How to obtain a human resources management certificate

I majored in human resources management at university. Human resources is divided into levels one, two, three and four. It is not difficult. You can just buy books and test papers and study by yourself.

Examination time

It is held once in the first half and the second half of each year.

The specific arrangements are:

The 2013 National Unified Human Resources Manager Examination Time:

First half of the year: May 19, 2013

< p>Second half of the year: November 17, 2013

Application conditions

Adjusted application conditions for enterprise human resources managers

(1) Level 4 enterprises Human Resources Manager (those who meet one of the following conditions)

1. Continuously engage in this profession for more than 1 year;

2. Qualified as a Level 4 Enterprise Human Resources Manager in this profession The training reaches the required standard hours and a completion certificate is obtained.

(2) Level 3 Enterprise Human Resources Manager (those who meet one of the following conditions)

1. Have been engaged in this profession continuously for more than 6 years.

2. After obtaining the Level 4 Enterprise Human Resources Manager Professional Qualification Certificate in this profession, work in this profession continuously for more than 4 years.

3. After obtaining the professional qualification certificate for a level 4 enterprise human resources manager in this profession, have been working in this profession continuously for more than 3 years, and have received the required standard number of hours of formal training as a level 3 enterprise human resources manager in this profession. , and obtain a completion certificate.

4. After obtaining a college degree certificate, continue to work in this profession for more than 3 years.

5. After obtaining a bachelor's degree certificate, work in this profession continuously for more than one year.

6. After obtaining a bachelor's degree certificate, undergo formal training by a Level 3 enterprise human resources manager in this profession, reach the required standard hours, and obtain a completion certificate.

7. Have a master’s degree or above.

(3) Level 2 Enterprise Human Resources Manager (those who meet one of the following conditions)

Human Resources Logo

1. Continuously engaged in this profession for 13 days years and above.

2. After obtaining the third-level enterprise human resources manager professional qualification certificate in this profession, work in this profession continuously for more than 5 years.

3. After obtaining the professional qualification certificate of the third-level enterprise human resources manager in this occupation, continuously working in this occupation for more than 4 years, and having received the required standard number of formal training hours as a second-level enterprise human resources manager in this occupation , and obtain a completion certificate.

4. After obtaining a bachelor's degree certificate, work in this profession continuously for more than 5 years.

5. Have a bachelor's degree, obtain the Level 3 Enterprise Human Resources Manager Professional Qualification Certificate, and have been working in this profession for more than 4 years continuously.

6. Have a bachelor's degree, obtain the professional qualification certificate of the third-level enterprise human resources manager of this profession, have been working in this profession for more than 3 years continuously, and have been certified as the second-level enterprise human resources manager of this profession. The training reaches the required standard hours and a completion certificate is obtained.

7. After obtaining a master's degree or above, work in this profession continuously for more than 2 years.

(4) First-level enterprise human resources manager (one who meets one of the following conditions)

1. Continuously engaged in this profession for more than 19 years.

2. After obtaining the second-level enterprise human resources manager professional qualification certificate in this profession, work in this profession continuously for more than 4 years.

3. After obtaining the professional qualification certificate of the second-level enterprise human resources manager in this occupation, continuously working in this occupation for more than 3 years, and receiving the required standard number of formal training hours as a first-level enterprise human resources manager in this occupation , and obtain a completion certificate.

Examination Procedure

First. Register at the Vocational Skills Appraisal Center or agency of each province and the Department of Labor and Social Security

Second. Review by the Provincial Vocational Skills Appraisal Center Registration conditions

Third. After passing the review, pay the examination fee. After paying the fee, you will receive the admission ticket

Fourth. Participate in the national unified examination. The examination venue will be organized and arranged by the provincial vocational appraisal center.

Fifth. After the exam, the exam results will be notified and certificates will be issued within three to four months (those who failed can take the make-up exam)

Exam skills

< p>1. Filling skills

The most common problem for standardized examination candidates is irregular filling, which leads to errors in machine marking. A simple way to overcome this type of problem is to sharpen your pencil well. Pencils cannot be sharpened, but should be relatively thick, and the tip of the pencil should be sharpened into a horseshoe shape or directly sharpened into a square shape. In this way, an answer information point can be painted in only two strokes at most, which is fast and standard. .

