概述
Module 1: training overview
—开篇演讲
Opening speech
—培训概述
Training overview
—培训的定义
Definition of training
—培训是什么
What is training
—培训与相关活动的关系
The relation between training and related activities
 培训与人力资源开发
Training and HR development
 培训与教育
Training and education
—培训部门和培训师的职责
Training department and trainer’s responsibility
—经验分享：培训与个人发展
Sharing experience: training and self-development
—培训部门的职责
Training department’s responsibilities
—培训师的职责
Trainer’s responsibilities
—培训讲师应具备的素质
Competence which trainers should possess
—行为演示：培训老师的素质
Action practice: trainer’ s quality
—案例分析：管理者与培训师
Case study: manager and trainer
—培训结果测试与评价
Testing and evaluating training results
—工作模拟与练习
Job sampling and practice
—应用性练习
Applied practice
—Q&A 模块二：培训项目的开发与实施
Module 2:development and implementation of training projects
—案例研讨：无效的培训由谁负责
Case study: who should be responsible for ineffective training
—自我评估测试：我的培训项目开发能力
Self-evaluation testing: my competence of developing training project
—确认培训需求
Confirming training needs
—培训需求的概念
Concept of training needs
—确认培训需求的重要性
Confirming the importance of training needs
—需求信息的来源
source of the needs information
—需求调查的常用工具
Common tools for needs survey
 问卷调查法（设计需求调查问卷）
Questionnaire method(designing needs questionnaire)
 访谈法（设计访谈提纲）
Interview method(designing outline of interview )
 观察法
Observation method
—需求确认需求的注意事项
Confirmation and important notice of needs
—经验分享：品质培训需求调查
Sharing experience: needs survey of quality training
—开发与实施培训项目
Developing and implementing training projects
—培训计划的编制
Drawing up training plans
 要点
Key points
 注意事项
Importance notice
—学习内容的选编
Selecting and writing learning content
 选编原则
Principles of selecting and writing
 内容来源
Content source
—经验性练习：有效沟通技能课程的开发
Empirical practice: developing course of effective communicating arts and skills
—多媒体课件的制作技术
Technology of making multimedia courseware
—培训项目的营销
Marketing of training projects
—培训班的管理流程
Management process of training class
—培训效果测评与评价1
Testing and evaluating training effect 1
—实践：培训班开班准备检点表
Practice: preparing checking list for opening training class
—工作模拟：访谈表及访谈
Job sampling: interview form and interview
—实践演练1：观察
Practical practice1: observation
—行为示范2：课程要点
Action model2: key points of course
—实践演练3：我能做什么
Practical practice3: what can I do?
—训练测评与评价2
Testing and evaluating training
—课后练习：应用
After-school Practice : application
—提升训练
Promoting practice
—课后行动：行动计划与跟进
Action after class: action plan and trace
—Q&A
第二天the second day、第三天the third day
7小时 7 hours 3.5小时 3.5 hours
模块三：演讲沟通艺术
Module 3: speech communicating arts
—录像观摩
Watching video
—自我演讲能力测试
Testing self-speech competence
—讲师的演讲艺术
Trainer’s speech arts
—培训主持的仪容仪表要求
Grooming requirements for training presenter
—培训主持的发音训练
Pronunciation training for training presenter
—基本的演讲要求
Basic requirements of speech
—提问的方法
Methods of questioning
—课程开场与结尾的方法
Methods for course opening and conclusion
—行为示范：演讲艺术
Action model: addressing arts
—讲师的沟通艺术
Trainer’s communicating arts
—学员的类别与处理技巧
Classification of student’s and disposing arts and skills
—学员的激励技巧
Student’s incentive arts and skills
—课堂现场处理与控制
Disposing and controlling class
—讲师的风格类型
Trainer’s style type
—成果测试：学员沟通能力
Results testing: student’s communicating competence
—行为测评：如何提高个人演讲与沟通艺术
Action testing: how to improve self addressing and communicating arts
—角色扮演：如果我是老师
Role-playing: if I were the teacher
—案例分析：张成功的演讲
Case study: Zhang Chenggong’s address
—角色扮演：我是听众
Role-playing: I am the audience
—录像对比
Video contrast
—成果测评与评价
Results testing and evaluating
—提升思考与探讨：实践应用问题
Enhancing thinking and discussing: practical and applied problems
—专题演练
Designated topic practice
—实践性行动计划：有效了解和控制你的压力
Practical action plan: effectively know and control your stress
—Q&A 模块四：培训效果的评估
Module 4: evaluation of training effect
—案例研讨：马老师培训效果评价
Case study: coacher Ma’s training effect evaluation
—培训效果的评估
Training effect evaluating
—评估目的
Objectives of evaluation
—评估的原则
Principles of evaluation
—四级评估模型及其工具
Four-level evaluation models and tools
—反应性评估
Reactivity evaluation
—学习成果评估
Learning results evaluation
—应用性评估
Application evaluation
—绩效评估
Performance evaluation
—培训效果评估及分析
Evaluation and analysis of training effect
—讲师培训效果评估表的设计
Design of evaluation form of trainer’s training effect
—讲师培训效果评估结果的分析报告
Analysis report on the evaluation results of trainer’s training effect
—成果测试
Results testing
—行为测评：提升的培训能力
Action testing: improving self-training competence
—角色扮演：时间管理
role-playing: time management
—经验性练习：评估表设计
Empirical practice: design of evaluation form
—角色扮演：我的评价
Role-playing: my evaluation
—成果测评与评价
Results testing and evaluating
—加强性演练：如何评价陈老师这次培训
Strengthening practice: how to evaluate this training
—实践性行动计划：培训评估过程
Practical action plan: training evaluation process
—Q&A
第四天 the fourth day
3.5小时3.5 hours 3.5小时 3.5hours
模块五：PPT制作技能
Module 5: competence of making PPT
—录像观摩
Watching video
—自我测试：我的PPT制作技能
Self-testing : my competence of making PPT
—PPT制作技巧
Arts and skills of making PPT
—工作模拟：课程PPT制作与指导
Job sampling: making and guiding course PPT
—经验性练习1：素材与培训目标
Empirical practice 1: source material and training objective
—经验性练习2：素材的展示
Empirical practice 2: display of source material
—经验性练习3：PPT展示技巧
Empirical practice 3: arts and skills of displaying PPT
—行为演示：我的PPT
Action displaying: my PPT
—总结与评价
Summary and evaluation
—课后演练
After-school practice
—巩固性课后训练安排
Enhancing after-school training arrangement
—实践性行动：规划你的PPT
Practical action: planning you PPT
—Q&A 模块六：主题演讲与评价
Module 6: subject addressing and evaluating
—录像观摩与点评
Watching video and reviewing
—自我测试：我的专业演讲水平
Self-testing: my professional address level
—老师行为示范
Trainer’s behavior showing as a model
—实践行动规划：成功的演讲技巧
Practical action plan: successful addressing arts and skills
—工作模拟：小组演讲与评价
Job sampling: group address and evaluation
—角色扮演：老师与学员
Role-playing: trainers and trainees
—经验性练习：小组主题开发与演讲
Empirical practice: designing the group’s subject and addressing
—录像对比
Video contrast
—总结、评价与改善
Summary, evaluation and improvement
—巩固性课后训练安排
Enhancing after-school training arrangement
—实践性行动：我的改善点与行动
Practical action: my improvement and action
—Q&A
培训课程安排
training course arrangement
(中级)TTTM 第一天the first day、第二天 the second day
3.5小时 3.5 hours 7小时 7 hours
模块一：培训与培训心理学基础
Module 1: basis of training and training psychology
—录像观摩
Watching video
—自我测试
Self-testing
—成人学习的机理
The mechanism of adult learning
—学习的概念
