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New Modes are Out to Stimulate the World: An Analysis on the HR Service Market An Outlook for Human Resources Management

Summary

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DDI: Commitment to Excellence in Talent Management GUANAI TONG: The Trump Card of Enterprises Kelly Services: Prepare for the Future

Case Study

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Top 100 Brands List Company Profile
Assessment Mode and Procedure Introduction of Evaluation Model of the List

042 070 096

About the List

Acknowledgement About Research Publishing Institution Disclaimer Copyright Statement

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Top 100 Human Resources Services Brands in Greater China

Top Top 100 100 Human Human Resources Resources Services Services Brands Brands in in Greater Greater China China 2013 2013

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Summary
New Modes are Out to Stimulate the World: An Analysis on the HR Service Market An Outlook for Human Resources Management

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Top 100 Human Resources Services Brands in Greater China 2013

New Modes are Out to Stimulate The World:
An Analysis on The HR Service Market
Affected by the financial crisis, in 2009 the global human resources and employment services market swung into heavy losses and gross revenues of the industry fell by 23%. Thanks to the rapid growth of emerging markets and the gradual recovery of the global labor market, the global human resources and employment services market began to rebound. According to the forecast of the American market research firm IBISWorld, the revenue of global human resources and employment services market would reach $590.1 billion in 2012, and it will continue to grow in the next five years. A growing number of global players have made emerging markets as their strategic driving force for future global growth, and hence increased their investment in these markets. In June 2012, Deloitte announced a significant three-year investment program in the strategic markets, and pledged to pump $750 million into these markets. This is a follow-up market investment program right after the previous program implemented in fiscal years 2010-2012 whose total amount hit $500 million. Among them, more than 50% ($400 million) of the amount will be invested in Asian markets, namely China, India, Japan, Korea and countries in Southeast Asia. Compared with banking, express and other industries, the HR services industry is known for its high degree of openness. Since the limit to foreign stakes in HR-related Sino-foreign joint ventures of 49% was abandoned in 2006, the industry has become increasingly open than ever. At present, all the top ten global human resources services providers have opened their businesses in China, and after eyeing for opportunities in China for more than a decade, many leading foreign HR-related companies have pushed forward their penetration into China, and expanding their operations from first-tier cities to second and third tier ones, while China's domestic human resources services providers have also grown up from strength to strength in the fierce market competition.

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Top 10 Global HR Service Providers in 2012 (unit: USD, million)
Ranking
1 2 3 4 5 6 7 8 9 10

Company
德科 (Adecco) 任仕达 (Randstad) 万宝盛华集团 (ManpowerGroup) 安德普翰 (ADP) 必胜 (Kelly Services) 瀚纳仕 (Hays) 怡安翰威特 (Aon Hewitt) 中智 (CIIC) 美世 (Mercer) 罗致恒富 (Robert Half)

Gross revenue in2011
28,567 22,560 22,006 9,880 5,551 5,222 4,501 4,484 3,782 3,777

Year-on-year growth Operating Operating margin rate of revenue profit in 2011 for the year
15.1% 19.6% 16.6% 10.7% 12.1% 25.7% 113.2% 33.4% 8.7% 19.0% 1,061 347 524 1,933 58 183 448 55 / 250 3.7% 1.5% 2.4% 19.6% 1.0% 3.5% 10.0% 1.2% / 6.6%

Source: HRoot Top 50 Global HR Service Providers 2012

Big players win through. According to IBISWorld’s forecast, the world's top four giants combine to take 13.1% of the global human resources services and employment market in 2012, and this prediction has been confirmed by the "HRoot Global 50 Human Resources Services Providers 2012.” In the past few years, mergers and acquisitions in the industry is on the rise, in which industry giants with deep pockets have been winning over rookie, changing their business directions, or improving their wholeindustry chain products and services, such as SAP’s acquisition of SucessFactors, Oracle’s acquisition of Taleo, IBM’s acquisition of Kenexa. Even segmented areas are showing an impressive dose of vitality; fragmented and decentralized development pattern will continue to exist. Big players in niche market will continue to emerge, such as Robert Half, the professional recruiting companies focusing on the finance and accounting sector, while Temp Holdings, Japan's largest integrated human resources services company is another example of this kind; the company is a household name in Japan, but it keeps a low profile in other markets.

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Top 100 Human Resources Services Brands in Greater China 2013

Online Recruitment
The "Employer's Recruitmemt Willingness Report Q2 2013" released by 51jobs shows that Chinese employers will be more active in recruitment: more than 70% of employers have said they will hire more employees compared with the same period in 2012. For quite a long time, the recruitment market in China as a whole will still maintain its growth momentum, according to statistics of Morgan Stanley, in 2015, China's online recruitment will register a total revenue of $3.6 billion.

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The Job Board Mode
The job board mode of online recruitment is on the decline, and the market share of the enterprises that use this mode will be grabbed by enterprises embracing other recruitment modes. Monster, the No. 1 player of the job board mode in the world whose business has covered about 55 countries, has to drop its loss-making subsidiaries after many years in the red; it has pulled out from a few markets such as Brazil, Mexico and Turkey, to focus on the North America and Europe markets that are essential to it. In the China market, its wholly owned ChinaHR.com was sold for a rock-bottom price. Thanks to China's huge population base and the huge recruitment needs, Chinese online recruitment companies using job board mode are still able to maintain a certain level of growth. After the resignation of ChinaHR.com, 51jobs and Zhaopin.com split its former market share, and push the competition from first-tier to second- and thirdtier cities. Since Zhaopin.com revised its interface in August 2011, its website traffic, number of monthly coverage and visits improved steadily. In January 2013, its parent company, the Australian recruitment group Seek Limited announced an increase in its stake, and it would spend $105 million to increase its stake from 55.5% to 72.3%, helping Zhaopin.com move one step further to the goal of going public. Meanwhile, Seek Limited is also the parent company of JobDB, another Chinese online recruitment company. Since it went public, 51job has maintained excellent financial performances: in fiscal year 2012 its revenue grew by 10.4%, and its net profit rose by 21.6%, while Recruit, Japan's largest human resources and consumer website is the largest shareholder of 51job. According to public information, as of the first quarter of 2011, Recruit Company held 41.2% of the shares of 51job. Recruit registered annual revenue of more than 800 billion yen, and it is another the parent company of Indeed, a recruitment company that adopts the search mode: it acquired the latter in September 2012.

006 Top 100 Human Resources Services Brands in Greater China 2013

Social Networking Recruitment Mode
Social networking has changed the landscape of recruitment industry’s marketing, business and product modes, and has created the most profound impact on traditional online recruitment. Social networking recruitment focuses on professionals without obvious job-seeking intentions, and it sidesteps the unspecific pattern of the Job Board recruitment but targets the top quality candidates who are also passive job seekers. Social networking sites allow employers accurately search candidates and quickly match candidates with their demands, and can ensure that the information is real-time, true and reliable, so that employers can easily conduct background checks. Employers can also be charged as per the effects. The percentage of U.S.-based companies adopting social recruitment is the highest in the world. in 2012 more than 90% of enterprises have adopted this mode, and more than 70% of recruiters have developed above-the-par skills of using social networking sites to recruit, and the success rate of recruitment increased substantially. This passive mode of recruitment can make headhunting the next business totally reshaped by the Internet.

The financial statement of LinkedIn in 2012 shows substantial revenue growth, of which its talent solutions--whose volume has doubled-- accounts for 53.8% of its business.
Financial Data of LinkedIn (Unit: USD, million)

2011 Total operating income Revenue of Recruitment Solutions 522.1 260.8

2012 972.3 523.6

Year-on-year growth 86% 100%

Source: LinkedIn financial statements.

Facebook, the world's largest social networking site, has also begun to test water online recruitment platform last year, while native Chinese websitestianji.com , Renren, and Dajie have also flocked to this market.
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Industry Vertical Recruitment Mode
The vertical pattern of recruitment focuses on segmented market, targeting highly specific demographics to help job seekers and businesses realize fast and efficient communication. The job websites of this recruitment mode focus on segmented markets, such as Yingjiesheng, an online recruitment website that faces college students and school leavers founded in 2005 by three students of Shanghai Jiao Tong University. They were hunting for jobs while perfecting the website, and won venture capital in 2006, and started to make profit in 2008. According to statistics, each year more than one million college students have landed jobs and some 200,000 college students have found part-time internship opportunities through YingjieSheng.Com.

Job1001.com and 36.cn are representatives of another kind; they divide the job market in accordance with the industries and geographic regions and provides many different sub-sites in over twenty hot industries, such as auto, medical, construction, chemical, electric power and so on, while each site is small and highly specialized but prove deep into the potential of the human resources in the industries and enterprises and provide job seekers with more accurate job matching. According to industry sources, job1001.com has raked in some RMB1 billion in sales volume.

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Search Recruitment Mode
This mode uses the core technology of search engines to deal with massive amount of job search and recruitment information, and match the information on supply and demand to realize successful recruitment. This mode is changing the landscape of online recruitment. The concept of this mode is similar to those of Google, Baidu and other search engines and the relevant websites do not compete with each other, and they bring forth data after integrating them. Indeed is a representative of this mode, and it is currently the world's largest online job search engine. Indeed scout recruitment information from thousands of job sites, newspapers, job agencies, and company websites, and allows job seekers to view all the posts when they log on. Compared with the traditional search engine that displays only the salary lists, Indeed.com also presents other info related to the job as well as that on the development of the company to let users make comprehensive comparison and selection. It also allows diverse searches, by industry, region or keyword. According to the statistics of the market research firm comScore, Indeed has exceeded Monster for the first time to become No. 1 job search site in 2010. At present, its number of visits is the total of the two sites of Monster and CareerBuilder. In January 2013, Indeed announced that its monthly figure of visitors had topped 100 million. Indeed was established in 2004, covering more than 50 countries and regions and supporting 26 languages. In 2012, the Japanese company Recruit acquired indeed, and made its profit-making mode similar with the charging mode of Google.

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Comments-on-employer Recruitment Mode
The recruitment site Glassdoor embraces a community end-to-end communication mode, and solves the problems of information asymmetry in the recruitment process. Glassdoor users can see the contents of the nearly three million companies around the world, including payrolls, employee comments, and interview experience. In February 2012, Glassdoor introduced a new function named Inside Connections that allows users to connect Facebook accounts make use of the job networks between friends. The traffic of Glassdoor grew by 160% in the past year, and it has 13 million visitors per month, while 40% of the traffic is concentrated in Canada, India, the United Kingdom, France, Singapore and other places. Glassdoor’s revenue grew by 175% in the past year, mainly from display ads, accurate delivery of job info as well as tailor made websites for employers and competitor analysis tools. Glassdoor approaches recruitment business by virtue of forming a job community with quality recruitment info, and China has a similar website to Glassdoor named Fenzhi. It currently has more than 800,000 companies’ information, more than four million registered users, and nearly three million pieces of info on salary, reviews and interviews, but it is still yet to be confirmed whether the mode of fenzhi can help it challenge the leadership of 51job.