Be very careful during the exam and do not miss or incorrectly write the subjects and test numbers on the test paper. After receiving the answer sheet, you should not be busy answering the questions. Instead, under the unified organization of the invigilator, you should "two-fill and two-paint" the header of the answer sheet as required, that is, use a blue or black pencil or ballpoint pen to fill in your name and correct name. Examination ticket number; use a 2B pencil to blacken the examination subjects and the admission ticket number.

2. Question-answering skills

Examination of the separation and transplantation method. In this method, after receiving the test questions, the candidates do not rush to answer on the answer sheet. Instead, they review the questions first and lightly mark the answers they think are correct on the corresponding question numbers on the test paper. After reviewing the questions, carefully consider whether the answer you chose is correct. After repeated checks and confirmation that no changes will be made, transplant it to the answer sheet in turn.

The combination of review and application method. This method is that after receiving the test questions, the candidates review the questions and fill in the corresponding positions on the answer sheet. They review and fill in the answers at the same time.

Aggravation of mark marks. In this method, after receiving the test questions, the examinee will review the questions and gently record the selected answers with a pencil on the corresponding position on the answer sheet (you can tick or lightly draw). After the review confirms that no changes will be made, the recorded answer sheet will be blackened out.

3. Guessing skills

For multiple-choice questions, there is the possibility of scoring by guessing, which we call opportunity points. This opportunity score is equal to every candidate. As long as this opportunity is grasped correctly, the exam will not be unfair.

(1) Opportunities for scoring points by guessing answers to single-choice multiple-choice questions

Standardized examinations are more commonly used in single-choice multiple-choice questions, such as four-choice-one questions. To answer this kind of question, you must first pay attention to whether there is a provision for deducting points for wrong answers in the description of the question. If not, when you encounter a question where you are not sure about the correct answer, never give up and guess the answer. If there is a provision for deducting points for incorrect answers in the test description, candidates should not guess the answer to a question that cannot be eliminated even if it is a distractor. But if you can definitely eliminate one or two interference items, the remaining options can be guessed. At this time, the chance of scoring is greater than the chance of losing points.

(2) Guessing opportunities for multiple-choice questions

Multiple-choice questions are not easy to guess, but there are still basic methods to answer them:

( 1) Elimination method: For multiple-choice questions, two or more answers are correct, and the number of interference items (error items) is at most two. Therefore, it is most common to use the elimination method when encountering this question. First eliminate the options that you think are not correct, and the remaining options are options.

(2) Analysis method: Place all four choices in the test questions, compare them vertically and horizontally, analyze them one by one, eliminate errors and seek corrections, eliminate falsehoods and retain truths, and obtain the ideal answer.

(3) Grammatical sense method: When you cannot find sufficient basis to determine the correct option in answering the question, you can read the test question silently several times. If you feel that it is not awkward to read, and the language is smooth and smooth, you can confirm it. for the answer.

(4) Analogy: If one of the four options does not belong to the same category, then the remaining three are options. If there are two options that cannot be classified, select one of the options as your choice based on the optimization method.

(5) Inference method: use the context to infer the meaning of the word. For some test questions, you need to start by inferring the structure and grammatical knowledge in the sentence, and use your own accumulated common sense to judge its meaning, and deduce the logical conditions and conclusions, so as to accurately select the correct option.

Instructions for making up the exam

Anyone who participates in the corporate human resources manager training exam

If one subject in the first phase of the exam failed

You can make up for the exam by making up the failed subjects

The make-up fee is 165 (fee standard for the first half of 2012)

Note: Candidates’ academic status is only retained for one term

< p>Registration location

The vocational appraisal centers of labor bureaus in various provinces and cities across the country, but the vocational appraisal centers in many places do not accept individual registrations. They only accept registrations from training institutions/schools, which is not comprehensive.

Since 2010, individual registration for the National Vocational Appraisal Examination has been opened in some regions across the country, making it easier for candidates to register.

