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rel="nofollow">無錫成就企業(yè)管理咨詢服務(wù)有限公司</a></p><p><span>聯(lián)系人：</span>成芳</p><p><span>郵箱: </span>2429441159@qq.com</p><p><span>電話: </span>13616194370</p><p><span>傳真: </span>0510_</p><p><span>網(wǎng)址: </span></p><p><span>手機(jī): </span>0510-88572023</p><p><span>地址: </span>湖濱街15號蠡湖科研大廈第七層703</p><p>[當(dāng)前離線] <a rel="nofollow"> [加為商友] </a><a rel="nofollow"> [發(fā)送信件] </a></p></div></div><div id="yivnpri" class="page-proshow02"><p class="title">詳細(xì)說明</p><div id="kuwoqh3" class="box"><p><p style="text-indent:25px">【與好的管理者6大差距】 06 面對困難的心態(tài)差別 1.普通管理者面對困難的心態(tài) 初級管理者面對問題時(shí)，總是站在山腳下，看到的往往是困難，蘇州企業(yè)商學(xué)院商家、挫敗或風(fēng)險(xiǎn)，對于團(tuán)隊(duì)傳遞的往往是抱怨或不滿。 2.管理者面對困難的心態(tài) 高級經(jīng)理對待問題是站在山頭看山腳，能夠看到解決問題的無限可能，能將隱藏在問題背后的方法、收益挖掘出來，并帶領(lǐng)團(tuán)隊(duì)去享受挖掘的過程與豐厚收益，成為商戰(zhàn)中的贏家。 90%的管理者都把時(shí)間浪費(fèi)在無效的行動(dòng)中，蘇州企業(yè)商學(xué)院商家，他們從一個(gè)會(huì)趕到另一個(gè)會(huì)，到處救火……自以為在做重要的事，其實(shí)是在瞎忙。成為一名的管理者真心不易，要管人、理事，還要保證利潤，蘇州企業(yè)商學(xué)院商家。一家公司好比大海，是你施展才能的平臺；而的管理者則是一名船長、一座燈塔，為你前進(jìn)的方向帶來光芒與能量。江蘇營銷效益高級經(jīng)營班培訓(xùn)誠信企業(yè)推薦。蘇州企業(yè)商學(xué)院商家</p><div style="width:100%;text-align: center;"><img style="max-width: 640px; max-height: 320px;" alt="蘇州企業(yè)商學(xué)院商家,企業(yè)商學(xué)院" src="https://tyunfile.71360.com/UploadFile/wxcjqygl/637314770801542969/9826468.png"></div><p> 《3天人力資源實(shí)戰(zhàn)班》 </p> <p> 課程收益： </p> <p> 模塊三、招聘與配置 </p> <p> 1、 </p> <p> 招聘面試中的望聞問切 </p> <p> 2 </p> <p> 簡歷里存在的**密碼 </p> <p> 2 </p> <p> 結(jié)構(gòu)化面試的題庫與演練 </p> <p> 2、 </p> <p> 關(guān)于勝任素質(zhì)模型 </p> <p> 2 </p> <p> 用案例講清楚勝任素質(zhì)模型 </p> <p> 2 </p> <p> 全套的工具表格 </p> <p> 3、 </p> <p> 人事測評與配置 </p> <p> 2 </p> <p> PDP測評 </p> <p> 2 </p> <p> 貝爾賓博士人才隊(duì)伍工具 </p> <p> 模塊四、培訓(xùn)與開發(fā) </p> <p> 1、 </p> <p> 上接戰(zhàn)略下接績效的培訓(xùn)體系 </p> <p> 2 </p> <p> 上接戰(zhàn)略下接績效的培訓(xùn)體系 </p> <p> 2 </p> <p> 培訓(xùn)效果的評估 </p> <p> 2、 </p> <p> 人力資源開發(fā)與職業(yè)生涯規(guī)劃 </p> <p> 2 </p> <p> 員工興趣、能力、價(jià)值觀管理 </p> <p> 2 </p> <p> 幫員工確定職業(yè)錨 </p> <p> 3、 </p> <p> 人才的梯隊(duì)建設(shè)與企業(yè)接班人 </p> <p> 2 </p> <p> 聯(lián)想的斷代人才培養(yǎng)與企業(yè)大學(xué) </p> <p> 2 </p> <p> 企業(yè)的四鷹計(jì)劃 </p> <p> <br /> </p> <p> <br /> </p> <p> <br /> </p> <p> <br /> </p> <p> 模塊五、績效管理 </p> <p> 1、 </p> <p> 