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Top 100 Human Resources Services Brands in Greater China 2013

Human Resources Outsourcing
As early as 1989, well-known management expert Peter Drucker wrote in his book that by any work of background support without creating turnover should be outsourced, and any activity that does not offer advanced development opportunities to the business should also be done by outsourcing. " In China, as many as 90% of Chinese companies on the Fortune 500 list have adopted Human Resources Outsourcing (HRO) but the depth of application is still far behind their overseas counterparts. The traditional outsourcing mode of “personnel agency” collecting a monthly service fee has seen its profit margin much squeezed. Although the revenue of CIIC, Beijing FESCO and Shanghai FESCO and other giants have maintained 30%-50% annual growth rates, this is mainly due to the huge human resources outsourcing market in China, as well as substantial growth in profit margins due to scale effects. Foreign human resources outsourcing companies mainly adopt the Business Process Outsourcing (BPO) practices, such as: human resources information systems outsourcing, payroll outsourcing, talent management outsourcing, learning outsourcing and Recruitment Process Outsourcing (RPO).
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Payroll Outsourcing
The payroll outsourcing company ADP is the most profitable enterprise in the field of global human resources services. ADP’s operating profit topped $1.933 billion in fiscal 2011, and its operating profit margin hit a whopping 19.6%. ADP's financial advantages do not stop there however. As of March 31, 2012, ADP's market capitalization hit $30.96 billion, being the highest in global human resources services industry, even higher than Marsh & McLennan, the parent company of Mercer, and Aon Group, the parent company of Aon Hewitt. Ranking of Market Capitalization of HR Services Providers, Mar. 2013
Rank Company Name in English ADP Company Name in Chinese 安德普翰 Code of Exchange NASDAQ NYSE NYSE NASDAQ Stock Exchange Stock Code Mar. Cap. on Mar.31, 2013 (Ori. Currency1) 30960 20701 18780 12850 9595.66 5761 5496 5478 5215 4360 Currency & Unit USD,mn USD,mn USD,mn USD,mn CHF,mn Eur,mn Eur,mn USD,mn USD,mn USD,mn Mar. Cap on Mar. Cap Mar. 31, 2013 on Feb.28 (USD) (USD) 30960.00 29,789.00 20701.00 20,241.00 18780.00 18,928.00 12850.00 12,041.00 9809.64 10,924.53 7483.54 7,264.76 7139.30 7,276.46 5478.00 5,306.00 5215.00 5,003.00 4360.00 4,284.00 Compared with previous month 3.93% 2.27% -0.78% 6.72% -10.21% 3.01% -1.88% 3.24% 4.24% 1.77%

1 2 3 4 5 6 7 8 9 10

Nasdaq New York Stock Exchange New York Stock Exchange Nasdaq

ADP MMC AON PAYX ADEN/ADE EDEN RAND TW RHI MAN

Marsh & McLennan Companies, Inc./ 威达信集团 Mercer 3 Aon Paychex Adecco Edenred Randstad Towers Watson Robert Half International ManpowerGroup 怡安   德科

SWX/ ADEN/ADE EURONEXT NYSE Euronext EPA 艾登瑞德 (Paris) NYSE Euronext AMS 任仕达 (Amsterdam) New York Stock NYSE 韬睿惠悦 Exchange New York Stock NYSE 罗致恒富 Exchange New York Stock 万宝盛华集团 NYSE Exchange

Source: HRoot Global Human Resources Service Indsutry MarketWatch, March 2013

Paychex, ADP's main competitor in North America, scored substantial operating profit margin as high as 38.3% in fiscal 2011 although its headcounts are less than 20% of that of ADP. Only by considering the human resources business, Paychex is the world's second largest company in the human resources service industry in terms of market capitalization. The high profits of ADP and Paychex result from their unique business mode, that is, business process outsourcing on software platforms; client using the software platforms can make self-service operation, reduce labor costs, improve accuracy and speed up information delivery. This mode makes these companies the few case of the technology-intensive, asset-light and high cash para-financial company mode in the human resources services industry, and has a very high return on assets. ADP is one of the four non-financial companies rated AAA by Standard & Poor's and Moody's.

As an aggressive company, ADP apparently is still not satisfied with this: In the second half of 2011, ADP announced the acquisition of the world's leading Recruitment Process Outsourcing (RPO) company, The Right Thing. The recruitment posts of the latter is the second largest in the world, and before acquisition it had recruited more than 190,000 personnel for its clients. Through the acquisition, ADP quickly entered surrounding complementary business market, not only expanded the scope of business of its HR business process outsourcing, but further established its position as the world's largest human resources outsourcing company. Paychex has not yet entered the China, while the other services giant NorthgateArinso (NGA) has set up offices in Hong Kong, and Shanghai, and has established an R & D center in Dalian.

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Top 100 Human Resources Services Brands in Greater China 2013

Recruitment Process Outsourcing

Recruitment Process Outsourcing (RPO) business has been favored by a number of human resources services giant, not only because of its large and fast-growing demand, but also because of its very high potential gross margin and profit margin. According to Everest Group’s "Global RPO Report 2012”, in 2011 the global RPO market reached $1.6 billion, and had an annual growth rate of more than 25%; next to the continuous growth in North American market , the growth rate in the European and Asian markets were the next fastest. ManpowerGroup signed a contract to provide recruitment services for the Australian Defence Force for a period of five years with the value of at least 4 million Australian dollars, setting a record of transaction volume in a single case in the history of the industry. In China, Randstad, Kelly Services, Career International, Manpower, 51job, and CIIC, as well as FESCO,SFSC are actively exploiting the potential of the market. In September 2011, Randstad acquired SFN Group for $770 million, and made the SourceRight Solutions of SFN's as a part of Randstad Sourceright, a business that has entered China. On September 13, 2012, Talent2, Australia's largest human resources business process outsourcing and management service provider, announced that after trading at stock exchange for nine years, the company has completed its privatization program, and formed a joint venture with the Allegis Group. The Asia Pacific market of Talent2 and Allegis’ mainstream market in North America, Europe, Middle East, Africa can be mutually complementary, and the move can enhance the ability of both companies to provide recruitment services and human resources outsourcing services to customers on a global scale. Allegis Group is the third largest temporary staffing management company in the United States that registers nearly $ 10 billion in revenue. To expand its business of outsourcing in China, Kelly Outsourcing & Consulting Group, a brand of Kelly Services (one of the top five HR solutions services companies in the world), opened its new office in Shanghai in December 2012, as a move to announced the further expansion of its business.
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The world's leading RPO providers are keenly aware that RPO market will experience a period of rapid growth, major RPO suppliers in the following form have all entered the China market with the only exception of PeopleScout, the company with the largest volume of recruitment. 2012 Baker's Dozen Customer Satisfaction Ratings of HRO Today
Ranking Ranking in 2012 in 2011 1 2 3 4 5 6 9 10 11 13 / / 3 5 4 1 / 6 10 12 8 11 2 7 logo Company PeopleScout Kenexa1 Adecco RPO Alexander Mann Solutions(AMS) Randstad Sourceright2 Allegis Talent2 Futurestep,A Korn Ferry Company Hudson RPO Kelly Outsourcing and Consulting Group(KellyOCG) Aon Hewitt SourceRight Solutions3 The RightThing
4

Number of recruits in 2011, x10000 22 5* 6* 6.2* 6.5 18 0.9-1* 1* 3* 7.4 6.5 19

1. Kenexa was acquired by IBM in Aug. 2012; 2-3. Sourceright Solutions of SFN group was renamed Randstad Sourceright after its acquisition by Randstad. * data in 2010 4. ADP acquired The RightThing Source: Baker’s Dozen RPO Enterprises 2012 selected by HRO Today

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Talent Management, Assessment and Evaluation
In the past year, the global talent management, assessment and evaluation industry has witnessed many significant mergers and acquisitions that have changed the market structure. In July 2012, the leading membership-based consultancy firm Corporate Executive Board (CEB) shelled $660 million in cash for the acquisition of SHL, a leading talent measure and cloud management solutions company. The SHL is headquartered in the United Kingdom whose branches spread over Europe, Asia, Africa, Australia, New Zealand and the United States. The company provides services to more than 10,000 customers in over 111 countries, and assess 25 million people annually, and has over 30 languages for its service. SHL was acquired by HgCapital in 2006, while after its merger in 2011 with the talent assessment firm PreVisor, VeronisSuhler Stevenson (VSS) fund became one of its its joint investors. In 2011, SHL recorded a total revenue of $209.8 million, while CEB pulled in $484.7 million.

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After the merger, the main business of the two sides are highly complementary - CEB has a wealth of best practices, in-depth industry insight and data, and they complements the assessment, predictive analysis, and reliable technology platform of SHL; the merger will expand the two companies’ market significantly and increase the market shares and coverage in major developed and emerging markets. CEB seeks to expand and extend its existing platform through the technologydriven solutions and enhance its comprehensive strength. Mergers and acquisitions among top players are not uncommon. In December 2012, the talent management solutions provider Korn/Ferry International acquired PDI Ninth House (PDINH) for $80 million in cash. PDINH is a leading global leadership solutions provider which was formed in 2009 by the merger of PDI and Ninth House. PDINH is also a major competitor of DDI in the United States. Though the acquisition, PDINH will become a part of the international leadership and talent consulting business of Korn/Ferry. Korn/Ferry International is known for its Executive Search services, but in recent years, through frequent adjustments of its business, it has extended its business to CEO and managers search, executive coaching, talent management, leadership consulting and managerial talent assessment. Korn/Ferry’s landmark achievements include the completion of one million executive assessment. The company now provides decision-making style assessment, evaluation and investigation products like Via EDGE, Choices Architect, LFE, Voices, forward-looking assessment, SIE, coaching effectiveness survey. In August 2012, IBM invested $1.3 billion for the acquisition of integrated human resources service providers Kenexa, a move that riveted attention in the industry. The acquisition will further consolidate IBM's service competitiveness and help clients improve their social commercial capabilities. Kenexa will bring IBM consulting services that combine human efforts and workflow, at the same time it will combine them with the cloud technology to produce more intelligent, optimized human resources solutions for critical business fields. Beisen, a leader in talent assessment, unveiled in 2010 new SaaS-based recruitment services. With companies increasingly focus on the efficiency of internal management, recruitment management software market in China will embrace a period of rapid development. Currently, Beisen’s assessment products can seamlessly integrate with various recruitment systems.

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Top 100 Human Resources Services Brands in Greater China 2013

Human Resource Consulting, Talent Dispatch
Given the huge demand of the HR industry, the headhunting industry, in spite of the influence of economic cycles, is still in a state of rapid development. The Big Five human resources consulting agencies, i.e., Mercer, Hewitt, Watson Wyatt, Towers Perrin, Aon) are showing strong development momentum after their merger in the previous few years, and they have a bright future ahead of them. Towers Watson, Marsh & McLennan (Mercer's parent company), Aon (Aon Hewitt's parent company) have seen their share prices hit record high in the past 10 years (Marsh & McLennan saw a 5-year high) . As Hewitt has developed in China for a longer time than others and has strong customer connections and very high brand awareness, Aon Hewitt, although only as a business rather than an independent subsidiary of Aon, it has its independent brand while operating in Greater China. The temporary staffing industry experienced dramatic decline, as the unemployment rate in the European market remains high. Eurostat data show that euro-zone countries and the EU-27 unemployment rate reached 11.6% and 10.6% in September 2012, Spain and Greece, the unemployment rate exceeded 25%. China personnel deployed encounter legal regulation, the new labor contract law for the first time in five years, to modify, to modify on dispatching provisions from the law strictly regulate labor dispatching, the industry is full of variables. An endless stream of new business modes is emerging. Through various institutional changes in the human resources industry, quality human resources service provides will win through in heated competitions.

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An Outlook for Human Resources Management
As competition for talent intensifies, the level of human resources management has become a determinant of the success or failure of enterprise in the competition in the future. In an era of globalization known for complex market environment, companies need to constantly change the management of human resources, to continue to add value to human capital to navigate the uncertainties in the future competition, and to reshape the future of the human resources management.

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Top 100 Human Resources Services Brands in Greater China 2013

Tremendous Impact Brought by Social Networking
The explosive growth of information makes modern society largely an "information society", and the emergence of social media has had a profound impact on the commercial, political and cultural landscape. There is no doubt that social media have determined the modes and effects of information dissemination. Before the advent of social media, the dissemination of information showed a linear pattern: information was provided by communicators through certain channels of communication to the audience in a process of one-way flow. The emergence of Facebook, Twitter, YouTube and other social media have subverted the traditional mode of dissemination. A unique "node - broadcast" mode of transmission of social media has opened up an entirely new mode of transmission. In social networks, users are accustomed to record and share ideas in the form of "short messages" for releasing something new, and the formation of such user behavior has in turn, impacted on the expression of the information, in particular, to change one-way linear mode of transmission into node-interaction. Thus, the advantage of social media has provided information dissemination a two-way communication channel rather than the unidirectional flow in the traditional sense.