Application process

First, register at the vocational skills appraisal center or agency of each province and the Department of Labor and Social Security [2]

Second, register through the vocational skills appraisal center or agency of each province The appraisal center will review the registration conditions

Third, after passing the review, pay the exam fee, and receive the admission ticket after paying the fee in full

Fourth, take the national unified exam, and the exam venue will be professionally certified by each province Organization arrangements of the center

Fifth, after the exam, the exam results will be notified and certificates will be issued within three to four months (those who failed can take the make-up exam)

Required materials< /p>

⑴ "Enterprise Human Resources Management Professional Qualification Examination Registration Form" (to be filled out on-site)

⑵ A copy of your ID card, a copy of your first academic diploma, and your highest academic qualification A copy of the graduation certificate, the original and a copy of the professional and technical certificate (the original will be returned immediately after verification);

⑶ An original certificate of years of professional work/seniority certificate;

< p>⑷Four one-inch bareheaded photos and four two-inch bareheaded photos.

Appraisal methods

The appraisal methods are divided into theoretical knowledge examination and professional ability assessment. Theoretical knowledge examination and professional ability assessment are both closed-book examinations. Both the theoretical knowledge examination and professional ability assessment adopt a hundred-point system, and those with scores of 60 points or above are considered qualified. The second-level enterprise human resources manager must also conduct a comprehensive review.

Appraisal method The appraisal of the second-level, third-level and fourth-level professional qualifications of enterprise human resources managers, in accordance with the requirements of the appraisal assessment plan, includes two basic parts: theoretical knowledge examination and professional ability assessment. In addition, the Enterprise Human Resources Manager Level 2 also needs to undergo a comprehensive review.

The test time for the first part of theoretical knowledge is no less than 90 minutes. The test adopts single choice (there are four options A, B, C, D under the test question, including one correct answer) and multiple choice. (There are five options A, B, C, D, and E under the test question, including two or more correct answers) Two types of objective questions. The content of the exam includes "Enterprise Human Resources Manager (Basic)" Knowledge)" "Enterprise Human Resources Manager (Level 2, Level 3, Level 4)" and "Enterprise Human Resources Manager (Commonly Used Legal Manual)" introduce relevant knowledge and ability requirements.

The assessment time for the second part of professional ability is no less than 120 minutes. The examination generally uses subjective questions such as short answer questions, calculation questions, error correction questions, chart analysis questions, case analysis questions, and plan design questions. , the content of the examination is the relevant knowledge and ability requirements described in "Enterprise Human Resources Manager (Level 2, Level 3, Level 4)" and "Enterprise Human Resources Manager (Commonly Used Legal Manual)".

Pass probability

In the past few years, the professional qualification certification for enterprise human resources managers has been in full swing. In 2004, the number of applicants for human resource managers reached 20,000, and the pass rate It is also generally high, with an average of more than 50%. The passing rate of the human resources engineer exam is around 40%, and the passing rate of human resources administrators and assistant human resources managers is 60% to 70%.

With the major changes in the teaching materials for the three levels of human resources managers, assistant human resources managers, and human resources administrators, although the knowledge framework structure is not much different from the original one, the overall difficulty has improved. There has been a significant improvement, and the examination question types have also changed accordingly. Especially for human resources managers, the difficulty level tends to be closer to that of senior human resources managers, which invisibly puts greater pressure on candidates. With the gradual standardization and strictness of the examination system, the passing rate of the human resources manager examination is declining year by year, and the passing rate of these three levels is only about 30%.

Edit this paragraph of training

Competency requirements

Human resources expert Dr. He Zhigong believes that the human resources manager certificate should cultivate abilities in four aspects:

First, the academic level should be master's or above, and you should understand how the human resources of large international companies have been developed.

Secondly, as a human resources manager of an enterprise, if there are no new ideas and new creativity, this will be a fatal weakness. Human resource managers must continuously provide strategic advice to the top management of the enterprise.

Third, as a human resources manager, since you know that a certain issue is important, you must discuss it through your direct boss, such as the director of the human resources department or general manager, and your direct subordinates, such as the hiring manager, salary manager, etc. spread your influence.

Fourth, only when human resource managers express their thoughts and research results vividly and accurately can their opinions be used by the company's decision-makers. According to the survey and analysis of the IPMA (China) Human Resources Institute, as the status of human resources continues to improve, in addition to being a personnel management expert, an excellent human resources manager should be familiar with organizational or corporate personnel management procedures and understand relevant government regulations and policies. In addition, its role should be expanded to:

1. Business partners are familiar with the business, participate in the formulation of business plans, and ensure that the business plans are effectively implemented;

2. Leaders exert influence to coordinate and balance the organization or enterprise's requirements for employees' responsibilities and contributions and employees' needs for salary and benefits;

3. Change agents assist organizational management in effectively planning and responding to change.

Training period

Full-time school education is determined according to its training objectives and teaching plan. Promotion training period: no less than 140 standard hours for Level 4 Enterprise Human Resources Manager; no less than 120 standard hours for Level 3 Enterprise Human Resources Manager; no less than 100 standard hours for Level 2 Enterprise Human Resources Manager; no less than 100 standard hours for Level 1 Enterprise Human Resources Manager Resource Manager: Not less than 80 standard hours.

