中文 / Chinese

1. 了解从企业战略与经营的角度理解企业持续发展的源动力，树立正确的人才经营与发展管理理念，理解人才经营与人才体系发展管理的重要意义；
2. 学习了解人才发展"九定"重要内容；
3. 掌握人才岗位说明书与岗位价值评估，盘活企业人力资源，激发人才潜力；
4. 了解先进的职业生涯通道与任职资格体系构建标准；
5. 学习国内名优的人才发展体系成功经验。

1. Understand the source power of the enterprise's sustainable development from the perspective of corporate strategy and operation, set up the correct talent management and development management concept, understand the importance of talent management and talent system development management
2. Learn and understand the important content of "nine determinations" of talent development；
3. Master the job description and job value assessment, invigorate the human resources of enterprises, and stimulate the potential of talents；
4. Understand advanced career channels and qualification system building standards；
5. Learn from the successful experience of domestic excellent talent development system.

一、前言

1.1 VUCA时代企业人力资源激励体系搭建流程与步骤

1.2 不同企业发展时期人力资源重点工作

Ⅰ、Preface

1.1 VUCA era enterprise human resource incentive system building process and steps

1.2 Key work of human resources in different periods of enterprise development

二、组织发展阶段及趋势

2.1 组织发展四个阶段

2.2 组织架构演变规律

2.3 组织管理基础变革

2.4 企业薪酬管理变革

2.5 企业绩效管理变革

2.6 企业文化管理变革

2.7 组织变革案例解析

Ⅱ、Organizational Development Stages and Trends

2.1 Four stages of organizational development

2.2 The evolution rule of organizational structure

2.3 Fundamental change in organizational management

2.4 Transform of enterprise salary management

2.5 Transform of enterprise performance management

2.6 Transform of enterprise culture management

2.7 Case study of organizational change

三、企业"九定"工作

3.1 "定战略"

3.2 "定流程"——关键价值链梳理

3.3 "定架构"——组织架构设计

3.4 "定职责"——部门定位及职责撰写

3.5 "定岗"——RASIC矩阵分解

3.6 "定编"——工作量分析

3.7 "定职级"——岗位价值评估

3.8 "定考核"——PBC绩效承诺

3.9 "定人员"——任职资格评价

Ⅲ、Enterprise "9 decide" Work

3.1 "Strategize"

3.2 "Set process"——Key value chain combing

3.3"Set the architecture"——Organizational structure design

3.4 "Defining responsibilities" -- Department positioning and responsibility writing

3.5"Defining the post"——RASIC matrix decomposition

3.6"Fixed number of staff members"——Workload analysis

3.7"Decide position and level"——Post value assessment

3.8"Determine the inspection"——PBC performance commitment

3.9"Determine personnel"——Qualification evaluation

四、岗位说明书与岗位价值评估

4.1 岗位说明书模板要求

4.2 岗位说明书动词标准及书写规范

4.3 通用岗位价值评估方法

Ⅳ、Job Description and Post Value Assessment

4.1 Job description template requirements

4.2 Job description verb standard and writing specification

4.3 General job value assessment method

五、职业生涯通道与任职资格体系设计

5.1 职业发展通道设计

5.2 任职资格标准设计

5.3 任职资格认证设计

5.4 任职资格管理系统的应用

5.5 知名企业任职资格体系案例

Ⅴ、Career Channel and Qualification System Design

5.1 Career development channel design

5.2 Qualification standard design

5.3 Qualification certification design

5.4 The application of qualification management system

5.5 Cases of qualification system for well-known enterprises

六、晋升及干部管理体系设计

6.1 干部规划——人才盘点及布局

6.2 干部选拔——建立干部标准

6.3 干部选拔——建立选拔机制

6.4 干部使用与评价

6.5 干部学习与发展

6.6 干部激励

6.7 干部监察

Ⅵ、Promotion and Cadre Management System Design

6.1 Cadre planning -- talent inventory and layout

6.2 Cadre selection -- establish cadre standard

6.3 Cadre selection——establish selection mechanism

6.4 Cadre usage and evaluation

6.5 Cadre study and development

6.6 Cadres incentive

6.7 Cadre supervision