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Strong Ties and Weak Ties Theory
With the advent of mobile media, it is more convenient for audience to contact and to use social media, which has enhanced the reliance and affinity of the public on social media, and sped up the dissemination of information. Meanwhile, social media tend to form "weak links" in interpersonal relationships. American sociologist Mark Granovetter believed that interpersonal network can fall into two categories: “strong ties” and “weak ties”. “Strong ties” means the people are in homogeneous groups (in terms of jobs, the information convergence); they have close relationships between them,and there are strong emotional factors that maintain interpersonal relationships. On the contrary, ”weak tie” relationship is characterized by the heterogeneity of an individual's social network (that is, the network is very wide and the people in contact may come from all walks of life, and the information obtained are multi-faceted); the interpersonal relationship are not very strong, or involve many emotional ties. The strength of the relationship determines the nature of the information and the possibility for individuals to achieve its goal of its actions. The study also has found that: In fact, among one’s social relations the closest relationship in one's work and career is not “strong ties”, but more often the "weak ties". "Weak ties" are not as closely knit as “strong ties”, but are very fast, with low-cost and high-performance communication efficiency. In one of his books, Granovetter comes to this conclusion: weak ties are very useful in looking for career opportunities, because weak ties can pass between the different groups non-repetitive information, and give social network members a wealth of information resources. In fact LinkedIn’s theoretical foundation lies in the theory of weak ties. In addition, Granovetter also proposed the "strength of weak ties" hypothesis. He believes that weak ties tend to connect actors with people of higher heterogeneity, in a form of a "relational bridge." They can relay nonrepetitive information to different groups, expanding the range of information transfer and achieving better dissemination results. Macroscopically, as a new platform for the dissemination of information, social networking allows a large number of ordinary users to participate in the dissemination of information, and this is changing the landscape of media and public opinions. The public’s increasing dependence on social media has greatly changed the mode of information dissemination. Meanwhile, the process of obtaining information of the public is not a complete one, but sampling interesting fragments, or dubbed “fragmentation existence of the audience.”

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Top 100 Human Resources Services Brands in Greater China 2013

Six Degrees of Separation Theory
In 1967, Harvard University psychology professor Stanley Milgram designed a chain letters experiment, proving that on average only six people are needed to get any two Americans know each other. Basing on this, Milgram proposed the six degrees of separation theory, believing that to establish contact between any two people in the world, a maximum of only six people are involved. This also means that between you and any stranger there are no more than six people, In other words, through six people at most you will be able to get to know any stranger. In fact, the theoretical basis of social network is the "six degrees of separation." The theory suggests that in the society "weak link" relationships prevail, but they play a very powerful role. However, Facebook found via researchers at the University of Milan, Italy who studied 721 million active users, that the average number of people between any two independent persons in the world is 4.74.

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Cloud Computing to Lead the Transformation of Human Resource Management
As the Internet and technology are advancing by leaps and bounds, cloud computing technology, the development of mobile Internet technology has greatly changed and affected people's lives and behavior. Meanwhile, the Internet technologies have subverted the modes of the operations of enterprises. Cloud computing is the mode of increase, use and delivery of services based on the Internet, which usually involves easily expandable and virtual resources that can be provided with the Internet. It is so named as the characteristics and nature of cloud services on the Internet is similar to the the water cycle in the Nature. The three modes of cloud computing services are: Software as a Service (SaaS), Platform as a Service (PaaS), Infrastructure as a Service (IaaS), which have the following characteristics: On-demand self-service Access to the Net anytime, anywhere and with any Net device Resource pool shard by multiple people Flexibility of rapid re-deployment Monitor-able and measure-able service

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Top 100 Human Resources Services Brands in Greater China 2013

As cloud computing becomes mature, people can safely share data, a move that can save a lot of time and cost. For example, when companies need to play video in their training processes a decade ago, they need to hire a professional video production company to do recording, processing, production of CD or video tapes and so on, requiring enormous human, material and financial resources. Now, companies can take advantage of some highquality, low-cost tool or websites to produce their own videos, and post them on the Net; a prime example is the very successful Khan Academy, which has a collection of more than 3,500 teachers videos of Khan teachers in its online library and offers free, high-quality teaching resources to users around the world. Therefore, the cloud platform has changed the ways of corporate training, simplified their training mode, and greatly saved the cost of training, creating a tremendous impact on corporate training and staff learning. Cloud storage is a new concept deriving and developed from the concept of cloud computing. The clustered applications and grid or distributed file system and other functions bring a large variety of different types of storage devices to work together with application software and jointly provide the function of data storage and business access in one system. When the cloud computing system computing and processing core is a large amount of data storage and management, cloud computing systems need to configure a large number of storage devices, making the cloud computing system a cloud storage system. Hence cloud storage is a cloud computing system basing on data storage and management. The advantages of cloud storage are that you can keep the synergy of a variety of devices; it is bound to be a popular trend in the future. In the foreseeable future, all data of businesses and individuals will be moved to the "cloud". Currently, leading cloud storage service providers on the market include Dropbox, iCould, ZipCloud, justcloud.com, Yunpan 360, Kuaipan, Vdisk and so on.

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HR Software Giants are Embracing SaaS and Talent Management
With the popularization and application of cloud computing, corporate talent management market is becoming one of the new growth engines of the software industry. One of the main application mode of cloud computing technology, SaaS (Software as a Service) products are mainly used in the consumer market; users only need to pay a certain amount of rental fees, they can get appropriate hardware, software and maintenance services via the Internet. Human capital management and SaaS has been gathering pace in recent years. In December 2011, with $3.4 billion, SAP completed its acquisition of SuccessFactors, a trailblazer of the SaaS model in the HR software industry. In February 2012, Oracle acquired cloud service provider Taleo, with a purchase price of $1.9 billion. In August 2012, IBM spent $1.3 billion in the acquisition of Kenexa. Kenexa is a cloud-based human resources software provider, committed to helping customers improve recruitment efficiency, enhance employee productivity and retention, and improve management decision-making capacity. In the human resources software market, SuccessFactors, Taleo, Kenexa, Workday, etc., have all adopted the cloud computing platform known as SaaS to achieve corporate talent management, which has become an important reason for these enterprises to be acquired by the software giants like SAP, Oracle, IBM, etc. The acquisition of IBM is seen as a counterattack on SAP and Oracle. IBM said that Kenexa can obtain a wealth of information from social networking sites to gain insight into industry trends, thus helping enterprises and employees communicate better on social networks. The acquisition therefore greatly enhanced the competitiveness of IBM in the field of social services. These acquisitions show that human capital management will be the next battlefield of software providers.

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Embracing Cloud Computing and SaaS is Becoming the Trend
The "cloud" era has come and cloud computing has ushered in great changes in human resources. The application of cloud computing and mobile Internet in the field of human resources services set off a wave of integration and changes in human resources and ecological industry chain, which greatly enhance the efficiency of enterprise human resource management. For enterprises, traditional human resource management is relatively backward, as many companies can only passively respond to changes in payroll, social security, recruitment and other relevant policies and regulations. Meanwhile, the enterprises ready to build their own talent pool and management system, have to make heavy investment in hardware, software, and manpower for data integration and processing. The emergence of cloud computing would help companies effectively solve the problem, so that enterprises can enjoy efficient human resources solutions without high cost. In China, the talent management market is still in its early stages. However, many small and medium-sized enterprises have begun to establish their own human resources management system, and domestic human resources service providers have also test-watered the cloud computing technology. At present, domestic human resources service providers Beisen, NoamStar, hirede and OurArts and other companies have also joined the ranks of cloud computing. In fact, state-of-the-art cloud computing technology platform can help summarize huge human resources data in the network database. It can facilitate centralized, efficient and timely processing and management of information, and can also facilitate the continuous monitoring of human resources services, i.e., the level of the salary fluctuation and turnover in an industry in a region in a certain period, etc. for the strategic planning of corporate human resources, making human resources management more efficient, fast and flexible.

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Big Data Set off a Revolution in Human Resources
The advent of the era of cloud and Big Data has also attracted more and more attention. Peter Drucker, the father of modern management, once said that the best way to predict the future is to invent the future. There is no doubt that the surging wave of incoming data is an important tool to accelerate business innovation and changes. As early as 1980, the famous futurist Alvin Toffler predicted in his book "The Third Wave" that Big Data will be the "third wave" to change the world. Big Data or, information loads of huge amount, refers to the amount of data--too huge to pass mainstream software tools--reach management undergoing processing, finishing and become information that help business decision-making. In short, the "Big Data" needed new modes of processing before they can be info assets with decision-making power, insights and optimization capabilities. To some extents, Big Data is the cutting-edge technology of data analysis. The characteristic of the Big Data is reflected in four aspects: volume, variety, value, and velocity. The USA Internet Data Center points out that the data on the Internet increase by 50% a year, and they double every two years, and more than 90% of the world's data appeared only in recent years. The strategic significance of the Big Data is not to master the huge amount of data but process the significant data with specialized treatment.

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Data Speak Loud
According to the market research firm Gartner’s forecast, data analysis products and services will have a market size as high as $ 3.7 trillion in 2015, and generate 4.4 million new jobs. In addition, according to the analysis of Bersin, a Deloittebranded talent management consultancy, Big Data has huge market potential in the field of human resources, especially in personnel analytics. For a long time until recently, most moves of recruitment, human resource management, promotion and awarding are based on the subjective feeling, personal experience, and value system. While most companies have a large amount of human resources and employee performance data, companies are not able to extract useful info from the vast amounts of data. The research also shows that there are over ten resume formats in the human resources systems, while their core systems are not upgraded for many years, it is difficult to get these data extracted and analyzed. Therefore, companies need to have necessary tools of analysis and experience. Simply put, through big data, managers can quantify everything and put the company's business under control, and thus enhance the quality of decision-making and performance. Some high-tech companies such as Google and Amazon have made very early attempts at Big Data technologies. At Google, the human resources department is known as the "People Operations", or "Pops". The core of the POPS is a complex employee data tracking project designed to improve the human resource management through with data analysis. At the same time, Google has hired social scientists to research this company. For example, designing a more scientific remuneration package, calculate the optimal size and shape of a cafeteria table, as well as the ideal lunch queue length. In addition, social scientists and human resources teams have formed the "PiLab" (People & Innovation Lab) team, which finds the best way about the management of large companies through experiments by dozens of employees. For example, the People Analytics team within POPS’ streamlined Google's hiring process through data analysis. In its early years, Google suffered criticism for tedious job interview process, which not only slowed down the recruitment efficiency, but also damaged Google’s employer brand image in the minds of candidates. To this end, Google’s human resources department made dozens of decision analysis, tracking the score given by the interviewer after interviewing a candidate. After a careful study of the data they found the best “interview rate"- that is, the average number of interviews candidate received before the final score is figured out is four. Once more than four interviews are conducted, the interview process will process a marginal effect of "diminishing returns." In the face of concrete data, Google line managers decided to reduce the number of interviews, accelerate the process of recruitment, thus the efficiency has also been greatly enhanced. In addition to recruitment, companies can also adopt Big Data technologies to improve human resources management. In the process of project design, especially in the design of the training systems, enterprises can take advantage of the Big Data technologies to identify between employees’ ability, knowledge and skills gap. As technology advances, the staff got to use more technologies and equipment for learning. When employees use different technologies and equipment, through the analysis of computer processed huge amounts of data, companies can identify employees' needs and preferred learning style.