Purpose of training

First, to help human resource management practitioners become fully familiar with the six module functions of enterprise human resource management, systematically master the theories and methods of modern enterprise human resource management, and accelerate improvement The theoretical level, professional qualities and abilities and skills of human resource management practitioners make them qualified for human resource development, management and other professional positions, and their work efficiency has been significantly improved.

Second, you can obtain the corresponding qualification certificate through the knowledge and skills assessment of the Ministry of Human Resources and Social Security.

Course system

Learn systematic theoretical knowledge and practical skills, with simulated test questions and pre-exam lectures. The core content is six modules: human resource planning, recruitment and allocation, and training. and development, performance management, salary and benefit management, labor relations management

Senior manager training

Authoritative certificate:

Passed the national unified examination, obtained by human resources and The "Senior Human Resources Manager Qualification Certificate" issued by the Ministry of Social Security.

The number of senior witnesses nationwide is less than 5,000. It is a senior qualification and an authoritative certificate!

Unified examination subjects:

Theoretical knowledge + operational skills + document basket

Assessment format:

Written test + comprehensive review

Application requirements:

Academic qualification and working experience

9 years for bachelor's degree

6 years for master's degree

3 years for doctorate

3 years of obtaining the second level certificate

Courses studied:

Organizational Culture

Organizational Change and Development

Human Resource Planning

Recruitment and deployment

Training and development

Performance management

Salary and benefit management

Labor relations management< /p>

Edit Overview of this Paragraph

In order to adapt to the labor market’s demand for enterprise human resources managers and improve the skills of employees, in 2001 the Ministry of Labor and Social Security (formerly the Ministry of Personnel in 2007 and The former Ministry of Labor and Social Security merged into: Ministry of Human Resources and Social Security) Vocational Skills Appraisal Center commissioned the Enterprise Human Resources Management and Development Professional Committee of the China Labor Society to draft the "National Occupational Standards for Enterprise Human Resources Managers (Trial)" (hereinafter referred to as "Standards"), the Ministry of Labor and Social Security promulgated and implemented the "Standards" in August 2001.

In 2002, the Human Resources Professional Committee was entrusted by the Vocational Skills Appraisal Center of the Ministry of Labor and Social Security to organize experts to compile a pilot "Training Handout". From March to June 2002, small-scale pilot training and appraisal were conducted in Beijing and Guangzhou. In October 2002, the Enterprise Human Resources Professional Committee organized and listened to the opinions and suggestions of relevant experts and various aspects. Based on the "Training Handouts", it edited and published the "National Vocational Qualification Training Tutorial" enterprise human resources management personnel training materials, and A series of supporting books including exam guides and other teaching materials.

In March 2003, in order to implement the purpose of the appraisal work of "social benefit first, quality first" and ensure the quality of appraisal, it fully reflected the high degree of professionalism of the enterprise's human resources management personnel and the complex technical requirements for certification. The Ministry of Labor and Social Security has established a national unified identification pilot project leadership group for enterprise human resources managers and a project pilot promotion office. The project leading group is composed of the heads of the Training and Employment Department of the Ministry of Labor and Social Security, the Vocational Skills Appraisal Center and the Institute of Labor Science, as well as relevant experts and scholars. The main responsibilities of the leading group are: to formulate pilot promotion tasks and plans, study major issues in the work, and provide guidance. The project leading group has a project pilot promotion office, which is composed of relevant personnel from the Training and Employment Department of the Ministry of Labor and Social Security, the Vocational Skills Appraisal Center and the Institute of Labor Science. Its main responsibilities are: organizing various professional and technical trainings; organizing the research, development and revision of identification methods, identification technologies and resources; organizing training and identification work for this profession across the country in accordance with national occupational standards.

