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<style class="fox_global_style"> div.fox_html_content { line-height: 1.5;} /* 一些默认样式 */ blockquote { margin-Top: 0px; margin-Bottom: 0px; margin-Left: 0.5em } ol, ul { margin-Top: 0px; margin-Bottom: 0px; list-style-position: inside; } p { margin-Top: 0px; margin-Bottom: 0px } </style> <div><span id="_FoxCURSOR"></span><table border="0" cellspacing="0" cellpadding="0" width="793" align="center" id="ntes_editor_table_10010" style="font-family: Simsun; color: rgb(0, 0, 0); border-collapse: collapse; border-spacing: 0px;"><tbody><tr><td bgcolor="#ffffff" height="83" valign="top" colspan="2" align="center" style="border: 15px solid rgb(113, 111, 108);"><table border="0" cellspacing="0" width="729" id="ntes_editor_table_10011" style="border-collapse: collapse; border-spacing: 0px;"><tbody><tr><td valign="bottom" rowspan="2" align="left" style="padding: 16px 0px 8px 10px;"><p><font color="#ff0000" face="微软雅黑"><span style="font-size: 24px;"><b><font style="text-align: justify; line-height: 1.5;">郭文龙法官</font><span style="text-align: justify; line-height: 1.5;">:</span><font style="text-align: justify; line-height: 1.5;">绩效管理与不胜任的取证、调岗、培训、解除合规管理及应对</font></b></span></font></p></td><td rowspan="2" width="56" align="left"><font color="#ff0000" face="微软雅黑, sans-serif"><b>&nbsp;</b></font></td><td height="72" valign="middle" align="center"><font color="#ff0000" face="微软雅黑, sans-serif"><b><br></b></font></td><td rowspan="2" width="45" align="left"><font color="#ff0000" face="微软雅黑, sans-serif"><b><br></b></font></td></tr><tr><td height="37" width="142" align="center" style="border: 3px solid rgb(255, 153, 51);"><span class="正文字体"><span class="正文字体副标题" style="font-size: 14px;"><font color="#ff0000" face="微软雅黑"><b>3500元/人</b></font></span></span></td></tr><tr><td width="478" style="padding: 6px 10px;"><span class="正文字体"><font color="#ff0000"><b><p style="font-family: 微软雅黑, sans-serif;"><br></p><span class="正文字体"><p style="font-family: 微软雅黑, sans-serif;"><span class="正文字体">&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; 学习时间</span></p><p><span style="font-size: 14px;"><font face="微软雅黑"><span style="line-height: 20pt; text-align: justify;">2020年10月28日上海 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;&nbsp;</span><span style="line-height: 20pt; text-align: justify;">2020年10月30日北京 &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;&nbsp;</span></font></span></p></span></b></font></span></td><td valign="bottom" colspan="3" style="padding: 6px 0px 6px 8px;"><font color="#ff0000" face="微软雅黑, sans-serif"><b><span class="正文字体"><span class="正文字体副标题">　</span></span><br></b></font><table border="0" cellspacing="0" width="236" id="ntes_editor_table_10012" style="border-collapse: collapse; border-spacing: 0px;"><tbody><tr><td class="副标题2重点" width="90" align="center"></td><td class="STYLE50" width="155" style="padding: 4px 0px 2px 4px;"><font color="#ff0000" face="微软雅黑, sans-serif"><b><span class="STYLE50"></span></b></font></td></tr><tr><td align="center"></td><td class="STYLE50" style="padding: 4px 0px 2px 4px;"><p><font color="#ff0000" face="微软雅黑, sans-serif"><b><span class="STYLE50"></span>&nbsp;</b></font></p></td></tr><tr><td align="center"><span class="副标题2重点"><font color="#ff0000" face="微软雅黑, sans-serif"><b><br></b></font></span></td><td style="padding: 4px 0px 2px 4px;"><font color="#ff0000" face="微软雅黑, sans-serif"><b><br>&nbsp;<span class="正文字体"></span></b></font></td></tr></tbody></table></td></tr></tbody></table></td></tr><tr></tr><tr><td bgcolor="#cccccc" valign="top" width="506" align="center"><div style="text-align: left;"><span style="line-height: 1.5;"><font color="#ff0000" face="微软雅黑, sans-serif"><b>课程背景</b></font></span></div><table border="#cccccc" cellspacing="0" width="506" align="center" id="ntes_editor_table_10013" style="border-collapse: collapse; border-spacing: 0px;"><tbody><tr><td bgcolor="#ffffff" colspan="2" style="padding: 10px;"><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify;"><font face="微软雅黑, sans-serif" size="2">会议背景<o:p></o:p></font></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify;"><font face="微软雅黑, sans-serif" size="2">企业在日常管理中经常会遇到低绩效员工，通常会对这样的员工进行绩效考核、调岗、培训，以及取证、解除。