[14030] in SIPB_Linux_Development
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<html>
<head>
<title>企业绩效考核与薪酬体系设计实战特训班</title>
<meta name="GENERATOR" content="Microsoft FrontPage 3.0">
</head>
<body>
<div align="left">
<table border="1" width="746" height="182">
<tr>
<td width="746" height="182"><table>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl74" width="22" style="height:14.25pt;width:17pt"></td>
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<td height="25" class="xl70" style="height:18.75pt"></td>
<td class="xl56">
企业绩效考核与薪酬体系设计实战特训班</td>
<td class="xl65"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl69" style="height:14.25pt"></td>
<td class="xl59"></td>
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<tr height="19" style="height:14.25pt">
<td height="19" class="xl68" style="height:14.25pt"></td>
<td class="xl54">【培训时间】2012年6月 8-10广州<span style="mso-spacerun:yes">
</span>6月15-17北京<span style="mso-spacerun:yes"> </span>7月12-14上海 7月20-22深圳</td>
<td class="xl63"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl68" style="height:14.25pt"></td>
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<td height="19" class="xl68" style="height:14.25pt"></td>
<td class="xl54">【培训对象】企、事业单位董事长、总经理、人力资源总监、人力资源经理等。</td>
<td class="xl63"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl68" style="height:14.25pt"></td>
<td class="xl54">【培训费用】4800元/人（包括资料费、午餐及上下午茶点等）同一单位来五送一、无其他折扣</td>
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</tr>
<tr height="20" style="mso-height-source:userset;height:15.0pt">
<td height="20" class="xl83" style="height:15.0pt"></td>
<td class="xl84">主办单位：高森培训网(www.gaosenpx.com)</td>
<td class="xl82"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl83" style="height:14.25pt"></td>
<td class="xl84">【垂询热线】<span style="mso-spacerun:yes"> </span>４００-６８３-９８８５(免长途话费)<span
style="mso-spacerun:yes"> </span>q--q:９７６６８１５８１</td>
<td class="xl82"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl81" style="height:14.25pt"></td>
<td class="xl79">【深圳/市场部】０７５５-６１２８９５５８
业务信箱：vipppt@sina.com</td>
<td class="xl80"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl68" style="height:14.25pt"></td>
<td class="xl54"></td>
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<td height="19" class="xl67" style="height:14.25pt"></td>
<td class="xl58">【课程背景】</td>
<td class="xl62"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57" colspan="2" style="mso-ignore:colspan;border-right:1.0pt solid #333399"> 现代企业管理，更注重“以人为本”的人性化管理模式，企业管理的重点也日趋体现在对人的</td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57" colspan="2" style="mso-ignore:colspan;border-right:1.0pt solid #333399">管理策略上。作为现代企业的人力资源管理者，应以战略高度构建高效实用的人力资源管理系统，</td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57" colspan="2" style="mso-ignore:colspan;border-right:1.0pt solid #333399">建立科学考核激励制度和先进的企业薪酬体系，以最大限度地激发人才潜能，来创建优秀团队，并</td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57" colspan="2" style="mso-ignore:colspan;border-right:1.0pt solid #333399">推动组织变革与创新，最终实现组织的持续发展。我们针对中国企业在推行西方管理模式中的种种</td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57" colspan="2" style="mso-ignore:colspan;border-right:1.0pt solid #333399">弊端和疑惑，以及中国企业目前正处于改革与创新时期，特举办“企业绩效考核与薪酬管理实战特</td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57" colspan="2" style="mso-ignore:colspan;border-right:1.0pt solid #333399">训班”。由著名人力资源专家著名教授，蔡巍老师讲授，旨在帮助企业家、人力资源经理开阔思路，</td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">激发灵感，培养带领企业持续健康发展的卓越人力资源管理人才，欢迎参加！</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"></td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl67" style="height:14.25pt"></td>
<td class="xl58">【课程收益】</td>
<td class="xl62"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">了解薪酬改革背景，更新观念，理清改革思路，明确改革目标，</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">解岗位测评的相关知识，科学进行岗位测评；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">认识绩效管理的重要性、并正确理解绩效管理，</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">学习考核的方法，全面了解绩效管理的运作程序和设计方法，</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">重点学习KPI、并介绍平衡计分卡，</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">了解绩效管理推进中的问题、并避免运作中的误区。</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"></td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl67" style="height:14.25pt"></td>
<td class="xl58">【导师简介】[蔡巍]</td>
<td class="xl62"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57" colspan="2" style="mso-ignore:colspan;border-right:1.0pt solid #333399"> 国内知名的人力资源管理实务专家，工商管理硕士，权威人力资源管理实战专家，特别在绩效</td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57" colspan="2" style="mso-ignore:colspan;border-right:1.0pt solid #333399">与薪酬体系设计方面有很深的造诣，形成了自己特有的实战方法；曾为大型企业集团、上市公司、</td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">连锁业集团、高科技公司等多个行业的众多企业进行过全面的人力资源咨询服务。</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">是《中国经营报》、《人力资本》等多家媒体专栏的特约撰稿人和专家评论员。</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57" colspan="2" style="mso-ignore:colspan;border-right:1.0pt solid #333399">
蔡先生近几年出版的书籍有：《奔跑的蜈蚣：如何以考核促进成长》.《吹口哨的黄牛：以薪</td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57" colspan="2" style="mso-ignore:colspan;border-right:1.0pt solid #333399">酬留住人才》、《KPI，“关键绩效”指引成功》、《BSC，“平衡计分”保证发展》，受到企业的</td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">高度重视，和给予极高的评介。</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57" colspan="2" style="mso-ignore:colspan;border-right:1.0pt solid #333399">
曾经辅导与参加过蔡老师培训的企业有：东风汽车、东软集团、中国石油股份、TCL、青岛啤</td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57" colspan="2" style="mso-ignore:colspan;border-right:1.0pt solid #333399">酒、振杰国际、创维集团、徐工集团、三一重工、粤高速、农业银行、北京网通、山西移动、河南</td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57" colspan="2" style="mso-ignore:colspan;border-right:1.0pt solid #333399">移动、宁波成路集团、东风学铁龙、雪铁龙、中国电信、广州西婷化妆品、万家乐燃气热水器、格</td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57" colspan="2" style="mso-ignore:colspan;border-right:1.0pt solid #333399">力空调、南航、新疆华世丹药业、南方李锦记、首信集团、光明维他奶、华工科技、达实智能、拓</td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">邦电子、武汉高创集团 、华美集团等企业。</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"></td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl67" style="height:14.25pt"></td>
<td class="xl58">【课程大纲】</td>