Conception of learning
—学习的脑生理基础
Physiology basis of brain for learning
—学习的过程
Process of learning
—成人学习的特点
Features of adult learning
—成人学习的风格
Style of adult learning
—问题性讨论：你的评价
Question discussing: your evaluation
—学习理论对培训的启示
The inspiration of learning theory to training
—行为主义学习理论
Learning theory of behaviorism
—认知主义学习理论
Learning theory of cognitivism
—人本主义理论
Theory of humanism
—经验学习理论
Learning theory of experience
—案例研讨：培训方法的有效性
Case study: effectiveness of training methods
—学习成果测评
Learning results testing
—问题研讨：成人学习与学校学生
Question discussing: adult learning and students at school
—技能训练1：行为培训
Arts and skills training 1: behavior training
—技能训练2：认知培训
Arts and skills training 2: cognition training
—技能训练3：经验学习
Arts and skills training 3: experience learning
—训练成果测评
Training results testing
—课后问题演练
After-school problems practicing
—课后工作模拟
After-school job sampling
—实践行动计划
Practical action plan
—Q&A 模块二：专业课程的开发与实施
Module 2: development and implementation of professional course
—案例研讨：张老师的一堂课
Case study: a lesson of coacher Zhang
—自我测试：我的专业课程开发技能
Self-testing: my skills of developing professional course
—专业课程的种类
The types of professional course
—专业课程的开发流程
Process of developing professional course
—实践经验分享：陈导师开发的课程
Sharing practical experience: courses developed by coacher Chen
—小组实践性练习：有效的沟通技能
Practical practice by group: effective communicating arts and skills
—学习成果测评
Learning results testing
—工作模拟：专业课程实施流程
Job sampling: process of implementing professional course
—经验示范：专业课程实施检点表
Experience showing as a model: checking list for implementing professional course
—技能训练1：SWOT分析
Arts and skills training: SWOT analysis
—技能训练2：课程与培训技术框架
Arts and skills training 2: framework of course and training skills
—录像对比
Video contrast
—训练成果检验
Training results testing
—课后小组演练
Practice by group after class
—课后个人工作模拟
Self job sampling after class
—实践行动计划
Practical action plan
—Q&A
第二天 the second day、第三天 the third day
7小时 7 hours 3.5小时 3.5 hours
模块三：培训方法与技术
Module 3: training methods and technology(7 hours)
—录像观摩
Watching video
—自我培训技能测评
Self-training skills testing
—培训方法
Training methods
—演讲法的特点和应用
Characteristics and application of address
—案例研究法的特点和应用
Characteristics and application of case study
—行为示范法的特点和应用
Characteristics and application of behavior modeling
—小组讨论法的特点和应用
Characteristics and application of discussion by group
—游戏法的特点和应用
Characteristics and application of playing games
—户外拓展法的特点和应用
Characteristics and application of outward-bound
—多种技术类培训方法的特点和应用（仿真模拟法、在岗培训、师带徒等）
Characteristics and application of various technological training methods(simulation method, on-the-job training, master teaches apprentice and so on)
—各类学习方法的选用原则
Principles of selecting from various learning methods
—结合实际教学，熟练运用技能教学的仿真模拟法、在岗培训、情境教学等方法
Methods of teaching with practicality, simulation with proficiently applying skills teaching, on-the-job training, situational teaching and so on.
—老师行为示范
Trainer’s behavior showing as a model
—现代培训技术
Modern training skills
—多媒体课件的制作方法
Methods of making multimedia courseware
—多媒体培训设备的使用常识
Common knowledge of using multimedia training equipment
—结合各种职业技能培训方法和先进的培训辅助设施，提高职业技能的培训效果
Combining various vocational skills training methods and advanced supporting equipment for training to improve the training effect of vocational skills
—目前被广泛运用的职业技能培训辅助软件
Supporting software which is widely used mow in Vocational sills training
—结合技能培训的实际，开发职业技能的情境化培训课件
Combining the practicality of skills training to develop situational training courseware of vocational skills
—录像对比
Video contrast
—专题竞赛：游戏设计
Special contest: games design
—学习成果测试与点评
Testing learning results and reviewing
—工作模拟：行为示范
Job sampling: behavior showing as a model
—技能训练1：案例设计竞赛
Arts and skills 1: competition of case design
—技能训练2：培训技术组合能力
Arts and skills training 2: competence of combining training technology
—训练成果检验
Training results testing
—课后问题演练
After-school problems practicing
—课后工作模拟
After-school job sampling
—实践行动计划
Practical action plan
—Q&A 模块四：培训需求与培训目标
Module 4: training needs and training objectives(3.5 hours)
—案例研习：培训需求与培训时机
Case study: training needs and training opportunity
—自我技能测评：理解部属培训需求吗？
Self-skills testing: do you understand subordinates’ training needs
—明确培训需求
Confirming training needs
—培训的含义
Meaning of training
—培训的脑生理基础
Physiology basis of brain for training
—成人培训的特点
Characteristics of adult training
—培训需求分析练习：员工学习动机
Practice of analyzing training needs: staff’s learning motivation
—企业培训需求分析方法
Methods of analyzing enterprise’s training needs
—三个层面的培训需求调查与分析
Surveying and analyzing training needs from three levels
—企业层面
The level of enterprise
—工作职责层面
The level of enterprise
—员工层面
The level of staff
—培训需求的诊断与分析
Training needs’ diagnose and analysis
—制定培训目标
Setting up training objectives
—培训目标的设计
Design of training objectives
—培训目标的含义和功能
Meaning and function of training objectives
—培训目标的类型
Types of training objectives
—培训目标的编写要求
Requirement of training objectives
—经验示范：培训目标设定框架表
Experience showing as a model: designing framework form for training objectives
—学习成果测试与点评
Testing learning results and reviewing
—工作模拟：如果我是这个公司的内部培训师
Job sampling: if I were the internal trainer of this company
—技能训练1：员工培训激励
Arts and skills training 1: Staff Training Incentive
—技能训练2：从员工绩效结果分析培训需求
Arts and skills 2: analyzing training needs from staff’s performance result
—训练成果检验
Testing training results
—课后问题演练
After-school problems practicing
—课后工作模拟
After-school job sampling
—实践行动计划
Practical action plan
—Q&A
第四天 the fourth day
3.5小时 3.5 hours 3.5小时 3.5 hours
模块五：培训资料的编写与应用
Module 5: writing and applying training materials(3.5 hours)
—自我技能测评：我的培训课程编制能力
Self-skills testing: my competence of writing training course
—培训课程资料的编写
Writing materials of training course
—培训课程大纲的编写
Writing outline of training course
—课时计划的编写
Writing class hour plan
—培训手册的编写
Writing training manual
—示范：马老师的培训课程大纲
Model: outline of coacher Ma’s training course
—学习成果测试与点评
Testing learning results and reviewing
—技能训练1：培训资料的收集方法
Skills training 1: methods of collecting training materials
—技能训练2：培训资料的整合
Skills training 2: collation of training materials
—技能训练3：培训大纲编写练习
Skills training : practice of writing training outline
—训练成果检验
Testing the training results
—课后问题演练
After-school problems practicing
—课后工作模拟
After-school job sampling
—实践行动计划
Practical action plan
—Q&A 模块六：主题培训与评价
Module 6: subject training and evaluation (3.5 hours)