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Changes in Decision-making: Decision-Making Based on Data Analysis
There is no doubt that Big Data can affect the decision-making process, and help businesses make more accurate decisions. Although the business environments are complex and volatile, corporate executives, still rely more on personal experience and intuition in decision making rather than basing on data. One reason is because that in the past, the cost of gaining access to information is very high and on the other hand, corporate executives are not aware of the importance of the data analysis. For businesses, the use of data by precise quantification and management can help make more reliable forecasts and more informed decision-making and gain greater competitive advantage. IBM for white paper research, “Analysis: Big Data in the Real World” shows that, all walks of life and organizations around the world have begun to carry out the work of the "Big data" in a pragmatic way. Although these organizations are still in the early stages of acceptance, some of the best have begun to get great value from their "Big Data" project. In addition, the survey also shows that most businesses have realized the potential of "Big Data" to improve the decisionmaking processes and business results, but they do not know how to start. Among all organizations implementing the project of "Big Data", less than half have conducted data collection and analysis on social media and external data sources. At the same time, enterprises, upon obtaining the data, have to deal with the more difficult task of analyzing and integrating them. In this regard, professionals recommend that in obtaining data sources, enterprises can make changes to their human resources management through internal and external data. Internal data are what organization can most easily get, the most mature, and easiest to understand. These data come from years of resource planning, data management, business intelligence applications and other related work, and they have undergoing integration and standardization. Interpretation of the data from customer transactions, business contacts, events, and internal data of the e-mails with analytical techniques can help organizations develop valuable insight. There is no doubt that, just like the revolutionary impact of information technology brings to enterprises, the big data technology can prompt changes in enterprise business models with epoch-making significance. However, Big Data technologies have brought huge challenges to business operations. Companies need to do integration and analysis of “fragmentation" of the mass data before they can find value Big Data can bring to the enterprise. At the same time, faced with different data, companies also need to protect the confidentiality of employee information and their privacy. In any case, it can be predicted that the excellent performance of Big Data in the field of technical and commercial sectors will very impressive.

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Top 100 Human Resources Services Brands in Greater China 2013

The Future of Human Resource Management

With the continuous emergence of new technologies of social networking, cloud computing, big data, mobile technology, natural user interface, business intelligence, Internet of Things, voice control, human resources management will usher in a profound revolution. In the future, corporate human resources management will present a lot of features different from the past:

First, the human resource management will continue to increase investment in information technology.
In its “Human Resources Trends Report 2013”, the Society of Human Resource resources information. Information technology is an important means to achieve effective and strategic management, and the application of new information technologies will further speed up the information-related process of enterprises. In the future, human resource management will shift from a transactional role to a strategic partner role. In this process, information technology can help human resources departments obtain a unique competitive edge. Management (SHRM) predicts that enterprises will pool more investment in human

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Second, corporate human resources management will rely more on business process outsourcing, and will pay more attention to the management of outsourcing providers.

HR outsourcing can help companies reduce the cost of payroll management, and promote the transformation of human resources, and eventually lead to less cost in human resources management processes, drafting statements and management. IDC, the most authoritative international market research firm, points out in its China human resources outsourcing services market forecast and analysis 2011-2015 that, due to the growing customer demand and the government policies tendency for business process outsourcing (BPO), China’s human resources outsourcing (HRO) market continued to prosper in the past 30 years with an annual growth rate of more than 15%. In addition, when enterprises are doing human resources outsourcing, they need to do a good job in the selection and management of providers. At present, the process of outsourcing services has gradually formed a service standard - SLA, or, Service-Level Agreement. Companies must ensure appropriate management processes to manage provider relations.

Third, companies need to refer to the zero-sum game theory to develop new talent competition strategies.
non-zero-sum game, and it is a non-cooperative game in

"Zero-sum game" is a concept of the game theory versus which game parties are engaged in fierce competitions and necessarily lead to the loss of the other party. The sum of the benefits, gains and losses of the game is always "zero". In other words, they do not have the possibility of cooperation. For enterprise human resource management, if they can’t have excellent talent in recruitment or retain them, talented people may well join the competitive company. Therefore, the traditional practice of “finding the right people for positions” will be changed; companies need to develop new talent competition strategies, i.e., "setting up positions for the right people”: Companies need to set up positions tailored for some high-performance people so as to effectively retain talents.

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Fourth, enterprises will gradually rely on transborder and virtual organizations to do human resources management.
Virtual human resource management is different from traditional management mode, which is the connection of market stakeholders in the face of market changes. It stresses on the alliance between information, resources, and knowledge, and stakeholders are required to have core technologies, and be mutually complementary. To guarantee the core competitive advantage of the stakeholders, it requires organizations to pool their internal intelligence and resources in activities related to core competence. The development of modern information network and communication technology has made possible virtual human resource management. Through virtual human resources management, companies can effectively integrate internal and external resources, complement their advantages, and save cost to achieve the integration of resources "beyond borders." Moreover, flexible "virtual organizations" can avoid negative impact dramatic changes that the environments bring to the organizations.

Fifth, the development of new technology human resource management will make a huge change.
Mobile technology, social networking and cloud computing are changing the contact between people, businesses and enterprises in an ever-increasing scope. From social networking to mobile technology, the emergence of new technologies is constantly rewriting the history of human resources management. With the application of new technologies, human resource management efficiency has been increasing. In addition, human resource management will also produce new organizational structures and management modes; enterprises need more data-based analysis for decision-making, for example, they should establish model of relationship between satisfaction and recruitment budget. The new technologies will also reshape talent management system, according to which companies need to establish talent management systems on the basis of process rather than division of work. Meanwhile, more interdisciplinary theories will change the practices of human resources management. For example, companies need to integrate the theories such as the total cost of ownership of supply chain, microeconomics pricing model, integrated marketing communications, customer experience, sociology, psychology, ergonomics and other diversified knowledge, and constantly make changes to the human resource management practices.
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Case Study
DDI: Commitment to Excellence in Talent Management GUANAI TONG: The Trump Card of Enterprises Kelly Services: Prepare for the Future
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Top 100 Human Resources Services Brands in Greater China 2013

Commitment to Excellence in Talent Management

Since 1970, the US-headquartered Development Dimensions International (DDI) ,has established 42 offices in 26 countries around the world with more than 1,200 consultants and executive support staff, and has proved to be a leading global human resources consulting firm. As a leading global provider of talent management strategies, DDI boasts systematic creative ways to help companies upgrade their existing staff to become the pillars who can successfully implement the company's future business strategies. DDI’s two major areas of strength are: design and implement talent selection system to help you quickly hire talented people; discover and develop outstanding leadership talent to build high-performance work team. More than 2,000 organizations in over 60 countries around the world are using DDI’s systems and services to build efficient and dedicated team. In China, DDI has set up branches in Hong Kong, Taiwan, Shanghai, and Beijing. As a leading human resources consulting firm, for more than forty years, with the benefit of accurate interpretation of the local cultures and business practices, DDI has provide enterprises with superior talent management solutions that have helped businesses make more accurate hiring and promotion decisions and accelerate the growth of leaders, thus helping enterprises achieve better results and maintain customer loyalty for a long time. All this has built their own unparalleled competitive advantage in the industry.

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Word-of-Mouth Brings Branding Advantage
A business advantage of DDI is to help enterprises with the selection and training of high performance talent, and this an advantage has translated into positive word-of-mouth: 96% of its customers will recommend DDI to other enterprises. In fact, DDI has benefited from its customer-oriented service philosophy, establishment of partnerships with customers, and constantly create their own unique core competitive advantage. The China market has been occupying a very important position in DDI’s global business operations. For the China market, DDI makes continuous investment in the China market while research and development is a top priority. DDI has pooled resources into R&D twice the industry average, making it indisputably an expert in the field of talent management. DDI boasts the industry's largest global consulting team, with over 200 doctorate involved in its R & D and innovations. DDI also has its Center for Applied Behavior Research (CABER) that focuses on global research and development. Meanwhile, treating China as a priority market, DDI seeks to providing Chinese customers with excellent service through its localized strategies. In China, DDI provides customers with integrated talent management solutions that are different from single solutions available on the market. Through a package of services it helps enterprises continuously upgrade their level of talent management. DDI attaches special emphasis on professional research in the China market, make in-depth understanding of the current situation of Chinese enterprises’ talent management, trends and challenges they face, and research and develop training products and solutions applicable to Chinese enterprises, to effectively help Chinese enterprises explore and develop key talent, improve business execution to help achieve its business objectives.

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Create Competitive Edge in the Field of Talent Assessment
In 1970, two psychologists Dr. William C. Byham and Dr. Douglas W. Bray founded the DDI assessment centers in the United States for the purpose of providing assessment data for staff recruitment, promotion and employees management. For forty years, DDI has always been committed to the research on its talent assessment system to improve it. A company's success not only depends on its strong business strategies, but also its talent strategies. To collect and summarize information from talent assessment will have a huge impact on the success of organizations. For enterprises, regardless of their business needs, accurate assessment can help businesses find, select and place the right personnel to help enterprises grown rapidly. At the same time, effective assessment can reduce the decision-making errors that occur in the process of selection of candidates, and increase the probability of determining a suitable candidate for a particular job, so that personnel with ability, power, talent and experience can come to the fore. At the same time, it can provide valuable insights to accelerate the growth of talented people. To this end, DDI has been committed to making full use of the assessment is to create a competitive advantage. As an assessment center, a very important function is to provide customers with accurate assessment standards, especially to provide the standards about talent helpful with the sustainable growth of enterprises. As a professional talent assessment services institution, DDI delivers services of different standards according to the different needs of the companies and customers. In the face of the complexity due from different countries and different cultures, DDI also gives full consideration to these factors in the design of the assessment criteria, reflected in the contents of the assessment system. Before introducing its assessment system into different countries, DDI makes changes to the contents of the assessment systems according to different situations to ensure the cultural adaptability. At the same time, DDI always improves the reliability and validity of its evaluation, and constantly improves the accuracy of its evaluation. After DDI clearly defines key capabilities of each post / quality model, it uses a variety of selection tools and methods for talent assessment for management personnel; in addition to using personality tests and other measurement tools, it also taps into 360-degree feedback, behavioral observations, the reality simulation assessment center technology. Required by the implementation of a variety of techniques, from behavioral, personality, and the people around them feedback multi-angle positions competency, capacity standard assessment. Talent selection process more objective evaluation results closer to the real situation. The information collected from the industry point of view, to measure the use of assessment tools selection of personnel in the performance of their jobs, DDI provides the reliability and validity of the assessment tools, become the leader in the field of talent evaluation deserved.

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Outstanding Talent Selection System
For businesses, well-designed and effectively implemented selection process (including hiring, promotion and succession management) has a very important impact on organizational effectiveness. If you find a suitable candidate for a particular job, the organization can maximize its operational efficiency. DDI can build and implement a highperformance talent selection system, and can thus help companies quickly recruit high caliber talent, discover and develop outstanding leaders. DDI has been upholding its customer-oriented policy; it refers to each company's specific positions, specific requirements, specific functions of the department to develop appropriate standards to help organizations with their talent selection. Typically, in the selection of corporate executives, DDI will provide a full-day evaluation items for the selection. Its Leadership Development Center assesses the potential of candidates, and help enterprises with the selection, promotion and development of employees at all levels. Through the integrated use behavior simulation, interviews, quizzes and other means of measurement, the Center will subject participants to fair condition and let them fully demonstrate their ability to work and job related behavior modes. DDI’s Leadership Development Center has an important program of talent evaluation named "Real Day", which has been applied to thousands of candidates. Participants are supposed to shoot the problems as leaders, participant in activities and decision making. Participants will then receive a feedback report that list their strengths, areas to be improved and the procedures and methods to improve. The enterprise will have more in-depth understanding of their personnel, understand that with the current and future business strategies, the strengths and weaknesses of these people. Interviews, comprehensive/360 degree evaluations and test results are also integrated into the process as important basis for the conclusion. This helps the enterprises fully understand the candidates, eliminate bias and increase the accuracy of their conclusions. Upon receiving the assessment and reporting feedback, DDI will launch the "strategic talent assessment" part of the Leadership Development Center and work with corporate leaders in the analysis of the evaluation information. In the selection of personnel, personal evaluation information will be placed in the context of the target positions while being examined. While developing the staff, evaluation information will be used to develop effective on-the-job training programs, and as a basis for future post adjustment. At the same time, DDI will use its own assessment tools for DDI’s own internal talent assessment and management, to develop different selection criteria according to the particular internal conditions. In the new employees’ 100-day project management, DDI uses a series of measures of talent management to achieve zero turnover rate of its personnel. DDI has developed programs for primary, middle and senior management within the company,

The ever-changing global business environment has made talent management a top priority, DDI will help enterprise to translate personnel evaluation information into insights into talent and discover and develop the potential of personnel, and ultimately help companies achieve measurable and sustainable growth.