In August 2003, the pilot scope was expanded to more than a dozen provinces, with more than 60,000 people taking the exam. At the same time, in order to test the effectiveness of experimental training and identify and assess technical methods, the project office commissioned the Assessment Center of the Institute of Psychology, Chinese Academy of Sciences to conduct an examination validity study and establish a human resources professional quality model. In order to ensure the quality of the appraisal and further promote the promotion of national professional qualification certificates in corporate human resources, the experimental appraisal is carried out in the form of unified standards, unified propositions, unified marking, and unified issuance of certificates.

Because the human resources management professional qualification examination is a new job, the examination questions are relatively complex. How to reflect the theoretical level and practical work ability through examination questions and find the correct connection point is the difficulty of the expert committee's proposition. In order to achieve the scientific nature of the examination questions and meet the unity of standards and examination validity, the project office relies on the organization of the enterprise human resources professional committee We have a team of over 50 experts from well-known domestic universities, business circles, national scientific research institutes, and human resources experts.

In 2004, the second, third, and fourth levels of human resources professional qualifications were included in the national unified examination, and two examinations were held throughout the year. The national unified appraisal work is carried out in accordance with the principles of unified standards, unified teaching materials, unified propositions, unified examination management and unified certificate issuance. With the exception of Shanghai and Tibet, the vocational skills appraisal centers of every province, city, and autonomous region have organized unified examinations. In 2004, the total number of people who signed up for the second, third and fourth level unified examination was about 110,000, making this unified examination occupation the largest in the country. In order to strictly control the quality of the second-level appraisal, a nationwide centralized marking was implemented that year.

In the first half of 2005, more than 50,000 people took the exam nationwide. An intelligent exam was held in July, and more than 1,000 people took the computer exam. So far, the total number of people taking the exam has exceeded 200,000. The professional qualification certificate for human resources managers has been widely recognized by the business community and has achieved good social and economic benefits.

Introduction to Human Resources Managers

At job fairs in recent years, the position of "human resources management" has frequently appeared in front of many job seekers. According to relevant experts, human resources managers are one of the few professions whose market continues to be bullish.

Around 1998, many large enterprises in China gradually realized the importance of attracting, employing and retaining talents, and these topics were the professional scope of human resource managers. As a result, many companies have established human resources departments, and human resource managers have become in short supply. Some domestic universities have also successively opened human resource management majors. The division of labor in this profession has been refined.

The work of human resource managers is very different from previous personnel management, mainly in that it is more professional.

Human resource managers are mainly engaged in employee recruitment and selection, performance appraisal, salary and benefit management, and labor relations coordination within the enterprise. Since 2003, the state has been conducting professional qualification certification for enterprise human resources management personnel nationwide. This occupation has been listed as an occupation subject to the employment access system by the state, and practitioners must hold a certificate to work.

Status and salary in the enterprise: No one doubts the status of HR in the enterprise. Open various recruitment websites, human resources recruitment information will always be in the "first group" and are needed by all walks of life. Human resources are highly professional, and the country implements "employment access" in this regard. Professional qualification certificates are required for entry and promotion. In the talent market, certified talents who understand both policies and business are highly favored by enterprises. According to statistics, the average monthly salary of practitioners with 3 years of experience is around 3,500 yuan, and the average monthly salary of practitioners with 5 years of experience reaches 5,200 yuan. In addition to the human resources manager/assistant professional qualification certificate issued by the Ministry of Labor, in 2006, the Cambridge Human Resources Examination hosted by the Cambridge International Examination Committee, which is popular among state-owned and foreign enterprises, was also introduced in Beijing. It is the most widely accepted international professional qualification in the world. One of the certificates.

Prospects of editing this paragraph

The personnel departments in most Chinese enterprises have been transformed into human resources departments, and employees with professional human resources management knowledge and professional qualification certificates are extremely rare. , it is understood that the gap in HR talents nationwide reaches more than 500,000 people. In Shanghai alone, it is conservatively estimated that the gap is about 40,000 people, and in Dalian it has reached about 30,000 people. More than 13,000 people across the country have participated in the qualification certification of this profession. Professional talents have become in short supply in society. HR talents with professional training and qualification certificates have become the targets of competition for enterprises.