— 专业培训录像观摩与点评
Watching professional training video and commenting on it
—自我测试：我的专业主题授课水平
Self-testing: the level of my professional subject teaching
—老师行为示范
Trainer’s behavior showing as a model
—实践行动规划：成功的培训技术应用
Practical action plan: application of successful training skills
—工作模拟：小组主题培训练习与评价
Job sampling: group subject training practice and evaluation
—角色扮演：培训方法与培训效果
Role-playing: training methods and training effects
—经验性练习：集体与个人创作
Empirical practice: collective and individual composition
—总结、评价与改善
Summary, evaluation and improvement
—巩固性课后训练安排
Enhancing training arrangement after class
—实践性行动：成功培训师实践
Practical action: practice for successful trainer
—Q&A
培训课程安排
training course arrangement
(高级)TTTH 第一天 the first day
3.5小时 3.5 hours 3.5小时 3.5 hours
模块一：培训理论
Module 1: training theories(3.5 hours)

—案例研讨：学习型组织与终身学习
Case study: learning organization and lifelong learning
—自我现状测评：企业与个人的学习意愿
Self-status testing:
—人力资本理论
Human capital theory
—人力资本理论的基本观点
Basic viewpoints of human capital theory
—人力资本与培训投资
Human capital and training investment
—人力资源管理理论
Human resources management theory
—企业人力资源管理的作用
Function of enterprise HR management
—人力资源管理的主要内容
Main contents of HR management
—人力资源管理与培训的关系
Relation between HR management and training
—终身学习理论
Lifelong learning theory
—终身学习的社会趋势
Social trend of lifelong learning
—终身学习的重要观点
Important viewpoints of lifelong learning
—终身学习与培训
Lifelong learning and training
—学习成果测试与点评
Learning results testing and reviewing
—行为模拟：成为有成效学习推动者
Behavior sampling: becoming a fruitful learning facilitator
—实例训练1：学习与培训计划
Example training 1: learning and training plan
—经验分享：年度培训规划
Sharing experience: annual training plan
—技能训练2：培训的投资回报分析
Skills training 2: analysis of return on training investment
—训练成果检验
Training results testing
—课后问题演练
After-school problems practicing
—课后工作模拟
After-school job sampling
—实践行动计划
Practical action plan
—Q&A 模块二：企业的培训体系与培训资源管理
Module 2: training system and training resource management in enterprise(3 hours)
—专题竞赛：培训资源应用
Special contest: application of training resource
—自我现状测评：我对培训体系的理解的现状
Self-status testing: my understanding of the status of training system
—企业培训体系与制度
Training system and policy in enterprise
—按培训对象分类
Classified by training targets
—按培训内容分类
Classified by training contents
—按培训形式分类
Classified by training forms
—组织内部或社会培训系统的构成
Formation of organizational internal and social training system
—多媒体远程培训系统
Multimedia remote training system
—现代多媒体远程教育的发展
Development of modern multimedia distance education
—E-learning 的特点
Features of E-learning
—培训开发和实施的模式
Models of training development and implementation
—系统性培训模式
Systematic training model
—能力本位的培训模式
Competence-based training model
—培训经费的使用
Use of training expenditure
—经费使用的有关规定
Relevant regulations of use of expenditure
—常见培训支出项目及费用预算
Common training expenditure project and the budget
—经验分享：业务伙伴式的培训体系
Sharing experience: training system for business partner
—培训场地和设备的管理
Management of training venues and equipment
—现代化培训设施与设备简介
Brief introduction to modern training facility and equipment
常见培训设备的使用与保养
Use and maintenance of common training equipment
普通投影仪的使用和保养
Use and maintenance of ordinary overhead projector
音响/电脑等电子设备的连接与使用
Connection and use of audio/ computer and other electronic equipment
电脑投影仪的连接/使用和保养
Connection, use and maintenance
行为示范：设备使用
Behavior showing as a model: use of equipment
专题竞赛：整体培训安排
Special contest: overall training arrangement
—提供培训咨询
Providing training advisory
—现代培训咨询的理论
Theories of modern training consulting
—现代培训咨询的方法
Methods of modern training consulting
—学习成果测试与点评
Learning results testing and reviewing
—行为模拟：培训课时安排
Behavior sampling: arrangement for training period
—实例训练1：设计培训检点表
Example training 1:design checking list for training
—技能训练2：E-Learning
Skills training 2: E-learning
—训练成果检验
Training results testing
—课后问题演练
After-school problems practicing
—课后工作模拟
After-school job sampling
—实践行动计划
Practical action plan
—Q&A
第二天 the second day、第三天 the third day
3.5小时 3.5 hours 7小时 seven hours
模块三：培训课程专业训练技能
Module 3: training course professionally training skills(3.5 hours)
—录像观摩
Watching video
—自我现状测评：5分钟角色扮演
Self-status testing: 5 minutes’ role-playing
—点评与改进
Review and improvement
—小组演练：专题课程培训策划
Practice by group:
—角色扮演：培训实践
Role-playing: training practice
—学习成果测试与点评
Learning results testing and reviewing
—行为模拟：成为优秀的冲突解决者
Behavior sampling: becoming an excellent conflict solver
—实例训练1：培训专业技能大清点
Example training 1: inventory of professional skills in training
—角色扮演：我的最优秀培训技能
Role-playing: the most excellent training skills of mine
—技能训练2：个性化总结
Skills training 2: personalized summary
—总结性考评
Summative evaluation
—录像对比
Video contrast
—课后问题演练
After-school problems practicing
—课后工作模拟
After-school job sampling
—实践行动计划
Practical action plan
—Q&A 模块四：技能培训课程的DACUM(Developing a Curriculum) 开发与能力课程CBET(Competency based Education and Training) 开发
Module 4: developing DACUM for skills training and developing CBET course for competence
—案例研讨：能力课程对技能课程
Case study: course for competence to course for skills
—自我现状测评：我的培训课程开发技能
Self-status testing: my skills of developing training course
—进行技能培训的DACUM开发
Developing DACUM for skills training
—技能培训的DACUM开发理论和方法
Theories and methods of developing DACUM for skills training
—能力本位的CBET理论和课程开发、培训设计
Theory of competence-based CBET, course developing and training design
—独立主持技能培训的DACUM课程开发
Independently presiding the development of DACUM course for skills training
—录像观摩：是能力还是技能培训
Watching video: competence of skills training
—学习成果测试与点评
Learning results testing and reviewing
—行为模拟：成为有成效课程开发者
—实例训练1：DACUM课程开发
Example training 1: developing DACUM course
—技能训练2：CBET课程开发
Skills training 2: developing CBET course
—训练成果检验
Training results testing
—课后问题性练习与测试
After-school problem practicing and testing
—课后工作模拟
After-school job sampling
—实践行动计划
Practical action plan
—Q&A
第三天 the third day、第四天 the fourth day
3.5小时 3.5 hours 7小时 7 hours
模块五：培训师专业发展
Module 5: trainer professionally develops(3.5 hours)
—自我现状测评：职业理想
Self-status testing: career aspiration
—个人职业生涯发展
Career development of self
—职业生涯规划基础
Basis of career planning
—职业生涯规划问卷
Questionnaire of career planning
—个人职业生涯规划建议
Suggestions for career planning of self
—培训讲师角色及素质要求
Trainer’s role and the requirement for trainer’s competence
—讲师培训师角色及其发展（学习促进者、支持者、帮助者等）
Lecturer’s and Trainer’s roles and development(learning facilitator, supporter and helper)