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GUANAITONG: The Trump Card of Enterprises
Under the CIIC, GUANAI TONG is the first institution in China to provide enterprises with a one-stop non-cash incentive and recognition solutions. GUANAI TONG thoroughly understand how a successful enterprises should take care of its staff, tap into social resources. With its world's leading IT platform technology, it provides total solutions that include contents, products, customer service, logistics in one overall solution to helping companies express how they care about their employees in an institutionalized, transparent, personalize in real-time manner, and give full play to the greatest strength of the enterprises. GUANAI TONG has received multiple awards, notably the" Best Flexible Benefit Solutions", the “Best Human Resources Consultancy Firm (wages and benefits)” and the “Best Benefit Outsourcing Service Provider in Greater China”, among others.

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As an enterprise to provide employee care solutions, from the beginning of the establishment the brand upholds the belief of being "people-oriented" is an important productivity and capital", through the solution of the successful employee care, it not only cares about the staff and care about the staff but also relays social care. For employees GUANAI TONG meets the different needs with different programs to establish a targeted customer care system; For enterprises, GUANAI TONG has its CRM management program, to combine online and offline efforts to effectively transfer care; even by leveraging their own brand of social influence it attracts more enterprises and employees to work together to care for the community. GUANAI TONG uses this multi-faceted brand marketing approach to convey to the entire market the brand. infinite possibilities of care are the core value of the

Pursuit of Excellent Employee Care

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Top 100 Human Resources Services Brands in Greater China 2013

Clearly Positioning and Precise Marketing
GUANAI TONG strives to achieve excellence for its own products and services, and has a clear positioning -the brand behind the company that plays the role of support and help. Under the premise of clear positioning, it mobilizes multi-channel, multi-media to convey to all stakeholders connotation of the brand of GUANAI TONG and to promote products and services. Online, it makes full use of the search engine, microblogging, weixin and other new media and new SNS tools to create a higher brand transparency and the opportunity of exposure. In the off-line activities, GUANAI TONG taps into various platforms of human resources service industry and participates in the seminars, to share and interact with human resources professionals to improve the GUANAI TONG brand image, and to create points of contact with customers, government and the media; in terms of service, it has its 400- customer service hotline to shoulder responsibilities of replying to questions, to ensure peace-of-mind services; technically, GUANAI TONG has an exclusive interactive platform based on Internet companies that enables the exchange of information and interaction with customers, to keep abreast of the feedback of the customers using the product. In this way, the organic integration of precision marketing through online and offline means is made possible, making user closers to greatly diminish the distance of the target audience and GUANAI TONG brand.

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Welfare Programs relies on Experience First
Experience has been the focus of GUANAI TONG. For any benefit product, bad experience will make employee care nothing but empty talk. Therefore, GUANAI TONG attaches great emphasis on employee satisfaction to help customers win more employee satisfaction through employee care, On the one hand, it provides the right products with characteristics to suit the customers products, such as the introduction of staff privileges plan EPP, with the elements of game to meet the individual needs of employees in the new generation. On the other hand, on the basis of characteristics it focuses on elements of entertainment: the topic, entertainment, timeliness In the use of various new media. It uses small games in the e3mploytment of new technologies, thus what it offers are more than just a product, not just a one-way care but to let more customers to experience the fun, happiness, so that employees can use it every day, forming the two-way interaction mechanisms to enhance customer experience. And fine operation, and commitment to 100% satisfaction of customer can make them aware of the intimate, fast, attractive, high-quality brand of GUANAI TONG.

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Top 100 Human Resources Services Brands in Greater China 2013

Develop In-depth Understanding to Achieve a Win-win Situation
GUANAI TONG has 20 years experience in human resources, and it has more in-depth understanding of customer needs, and understand their brands. GUANAI TONG dynamically tracks customer needs and does extensive market research; and build employee care platforms, and strives to make strategies that are based on customer needs. Customer’s brand loyalty has further raised their awareness of the brand and experience, making it possible for consumers to become repeat purchases, and thus becoming brand communicators. GUANAI TONG services 2,000 companies and 250,000 employees, including many Fortune 500 companies, and rapidly developing ones in the industry.

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Pool resources together to Enhance the Influence
Strategically, GUANAI TONG focuses on establishing partnership with suppliers, and also attaches importance to government departments, associations and influential enterprises, institutions in the industry,, and is committed to building an ecosystem: Associate industry partner’s, pool resources together to create the products and services of GUANAI TONG. At the same time, GUANAI TONG has sub-brands to create personalized and shoulders social responsibility, enhance the brand influence through the operation of the various sub-brands to convey a philosophy of care and attract more customers and individual users to share love and deliver care to more groups in the community. The effort in brand building earned it a good reputation, and also helps the industry and potential customers to have more direct understanding of its core brand value, and ultimately makes it a brand with rallying force.

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Top 100 Human Resources Services Brands in Greater China 2013

Kelly Services :
Prepare for the Future
Kelly Services is ranked in among the American 500 companies, and it is also one of the top five HR solutions services companies in the world. In 1946 Mr. Kelly pioneered temporary staffing industry, adhering to the principle of being people-oriented, which won him customers around the world. Kelly provided jobs for more than 560,000 employees annually. Since it carried out business in China in 2007, it now has seven branches in China to help many enterprises with their recruitment of senior professionals and recruitment process outsourcing services. Its recruitment business focuses on finance and accounting, automobile manufacturing, banking and financial services, chemicals, fast moving consumer goods, medical and life sciences, human resources, industrial and manufacturing, and Internet communications and many other industries.

About KellyOCG (Kelly Outsourcing & Consulting Group)
As early as 1995, KellyOCG began to provide for Fortune 500 companies labor consulting outsourcing and talent supply chain management solutions. In 2007, recruitment process outsourcing, KellyOCG’s main business for the first time entered China, and it attracted world-renowned companies in medical, FMCG, manufacturing and other industries.

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A Trusted Partner
Kelly Services, founded in 1946, has a long history and a rich culture of brand, and is a leading global human resources services company. With more than 2,600 branches in 39 countries and regions around the world, it provides jobs for more than 560,000 employees. “To provide enterprises with leading global human resource management solutions” is not only the company's goals, but also its services commitment. Kelly Services North Asia COO said that, brand is the life, and it is necessary to continuously inject new vitality into it. Brand is also a trusted promise. Kelly Services not only brings quality products and services of high quality to enterprises, it also taps into global resources advantage and excellent business processes to consistently provide customers with innovative human resources recruitment, retention policies, and the world's leading consulting and outsourcing services, including recruitment process outsourcing, business process outsourcing and other services. It is continuing to lead the industry in innovation, give customers more tools and techniques, such as putting forward the concept of talent supply chain to review global talent management in an microscopic view and to help customers save resources and achieve the best recruitment results. Kelly Services helps customers meet the challenges of the global workforce, not just by providing innovative and effective solutions, but also tailor make solutions to meet the need of special personnel placement programs. Worldwide, Kelly OCG is now a world leader in employment solutions,

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Top 100 Human Resources Services Brands in Greater China 2013

Relentless Pursuit of Innovation
As an industry leader, Kelly Services has introduced new products, developed innovative marketing strategies to lead the development of the industry. In the world, Kelly Services has implemented an innovative project to set up a special operation group to visit its branches in various countries and regions, have the staff to brainstorm, to contribute their views to the company's development. The moves give full play to their initiative and form innovative, transparent corporate culture within the company. The company traces the adoption and implementation of suggestions staff proposes, and implements outstanding suggestions in the development of the company. While building the corporate brand, Kelly Services focuses on the brand’s professionalism and influence, and it issues industry reports and white papers, publishes research results on a regular basis, holds media conference on a regular basis, to demonstrate the latest research results for the industry to bring more knowledge to share; Kelly also publishes global workforce index survey, salary guide, employment guide. In the building of employer branding, the company asks a number of industry leaders to deliver valuable speech to bring some valuable industry forecasts to help them enhance their leadership and many other capabilities. For example, in November last year, the company carried out a forum of employer brand and corporate culture to give customers many best practice cases. Kelly Services develops unique marketing programs, such as helping customers order professional books, organize customers to visit a helipad, organize various salons about leadership: All of these not only have brought professional services for customers, but also brought customers more personalized experiences. Today, social media is popular in China. In the United States, Kelly Services organized a special team to handle new media marketing work, and has secured its leadership position in the industry: all of these have achieved good results. The social media team members will publish on a regular basis industry contents and will introduce advanced ideas and technologies to promote the development and progress of the industry. In China, the company also has pooled multi-faceted resources,to strengthen social media and it refers to successful experience of foreign countries, to enhance the company's exposure on Sina Weibo and LinkedIn; these ways of promotion through social media let more gifted people to join the company, and have more people understand Kelly Services.

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Be People-Oriented while Thinking Big
Kelly Services implements an open and transparent, healthy and happy corporate culture, and invest a lot of resources in career development and helps achieve career success of employees, so that each employee can get the best development. Kelly Services provides staff with a perfect career path, different types of employees can choose a unique development plan, and they can choose work that can realize the value of their own work. In addition, the company will prepare a variety of cultural activities for employees, for example, the company actively participates in the the Jinqiao marathon running and "Giving Tree welfare activities”. Through a variety of team activities, dissemination of limitless energy, and positive corporate image, more people are concerned about Kelly Services, thus helping shape a responsible corporate impression to gain the trust of more customers. With the rise of a new generation, companies will face the post-85, and 90 generation, Kelly Services has prepared for young people the internship program, Young people can experience a period of time in the company to choose whether or not it is good for them to join Kelly Services; in accordance with the characteristics of the new employees, a number of cultural activities are held regularly so that new employees can love their work, to improve the stability of the staff and the contribution rate. Kelly Services North Asia COO said: "We cannot foresee the future changes, but let internal staff fully develope, and staff has always maintained a leading level of business in the industry can ensure our customer service is also maintained at a high level, so that we can bring more products of differences to have the company maintain a strong competitive edge." For example, Kelly services APAC has arranged for the entire Asia-Pacific region the LEADING LEADERS development plan, which gives high potential high-quality staff training, so that they can have a wealth of industry knowledge and unique skills; Secondly, the company will provide more career opportunities for employees, give a lot of advice and resources to the future career development of employees. At present, the executive search industry suffers from a high turnover rate, but given the continuous efforts of Kelly Services, the workforce of Kelly is relatively stable, a stable internal talent helps Kelly Services to ensure to obtain a leading position and competitive advantage in the industry.

