胡學兵

是人力資源領域著名講師。有《人力資源管理--贏得競爭優(yōu)勢》、《現(xiàn)代企業(yè)人力資源管理實務》等教授課程。

李宏飛

首都師范大學英語系文學學士，中國人民大學商學院企業(yè)管理碩士研究生，研究領域為人力資源管理和職業(yè)化管理。中央電視臺《職場絕對挑戰(zhàn)》測評專家、中國教育電視臺特邀人力資源專家、清華大學經(jīng)理人培訓中心特聘教師。

潘平

人力資源管理資深實戰(zhàn)專家，高級人力資源管理師，中國機械工業(yè)企業(yè)人力資源管理研究會理事會副理事長，北京國際人才交流協(xié)會常務理事，中國十大創(chuàng)新型汽車企業(yè)人力資源總監(jiān)，對外經(jīng)濟貿(mào)易大學等高校導師。

趙曙明

趙曙明，著名人力資源管理學專家。1977年畢業(yè)于南京大學英語專業(yè)。自1991年在美國完成博士后研究回國后，他是最早將西方人力資源管理理論引進到中國，并將西方人力資源理論與中國實踐相結合的學者之一，使中國人力資源管理與企業(yè)跨國經(jīng)營方向的研究躋身世界先進水平行列。2006年5月，被美國Seton Hill大學授予“人文科學――工商管理榮譽博士學位”，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修班主講過組織行為學、戰(zhàn)略人力資源管理、管理學方法等課程。同時，為企業(yè)提供過：企業(yè)戰(zhàn)略人力資源管理體系的建立；企業(yè)文化建設；職位設計與職位分析；勝任特征模型及其在人力資源管理中的應用；人員招聘與人才測評（含心理測驗、結構化面試、情境模擬等）；戰(zhàn)略性績效管理；薪酬設計；非人力資源經(jīng)理的人力資源管理；打造高績效的團隊；管理溝通等培訓課程。 李超平博士還應邀為眾多著名企業(yè)、各級政府機關與事業(yè)單位提供過研究導向的咨詢服務， 內(nèi)容涉及：績效管理、勝任特征模型的建立、人才選拔與人才測評、內(nèi)部競聘、職位分析、薪酬體系設計、員工滿意度與員工敬業(yè)度調查、組織文化與組織氣氛診斷、360度反饋評價等領域。

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.