—讲师培训师的专业素质要求及其发展
Lecturer’s and trainer’s professional competence requirement and its development
—培训领域的专业组织
Professional organization in training field
—国内外公认的专业组织
Professional organization recognized at home and abroad
—培训师职业资格证书
Certificate of trainer profession qualification
—培训专业信息的来源渠道
Sources of professional information in training
—培训专业书籍
Professional books on training
—培训专业期刊
Professional journals on training
—常见培训专业网站
Common professional websites on training
—学习成果测试与点评
Learning results testing and reviewing
—行为模拟：成为优秀的培训师
Behavior sampling: becoming an excellent trainer
—实例训练1：培训师职业规划
Example training 1:
—技能训练2：培训师职业素质要求
Skills training 2: requirement of professional competence for trainer
—总结性考评
Summative evaluation
—课后问题演练
After-school problems practicing
—课后工作模拟
After-school job sampling
—录像观摩
Watching video
—实践行动计划：如何成为职业培训师
Practical action plan: how to become a professional trainer
—Q&A 模块六：专业主题演讲与评价
Module 6: professional subject addressing and evaluating
—个性化主题培训展示
Displaying of personalized subject training
—点评与改进
Review and improvement
—个人SWOT分析
Personal SWOT analysis
—个性化培训的特点
Features of personalized training
—个性化培训技术养成的特点
Features developed by personalized training technology
— 专业培训录像观摩与点评
Watching professional training video and reviewing
—老师总结性示范
coacher’s summative model
—实践行动规划：个性化培训技能养成
Practical action plan: developing arts and skills of personalized training
—工作模拟：人性化培训技能实践
Job sampling: practicing arts and skills of humanized training
—经验性练习：小组主题个性化培训创作
Empirical practice: setting up group subject personalized training
—总结、评价与改善
Summary, evaluation and improvement
—巩固性课后训练安排
Enhancing training arrangement after class
—实践性行动：成功培训师实践
Practical action: practicing successful trainer
—毕业录像
Graduation video
—毕业论坛：培训师星光大道！
Graduation forum: avenue to stars for trainers
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；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：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 tutor 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18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 competence 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 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 competence training courses— a total of four-level and 26 modules in accordance with enterprise middle and high-level management person competence 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 competence 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 competence 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
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 competence—Dicky Li—AIA
When I finish the first modules of Goodcareer-Michigan: 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“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“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 Goodcareer-Michigan: 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 competence and operation skills. I also have made breakthrough in career bottleneck. Those make me promote and get higher salary. Now I decide to attend “CPM HRM-KCI 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!
是我职业发展的好伙伴——谢先生—安达集团
我是—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 competence 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。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!
实战型品牌企业内部培训系列：才博企业内部培训师专业发展胜任力训练证书培训系列（TTT-KCI）之
培训师专业发展胜任力(初级)训练营(TTT-KCIb)
培训师专业发展胜任力(中级)训练营(TTT-KCIm)
培训师专业发展胜任力(高级)训练营(TTT-KCIh)
（TTT-KCI）
（学员经实际工作模拟测试合格后，获颁发相应级别《培训师专业技能发展胜任力训练》证书 《TTT-KCI》）
培 训 收 益
Training Benefits
企 业： 1，养成高素质和具竞争力的企业内部培训师团队，确保公司的培训体系有效实施
Enterprise: Building up enterprise-internal trainer team with high quality and competitiveness to assure the effective implementation of company’s training system
2，创建学习型组织，增强公司的赢利能力、竞争能力和发展能力
Building up learning organization to enhance company’s profitcompetence, competitiveness and development capacity
受训员工： 1，养成专业的职业培训师所需的胜任力，提升个人绩效和促进个人职业发展
Trainee: Building up the competence needed by professional trainers, improving self performance and promoting self career development
TTT-KCI课程特色Features of TTT-KCI Course TTT，英文短语Training the Trainer to Train的缩写，意为培训培训师。一般情况下，它是通用企业管理培训领域的职业培训师、企业内训师的职业技能和职业素质训练课程，有时特指在某个专业领域内的专业技能培训师的培训技能训练课程。
一般情况下，TTT培训的内容包含以下几个方面:
— 培训师角色认知 　　
— 课程开发和讲义设计
— 课堂讲授
— 培训评估
TTT is short for the English phrase “training the trainer to train”, meaning training trainer. It
is a professional skill and occupational quality training course of professional trainer and internal trainer of enterprise in the field of enterprise management training in general. Sometimes, it stands for skills training course of professional skills trainer in some professional fields.
In general, TTT training includes the following aspect:
Reorganization of trainer roles
Course development and handout design
Class coaching
Training evaluation
随着国际、国内环境及商业环境的不断变化，及企业培训与发展体系要求的变化，学习型组织的不断增多，培训师的角色和职能以及培训师的自我职业发展需求也在不断发生变化！才博咨询集团在首席顾问师和培问师陈建志导师带领下，由才博咨询集团专业培训师与顾问师经过10多年的实践应用，以不同级别培训师胜任力为基础，建立了一套基于培训师能力结构模型开发的企业内部培训师技能保障训练体系(TTT-KCI)—Training the trainer to Train-Key Competence Indicator)(第3版)。
With the continuous change of international, domestic and business environment, and the change of requirements for enterprise’s training and development system, learning organization are increasing more and more, meanwhile, the role and the function of trainers as well as the requirements for trainers’ career development are continuously changing. Goodcareer, under the leadership of the chief consultant and trainer－Depew Chen, according to more than 10 years practical application of the professional trainers and consultants of Goodcareer Consulting Group , establishes－TTT-KCI－ a supporting training system based on the trainers’ competence structure model with the foundation of different levels trainers’ competence.
TTT-KCI
训练方法与技术Features of TTT-KCI Course 以各级培训师胜任力要求为训练目标，主要应用的训练技术包括但不限于：行为示范、录像对比、专题竞赛、课堂演练、现场讲授、小组演练、案例研讨、角色扮演、工作模拟、技能测评与点评和课后实践性练习等。
All-levels trainers’ competence requirement as the Training goal, the main applied training technology more than: behavior modeling, video contrast, special contest, practice in class, lecturing on-site, practicing by group, case study, role-playing, job sampling, skills testing and reviewing and practical practice after class and so on.