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Top 100 Human Resources Services Brands in Greater China 2013

Embrace the Future on the Basis of the Present
At present, the human resources service industry’s development speed is very fast, the future human resources service industry market is tentative. It requires companies in this industry to keep constant learning, innovation and changes in order to meet more challenges. Kelly Services began business in China since 2007 and now has seven branches, for many enterprises in China to provide recruitment and outsourcing services for senior professionals, in the future, Kelly Services will accelerate the pace of development in China, and gradually covering the second and third tier cities, and apply mature business models in overseas markets to China. Kelly Services has always been providing leading integrated human resources services to help customers be successful in their fields, and according to customer demand to give customers more segmented, differentiated services solutions, Kelly Services has a long history in its development and its corporate culture, its successful experiences in the world and results will in the future inject more fresh blood into its subbrands, Kelly OCG (Outsourcing Consulting Group) started in 1995 to provide customers with labor consulting outsourcing and talent supply chain management services. Last year Kelly OCG’s China offices moved to a new site. but also a symbol of a new start for this business, enter new journey, and bring more value to its customers.

Top 100 Human Resources Services Brands in Greater China 2013

047

Top 100 HR Services Brands in Greater China

2013大中华区人力资源服务机构品牌100强
Rank in 2013 Rank in 2012 Company name Company Country Year of founding Main businessMain business HR outsourcing and talent Headh- Recru- Management HR Talent e-HR unting itment training consulting assessment Others Listed Stock exchange Total score

TOWERS WATSON CiiC randstad

智睿企业咨询

CAREER INTERNATIONAL MERCER

accenture

KRONOS

shl
KELLY IBM MARTINSEN

048

Top 100 Human Resources Services Brands in Greater China 2013

Top 100 HR Services Brands in Greater China

2013大中华区人力资源服务机构品牌100强
Rank in 2013 Rank in 2012 Company name Company Country Year of founding Main businessMain business HR outsourcing and talent Talent Headh- Recru- Management HR e-HR training consulting assessment unting itment Others Listed Stock exchange Total score

TAIHE CONSULTING

fenzhi.com

HayGroup indeed

debono

www.36.cn cegos HEIDRICK&STUGGLES hirede NormStar KORN/FERRY INTERNATIONAL

050 Top 100 Human Resources Services Brands in Greater China 2013

Top 100 HR Services Brands in Greater China

2013大中华区人力资源服务机构品牌100强
Rank in 2013 Rank in 2012 Company name Company
KPMG Wolters Kluwer ROBERT WALTERS

Country

Year of founding

Main businessMain business

HR outsourcing and talent

Talent Headh- Recru- Management HR e-HR training consulting assessment unting itment

Others

Listed

Stock exchange

Total score

VISTAGE

careerbuilder.com.cn pwc

Right Management

cyberwisdom www.job1001.com

CHINA STAR CORP

infor

052

Top 100 Human Resources Services Brands in Greater China 2013

Top 100 HR Services Brands in Greater China

2013大中华区人力资源服务机构品牌100强
Rank in 2013 Rank in 2012 Company name Company
TACSEN vanguard Amrop RUSSELL REYNOLDS ASSOCIATES

Country

Year of founding

Main businessMain business

HR outsourcing and talent

Talent Headh- Recru- Management HR e-HR training consulting assessment unting itment

Others

Listed

Stock exchange

Total score

intebank

OurATS EgonZehnder talent2 Myjob.com BLUESEA

YIKANG

opendb.com.cn

054

Top 100 Human Resources Services Brands in Greater China 2013

HR Outsourcing and Dispatch

Ranking Ranking in 2013 in 2012 1 3 4 5 9 10 13 1 3 2 4 6 11 9

LOGO              

Company name in Chinese 安德普翰 中智 任仕达 万宝盛华 北京外企 怡安翰威特 上海外服

Company ADP CiiC randstad ManpowerGroup FESCO AON Hewitt SFSC CAREER INTERNATIONAL accenture

Listed company Yes No Yes Yes No Yes No

Country

Year of founding 1948 1987 1960 1956 1979 1982 1984

Main business HR outsourcing & talent dispatch HR outsourcing & talent dispatch HR outsourcing & talent dispatch HR outsourcing & talent dispatch, headhunting HR outsourcing & talent dispatch HR outsourcing & talent dispatch, HR consulting HR outsourcing & talent dispatch headhunting, HR outsourcing & talent dispatch HR consulting, HR outsourcing & talent dispatch HR outsourcing & talent dispatch, headhunting HR outsourcing & talent dispatch, headhunting HR outsourcing & talent dispatch HR outsourcing & talent dispatch HR outsourcing & talent dispatch HR outsourcing & talent dispatch HR outsourcing & talent dispatch HR outsourcing & talent dispatch

HR outsourcing and Management Talent Headhunting Recruitment HR con-sulting e-HR talent dispatch training assessment √ √ √ √ √ √ √   √ √ √ √   √   √     √   √   √     √   √   √     √ √ √   √       √                

Others              

Listed Stock exchange Total score company Yes No Yes Yes No Yes No New York / Amsterdam New York / New York / 8.1 7.95 7.9125 7.875 7.23 7.2 7.08

14

12

 

科锐国际

No

1996







 

 

 

 

 

No

/

7.05

18

17

 

埃森哲 上海必胜人力资源 有限公司 德科 英格玛 薪得付 易才

Yes

1989



 

 

 



 

 

 

Yes

New York

6.19

23 26 33 38 43 58 70 70

34 30 36 60 45 84 66 68

       

KELLY Adecco Engma CDP CTG Robert Half CHINA STAR CORP HR-Channel

Yes Yes No No No Yes No No

1946 1957 2002 2004 2003 1948 1986 2001

√ √ √ √ √ √ √ √

√ √           √

               

    √       √ √

  √       √ √  

               

               

               

Yes Yes No No No Yes No No

Nasdaq New York, Paris, Zurich / / / New York / /

6.095 5.725 5.37 5.2775 5.23 4.89 4.6 4.6

     

罗致恒富 中国四达 中企人力

056 Top 100 Human Resources Services Brands in Greater China 2013

HR Outsourcing and Dispatch

Ranking Ranking in 2013 in 2012 74 80 81 87 89 96 / / 72 97 / 90

LOGO            

Company name in Chinese 博尔捷 关爱通 艾利安 天柏 蓝海集团 安瑞雅

Company BRIDGE HR GUANAI TONG ALLEGIS-BN talent2 BLUESEA NorthgateArinso

Listed Country company No No No Yes No No

Year of founding 2003 2008 1983 2003 2008 2007

Main business HR outsourcing & talent dispatch HR outsourcing & talent dispatch HR outsourcing & talent dispatch HR outsourcing HR outsourcing & talent dispatch, HR consulting HR outsourcing & talent dispatch

HR outsourcing and Management Talent Headhunting Recruitment HR con-sulting e-HR talent dispatch training assessment √ √ √ √ √ √ √   √   √         √     √     √ √   √     √ √                     √   √

Others            

Listed company No No No No No No

Stock exchange / / / / / /

Total score 4.4 4.05 4.025 3.63 3.6 3.48

058 Top 100 Human Resources Services Brands in Greater China 2013

Headhunting

Ranking in 2013 5

Ranking in 2012 4

LOGO

Company name in Chinese 万宝盛华

Company

Listed

Country

Year of founding 1956

Main business HR outsourcing & talent dispatch, headhunting headhunting, HR outsourcing & talent dispatch HR outsourcing & talent dispatch, headhunting HR outsourcing & talent dispatch, headhunting

HR outsourcing and talent dispatch √ √    

HR consulting  

Talent

e-HR

Others

Listed

Stock exchange

Total score

 

ManpowerGroup

Yes

 

 

 

Yes

New York

7.88

14

12

 

科锐国际 上海必胜人力资源 有限公司 德科

CAREER INTERNATIONAL KELLY

No

1996







 

 

 

 

 

No

/

7.05

23

34

 

Yes

1946





 

 

 

 

 

 

Yes

Nasdaq New York, Paris, Zurich

6.10

26

30

 

Adecco

Yes

1957





 

 



 

 

 

Yes

5.73

34

21

 

瀚纳仕

HAYS HEIDRICK &STRUGGLES KORN/FERRY INTERNATIONAL

Yes

1867

Headhunting





 

 



 

 

 

Yes

London

5.36

45

53

 

海德思哲

Yes

1953

Headhunting

 



 

 



 

 

 

Yes

Nasdaq

5.14

50

37

 

光辉国际

Yes

1969

Headhunting

 



 







 

 

Yes

Nasdaq

5.13

53

46

 

华德士

ROBERT WALTERS

Yes

1985

Headhunting

 



 

 

 

 

 

 

Yes

London

5.00

56

56

 

翰德

Hudson

Yes

1967

Headhunting





 



 



 

 

Yes

Nasdaq

4.90

67

78

 

安拓国际

ANTAL INTERNATIONAL

No

1993

Headhunting, recruitment

 





 



 

 

 

No

/

4.70

69

70

 

米高蒲志国际

PageGroup

Yes

1976

headhunting, recruitment

 





 

 

 

 

 

Yes

London

4.65

78

81

 

安立国际

Amrop RUSSELL REYNOLDS ASSOCIATES intebank

No

1977

Headhunting

 



 

 





 

 

No

/

4.10

79

73

 

罗盛

No

1969

Headhunting, talent assessment HR consulting, Management training, headhunting, Talent assessment headhunting

 



 

 





 

 

No

/

4.07

82

/

 

班库

No

2005

 



 







 

 

No

/

3.70

85

71

 

亿康先达

EgonZehnder

No

1964

 



 

 

 

 

 

 

No

/

3.65

060 Top 100 Human Resources Services Brands in Greater China 2013

Recruiting

Ranking in 2013 8

Ranking in 2012 5

LOGO

Company name in Chinese 前程无忧

Company

Listed company Yes

Country

Year of founding 1999

Main business

HR outsourcing and talent dispatch √ √ √

Management HR contraining sulting √  

Talent assessment  

e-HR

Others Listed Stock

Total score

 

51job

Recruitment

 

 

Yes

Nasdaq

7.25

12

14

 

智联招聘

zhaopin.com

No

1997

Recruitment









 



 

 

No

/

7.1

35

/

 

分智

fenzhi.com

No

2009

Recruitment

 

 



 

 

 

 

 

No



5.34

37

42

 

104 人力银行

104 Job Bank

Yes

1996

Recruitment

 

 



 

 

 



 

Yes

5.29

40

/

 

/

indeed

No

2004

Recruitment

 

 



 

 

 

 

 

No



5.27

41

46

 

应届生求职网

YingJieSheng.COM

No

2005

Recruitment

 

 



 

 

 

 

 

No

/

5.255

45

/

 

36 人才

www.36.cn

No

2002

Recruitment

 

 



 

 

 

 

 

No



5.1425

59

65

 

凯业必达

careerbuider.com.cn

No

1995

Recruitment

 

 



 

 

 

 

 

No

/

4.88

63

61

 

中国人才热线

JobsDB

No

1998

Recruitment

 

 



 

 

 

 

 

No

/

4.8

65

/

 

一览英才网

www.job1001.com

No

2006

Recruitment

 

 



 

 

 

 

 

No

/

4.77

67

78

 

安拓国际

ANTAL INTERNATIONAL

No

1993

Headhunting, recruitment Headhunting, recruitment

 





 



 

 

 

No

/

4.7

69

70

 

米高蒲志国际

PageGroup

Yes

1976

 





 

 

 

 

 

Yes

London

4.65

88

/

 

我的工作网

Myjob.com

No

2002

Recruitment

 

 



 

 

 

 

 

No

/

3.615

96

/

 

公司集

opendb.com.cn

No

2008

Recruitment

 

 



 

 

 

 

 

No

/

3.48

062

Top 100 Human Resources Services Brands in Greater China 2013

Training, Coaching and e-Learning

Ranking in 2013 19

Ranking in 2012 18

LOGO

Company name in Chinese 凯洛格

Company

Listed

Country

Year of founding 2004

Main business HR consulting, Management training Management training, HR consulting, talent assessment Management training

HR outsourcing and talent Headhunting dispatch    

Recruitment

Management HR contraining sulting √ √

Talent

e-HR

Others Listed

Stock exchange /

Total score 6.15

 

KeyLogic

No

 

 

 

 

No

25

35

 