績效過程管理 </p> <p> 2 </p> <p> 績效考核與績效管理 </p> <p> 2 </p> <p> 績效管理的5個(gè)步驟 </p> <p> 2、 </p> <p> 量化與非量化指標(biāo)的設(shè)計(jì)技術(shù) </p> <p> 2 </p> <p> KPI量化設(shè)計(jì)3項(xiàng)技術(shù) </p> <p> 2 </p> <p> 非量化KPI設(shè)計(jì)的4項(xiàng)技術(shù) </p> <p> 3、 </p> <p> PBC讓執(zhí)行變自行 </p> <p> 2 </p> <p> 華為的PBC模板 </p> <p> 2 </p> <p> 績效面談的黃金四點(diǎn)與現(xiàn)場演練 </p> <p> 模塊六、薪酬與福利管理 </p> <p> 1、 </p> <p> 企業(yè)目前存在的薪酬通病 </p> <p> 2 </p> <p> 研討：企業(yè)存在的薪酬問題 </p> <p> 2 基于業(yè)績貢獻(xiàn)、崗位價(jià)值、能力素質(zhì)的薪酬管理體系 </p> <p> 2、 </p> <p> 崗位評價(jià)與海氏職業(yè)評估 </p> <p> 2 </p> <p> 世界上的3種崗位評估 </p> <p> 2 </p> <p> 手把手教會(huì)你海氏評估 </p> <p> 3、 </p> <p> 獎(jiǎng)勵(lì)激勵(lì)體系建設(shè) </p> <p> 2 </p> <p> 績效考核結(jié)果的五項(xiàng)應(yīng)用 </p> <p> 2 </p> <p> 非物質(zhì)激勵(lì)體系方案與尼賴的“色拉盤”福利體系建設(shè) </p> <p> <br /> </p> <p> <br /> </p> <p> <br /> </p> <p> <br /> </p> <p> <br /> </p> <p> <br /> 正規(guī)企業(yè)商學(xué)院公司江蘇經(jīng)營策略高級經(jīng)營班培訓(xùn)誠信企業(yè)推薦。</p><div style="width:100%;text-align: center;"><img style="max-width: 640px; max-height: 320px;" alt="蘇州企業(yè)商學(xué)院商家,企業(yè)商學(xué)院" src="https://tyunfile.71360.com/UploadFile/wxcjqygl/637314770791816406/5742926.png"></div><p style="text-indent:25px">【與好的管理者6大差距】 03 面對工作失誤的反應(yīng)差別 1.普通管理者面對工作失誤的反應(yīng) 初級管理者面對工作失誤的時(shí)候，往往會(huì)先看到員工的問題，認(rèn)為問題出現(xiàn)的原因都是員工執(zhí)行不利，并粗暴地責(zé)怪員工，而忽略了自己在以下八個(gè)方面應(yīng)該承擔(dān)的管理職責(zé)：是否選對人了？任務(wù)是否都講清楚了？有對員工進(jìn)行輔導(dǎo)嗎？有激勵(lì)員工嗎？有做事前、事中、事后的控制嗎？資源配置夠嗎？其他部門有配合嗎？外部條件有變化嗎？ 2.管理者面對工作失誤的反應(yīng) 管理者面對工作問題的時(shí)候，首先反思是不是自己的管理有問題，然后與員工共同承擔(dān)責(zé)任，并推動(dòng)員工解決問題。</p><p style="text-indent:25px">《3天人力資源實(shí)戰(zhàn)班》課程收益：模塊七、勞動(dòng)關(guān)系管理 1、企業(yè)和諧勞動(dòng)關(guān)系的建立 2 企業(yè)和諧5步走 2 研討：企業(yè)勞動(dòng)關(guān)系的不和諧元素 2、勞動(dòng)風(fēng)險(xiǎn)的技術(shù)與流程控制 2 員工入職風(fēng)險(xiǎn)控制 2 員工離職風(fēng)險(xiǎn)控制與操作流程 3、企業(yè)文化與員工滿意度 2 企業(yè)文化宗教論 2 企業(yè)文化三元色 2 模塊八、收篇模塊八、收篇 1、企業(yè)需要建立選、用、育、留機(jī)制 2 **企業(yè)的做法給我們的留人啟示 2 選用育留的體系威力 2、建立任職資格標(biāo)準(zhǔn) 2 傳統(tǒng)人事管理的局限 2 任職資格管理與具有世界競爭優(yōu)勢的職業(yè)化素質(zhì) 附件：工具包： 1、情商測試；2、PDP測試；3、能力卡片測試；4、薪酬滿意度測試試卷；5、培訓(xùn)效果評估落地方案；6、勝任素質(zhì)模型的案例各套表格；7、海氏評估的崗位貢獻(xiàn)各套表格江蘇高級經(jīng)營班培訓(xùn)誠信企業(yè)推薦。