<td class="xl62"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">一．推行KPI与绩效管理体系需要解决的三大问题</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、企业建立绩效体系所面临的方法问题；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"> 以感觉为基础判断还是以事实为基础判断？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"> 短期考核还是长期考核？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"> 短期利益还是长期利益？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"> 关键业绩还是非关键业绩？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"> 绩效管理如何与战略接口？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"> KPI成绩与奖金挂钩的问题？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、经理人与员工的认识对推行绩效管理的影响；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"> 传统文化对绩效管理的影响</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"> 为什么没有人愿意做A？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"> 为什么推行绩效管理这么困难？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、管理基础对推行KPI的影响</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"></td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">二．KPI操作中的几个基本问题</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、什么是目标与指标</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、KPI指标的基本属性与操作注意要点</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"> 为什么评价起来感觉很难操作——刻度问题；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"> 他们为什么不接受这些考核指标——可控性问题</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"> 为什么考核这些指标后适得其反——行为问题</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、KPI指标的类型与各个类型KPI指标操作中的注意点：</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"><span style="mso-spacerun:yes"> </span>财务非财务、时点时期、定量定性、长周期短周期，总量相对</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">4、职能部门的定性指标，该如何操作？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"></td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">三．建立KPI体系的方式方法：</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"><span style="mso-spacerun:yes"> </span>如何在公司建立KPI体系呢？方法很多，各种方法的适用范围是什么？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"><span style="mso-spacerun:yes"> </span>企业又高层、中层、基层，怎样保证各个层次的KPI指标层层关联？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、通过工作分析，明确职责，然后根据职位说明书找KPI指标的操作模式与优点缺点与适用范围</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、价值树的操作模式与优点缺点</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、鱼骨图与头脑风暴法</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"></td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">四．平衡计分卡</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、平衡计分卡只是从四个角度找指标吗？——平衡计分卡的本质；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、战略与平衡计分卡有什么关系？——战略与战略地图；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、平衡计分卡是按照长期、中期、还是短期计划制定？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">——平衡计分卡与企业的长期、中期、短期规划；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">4、平衡计算分卡就是四个纬度吗？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">5、公司级的平衡计分卡如何落实到各个部门呢？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">——平衡计分卡的落实；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"></td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">五．如何分解KPI</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">KPI如果不分解落实下去，就会失去了基础，但是分解KPI的过程中会遇到很多问题，</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">比如：一个kpi指标和好多部门都有关系，到底考核谁好呢？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">如何解决这些问题呢？如何将KPI分解落实下去呢？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、如何分解KpI——上一级指标与下级指标的关系</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl60">2、分解指标的2种基本方法</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、按照驱动因素分解KPI指标，3种基本的模式</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">4、分解KPI指标的注意问题：权利对指标分解的影响、</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl77" style="height:14.25pt"></td>
<td class="xl57">组织结构的影响、指标的冲突性等</td>
<td class="xl76"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"></td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">六．指标词典的编制</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">指标找到了就万事大吉了？还存在什么问题呢？为什么需要定义KPI，怎样定义KPI?</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、为什么需要定义KPI</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、财务指标定义时，需要注意的问题；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、非财务指标，定义时需要注意的问题；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、谁来提供数据——自己提供，别人提供，利益相关者提供？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">4、几个有问题的KPI的定义的分析；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"></td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">七．确定目标——KPI的计分方式</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">找到了衡量指标就可以了嘛？如何确定目标呢？超过了目标应该计多少分？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">没有达到目标应该得多少分？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、设定目标的痛苦；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、目标订不准怎么办？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3.没有历史数据怎么办？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57" x:str="4、竞争，资源，能力对目标的影响； ">4、竞争，资源，能力对目标的影响；<span
style="mso-spacerun:yes"> </span></td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">5、如何让下属主动把目标定的最合适——联合基法</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">6、长周期的目标如何分解到短周期；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">7、痛苦考核与快乐考核——什么时候做到了该加分，</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">什么时候该扣分，KPI的计分方法；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"></td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">八．绩效管理的周期</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">年底成绩是每个月成绩的加总嘛？年考核考什么？月考考核什么？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">不同的业务类型与职能部门在考核的周期上有什么区别呢？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、年考考什么？月考考什么？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、长周期与短周期；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、不同层次与职能部门的周期；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">4、如何设置KPI指标权重——指标的组合方式</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"></td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">九．主基二元考核法</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">关注了关键业绩指标，非关键业绩指标怎么办？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">不关注非关键业绩指标是否会出问题？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">如果全面关注关键业绩指标和非关键业绩指标，</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">资源是否够用？如何解决这个问题呢？