马丁森集团

MARTINSEN

No

1981

 

 

 







 

 

No

/

5.75

42

44

 

德博诺

debono

No

1991

 

 

 



 

 

 

 

No

/

5.25

44

59

 

专伟

PROWAY

No

1999

HR consulting, management training

 

 

 







 

 

No

/

5.2125

45

52

 

企顾司

cegos

No

1926

Management training

 

 

 



 

 

 

 

No

/

5.14

54

54

 

中欧商业在线

CEIBS

No

2009

Management training

 

 

 



 

 

 

 

No

/

4.99

54

58

 

伟事达

VISTAGE

No

1957

Management training

 

 

 



 

 

 

 

No

/

4.985

56

57

 

秦训

TACK International

No

1948

Management training



 

 



 

 

 

 

No

/

4.9

62

62

 

睿仕管理

Right Management

Yes

1980

Management training, HR consulting

 

 

 





 

 

 

Yes

Nasdaq

4.825

64

64

 

汇思软件

cyberwisdom

No

1986

Management training

 

 

 



 

 

 

 

No

/

4.78

73

76

 

网维

NetDimensions

Yes

1999

Management training

 

 

 



 

 

 

 

Yes

London

4.4975

74

/

 

得信咨询

TACSEN

No

2002

HR consulting, management training HR consulting, management training, headhunting, Talent assessment Management training Management training, HR consulting

 

 

 





 

 

 

No

/

4.395

82

/

 

班库

intebank

No

2005

 



 







 

 

No

/

3.7

82

/

 

普瑞

BOVIS

No

2002

 

 

 



 

 

 

 

No

/

3.695

100

/

 

耶比欧

HPO

No

1973

 

 

 





 

 

 

No

/

3.3

064

Top 100 Human Resources Services Brands in Greater China 2013

HR Consulting

Ranking in 2013 2

Ranking in 2012 7

LOGO

Company name in Chinese 韬睿惠悦

Company

Listed company Yes

Country

Year of founding 1934

Main business

HR outsourcing and talent dispatch        

HR consulting √

Talent

e-HR

Others Listed

Stock exchange New York

Total score

 

TOWERS WATSON

HR consulting

 

 

 

Yes

7.9875

6

13

 

智睿企业咨询

DDI

No

1970

HR consulting, Talent assessment HR outsourcing & talent dispatch, HR consulting

 

 

 







 

 

No

/

7.35

10

11

 

怡安翰威特

AON Hewitt

Yes

1982



 

 

 





 

 

Yes

New York

7.2

15

15

 

美世

MERCER

Yes

1937

HR consulting



 

 





 

 

 

Yes

New York

6.5

18

17

 

埃森哲

accenture

Yes

1989

HR consulting, HR outsourcing and dispatch HR consulting, talent assessment HR consulting, management training



 

 

 



 

 

 

Yes

New York

6.19

19

26

 

北森

Beisen

No

1999

 

 

 

 





 

 

No

/

6.15

19

18

 

凯洛格

KeyLogic

No

2004

 

 

 





 

 

 

No

/

6.15

24

20

 

IBM 全球企业咨询服务

IBM

Yes

1911

HR consulting Management training, HR consulting, Talent assessment HR consulting

 

 

 

 



 

 

 

Yes

New York

6.05

25

35

 

马丁森集团

MARTINSEN

No

1981

 

 

 







 

 

No

/

5.75

27

27

 

德勤—人力资本咨询

Deloitte

No

1868

 

 

 

 



 

 

 

No

/

5.715

31

29

 

太和顾问

TAIHE CONSULTING

No

2002

HR consulting

 

 

 

 



 

 

 

No

/

5.5

32

25

 

安永 - 企业咨询

ERNST& YOUNG

No

1894

HR consulting

 

 

 

 



 

 

 

No

/

5.39

066 Top 100 Human Resources Services Brands in Greater China 2013

HR Consulting

Ranking in 2013 38

Ranking in 2012 40

LOGO

Company name in Chinese 合益集团

Company

Listed company No

Country

Year of founding 1943

Main business HR consulting, management training HR consulting, talent assessment

HR outsourcing and talent dispatch       √

HR consulting √

Talent

e-HR

Others Listed

Stock exchange /

Total score

 

HayGroup



 

 

No

5.275

44

59

 

专伟

PROWAY

No

1999

 

 

 







 

 

No

/

5.2125

45

31

 

诺姆四达

NormStar

No

1998

HR consulting

 

 

 









 

No

/

5.135

51

48

 

毕马威企业咨询

KPMG

No

1897

HR consulting

 

 

 

 



 

 

 

No

/

5.11

59

41

 

普华永道—人力资源咨 询

pwc

Yes

1848

Management training, HR consulting HR consulting, talent assessment HR consulting, management training HR consulting, management training, headhunting, talent assessment HR consulting, talent assessment HR outsourcing & talent dispatch, HR consulting

 

 

 

 



 

 

 

Yes

Nasdaq

4.875

62

62

 

睿仕管理

Right Management

No

1980

 

 

 





 

 

 

No

/

4.825

68

79

 

时刻计

Timer

No

2010

 

 

 

 





 

 

No

/

4.68

74

/

 

得信咨询

TACSEN

No

2002

 

 

 





 

 

 

No

/

4.395

82

/

 

班库

intebank

No

2005

 



 







 

 

No

/

3.7

82

88

 

倍智

Tale Base

No

2002



 

 

 





 

 

No

/

3.7

89

/

 

蓝海集团

BLUESEA

No

2008

HR consulting





 





 

 

 

No

/

3.6

90

/

 

修齐

ZO

No

2011

Talent assessment, HR consulting Management training, HR consulting

 

 

 

 



 

 

 

No

/

3.55

98

85

 

海问联合

Assess Systems

No

1987

 

 

 

 





 

 

No

/

3.4

100

/

 

耶比欧

HPO

1973

 

 

 





 

 

 

3.3

068 Top 100 Human Resources Services Brands in Greater China 2013

Talent Assessment

Ranking in Ranking in 2013 2012

LOGO

Company name in Chinese

Company

Listed company

Country

Year of founding

Main business

HR outsourcing Headhunting Recruitment and talent dispatch      

Management training

HR consulting

Talent

e-HR

Others

Listed

Stock

Total score

6

13

 

智睿企业咨询

DDI

No

1970

HR consulting, talent assessment







 

 

No

/

7.35

19

26

 

北森

Beisen

No

1999

HR consulting, talent assessment

 

 

 

 





 

 

No

/

6.15

21

33

 

世泓

shl

No

1977

Talent assessment

 

 

 

 

 



 

 

No

/

6.1075

25

35

 

马丁森集团

MARTINSEN

No

1981

Management training, HR consulting, talent assessment

 

 

 







 

 

No

/

5.75

38

40

 

合益集团

HayGroup

No

1943

HR consulting, talent assessment

 

 

 







 

 

No

/

5.275

45

31

 

诺姆四达

NormStar

No

1998

HR consulting, talent assessment

 

 

 









 

No

/

5.135

61

50

 

全美

ATA

Yes

1999

Talent assessment

 

 

 



 



 

 

Yes

Nasdaq

4.85

68

79

 

时刻计

Timer

No

2010

HR consulting, talent assessment

 

 

 

 





 

 

No

/

4.68

79

73

 

罗盛

RUSSELL REYNOLDS ASSOCIATES

No

1969

headhunting, talent assessment HR consulting, management training, headhunting, talent assessment HR consulting, talent assessment

 



 

 





 

 

No

/

4.07

82

/

 

班库

intebank

No

2005

 



 







 

 

No

/

3.7

82

88

 

倍智

Tale Base

No

2002



 

 

 





 

 

No

/

3.7

90

86

 

善择

China Select

No

2006

Talent assessment

 

 

 

 

 



 

 

No

/

3.55

98

85

 

海问联合

Assess Systems

No

1987

Talent assessment, HR consulting

 

 

 

 





 

 

No

/

3.4

98

/

 

/

TTI SUCCESS INSIGHTS

No

1984

Talent assessment

 

 

 

 

 



 

 

No

/

3.395

070

Top 100 Human Resources Services Brands in Greater China 2013

e-HR

Ranking in 2013
7 11 16 17 21 27 27 30 45 66 72 74 74 85 90 94 95

Ranking in 2012
8 9 32 23 28 16 24 22 55 49 75 77 / 100 82 80 74

LOGO

Company name in Chinese
思爱普 用友 甲骨文 路敏思 克罗诺思 肯耐珂萨 东软 金蝶 雇得易 嘉扬 宏景 恩富 万古科技 云招科技 普联中瑞 仕睿 金益康

Company

Listed company
Yes Yes Yes No No Yes Yes Yes No No No No No No No No No

Country

Year of founding
1972 1988 1977 1996 1977 2012 1991 1993 2008 1995 1998 1981 1998 2010 2009 1997 1990

Main business
e-HR e-HR e-HR e-HR e-HR e-HR e-HR e-HR e-HR e-HR e-HR e-HR e-HR e-HR e-HR e-HR e-HR

HR outsourcing and talent Headhunting dispatch
          √                                 √                      

Recruitment

Management training
          √ √                    

HR con-sulting

Talent assessment
          √                      

e-HR

Others

Listed company
Yes Yes Yes No No No Yes Yes No No No No No No No No No

Stock exchange Total score
Frankfurt, New York Shanghai Nasdaq / / / Shanghai Hong Kong, China / / / / / / / / /

SAP yonyou ORACLE Lumesse KRONOS / Neusoft Kingdee hirede Kayang HJSOFT infor vanguard OurATS WebHr SilkRoad YIKANG

          √                      

          √                      

√ √ √ √ √ √ √ √ √ √ √ √ √ √ √ √ √

                                 

7.275 7.19 6.45 6.2 6.1125 5.7175 5.72 5.6 5.1375 4.75 4.54 4.4 4.395 3.65 3.545 3.5 3.49

072

Top 100 Human Resources Services Brands in Greater China 2013

Others

Ranking in Ranking 2013 in 2012 35 39

LOGO

Company name in Chinese 艾登瑞德

Company

Listed company Yes

Country

Year of founding 1962

Main business Corporate services

HR outsourcing Management and talent Headhunting Recruitment HR con-sulting training dispatch          

Talent e-HR

Others Corporate services HR Publications Backgroud investigation

Listed company Yes

Stock exchange Paris

Total score 5.3375

Edenred

 

 

51

51

威科 -CCH

Wolters Kluwer

Yes

1878

HR media Background investigation

 

 

 

 

 

 

 

Yes

Amsterdam

5.105

90

83

首优咨询

FIRSTAdvantage

No

1953

 

 

 

 

 

 

 

No

/

3.55

074

Top 100 Human Resources Services Brands in Greater China 2013

Company Profile
(Companies with the same ranking are arranged in order according to the initials of their English names.)

076

Top 100 Human Resources Services Brands in Greater China 2013

Towers Watson
Towers Watson (NYSE:TW) was created through the equal merger of Towers Perrin and Watson Wyatt Worldwide in January 2010. Towers Watson is a leading global professional consulting services company that seeks to help companies improve their performances through efficient management of their staff, finances and risks. Towers Watson, headquartered in New York, has some 14,000 staff members in 37 countries around the world, and is known for its strengths in staff benefit programs, talents management, remuneration programs, and risk and investment management. Towers Watson currently has seven offices in Great China, i.e., in Shanghai, Beijing, Shenzhen, Guangzhou, Hong Kong, Taipei and Wuhan.

