培训安排：2016年10月27日 深圳
培训费用：3500 元/位
培训对象：人力资源总裁、总监，人才资源业务合作伙伴，人力资源部门总监
课程信息：
当企业家们告诉我们在他的中长期战略中首要的问题是人的问题的时候，公司的人力资源部纷纷在寻求一个方法如何解决业务发展中需要多少人，什么人，差距在哪里，组织的人力模型是否有能力能支撑业务发展，以及如何平衡成本压力，人才规划如何服务于企业的战略，企业的目标？本课程带你：
When entrepreneurs told us in his long-term strategy ,the first problem is the person ,the human resources department of the company have in seeking a method to solve the business development in the number of people needed, what people, the gap between different people, The model of human tissue whether can force to support the development of the business, and how to balance the cost pressure, talent planning how to service in the strategy of the enterprise, the enterprise target? This course will show you：
了解战略人才规划的趋势、必然性
To understand necessity and strategy of talent planning trend
掌握战略人才规划的方法论和流程
Master the strategy of talent planning and process
用案例资料进行战略人才规划的模型预测，制定长期规划和短期计划
Prediction of strategic talent planning by using case data model, making long-term planning and short-term planning
了解战略人才规划和人力资源战略之关联
Understanding the association between strategic human resources planning and Strategic Human Resources
培训大纲：
“区域成长战略”是艾迪中国此战略周期的关键产出之一，艾迪中国人力资源部应对其区域成长战略业务战略而要做出相关的战略人力资源规划。
The regional growth strategy "is one of the key output of China Addie strategycycle, Chinese human resources department Addie making related strategic human resource planning.to the regional development strategy and business strategy
模块一：战略人才规划的必然性
Module one: necessity of strategy of talent planning
为什么计划老是赶不上变化？
Why planning cannot keep pace with changing ?
今天人力资源的挑战在哪？
Today, where is the challenge of human resource?
什么是战略人才规划？
What is the strategy of talent planning?
模块二：战略人才规划特质
Module two: strategic planning personnel characteristics
战略人才规划的生命周期
The strategy of talent planning life cycle
战略人才规则要解决的是什么
What is the strategy to solve the personnel rules
战略人才规划的方法论
The method of strategic planning of talent
战略人才规划的流程设计
The process design strategy of talent planning
战略人才规划与人力资源战略的关联性
Connection between the strategy of talent planning and human resources strategy
模块三：战略人才规划的基础
Module three: basic strategy of talent planning
我们可以预测未来人员增长吗？
Can we predict the future growth?
解读企业战略
Interpretation of enterprise strategy
企业战略中的人力资源挑战在哪？
Where is the challenges of enterprise strategic human resources?
模块四：跟随艾迪中国战略人才规划项目小组去体验区域成长战略的五年人才规划的生成过程
Following Addie Chinese strategic talent planning project team to experience the regional growth strategy that process of generating five years of talent planning
设计适合你的人才预测模式
Design talent forecast model that suitable for you
1.成熟业务模式
Mature business model
2.新兴业务模式
New business model
3.并购战略对人才预测的挑战
M & a strategy of talent prediction. Challenge4.建模
Build module
5.与业务部门寻求一致性
For consistency with the business department
战略人才规划与财务数据的紧密性
tightness of strategic talent planning and financial data
业务指标在人才预测中的作用
The role of the business indicators in the prediction of talent
1.选择最适合你企业的业务指标
Choose the most suitable business index for your enterprise
2.建模
Build module
3.再反思
Rethink
生产率提高的悖论
The paradox of Increasing in productivity
1.人均产值的提高是我们一直的追求目标？
The per capita GDP increase has been the pursuit of our goals?
2.有限的资源如何分配，平衡的艺术在哪？
How to allocate the limited resources, where is the balance of the art ?
组织架构的人力模型探讨
Exploring the human model of organizational structure
1.人力模型中的几种锥形体
Several human cone model
2.成熟业务/新兴业务的不同锥形体
Mature business / cone emerging business
关键岗位，核心人才的预测
Key positions, key personnel forecast
1.与惯常做法的相同与不同
The same and different with the usual practice
2.关键岗位，核心人才的预测方法
Key positions, key personnel prediction method
3.建模
Build module
4.让业务部门参与进来
Let the business department involved
劳动成本的综合考虑
Comprehensive consideration of the cost of labor
1.用工方式有哪些
What is the way of employment
2.人员成本是什么
What is the cost of personnel
3.附加成本，那些需考虑
The additional cost, those who need to consider
模块五：战略人才长期规划和年度计划的衔接
Module five: convergence of talent strategy and long-term planning and annual plans.