在此过程中，经常会遇到员工不予配合的情形，且容易发生纠纷。有关数据显示，以员工不胜任解除的判例中，企业败诉率高达30%以上，可见企业解除不胜任员工的难度之大。那么企业如何进行有效的绩效考核评估？如何及时有效保留沟通证据？如何认定员工不胜任工作？如何有理有据、合法解除不胜任工作员工？<o:p></o:p></font></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify;"><font face="微软雅黑, sans-serif" size="2">特邀劳动法专家郭文龙老师结合司法实践中的裁判规则和生动的案例，详细解析不胜任员工绩效考核、调岗、培训、取证及解除过程中的常见争议案件，及其背后的风险与问题，提高企业胜诉率，减少用工风险。<o:p></o:p></font></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify;"><font face="微软雅黑, sans-serif" size="2">特邀劳动法专家郭文龙老师结合司法实践中的裁判规则和生动的案例，详细解析不胜任员工绩效考核、调岗、培训、取证及解除过程中的常见争议案件，及其背后的风险与问题，提高企业胜诉率，减少用工风险。<o:p></o:p></font></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify;"><b style="color: rgb(255, 0, 0); font-family: 微软雅黑, sans-serif; line-height: 18pt; font-size: 10.5pt;">谁应该参加？</b></p><span style="line-height: 28px;"><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 20pt; text-align: justify;"></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;"><font face="微软雅黑">企业人力资源部门专业人士及企业法务部门专业人士</font></span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p></span></td></tr><tr><td class="正文字体" bgcolor="#ffffff" valign="top" colspan="2" style="border-left-width: 5px; border-left-style: solid; border-left-color: rgb(255, 153, 51);"><span class="大标题" style="font-family: 微软雅黑; font-size: 20px; font-weight: bold;">&nbsp;</span><span class="大标题" style="background-color: rgb(204, 204, 204);"><font color="#ff0000" face="微软雅黑, sans-serif"><b>课 程 大 纲</b></font></span></td></tr><tr><td class="正文字体" bgcolor="#ffffff" valign="top" colspan="2" style="padding: 10px;"><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 20pt; text-align: justify;"><span style="line-height: 18pt;"><font color="#ff0000" face="微软雅黑, sans-serif"><b>一、绩效管理概述</b></font></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify;"><font color="#ff0000" face="微软雅黑, sans-serif" size="2"><b>一，绩效管理概述</b></font><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;"><b>1、绩效管理</b></span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">&nbsp; &nbsp; &nbsp;HR如何防止被入坑？</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify;"><font face="微软雅黑"><span style="font-size: 14px;">2、与绩效管理有关的法律规定</span></font><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify;"><font face="微软雅黑"><span style="font-size: 14px;">3、绩效管理视角与法律规制视角的鸿沟</span></font><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">&nbsp; &nbsp; &nbsp;管理目的与员工利益保护</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">4、绩效管理视角与法律规制视角的契合</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">&nbsp; &nbsp; &nbsp; 管理手段与员工利益保护</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">5、案例分析</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">&nbsp;</span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify;"><font color="#ff0000" face="微软雅黑, sans-serif"><b>二、法律对绩效管理的规制</b></font><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">1、对管理制度制定过程的规制</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">2、国企及其控股企业特殊规制</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">3、对管理制度具体内容的规制</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">&nbsp; &nbsp; &nbsp;末位淘汰的案例分享</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">4、对绩效考核具体过程的规制</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">&nbsp; &nbsp; &nbsp;绩效管理过程的六步骤；设定绩效目标的三原则</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">5、对绩效考核最终结果的规制</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">&nbsp; &nbsp; &nbsp;考核过程及考核结果的合理性，案例分享</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">6、案例分析及如何改进</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">&nbsp; &nbsp; &nbsp; 绩效沟通案例分享</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">&nbsp;</span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify;"><font color="#ff0000" face="微软雅黑, sans-serif"><b>三、如何管理不胜任工作的员工</b></font><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">1、关于不胜任工作解雇难的评价</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">2、一般原则——当绩效管理制度与法律不兼容时的妥协</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">&nbsp; &nbsp; &nbsp;案例分析：以末位淘汰制度为例</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">3、高阶原则——当绩效管理制度与法律不兼容时的优化</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">&nbsp; &nbsp; &nbsp;案例分析：以末位淘汰制度为例</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">4、不胜任的界定——以合规的绩效管理制度为基础</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">5、指标可量化的不胜任工作界定</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">6、指标不可量化的不胜任工作界定</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">7、特殊情形下的不胜任工作界定</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">8、重点推荐一种可用的特殊方法</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">9、不胜任工作员工的处置——调岗or培训。