</p><div style="width:100%;text-align: center;"><img style="max-width: 640px; max-height: 320px;" alt="蘇州企業(yè)商學(xué)院商家,企業(yè)商學(xué)院" src="https://tyunfile.71360.com/UploadFile/wxcjqygl/637314770784003906/726848.png"></div><p> 【營銷十招，成交客戶】 </p> <p> <br /> </p> <p> <br /> </p> <p> <br /> </p> <p> <br /> </p> <p> 07 化解顧客異議 </p> <p> 客戶下不了決心馬上掏錢，這個(gè)時(shí)候千萬不能去成交，否則消費(fèi)者買后會(huì)反悔的。 </p> <p> 我們要一步一步地追問,一直問到找到真正的抗拒點(diǎn)為止。 </p> <p> 例如，你問：“還有什么需要考慮的嗎？”，他說：“我回去跟我愛人商量商量。”你就繼續(xù)問：“那您愛人會(huì)關(guān)心哪些問題。”他就會(huì)說，我愛人關(guān)心什么問題，那么再追問，一步一步追問下去?？咕茳c(diǎn)找準(zhǔn)了，解除的方法自然就有了。 </p> <p> 08 踢好臨門一腳 </p> <p> 很多營銷人員，前面都做的很好，就是成交不了，其實(shí)這是營銷人員的一種心理自我設(shè)限。 </p> <p> 成交階段是你幫助消費(fèi)者下決心的時(shí)候，但往往這個(gè)時(shí)候，很多人是不敢催促客戶成交的。一定要用催促性、限制性的提問，這是鐵定的規(guī)律。否則的話，你的流程要從頭來一遍。 </p> <p> 進(jìn)行封閉式提問： </p> <p> 比如“您是下午3點(diǎn)有時(shí)間，還是5點(diǎn)有時(shí)間”，在提問的時(shí)候已經(jīng)給客戶限定了一個(gè)范圍。 </p> <p> 限制性提問也有好壞之分。以賣衣服為例，你問客戶“您是買還是過兩天買呀？”這樣的提問雖然也是限制性提問，但這還不算很好的問題，應(yīng)該問：“你是要這件紅色的還是黃色的？”這叫催促性的限制性提問。問完問題之后，你就千萬不要再說話了，眼睛看著他，等待……這時(shí)的關(guān)鍵就是問完之后別說話。 </p> <p> <br /> </p> <p> <br /> </p> <p> <br /> </p> <p> <br /> 南京營銷策劃高級經(jīng)營班企業(yè)管理課程介紹。正規(guī)企業(yè)商學(xué)院公司</p><p style="text-indent:25px">連云港高級經(jīng)營班課程誠信經(jīng)營。蘇州企業(yè)商學(xué)院商家</p><p style="text-indent:25px">【管理技巧】 1、企業(yè)為何要做好激勵(lì)？人在不同的環(huán)境、年齡、成長階段、管理層次下有有各種各樣的需求，這是激勵(lì)的根源。沒有激勵(lì)，人的需求無法得到有效的滿足。例如，年齡稍大的操作工人，需要養(yǎng)家糊口改善生活，因此對金錢物質(zhì)的需求較強(qiáng)，要多用利益驅(qū)動(dòng)；大學(xué)剛畢業(yè)的年輕人，有理想有抱負(fù)還要尊重，多用發(fā)展前景、個(gè)人成長加以激勵(lì)；而對管理層要用目標(biāo)激勵(lì)，對事業(yè)基礎(chǔ)好的高管要用事業(yè)、使命激勵(lì)等等。一來訪者問法師：“大師，您在公眾場合是素食，若一個(gè)人在房間會(huì)不會(huì)吃肉呢？”法師反問道：“您是開車來的嗎？”來訪者：“恩”。法師又說：“開車要系安各帶。請問您是為自己系還是為警察系？如果是為自己系，有沒有警察都要系”。蘇州企業(yè)商學(xué)院商家</p><p style="text-indent:25px">無錫成就企業(yè)管理咨詢服務(wù)有限公司致力于商務(wù)服務(wù)，以科技創(chuàng)新實(shí)現(xiàn)***管理的追求。成就企業(yè)管理咨詢深耕行業(yè)多年，始終以客戶的需求為向?qū)В瑸榭蛻籼峁?**的[ "管理咨詢", "管理培訓(xùn)", "人才孵化", "業(yè)績突破" ]。公司擁有多年的行業(yè)經(jīng)驗(yàn)，每年以銷售收入達(dá)到300-500萬元，如果您想了解更多產(chǎn)品信息，請通過頁面上的電話聯(lián)系我們。成就企業(yè)管理咨詢始終關(guān)注商務(wù)服務(wù)市場，以敏銳的市場洞察力以準(zhǔn)確定位，實(shí)現(xiàn)與客戶的成長共贏。</p></p><br /><p>文章來源地址: http://www.cdcfah.com/cp/775066.html</p></div></div></div></div></div><div id="hb7qzvx" class="page-right twoColRt"><div id="vpr8mjv" class="box01 margin10 clearfix"><h3><a 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