分享，艾迪中国区域成长战略的人力资源的关键任务和落地计划。
Share, Addie Chinese regional key task of human resources development strategy and plan landing
培训讲师：白艳（Elaine Bai）
【职业经历】Job Experience
白艳女士有近18年的人力资源从业经验。曾在中国不同的外资企业担任HR区域领导职位，包括亚太区HRD，北亚区HRD，大中华区HRD，和中国区HRD。其任职的公司包括IBM（大中华区），埃森哲（中国），GE（中国），瑞理软件（大中华区），迪堡（亚太区），3Com（中国）以及NBA（中国）。白艳女士现为独立的HR咨询师，其HR经验包括HR战略，HR变革管理，战略人才规划，人才管理，招聘管理，培训管理，多元文化，以及外籍人员管理。
MS Bai Yan has nearly 18 years of experience in human resources. Ever held the position of HR regional leadership positions in foreign-funded enterprises in China, including HRD in the Asia Pacific region, North Asia HRD, HRD in the Greater China region, and China HRD. The service of the company including IBM (China), Accenture (China), Ge (China), rational software (China), Diebold (Asia Pacific), 3Com (China) and NBA (China). Ms. Bai Yan is currently an independent HR consultant, her experience including HR strategy, HR change management strategy, talent planning, talent management, recruitment management, training management, multi culture, and foreign personnel management.
白艳拥有美国新泽西大学的工商管理学位，早年就读北京大学法学院。她是中国人力资源100人创始会员，中国培训发展协会创始会员。外企人力资源协会培训师。她还经常在相关人力资源会议上做专题演讲。
MS Bai Yan has MBA from the University of New Jersey in American, He studied law school of Peking University early years. She is a founding member of China human resource(100 people), Chinese Training Development Association founding member. Foreign enterprise human resources training association. She also often make keynote speech at the related conference of human resources
【相关经验】Related Experience
管理大型外资企业的大中华区HR共享服务中心。团队人数超过40人。主要工作包括建立/优化流程，为内部客户提供优质服务。
管理大型外资企业大中华区超过60人的招聘团队。年招聘量近5000人。主要工作职责包括管理团队，招聘需求分解，招聘组织架构搭建，招聘渠道设计与管理，面试官培训，人才市场调研，雇主品牌建设，招聘运营管理，招聘系统建设，以及招聘审计检查。
管理一家大型外资企业超过70人的培训和发展团队。为公司近3万员工提供培训。每年的培训预算超过千万美元。
参与大型外资企业的企业风险管理项目，领导HR模块。在4个月的项目中，成功设别针对公司未来5年业务战略方向上的HR挑战，以及应对方案和建议。为公司HR战略提供的重要根据。
Management of large foreign enterprises in China HR share service center. The team have more than 40 people. The main work including the establishment / optimization process, providing quality services to internal customers.
Management of the recruitment team of large foreign enterprises which has more than 60 people in. In the recruitment of nearly 5000 people per year. Main responsibilities include team management and recruitment requirements decomposition and recruitment organization structures, recruitment channel design and management, interviewer training, talent market research, employer brand construction, recruitment management, recruitment system construction, and recruitment audit inspection.
Management of a large foreign enterprises training and development team which has more than 70 people. Provide training for the company nearly 30 thousand employees. The annual training budget has more than $10 million!
Participating in project risk management in large foreign enterprises, leading the HR module. In the 4 months of the project, success designing equipment for the next 5 years the company business strategy direction HR challenges, and solutions and suggestions. Providing important strategy of HR company as basis.
在不同的外资企业主持HR战略设计。业务部门包括咨询，研发中心，以及公司的印度分公司和越南分公司。
为大型外资IT企业设计规划中国区战略人才规划以应对其五年业务战略。在所做的战略人才规划中，决定未来五年人员的增长趋势和分布，设别关键岗位和关键人才，与HR内部团队合作将人才培养，储备，和继任者计划落地。
为一家大型外资公司设计和实施了在虚拟环境下针对新员工的入职培训项目。项目实施后受到员工的广泛好评（新颖，有趣，有挑战，自主学习，7x24小时，不影响工作）。项目还被公司选入作为其创新中心的案例。
以业务战略咨询家为一家大型外资公司的中小事业部做出其在华的5年业务战略。
Host HR strategic design in different foreign enterprises. The business sector includes consulting, research and development center, as well as the company"s India branch and Vietnam branch.
Planning strategy to deal with the China talent planning five-year business strategy for the design of large foreign IT companies. In the strategy of talent planning ,deciding the growth trend and distribution of the next five years,set the key position and key personnel, cooperate with internal HR team and do training, reserve, and successor plan in practice
The virtual environment under the new staff training project for a large Foreign capital company and design. After the implementation of the project ,it has been widely praised by the staff (new, interesting, challenging, autonomous learning, 7x24 hours, does not affect the work). The project also was elected as its innovation center case.
The business strategy consulting for a large Foreign capital company and make the division in China 5 years of business strategy.
【报名咨询】
联系电话：010-62258232 62278113 13718601312 18610339408
联 系 人：李先生 陈小姐
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