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1、 健康企业-健康员工2010论坛：优化心力资本,现实和谐多赢 面对全球化挑战的中国制造性企业，如何有效实践员工关系与心理健康管理企业事业单位从来不是独立存在的，在各方关系的定位、维护中都体现着企业的核心价值观。“客户至上，重视人材”决不是一个简单的表态与承诺。在“和谐”与“多赢”成为社会主流意识的今天，怎样将各方力量（雇主，管理层，员工，社区与政府等）整合起来，共同打造“心力资本”，使个人健康成长，组织健康发展，特别是在制造业的中心，我们该怎样努力前行，让中国制造顺利进入全球市场并成长状大？本论坛将着重于：n 从战略的高度去思考和推动新的经济与市场格局下的员工关系；n 从企业管理的层面去探讨各
2、类事件中企业与员工责任，以及各类危机应对机制；n 从心理角度去解读劳动力结构变化，特别是80后90后的进入社会，所形成的新的劳动力群体心理特征与心理健康管理；风险在哪里？下一步还将发生什么？无论是富士康或本田事件，都是一个契机，都是一次猛醒。抓住机遇，从“心”开始,解开心结,提升心力,健康人生,健康企业。Healthy Enterprises Healthy Staff 2010 Forum: Optimization of Effort Capital, Realized Harmonious Win-Win - Facing the challenges of globalization，
3、how do Chinese manufacturing enterprises effectively practice, employee relations and mental health management?Enterprises and institutions never exist alone, and the positioning and maintenance of the relationship between the parties all embody the core values. Customers come first, talents are val
4、ued is by no means a simple statement and commitment. (Enterprises and institutions never exist alone, and in positioning the relationship between the parties and to protect all embody the core values. Customer First, attention to talents is by no means a simple statement and commitment.)As harmony
5、and win have become todays mainstream consciousness, how to integrate forces of all parties (employers, management, employees, communities and government, etc.) to join hands in building effort capital to achieve healthy development of individuals and organizations, particularly in the manufacturing
6、 center? How shall we move forward to facilitate Chinas smooth access to and development in global market? n (In the harmony and win has become todays mainstream consciousness, how to force the parties (employers, management, employees, communities and government, etc.) to join hands in building eff
7、orts of capital so that healthy development of individuals, organizations healthy development, particularly in the manufacturing center, how do we work forward to allow Chinese manufacturers to successfully enter the global market and to grow like a large)The forum will focus on: Thinking and promot
8、ing the employee relations under new economic and market framework from a strategic perspective ;Exploring various types of corporate events and staff responsibility and a variety of crisis response mechanism from the perspective of business management; Explaining changes in labor structure, especia
9、lly the psychological characteristics and mental health management of the new labor groups after post 80s and 90s enter society; Where are the risks? What will happen next? Either Foxconn or Honda event is a turning point and waking up from deep sleep. We shall seize the opportunity and solve the ps
10、ychological problem. We shall untie the psychological knot, and enhance capital effort to achieve healthy life and build healthy enterprises.论坛特色: Features of the Forum新闻与社会性Journalistic and social学术研究成果与现实的结合Combination of Academic Research Results and Practice国际多视角/前瞻与远见International Multi-Angle/
11、Foresight and Vision从战略到具体战术有效解决方案From strategy to the specific tacticsEffective solution结合富士康及近年代工工厂及劳动密集性企业的各类员工及群体事件,分析制造企业及年轻的劳动者们所面对的困难与生存现状，探讨发生各类事件的深层次社会原因；寻找是中国制造低成本瓶颈的突破口；Through combination of the employee and other group incidents of Foxconn, OEM factories and labor-intensive enterprises
12、in recent years, analysis of difficulties and survival status of the manufacturing enterprises and young workers is conducted to explore deep-seated social causes and breakthrough of the low-cost Chinese manufacturing bottleneck;心理专业机构举办，广东心理学前辈黄铎香教授深入演绎；省工会官方代表参加，集体协商将如何展开；美日专业人士深度分析，展开思维碰撞；心理咨询师、员
13、工关系管理专家、EAP应用机构、人力资源管理专家齐齐一堂。It is held by psychological professional organizations, Guangdong senior psychology Professor Huang Duoxiang and the official trade union representatives will negotiate how to work a way out;In-depth analysis and brainstorming of U.S. and Japanese professionals ;A great
14、get-together of Psychologists, counselors, employee relations management experts, EAP application institutions, human resource management experts .日本的精神卫生的现状如何？过劳死还在发生吗？日专家亲临演绎；美国占据了品牌与渠道的优势，为美国品牌代工的工厂该如何在劳动力成本升高的今天提升自己的议价能力？美国员工管理专家提供战略方案；中国文化与世界文化在员工管理中的差异What is the statue quo of Japans mental he
15、alth? Does Karoshi still happen? Japanese experts will answer these questions.;The United States owns brand and channel advantages, how do OEM factories enhance their bargaining power with labor costs increasing? - U.S. employees management expert will provide strategic plan;Chinese culture and worl
16、d culture - the difference in staff management.摆脱/提升代工工厂地位，中国本地企业如何突破？来自美国的战略性解决方案；中国工会将如何推动集体协商省工会正在行动；如何推动EAP并将它用好用实解决良方不只一条；人力资源的风险该怎样预防？员工关系管理正在兴起。更多员工心理问题解决方法与危机干预措施等你How should the Chinese domestic enterprises break through to get out of or upgrade the status of OEM factories? - Strategic solutions from the U.S.;H