培训时间Training Time 初级4天、中级4天、高级4天；共12天
4days for TTT-KCIb, 4days for TTT-KCIm, 4days for TTT-KCIh; 12 days in total
培训地点 training location Goodcareer才博全球人力资源管理专家培训中心（公开课），或企业内部培训室（企业内训）
Goodcareer human resources management experts Training Center(external training), or internal training room(internal training) in enterprise
培训日期 Training Date 内训时间按企业要求而定
Internal training date determined by company
培训费用Training Costs 企业内训：人民币20,000元/班.1天；公开课：人民币1,800元/人.1天。含才博训练导师开发的培训教材1套和培训费。
Enterprise-internal training: RMB20, 000 Yuan per class for 1 day; external training: RMB1, 800 Yuan per person for 1 day, including training fee and training
适合人员Training Targets — 通用企业管理培训领域的职业培训师
Professional trainers in the field of enterprise management training
— 企业内部专职培训讲师
Enterprise-internal full-time trainers
— 专业培训机构的管理人员和培训课程负责人
Managers of professional training institution and person in charge of training course
— 企业内部培训体系规划、内训师管理和内训课程开发人员
Personnel of planning Enterprise-internal training system, managing internal trainers and developing internal courses
— 企业内部的HR经理、培训主管
Enterprise-internal HR managers and training supervisor
— 以兼职培训师身份参与企业内部培训的企业中层干部、业务骨干
Middle-level cadres and business elites of enterprise participating in enterprise-internal training as part-time trainers
— 企业内部各级管理人员
Internal managers at all levels in enterprise
课程模块
Course Modules
（初级）
4天，28H
4 days, 28 hours 模块一：培训概述 (3.5小时)
Module 1: training overview(3.5 hours)
模块二：培训项目的开发与实施 (7小时)
Module 2:development and implementation of training projects(7 hours)
模块三：演讲沟通艺术(7小时)
Module 3: speech communicating arts(7 hours)
模块四：培训效果的评估(3.5小时)
Module 4: evaluation of training effect(3.5 hours)
模块五：PPT制作技能(3.5小时)
Module 5: competence of making PPT(3.5 hours)
模块六：主题演讲与评价(3.5小时)
Module 6: subject addressing and evaluating (3.5 hours)
课程模块Course modules
（中级）TTTM
4天，28H
4 days, 28 hours 模块一：培训与培训心理学基础(3.5小时)
Module 1: basis of training and training psychology(3.5 hours)
模块二：专业课程的开发与实施(7小时)
Module 2: development and implementation of professional course(7 hours)
模块三：培训方法与技术(7小时)
Module 3: training methods and technology(7 hours)
模块四：培训需求与培训目标(3.5小时)
Module 4: training needs and training objectives(3.5 hours)
模块五：培训资料的编写与应用(3.5小时)
Module 5: writing and applying training materials(3.5 hours)
模块六：主题培训与评价(3.5小时)
Module 6: subject training and evaluation (3.5 hours)
课程模块
Course modules
（高级）TTTH
4天，28H
4 days, 28 hours 模块一：培训理论(3.5小时)
Module 1: training theories(3.5 hours)
模块二：企业的培训体系与培训资源管理(3小时)
Module 2: training system and training resource management in enterprise(3 hours)
模块三：培训课程专业训练技能 (3.5小时)
Module 3: training course professionally training skills(3.5 hours)
模块四：技能培训课程DACUM(Developing a Curriculum)的开发与能力课程CBET(Competency based Education and Training)开发(7小时)
Module 4: developing DACUM for skills training and developing CBET course for competence
模块五：培训师专业发展(3.5小时)
Module 5: trainer professionally develops(3.5 hours)
模块六：专业主题演讲与评价(7小时)
Module 6: professional subject addressing and evaluating
学员福利student’s welfare 1. 获颁发由才博训练导师签名的相应级别的《培训师专业技能发展胜任力训练》证书 《TTT-KCI》
Obtaining the corresponding level certificate of TTT-KCI signed by coodcareer’s training coacher
2. 成为Goodcareer 终身会员，享受会员的“十大收益”（详情请登阅本公司网站）
Becoming Goodcareer lifelong member and enjoy the “10 Benefits”(Please visit our website to get the details)
3. 免费成为本公司<<HR Party>>会员
Becoming member of Goodcareer HR Party freely
4. 9折参加Goodcareer年度《人力资源管理论坛》
Getting 10% discount for Goodcareer annual Human Resources Management Forum
培训课程安排
Training course arrangement
(初级)TTTB 第一天the first day、第二天the second day
3.5小时 3.5 hours 7小时 7 hours
模块一：培训概述
Module 1: training overview
—开篇演讲
Opening speech
—培训概述
Training overview
—培训的定义
Definition of training
—培训是什么
What is training
—培训与相关活动的关系
The relation between training and related activities
 培训与人力资源开发
Training and HR development
 培训与教育
Training and education
—培训部门和培训师的职责
Training department and trainer’s responsibility
—经验分享：培训与个人发展
Sharing experience: training and self-development
—培训部门的职责
Training department’s responsibilities
—培训师的职责
Trainer’s responsibilities
—培训讲师应具备的素质
Competence which trainers should possess
—行为演示：培训老师的素质
Action practice: trainer’ s quality
—案例分析：管理者与培训师
Case study: manager and trainer
—培训结果测试与评价
Testing and evaluating training results
—工作模拟与练习
Job sampling and practice
—应用性练习
Applied practice
—Q&A 模块二：培训项目的开发与实施
Module 2:development and implementation of training projects
—案例研讨：无效的培训由谁负责
Case study: who should be responsible for ineffective training
—自我评估测试：我的培训项目开发能力
Self-evaluation testing: my competence of developing training project
—确认培训需求
Confirming training needs
—培训需求的概念
Concept of training needs
—确认培训需求的重要性
Confirming the importance of training needs
—需求信息的来源
source of the needs information
—需求调查的常用工具
Common tools for needs survey
 问卷调查法（设计需求调查问卷）
Questionnaire method(designing needs questionnaire)
 访谈法（设计访谈提纲）
Interview method(designing outline of interview )
 观察法
Observation method
—需求确认需求的注意事项
Confirmation and important notice of needs
—经验分享：品质培训需求调查
Sharing experience: needs survey of quality training
—开发与实施培训项目
Developing and implementing training projects
—培训计划的编制
Drawing up training plans
 要点
Key points
 注意事项
Importance notice
—学习内容的选编
Selecting and writing learning content
 选编原则
Principles of selecting and writing
 内容来源
Content source
—经验性练习：有效沟通技能课程的开发
Empirical practice: developing course of effective communicating arts and skills
—多媒体课件的制作技术
Technology of making multimedia courseware
—培训项目的营销
Marketing of training projects
—培训班的管理流程
Management process of training class
—培训效果测评与评价1
Testing and evaluating training effect 1
—实践：培训班开班准备检点表
Practice: preparing checking list for opening training class
—工作模拟：访谈表及访谈
Job sampling: interview form and interview
—实践演练1：观察
Practical practice1: observation
—行为示范2：课程要点
Action model2: key points of course
—实践演练3：我能做什么
Practical practice3: what can I do?
