胡學(xué)兵

是人力資源領(lǐng)域著名講師。有《人力資源管理--贏得競(jìng)爭(zhēng)優(yōu)勢(shì)》、《現(xiàn)代企業(yè)人力資源管理實(shí)務(wù)》等教授課程。

李宏飛

首都師范大學(xué)英語(yǔ)系文學(xué)學(xué)士，中國(guó)人民大學(xué)商學(xué)院企業(yè)管理碩士研究生，研究領(lǐng)域?yàn)槿肆Y源管理和職業(yè)化管理。中央電視臺(tái)《職場(chǎng)絕對(duì)挑戰(zhàn)》測(cè)評(píng)專家、中國(guó)教育電視臺(tái)特邀人力資源專家、清華大學(xué)經(jīng)理人培訓(xùn)中心特聘教師。

潘平

人力資源管理資深實(shí)戰(zhàn)專家，高級(jí)人力資源管理師，中國(guó)機(jī)械工業(yè)企業(yè)人力資源管理研究會(huì)理事會(huì)副理事長(zhǎng)，北京國(guó)際人才交流協(xié)會(huì)常務(wù)理事，中國(guó)十大創(chuàng)新型汽車企業(yè)人力資源總監(jiān)，對(duì)外經(jīng)濟(jì)貿(mào)易大學(xué)等高校導(dǎo)師。

趙曙明

趙曙明，著名人力資源管理學(xué)專家。1977年畢業(yè)于南京大學(xué)英語(yǔ)專業(yè)。自1991年在美國(guó)完成博士后研究回國(guó)后，他是最早將西方人力資源管理理論引進(jìn)到中國(guó)，并將西方人力資源理論與中國(guó)實(shí)踐相結(jié)合的學(xué)者之一，使中國(guó)人力資源管理與企業(yè)跨國(guó)經(jīng)營(yíng)方向的研究躋身世界先進(jìn)水平行列。2006年5月，被美國(guó)Seton Hill大學(xué)授予“人文科學(xué)――工商管理榮譽(yù)博士學(xué)位”，在亞洲趙曙明是唯一的一位。

李超平

李超平博士為EMBA、MBA、MPA、人力資源管理研究生進(jìn)修班主講過(guò)組織行為學(xué)、戰(zhàn)略人力資源管理、管理學(xué)方法等課程。同時(shí)，為企業(yè)提供過(guò)：企業(yè)戰(zhàn)略人力資源管理體系的建立；企業(yè)文化建設(shè)；職位設(shè)計(jì)與職位分析；勝任特征模型及其在人力資源管理中的應(yīng)用；人員招聘與人才測(cè)評(píng)（含心理測(cè)驗(yàn)、結(jié)構(gòu)化面試、情境模擬等）；戰(zhàn)略性績(jī)效管理；薪酬設(shè)計(jì)；非人力資源經(jīng)理的人力資源管理；打造高績(jī)效的團(tuán)隊(duì)；管理溝通等培訓(xùn)課程。 李超平博士還應(yīng)邀為眾多著名企業(yè)、各級(jí)政府機(jī)關(guān)與事業(yè)單位提供過(guò)研究導(dǎo)向的咨詢服務(wù)， 內(nèi)容涉及：績(jī)效管理、勝任特征模型的建立、人才選拔與人才測(cè)評(píng)、內(nèi)部競(jìng)聘、職位分析、薪酬體系設(shè)計(jì)、員工滿意度與員工敬業(yè)度調(diào)查、組織文化與組織氣氛診斷、360度反饋評(píng)價(jià)等領(lǐng)域。

Dave Ulrich

Dave Ulrich’s professional focus has addressed questions on how organizations add value to customers and investors through both leadership and strategic human resource practices. In the human resource area, he and his colleagues have worked to redefine and upgrade HR. With his colleagues Wayne Brockbank and Jon Younger, Ulrich has articulated how the modern HR organization can be organized into shared services, centers of expertise, and business partners.[10] He has also co-directed research on over 40,000 respondents about the competencies required for successful HR professionals;[11] in addition, he has helped shape thinking on how to transform HR practices so that they are aligned to customer needs and integrated around organization capabilities.[12] In the leadership area, Norm Smallwood and Ulrich have worked to focus on the outcomes of effective leadership;[13] they have also shown how leadership will increase customer share by creating a leadership brand within the company.[14] Their work also illustrates that investing in leadership will increase shareholder value.[15] Their work also synthesizes the thicket of leadership competency models into a unified view of leadership.[16] Their current work attempts to look at leadership through the eyes and expectations of investors.[citation needed]

Peter Capelli

Peter Cappelli is the George W. Taylor Professor of Management at The Wharton School and Director of Wharton’s Center for Human Resources. He is also a Research Associate at the National Bureau of Economic Research in Cambridge, MA, served as Senior Advisor to the Kingdom of Bahrain for Employment Policy from 2003-2005, and since 2007 is a Distinguished Scholar of the Ministry of Manpower for Singapore. He has degrees in industrial relations from Cornell University and in labor economics from Oxford where he was a Fulbright Scholar. He has been a Guest Scholar at the Brookings Institution, a German Marshall Fund Fellow, and a faculty member at MIT, the University of Illinois, and the University of California at Berkeley. He was a staff member on the U.S. Secretary of Labor’s Commission on Workforce Quality and Labor Market Efficiency from 1988-’90, Co-Director of the U.S. Department of Education’s National Center on the Educational Quality of the Workforce, and a member of the Executive Committee of the U.S. Department of Education’s National Center on Post-Secondary Improvement at Stanford University. Professor Cappelli has served on three committees of the National Academy of Sciences and three panels of the National Goals for Education. He was recently named by HR Magazine as one of the top 5 most influential thinkers in management and was elected a fellow of the National Academy of Human Resources. He received the 2009 PRO award from the International Association of Corporate and Professional Recruiters for contributions to human resources. He serves on Global Agenda Council on Employment for the World Economic Forum and a number of advisory boards.