A salary survey shows that the monthly salary of the human resources department director is generally 20,000 to 30,000 yuan; the human resources manager is generally around 10,000 yuan, and the maximum is no more than 20,000 yuan; the salary manager , the recruitment manager is between 8,000 yuan and 15,000 yuan; the performance manager is between 8,000 yuan and 15,000 yuan, and the personnel specialist is between 2,000 yuan and 4,000 yuan. High salaries make HR an attractive and popular career in the eyes of many people. With the development of society, companies are implementing changes and the salary of performance managers has also emerged from various modules.

Professional Ethics

1.1 Basic knowledge of professional ethics

1.2 Professional Code

⒈2.1 Honesty, fairness, rigorous pursuit yes.

⒈2.2 Abide by the rules and laws and perform your duties conscientiously.

⒈2.3 People-oriented, quantity only applies.

⒈2.4 Effective motivation and promotion of harmony.

⒈2.5 Be diligent, studious and pursue excellence.

Basic knowledge

2.1 Labor Economics

⒉1.1 Research objects and research methods of labor economics

⒉1. 2 Labor supply and demand

⒉1.3 Wage level and wage structure under perfectly competitive market conditions

⒉1.4 Employment and unemployment

2.2 Labor Law

⒉2.1 Labor law system

⒉2.2 Labor legal relations

2.3 Modern enterprise management

⒉3. 1 Enterprise strategic management

⒉3.2 Enterprise planning and decision-making

⒉3.3 Marketing

2.4 Management psychology and organizational behavior

< p>⒉4.1 Analysis of individual psychology and behavior

⒉4.2 Psychology and behavior of work teams

⒉4.3 Leadership behavior and its theory

⒉4 .4 Psychometric techniques in human resource management

2.5 Human resource development and management

⒉5.1 Basic theory of human resources

⒉5.2 Human resource development

⒉5.3 Modern enterprise human resource management

Edit this paragraph standards

According to the career development status of enterprise human resource managers, labor and social security After the Ministry organized experts to demonstrate, the application conditions for senior human resources managers (National Vocational Qualification Level 1) and human resources managers (National Vocational Qualification Level 2) in the "National Occupational Standards for Enterprise Human Resources Managers (Trial)" were reviewed Revision.

Enterprise human resources managers are professional managers engaged in human resource planning, employee recruitment and selection, performance appraisal, salary and benefit management, incentives, training and development, and labor relations coordination. The Ministry of Labor and Social Security issued and implemented the "National Occupational Standards for Enterprise Human Resources Managers (Trial)" in 2001. One of the requirements is that if you want to apply for the human resources manager exam, you must have a human resources management major or a related major. academic qualifications. Usually, relevant majors are limited to economic management, administrative management, industrial enterprise management, forestry economic management, and commercial economic management, and the professional restrictions are relatively narrow. After this adjustment, applicants can apply regardless of their major as long as they have the required academic qualifications. When companies recruit, they generally do not have too many restrictions on the professional requirements for human resources management positions, and the professionals of the employees cover a wide range of areas. The removal of professional restrictions this time is in line with the actual situation of practitioners, is conducive to the implementation of this professional standard, and is also conducive to the development of human resources management.

At the same time, the new standards also relax the academic requirements for those applying for human resources managers and senior human resources managers. From now on, those who have a bachelor's degree, have worked in the human resources management profession and obtained a training certificate can apply for senior human resources managers; the requirements for applying for human resources managers will be more relaxed, as long as they are engaged in Anyone who has worked in the human resources management profession for more than 10 years and obtained a training graduation (completion) certificate can register to take the exam.

Four basic requirements for human resources managers:

1. Master’s degree or above, a certain depth of research on human resource issues, and understanding of the development process and application of human resource management in large international companies. model. Not only must you have solid theoretical knowledge, but you must also know how to operate it in practice.

Two, be creative. As a human resources manager, if there are no new ideas and creativity, it will be a fatal weakness. Human resource managers must know the essence of policies, dare to break the status quo, and continuously provide strategic advice to the top management of the company.

Third, be influential. As a human resources manager, you must be good at transmitting your influence to the boss through your direct boss (human resources director or general manager) and direct subordinates (recruiting manager, compensation manager, etc.), thereby affecting the company's personnel policies.

Fourth, you must have strong language expression ability and information communication skills. Only when human resource managers express their thoughts and research results vividly and accurately can their plans be adopted by the company's decision-makers