—训练测评与评价2
Testing and evaluating training
—课后练习：应用
After-school Practice : application
—提升训练
Promoting practice
—课后行动：行动计划与跟进
Action after class: action plan and trace
—Q&A
第二天the second day、第三天the third day
7小时 7 hours 3.5小时 3.5 hours
模块三：演讲沟通艺术
Module 3: speech communicating arts
—录像观摩
Watching video
—自我演讲能力测试
Testing self-speech competence
—讲师的演讲艺术
Trainer’s speech arts
—培训主持的仪容仪表要求
Grooming requirements for training presenter
—培训主持的发音训练
Pronunciation training for training presenter
—基本的演讲要求
Basic requirements of speech
—提问的方法
Methods of questioning
—课程开场与结尾的方法
Methods for course opening and conclusion
—行为示范：演讲艺术
Action model: addressing arts
—讲师的沟通艺术
Trainer’s communicating arts
—学员的类别与处理技巧
Classification of student’s and disposing arts and skills
—学员的激励技巧
Student’s incentive arts and skills
—课堂现场处理与控制
Disposing and controlling class
—讲师的风格类型
Trainer’s style type
—成果测试：学员沟通能力
Results testing: student’s communicating competence
—行为测评：如何提高个人演讲与沟通艺术
Action testing: how to improve self addressing and communicating arts
—角色扮演：如果我是老师
Role-playing: if I were the teacher
—案例分析：张成功的演讲
Case study: Zhang Chenggong’s address
—角色扮演：我是听众
Role-playing: I am the audience
—录像对比
Video contrast
—成果测评与评价
Results testing and evaluating
—提升思考与探讨：实践应用问题
Enhancing thinking and discussing: practical and applied problems
—专题演练
Designated topic practice
—实践性行动计划：有效了解和控制你的压力
Practical action plan: effectively know and control your stress
—Q&A 模块四：培训效果的评估
Module 4: evaluation of training effect
—案例研讨：马老师培训效果评价
Case study: coacher Ma’s training effect evaluation
—培训效果的评估
Training effect evaluating
—评估目的
Objectives of evaluation
—评估的原则
Principles of evaluation
—四级评估模型及其工具
Four-level evaluation models and tools
—反应性评估
Reactivity evaluation
—学习成果评估
Learning results evaluation
—应用性评估
Application evaluation
—绩效评估
Performance evaluation
—培训效果评估及分析
Evaluation and analysis of training effect
—讲师培训效果评估表的设计
Design of evaluation form of trainer’s training effect
—讲师培训效果评估结果的分析报告
Analysis report on the evaluation results of trainer’s training effect
—成果测试
Results testing
—行为测评：提升的培训能力
Action testing: improving self-training competence
—角色扮演：时间管理
role-playing: time management
—经验性练习：评估表设计
Empirical practice: design of evaluation form
—角色扮演：我的评价
Role-playing: my evaluation
—成果测评与评价
Results testing and evaluating
—加强性演练：如何评价陈老师这次培训
Strengthening practice: how to evaluate this training
—实践性行动计划：培训评估过程
Practical action plan: training evaluation process
—Q&A
第四天 the fourth day
3.5小时3.5 hours 3.5小时 3.5hours
模块五：PPT制作技能
Module 5: competence of making PPT
—录像观摩
Watching video
—自我测试：我的PPT制作技能
Self-testing : my competence of making PPT
—PPT制作技巧
Arts and skills of making PPT
—工作模拟：课程PPT制作与指导
Job sampling: making and guiding course PPT
—经验性练习1：素材与培训目标
Empirical practice 1: source material and training objective
—经验性练习2：素材的展示
Empirical practice 2: display of source material
—经验性练习3：PPT展示技巧
Empirical practice 3: arts and skills of displaying PPT
—行为演示：我的PPT
Action displaying: my PPT
—总结与评价
Summary and evaluation
—课后演练
After-school practice
—巩固性课后训练安排
Enhancing after-school training arrangement
—实践性行动：规划你的PPT
Practical action: planning you PPT
—Q&A 模块六：主题演讲与评价
Module 6: subject addressing and evaluating
—录像观摩与点评
Watching video and reviewing
—自我测试：我的专业演讲水平
Self-testing: my professional address level
—老师行为示范
Trainer’s behavior showing as a model
—实践行动规划：成功的演讲技巧
Practical action plan: successful addressing arts and skills
—工作模拟：小组演讲与评价
Job sampling: group address and evaluation
—角色扮演：老师与学员
Role-playing: trainers and trainees
—经验性练习：小组主题开发与演讲
Empirical practice: designing the group’s subject and addressing
—录像对比
Video contrast
—总结、评价与改善
Summary, evaluation and improvement
—巩固性课后训练安排
Enhancing after-school training arrangement
—实践性行动：我的改善点与行动
Practical action: my improvement and action
—Q&A
培训课程安排
training course arrangement
(中级)TTTM 第一天the first day、第二天 the second day
3.5小时 3.5 hours 7小时 7 hours
模块一：培训与培训心理学基础
Module 1: basis of training and training psychology
—录像观摩
Watching video
—自我测试
Self-testing
—成人学习的机理
The mechanism of adult learning
—学习的概念
Conception of learning
—学习的脑生理基础
Physiology basis of brain for learning
—学习的过程
Process of learning
—成人学习的特点
Features of adult learning
—成人学习的风格
Style of adult learning
—问题性讨论：你的评价
Question discussing: your evaluation
—学习理论对培训的启示
The inspiration of learning theory to training
—行为主义学习理论
Learning theory of behaviorism
—认知主义学习理论
Learning theory of cognitivism
—人本主义理论
Theory of humanism
—经验学习理论
Learning theory of experience
—案例研讨：培训方法的有效性
Case study: effectiveness of training methods
—学习成果测评
Learning results testing
—问题研讨：成人学习与学校学生
Question discussing: adult learning and students at school
—技能训练1：行为培训
Arts and skills training 1: behavior training
—技能训练2：认知培训
Arts and skills training 2: cognition training
—技能训练3：经验学习
Arts and skills training 3: experience learning
—训练成果测评
Training results testing
—课后问题演练
After-school problems practicing
—课后工作模拟
After-school job sampling
—实践行动计划
Practical action plan
—Q&A 模块二：专业课程的开发与实施
Module 2: development and implementation of professional course
—案例研讨：张老师的一堂课
Case study: a lesson of coacher Zhang
—自我测试：我的专业课程开发技能
Self-testing: my skills of developing professional course
—专业课程的种类
The types of professional course
—专业课程的开发流程
Process of developing professional course
—实践经验分享：陈导师开发的课程
Sharing practical experience: courses developed by coacher Chen
—小组实践性练习：有效的沟通技能
Practical practice by group: effective communicating arts and skills
—学习成果测评
Learning results testing
—工作模拟：专业课程实施流程
Job sampling: process of implementing professional course
—经验示范：专业课程实施检点表
Experience showing as a model: checking list for implementing professional course
—技能训练1：SWOT分析
Arts and skills training: SWOT analysis
—技能训练2：课程与培训技术框架
Arts and skills training 2: framework of course and training skills
—录像对比
Video contrast
—训练成果检验
Training results testing
—课后小组演练
Practice by group after class
—课后个人工作模拟
Self job sampling after class
—实践行动计划
Practical action plan
—Q&A
第二天 the second day、第三天 the third day
7小时 7 hours 3.5小时 3.5 hours
模块三：培训方法与技术
Module 3: training methods and technology(7 hours)
—录像观摩
Watching video
—自我培训技能测评
Self-training skills testing
—培训方法
Training methods
—演讲法的特点和应用
Characteristics and application of address
—案例研究法的特点和应用
Characteristics and application of case study
—行为示范法的特点和应用
Characteristics and application of behavior modeling
—小组讨论法的特点和应用
Characteristics and application of discussion by group
—游戏法的特点和应用
Characteristics and application of playing games
—户外拓展法的特点和应用
Characteristics and application of outward-bound
—多种技术类培训方法的特点和应用（仿真模拟法、在岗培训、师带徒等）
Characteristics and application of various technological training methods(simulation method, on-the-job training, master teaches apprentice and so on)
—各类学习方法的选用原则
Principles of selecting from various learning methods
—结合实际教学，熟练运用技能教学的仿真模拟法、在岗培训、情境教学等方法
Methods of teaching with practicality, simulation with proficiently applying skills teaching, on-the-job training, situational teaching and so on.