调岗or培训谁来作主？</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">10、如何让调岗满足合理性的要求</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">11、如何确保培训免受相关方质疑</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">12、第二次不胜任工作的界定规则</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">13、对绩效考核不满而对抗该怎么处置？</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">14、不能从事原工作，如何认定？如何证明不胜任工作？</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">15、为员工重新安排工作是否需要和员工协商一致？</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">16、如果员工拒绝调岗，拒绝到新岗位工作，要如何处理？</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">17、对于不胜任，劳动合同或员工手册中是否有明确规定，是否告知员工？</span><span style="font-family: 微软雅黑; font-size: 10.5pt;"><o:p></o:p></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-family: 微软雅黑; font-size: 10.5pt;">18、案例分析及如何改进</span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; line-height: 18pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><b style="color: rgb(255, 0, 0); font-family: 微软雅黑, sans-serif; font-size: 10.5pt; line-height: 1.5; background-color: transparent;">讲师简介</b></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; text-align: justify;"><font color="#ff0000" face="微软雅黑, sans-serif"><b><span style="letter-spacing: 0.544px; line-height: 2em; orphans: 2; widows: 2; margin: 0px; padding: 0px; max-width: 100%; box-sizing: border-box !important; overflow-wrap: break-word !important;"><span style="margin: 0px; padding: 0px; max-width: 100%; line-height: 24px; box-sizing: border-box !important; overflow-wrap: break-word !important;">郭文龙</span></span><span style="letter-spacing: 0.544px; orphans: 2; widows: 2; margin: 0px; padding: 0px; max-width: 100%; line-height: 24px; box-sizing: border-box !important; overflow-wrap: break-word !important;">&nbsp;</span></b></font></p><p style="margin-right: 0px; margin-left: 0px; padding: 0px; word-break: normal; font-variant-ligatures: normal; letter-spacing: 0.544px; orphans: 2; text-align: justify; widows: 2; max-width: 100%; clear: both; min-height: 1em; overflow-wrap: break-word !important; box-sizing: border-box !important;"><span style="margin: 0px; padding: 0px; max-width: 100%; font-size: 14px; box-sizing: border-box !important; overflow-wrap: break-word !important;"><font face="微软雅黑">劳动法专家&nbsp; 上海劳动法研究会副会长</font></span></p><p style="margin-right: 0px; margin-left: 0px; padding: 0px; word-break: normal; font-variant-ligatures: normal; letter-spacing: 0.544px; orphans: 2; text-align: justify; widows: 2; max-width: 100%; clear: both; min-height: 1em; overflow-wrap: break-word !important; box-sizing: border-box !important;"><span style="margin: 0px; padding: 0px; max-width: 100%; font-size: 14px; box-sizing: border-box !important; overflow-wrap: break-word !important;"><font face="微软雅黑">中国社会法研究会理事、中国劳动学会劳动人事争议处理专业委员会常务理事、上海市法学会劳动法研究会副会长、上海市人力资源和社会保障学会常务理事暨劳动法专业委员会副主任、上海市人力资源和社会保障咨询专家、上海市劳动争议仲裁委员会咨询专家、《中国劳动》杂志编委、上海财经大学法学院兼职硕士生导师、上海法官培训中心教员。其授课对象包括雅培、日立电器、先正达、汉高、飞利浦、住友制药、蒂森电梯、雅诗兰黛、安利、和记黄埔、舍弗勒、博世、、道达尔、家乐福、苏宁、东风汽车、宝钢、可口可乐、大陆汽车、联邦快递、IBM、庄臣、海尔、丰田、道康宁、斯伦贝谢、丹佛斯、中石化、交行等多家世界500强、跨国企业及境内知名公司。</font></span></p><p class="MsoNormal" style="margin-right: 0pt; margin-left: 0pt; text-align: justify; font-family: Calibri; font-size: 10.5pt;"><span style="font-size: 10.5pt;"><br></span></p><table border="0" cellspacing="0" width="763" align="center" id="ntes_editor_table_10014" style="font-size: 13px; color: rgb(74, 74, 74); border-collapse: collapse; border-spacing: 0px;"><tbody><tr><td class="正文字体" bgcolor="#ffffff" valign="top" colspan="2" style="border-left-width: 5px; 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