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、KPI所无法解决的问题；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、主要绩效与基础绩效的关系；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、如何在实践中运用主基二元考核法；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"></td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">十．绩效面谈与沟通</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、计划阶段的绩效沟通</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、辅导阶段</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、考核阶段的绩效沟通</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">4、绩效问题分析与改进——组织改进、领导改进、员工改进；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"></td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">十一．推行绩效管理所遇到的问题与对策；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">推行KPI不只是人力资源部门或者企管部门的事情，</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">KPI在推行过程中有哪些问题与难点呢？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、推行绩效管理的组织模式与各个部门的职责；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、推行的程序；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、公司政治与绩效管理的推行</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">4、绩效管理与企业文化；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57"></td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">薪酬体系设计课纲：</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">一、岗位分析的作用与意义</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、岗位分析的作用；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、为什么岗位分析总是做不好？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">二、岗位分析的方法</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、组织与部门职责与岗位职责的关系</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、常用的岗位分析的方法--资料分析法，问卷法，观察法，部门职责分解法；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">三、岗位分析的步骤与流程</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、组织结构设计与流程设计；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、部门职责设计；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、岗位职责设计；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">4、岗位任职资格设计；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">5、常见的岗位设计的误区与错误；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">四、岗位说明书的运用</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、岗位说明书在薪酬设计中的运用；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、岗位说明书在培训中的运用；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、岗位说明书在招聘中的运用；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">4、岗位说明书在考核中的运用；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">引子：薪酬在人力资源价值链的位置；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">一、薪酬管理中与设计核心问题</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、不近人意的薪酬设计对企业的影响；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、薪酬战略的4大问题与两对核心矛盾；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、薪酬管理中的几个核心问题；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57" x:str="二、薪酬设计需要解决的矛盾——内部公平性 ">二、薪酬设计需要解决的矛盾——内部公平性<span
style="mso-spacerun:yes"> </span></td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1.内部公平性的常用工具——职位评估；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2.职位评估中常见的问题</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3.职位评估案例</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">三、薪酬设计需要解决的矛盾——外部公平性</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1.什么是外部公平性；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2.解决外部公平性常用的工具；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3.如何确定薪酬水平？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">四、薪酬与能力的关系</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1.薪酬如何影响员工能力；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2.如何评估员工能力；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3.能力薪酬的设计；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">五、奖金设计如何使公司、部门、个人三挂钩；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、几种公司、部门、个人奖金挂钩模式的思考；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、几种模式优缺点的对比；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、集团公司下属分子公司的效益是否要与集团公司挂钩？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">六、奖金设计与外部因素的影响</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、老总的奖金究竟该不该发？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、采购经理的奖金究竟该不该发？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、如果过滤外部因素的影响；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">七、薪酬设计的公平问题</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、业务部门与业务部门的平衡；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、业务部门与职能部门的平衡；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、能力差的人与能力强的人之间的平衡；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">八、业内各部门奖金设计的要点</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、销售部门提成制，还是奖金制？</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、项目类型工作奖金的设计；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、生产部门奖金的设计；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">4、年薪制奖金的设计；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">九、奖金的周期</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、奖金周期与考核周期；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、年终奖还是年中奖；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">3、时机选择要考虑的要点；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">4、奖金的滞后性；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">十、奖金在收入中所占有的比例；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1、100％奖金与100％固定；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2、不同类型人在收入中奖金的比例；</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">十一、如何解决好薪酬设计与企业发展之间的关系</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1.企业不同的发展阶段薪酬管理的特点</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2.如何以薪酬战略有效的激励员工，获得发展</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">十二、薪酬设计需要考虑的其他问题</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1.薪酬与企业文化</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2.薪酬与工作模式</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">十三、薪酬设计的过程与步骤</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">1.薪酬设计的几种方法</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl66" style="height:14.25pt"></td>
<td class="xl57">2.薪酬的调整难题</td>
<td class="xl61"></td>
</tr>
<tr height="19" style="height:14.25pt">
<td height="19" class="xl73" style="height:14.25pt"></td>
<td class="xl72"></td>
<td class="xl71"></td>
</tr>
</table>
</td>
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