—老师行为示范
Trainer’s behavior showing as a model
—现代培训技术
Modern training skills
—多媒体课件的制作方法
Methods of making multimedia courseware
—多媒体培训设备的使用常识
Common knowledge of using multimedia training equipment
—结合各种职业技能培训方法和先进的培训辅助设施，提高职业技能的培训效果
Combining various vocational skills training methods and advanced supporting equipment for training to improve the training effect of vocational skills
—目前被广泛运用的职业技能培训辅助软件
Supporting software which is widely used mow in Vocational sills training
—结合技能培训的实际，开发职业技能的情境化培训课件
Combining the practicality of skills training to develop situational training courseware of vocational skills
—录像对比
Video contrast
—专题竞赛：游戏设计
Special contest: games design
—学习成果测试与点评
Testing learning results and reviewing
—工作模拟：行为示范
Job sampling: behavior showing as a model
—技能训练1：案例设计竞赛
Arts and skills 1: competition of case design
—技能训练2：培训技术组合能力
Arts and skills training 2: competence of combining training technology
—训练成果检验
Training results testing
—课后问题演练
After-school problems practicing
—课后工作模拟
After-school job sampling
—实践行动计划
Practical action plan
—Q&A 模块四：培训需求与培训目标
Module 4: training needs and training objectives(3.5 hours)
—案例研习：培训需求与培训时机
Case study: training needs and training opportunity
—自我技能测评：理解部属培训需求吗？
Self-skills testing: do you understand subordinates’ training needs
—明确培训需求
Confirming training needs
—培训的含义
Meaning of training
—培训的脑生理基础
Physiology basis of brain for training
—成人培训的特点
Characteristics of adult training
—培训需求分析练习：员工学习动机
Practice of analyzing training needs: staff’s learning motivation
—企业培训需求分析方法
Methods of analyzing enterprise’s training needs
—三个层面的培训需求调查与分析
Surveying and analyzing training needs from three levels
—企业层面
The level of enterprise
—工作职责层面
The level of enterprise
—员工层面
The level of staff
—培训需求的诊断与分析
Training needs’ diagnose and analysis
—制定培训目标
Setting up training objectives
—培训目标的设计
Design of training objectives
—培训目标的含义和功能
Meaning and function of training objectives
—培训目标的类型
Types of training objectives
—培训目标的编写要求
Requirement of training objectives
—经验示范：培训目标设定框架表
Experience showing as a model: designing framework form for training objectives
—学习成果测试与点评
Testing learning results and reviewing
—工作模拟：如果我是这个公司的内部培训师
Job sampling: if I were the internal trainer of this company
—技能训练1：员工培训激励
Arts and skills training 1: Staff Training Incentive
—技能训练2：从员工绩效结果分析培训需求
Arts and skills 2: analyzing training needs from staff’s performance result
—训练成果检验
Testing training results
—课后问题演练
After-school problems practicing
—课后工作模拟
After-school job sampling
—实践行动计划
Practical action plan
—Q&A
第四天 the fourth day
3.5小时 3.5 hours 3.5小时 3.5 hours
模块五：培训资料的编写与应用
Module 5: writing and applying training materials(3.5 hours)
—自我技能测评：我的培训课程编制能力
Self-skills testing: my competence of writing training course
—培训课程资料的编写
Writing materials of training course
—培训课程大纲的编写
Writing outline of training course
—课时计划的编写
Writing class hour plan
—培训手册的编写
Writing training manual
—示范：马老师的培训课程大纲
Model: outline of coacher Ma’s training course
—学习成果测试与点评
Testing learning results and reviewing
—技能训练1：培训资料的收集方法
Skills training 1: methods of collecting training materials
—技能训练2：培训资料的整合
Skills training 2: collation of training materials
—技能训练3：培训大纲编写练习
Skills training : practice of writing training outline
—训练成果检验
Testing the training results
—课后问题演练
After-school problems practicing
—课后工作模拟
After-school job sampling
—实践行动计划
Practical action plan
—Q&A 模块六：主题培训与评价
Module 6: subject training and evaluation (3.5 hours)
— 专业培训录像观摩与点评
Watching professional training video and commenting on it
—自我测试：我的专业主题授课水平
Self-testing: the level of my professional subject teaching
—老师行为示范
Trainer’s behavior showing as a model
—实践行动规划：成功的培训技术应用
Practical action plan: application of successful training skills
—工作模拟：小组主题培训练习与评价
Job sampling: group subject training practice and evaluation
—角色扮演：培训方法与培训效果
Role-playing: training methods and training effects
—经验性练习：集体与个人创作
Empirical practice: collective and individual composition
—总结、评价与改善
Summary, evaluation and improvement
—巩固性课后训练安排
Enhancing training arrangement after class
—实践性行动：成功培训师实践
Practical action: practice for successful trainer
—Q&A
培训课程安排
training course arrangement
(高级)TTTH 第一天 the first day
3.5小时 3.5 hours 3.5小时 3.5 hours
模块一：培训理论
Module 1: training theories(3.5 hours)

—案例研讨：学习型组织与终身学习
Case study: learning organization and lifelong learning
—自我现状测评：企业与个人的学习意愿
Self-status testing:
—人力资本理论
Human capital theory
—人力资本理论的基本观点
Basic viewpoints of human capital theory
—人力资本与培训投资
Human capital and training investment
—人力资源管理理论
Human resources management theory
—企业人力资源管理的作用
Function of enterprise HR management
—人力资源管理的主要内容
Main contents of HR management
—人力资源管理与培训的关系
Relation between HR management and training
—终身学习理论
Lifelong learning theory
—终身学习的社会趋势
Social trend of lifelong learning
—终身学习的重要观点
Important viewpoints of lifelong learning
—终身学习与培训
Lifelong learning and training
—学习成果测试与点评
Learning results testing and reviewing
—行为模拟：成为有成效学习推动者
Behavior sampling: becoming a fruitful learning facilitator
—实例训练1：学习与培训计划
Example training 1: learning and training plan
—经验分享：年度培训规划
Sharing experience: annual training plan
—技能训练2：培训的投资回报分析
Skills training 2: analysis of return on training investment
—训练成果检验
Training results testing
—课后问题演练
After-school problems practicing
—课后工作模拟
After-school job sampling
—实践行动计划
Practical action plan
—Q&A 模块二：企业的培训体系与培训资源管理
Module 2: training system and training resource management in enterprise(3 hours)
—专题竞赛：培训资源应用
Special contest: application of training resource
—自我现状测评：我对培训体系的理解的现状
Self-status testing: my understanding of the status of training system
—企业培训体系与制度
Training system and policy in enterprise
—按培训对象分类
Classified by training targets
—按培训内容分类
Classified by training contents
—按培训形式分类
Classified by training forms
—组织内部或社会培训系统的构成
Formation of organizational internal and social training system
—多媒体远程培训系统
Multimedia remote training system
—现代多媒体远程教育的发展
Development of modern multimedia distance education
—E-learning 的特点
Features of E-learning
—培训开发和实施的模式
Models of training development and implementation
—系统性培训模式
Systematic training model
—能力本位的培训模式
Competence-based training model
—培训经费的使用
Use of training expenditure
—经费使用的有关规定
Relevant regulations of use of expenditure
—常见培训支出项目及费用预算
Common training expenditure project and the budget
—经验分享：业务伙伴式的培训体系
Sharing experience: training system for business partner
—培训场地和设备的管理
Management of training venues and equipment
—现代化培训设施与设备简介
Brief introduction to modern training facility and equipment
常见培训设备的使用与保养
Use and maintenance of common training equipment
普通投影仪的使用和保养
Use and maintenance of ordinary overhead projector
音响/电脑等电子设备的连接与使用
Connection and use of audio/ computer and other electronic equipment
电脑投影仪的连接/使用和保养
Connection, use and maintenance
行为示范：设备使用
Behavior showing as a model: use of equipment
专题竞赛：整体培训安排
Special contest: overall training arrangement
—提供培训咨询
Providing training advisory
—现代培训咨询的理论
Theories of modern training consulting
—现代培训咨询的方法
Methods of modern training consulting
—学习成果测试与点评
Learning results testing and reviewing
—行为模拟：培训课时安排
Behavior sampling: arrangement for training period
—实例训练1：设计培训检点表
Example training 1:design checking list for training
—技能训练2：E-Learning
Skills training 2: E-learning
—训练成果检验
Training results testing
—课后问题演练
After-school problems practicing
—课后工作模拟
After-school job sampling
—实践行动计划
Practical action plan
—Q&A
第二天 the second day、第三天 the third day
3.5小时 3.5 hours 7小时 seven hours
模块三：培训课程专业训练技能
Module 3: training course professionally training skills(3.5 hours)
—录像观摩
Watching video
—自我现状测评：5分钟角色扮演
Self-status testing: 5 minutes’ role-playing
—点评与改进
Review and improvement
—小组演练：专题课程培训策划
Practice by group:
—角色扮演：培训实践
Role-playing: training practice
—学习成果测试与点评
Learning results testing and reviewing
—行为模拟：成为优秀的冲突解决者
Behavior sampling: becoming an excellent conflict solver
—实例训练1：培训专业技能大清点
Example training 1: inventory of professional skills in training
—角色扮演：我的最优秀培训技能
Role-playing: the most excellent training skills of mine
—技能训练2：个性化总结
Skills training 2: personalized summary
—总结性考评
Summative evaluation
—录像对比
Video contrast
—课后问题演练
After-school problems practicing
—课后工作模拟
After-school job sampling
—实践行动计划
Practical action plan
—Q&A 模块四：技能培训课程的DACUM(Developing a Curriculum) 开发与能力课程CBET(Competency based Education and Training) 开发
Module 4: developing DACUM for skills training and developing CBET course for competence
—案例研讨：能力课程对技能课程
Case study: course for competence to course for skills
—自我现状测评：我的培训课程开发技能
Self-status testing: my skills of developing training course
—进行技能培训的DACUM开发
Developing DACUM for skills training
—技能培训的DACUM开发理论和方法
Theories and methods of developing DACUM for skills training
—能力本位的CBET理论和课程开发、培训设计
Theory of competence-based CBET, course developing and training design
—独立主持技能培训的DACUM课程开发
Independently presiding the development of DACUM course for skills training
—录像观摩：是能力还是技能培训
Watching video: competence of skills training
—学习成果测试与点评
Learning results testing and reviewing
—行为模拟：成为有成效课程开发者
—实例训练1：DACUM课程开发
Example training 1: developing DACUM course
—技能训练2：CBET课程开发
Skills training 2: developing CBET course
—训练成果检验
Training results testing
—课后问题性练习与测试
After-school problem practicing and testing
—课后工作模拟
After-school job sampling
—实践行动计划
Practical action plan
—Q&A
第三天 the third day、第四天 the fourth day
3.5小时 3.5 hours 7小时 7 hours
模块五：培训师专业发展
Module 5: trainer professionally develops(3.5 hours)
—自我现状测评：职业理想
Self-status testing: career aspiration
—个人职业生涯发展
Career development of self
—职业生涯规划基础
Basis of career planning
—职业生涯规划问卷
Questionnaire of career planning
—个人职业生涯规划建议
Suggestions for career planning of self
—培训讲师角色及素质要求
Trainer’s role and the requirement for trainer’s competence
—讲师培训师角色及其发展（学习促进者、支持者、帮助者等）
Lecturer’s and Trainer’s roles and development(learning facilitator, supporter and helper)
—讲师培训师的专业素质要求及其发展
Lecturer’s and trainer’s professional competence requirement and its development
—培训领域的专业组织
Professional organization in training field
—国内外公认的专业组织
Professional organization recognized at home and abroad
—培训师职业资格证书
Certificate of trainer profession qualification
—培训专业信息的来源渠道
Sources of professional information in training
—培训专业书籍
Professional books on training
—培训专业期刊
Professional journals on training
—常见培训专业网站
Common professional websites on training
—学习成果测试与点评
Learning results testing and reviewing
—行为模拟：成为优秀的培训师
Behavior sampling: becoming an excellent trainer
—实例训练1：培训师职业规划
Example training 1:
—技能训练2：培训师职业素质要求
Skills training 2: requirement of professional competence for trainer
—总结性考评
Summative evaluation
—课后问题演练
After-school problems practicing
—课后工作模拟
After-school job sampling
—录像观摩
Watching video
—实践行动计划：如何成为职业培训师
Practical action plan: how to become a professional trainer
—Q&A 模块六：专业主题演讲与评价
Module 6: professional subject addressing and evaluating
—个性化主题培训展示
Displaying of personalized subject training
—点评与改进
Review and improvement
—个人SWOT分析
Personal SWOT analysis
—个性化培训的特点
Features of personalized training
—个性化培训技术养成的特点
Features developed by personalized training technology
— 专业培训录像观摩与点评
Watching professional training video and reviewing
—老师总结性示范
coacher’s summative model
—实践行动规划：个性化培训技能养成
Practical action plan: developing arts and skills of personalized training
—工作模拟：人性化培训技能实践
Job sampling: practicing arts and skills of humanized training
—经验性练习：小组主题个性化培训创作
Empirical practice: setting up group subject personalized training
—总结、评价与改善
Summary, evaluation and improvement
—巩固性课后训练安排
Enhancing training arrangement after class
—实践性行动：成功培训师实践
Practical action: practicing successful trainer
—毕业录像
Graduation video
—毕业论坛：培训师星光大道！
Graduation forum: avenue to stars for trainers
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；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。
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 tutor 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18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 competence 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 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 competence training courses— a total of four-level and 26 modules in accordance with enterprise middle and high-level management person competence 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 competence 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 competence 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.

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