02

Randstad Group
Founded in 1960, Randstad Group (AMS: RAND) is headquartered in Amsterdam, the Netherlands and is a listed company at the New York Stock Exchange. In the past 50 years, , Randstad Group has been committed to providing organizations with flexible staffing solutions and other comprehensive HR services. The core businesses of the group include recruitment and headhunting, flexible staffing, dispatch of professional staff, resident services and integrated solutions. It has over 4100 branches in over 40 countries worldwide. Randstad Group entered the China market in 2006, and currently it has branches in Beijing, Shanghai, Guangzhou, Shenzhen, Suzhou, among other cities. Since its entry into China, it has recruited thousands of senior managerial personnel for Chinese enterprises each year, and manages tens of thousands of dispatched and outsourced employees. In 2010 and 2012, Randstad appeared twice on the ranking list of Fortune Global 500.

04

01

ADP
The Automatic Data Processing Inc., yet better known as ADP (NASDAQ:ADP) was founded in 1949. Raking in nearly USD10 billion in annual avenue and serving some 570, 000 customers worldwide, it is one of the world’s largest outsourcing solution providers. With nearly 60 years’ expertise in businesses it practices, ADP provides the most comprehensive human resources solutions: those of remuneration, taxes and benefit management solutions. In addition, ADP also provides cutting-edge integrated IT solutions to dealers of cars, trucks, motorcycles, ships and leisure vehicles. ADP entered the China market in 2006 and began to provide first-class human resources services and dealer services to companies based in China. In 2009, ADP acquired China Link in an effort to serve the market with more comprehensive localized HR outsourcing solutions.

03

China International Intellectech Corporation (CIIC)
Founded in 1987, the China International Intellectech Corporation, or CIIC, is a leading state-owned enterprise directly under the management of the Central Government of China. Headquartered in Beijing, it has 91 subsidiaries and branches in China and abroad that do business in international cooperation of economy, technology and talent. Operating in 76 countries and regions around the world, CIIC keeps pace with the latest development of knowledge-powered productivity amid global economic integration, and follows the mega trends of changes in the structure of global service sector and complete outsourcing and offshore arrangements, and thus to answer the call of China for the restructuring of her service industry and new patterns of economic growth. Sticking to its core competence in intellectual services, CIIC performs HR services as its main business while branching out into investment services and trading services. In emerging service sectors, it has tremendous competitiveness and influence due to its talent pool, resources, network, scale and expertise. CIIC pulled in RMB 28.6 billion in revenues in 2012, and was ranked No.318 in the Top 500 Companies in China that year, up from No. 336 in 2011.

Top 100 Human Resources Services Brands in Greater China 2013

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05

ManpowerGroup
Founded in 1948, ManpowerGroup (NYSE:MAN) , a world leader in global innovative human resources solutions, seeks to create and deliver services to help customers achieve their business goals and human resources objectives, and enhances their competitiveness. With an annual revenue of USD22 billion, ManpowerGroup provides a range of services that cover their whole employment and business life-cycles, e.g., talent search and selection, temporary and contractual staff dispatch, employee assessment and selection, training, outplacement, outsourcing and consulting services. ManpowerGroup boasts the largest service network in the global HR service industry, and it has nearly 3,900 offices in 80 countries and regions worldwide that enables it to meet the needs of its 400,000 clients each year. In 1994, ManpowerGroup launched its business in Great China for the first time, and so far it has over 3,500 multinational and local companies as its clients, and has a talent pool of over 500,000 handpicked medium-and-highlevel management professionals. It was ranked as a Fortune Global 500 company in 2012.

07

SAP
Headquartered in Walldorf, Germany, SAP was founded in 1972, and it is the foremost provider of enterprise management and business application solutions and the third biggest independent software provider. SAP has set up sales and development centers in more than 50 countries, and its applications and services help more than 109,000 clients achieve profitable operation, adapt to new changes and realize sustainable growth. Currently, 172,000 clients in over 120 countries are using SAP software, while about 80% of the Fortune 500 companies benefit from SAP’s management solutions. SAP is a listed company with stock exchanges in Frankfurt and New York, Back to the 1980s, SAP started to do business with SOEs in China; in 1995, it launched its branch company SAP China in Beijing, and then its branch offices in Shanghai, Guangzhou and Dalian.

06

DDI
The Development Dimension International (DDI), founded in 1970 and headquartered in the US, is a global leading human resources consulting company with over 1,200 consultants and support staff in 78 offices in 26 countries all over the world. DDI boasts unique and systematic innovative means to help companies rapidly enhance the abilities of existent staff and to cultivate them into an essential force to carry out the company’s future business strategies. DDI has the strength in the design and implementation of talent selection system to help companies recruit excellent talent quickly, and discover and develop outstanding leaders to lead high-performance teams. Over 2,000 organizations in 60 countries worldwide are using DDI’s systems and services to build efficient and dedicated work teams. DDI has three offices Greater China, i.e., in Hong Kong, Shanghai and Beijing.

51job
51job (Nasdaq:JOBS), founded in 1999, is China’s leading professional HR service provider that has advantage in diversified media resources. With traditional and online media, cutting-edge information technology and an experienced team of professional consultants, it provides full-range professional human resources services that include recruiting, headhunting, training and assessment, and HR outsourcing. 51job has offices in a total of 25 offices across the country including in Hong Kong. When 51job went public in NASDAQ in September 2004, it became the first (and the only) Chinese human resources service provider that did so, and it raised over USD80 million in its IPO. In 2010, thanks to remarkable revenue growth in online recruitment service, 51job registered record-high operating income, profit and profit margin. Its annual income of RMB1.09 billion (USD165 million) that year made it a “celebrated enterprise with RMB one billion”for the first time.

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Top 100 Human Resources Services Brands in Greater China 2013

Aon Hewitt
Aon Hewitt, resulting from the acquisition of Hewitt Associates by Aon Consulting in 2010, is the world’s largest comprehensive HR outsourcing and management consulting company. It is doing business in 90 countries and regions in the world with some 29,000 employees. It registered USD4.3 billion in combined income in 2010. Aon Hewitt provides consulting, payroll and benefit management services to more than half of the Fortune 500 companies. Locating its China headquarters in Shanghai, Aon Hewitt has over 300 employees in six offices in Greater China, i.e., Shanghai, Beijing, Guangzhou, Shenzhen, Chengdu and Hong Kong, playing a leading role in human resources management consulting in China.

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11

yonyou
Yonyou, founded in 1988, is China’s largest provider of software products of management, ERP, corporate management, HR management, customers relationship management, small business management, financial and administrative institution management, automobile industry management, tobacco industry management, internal audit and services, and also a leading provider in China of cloud service, medical and health software, and management consulting and IT-ized management personnel training. yonyou has its headquarters R&D center, Nanjing manufacturing R&D base, and Shanghai advanced application research center, maintaining a research and development team of over 3,500 employees. With over 100 subsidiaries, 60 customer service centers, 150 training and education centers and over 3000 service professionals, yonyou has the largest service network in the software industry in China. Overseas, yonyou has established subsidiaries or representative offices in various places in Asia, i.e., Japan, Thailand and Singapore. On May 18, 2001, Yonyou Software Co., Ltd. went public at the Shanghai Stock Exchange.

09

FESCO
The Beijing Foreign Enterprise Service Co., Ltd. (FESCO) dating from 1979 is the earliest company in China to provide professional staffing services to foreign representative offices, and financial and economic organizations from abroad. It provides services to over 8,000 clients from nearly 100 countries and regions and has nearly 400,000 Chinese and foreign staff. By virtue of such technical aids as the Internet and call centers, FESCO provides comprehensive human resources services in the fields of recruitment, dispatch, welfare outsourcing, IT personnel outsourcing, finance outsourcing and service for foreigners. It has 11 offices in Beijing and over 60 investment companies and branch offices across China. Relying on Beijing and Shanghai as its two centers, it has set up its service network that covers 280 cities in 31 provinces and municipalities in China. At the end of 2010, FESCO and Adecco jointly established their Shanghai-based joint venture, FESCO Adecco, which has proved to be a cornerstone of its internationalization. In 2012 FESCO registered an operating income of RMB23 billion, securing its position as No. 392 among the Top 500 enterprises in China in 2012, up from the No. 408 in the previous year.

zhaopin.com
zhaopin.com founded in 1997 is one of the earliest and most professional human resources service provider in China that grew out of Alliance Company, a headhunting company established in 1994. zhaopin.com targets large-scale companies and fast-growing medium-and-small companies to provides one-stop professional human resources services, including online, newspapers and campus recruitment, headhunting, recruitment outsourcing, corporate training and talents assessment. It publishes Chief Human Officer, a highend human resources magazine, and is a professional service organization whose HR and labor dispatch services are sanctioned by the government. zhaopin.com is headquartered in Beijing with services covering over 50 cities across the country.

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Top 100 Human Resources Services Brands in Greater China 2013

079

13

SFSC
Founded in 1984, the Shanghai Foreign Service Co., Ltd., or SFSC, is a subsidiary under the World Expo Group that provides one-stop services of talent dispatch, recruitment, remuneration and welfare management, staff relationship, training and business consultation. It provides services to 85% of the Fortune 500 companies operating in China, delivers comprehensive package of effective human resources services to some 22,000 companies in China, and provides elaborate services to nearly 540,000 staff members. SFSC has branch offices in Beijing, Guangzhou, Shenzhen, Nanjing, Hangzhou, Suzhou, Dalian, Qingdao, Xiamen, Kunshan, Chengdu and Xi’an, covering all provincial capitals and municipalities as well as 200 prefecture-level cities. The Shanghai World Expo (Group) Co., Ltd. registered operating income of over RMB41.2 billion in 2011, and was ranked as No.200 among the Top 500 Chinese Companies.

14

Career International
The Career International Human Resources Co., Ltd. was founded in 1996. As the largest recruitment and consulting company in China and a leading overall recruitment solution provider in Asia, it has 11 subsidiaries and 34 branches in key cities in Great China, with over 1000 professional recruiting consultants. Since its inception, Career International has been committed to the recruitment demand by customers in 17 relevant industries and sectors; 80% of Career International’s customers are world-renowned enterprises, while 20% are listed companies, fastgrowing companies and non-profit organizations in China. Last year, Career International has recommended and dispatched more than 10,000 employees to client companies, including 4,500 medium-and high-level professional positions and managerial personnel.

Mercer
Mercer, founded in 1937 and headquartered in America, is a world leading consulting outsourcing and investment service provider, and is world largest human resources management consulting company and world largest benefits outsourcing provider with 25,000 customers. Mercer helps its customers to maximally enhance performance of their staff’s health, benefits and retirement plan, and optimize labor force performance while managing costs. Mercer also provides customized management, technical and overall benefits outsourcing solutions. The investment services of Mercer include world leading design and management of investment, consulting and retirement as well as investment management of multiple managers. Mercer has over 20,000 employees in over 40 countries. As wholly-owned subsidiaries of MMC, Mercer together with Marsh, Kroll and Guy Carpenter provides overall services to customers. Mercer entered Chinese market in 1995, and currently it has 7 branches in Beijing, Shanghai, Guangzhou, Shenzhen, Dalian, Hong Kong and Taiwan with over 600 consultants and over 3,000 customers in China.

15

Oracle
Oracle (NASDAQ:ORCL), founded in 1977 and headquartered in Redwood City, California, USA, with 84,000 staff worldwide and over 35.6 billion income in 2011 fiscal year, is the world largest enterprise software company, with business covering 145 countries and territories, 380,000 worldwide customers and 19,500 partners. Oracle entered Chinese market in 1989 with over 2,600 staff in China and carries business mainly in 13 cities. The company has over 7,000 customers in China at present.

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080 Top 100 Human Resources Services Brands in Greater China 2013

17

Lumesse
In May 2011, StepStone (LSE:STPS) was renamed Lumesse. Established in 1996 in Norway, Lumesse is the world’s leading human capital management software provider, helping enterprises to attract, manage, and retain talents. Lumesse has 23 offices in 17 countries around the world, with a staff of over 900 people. It is the only all-rounded talent solutions provider capable of offering e-recruitment, HR analysis, skill and competency management, performance management, 360 degree feedback, learning management, and succession planning and management modules, as well as the only European supplier recognized as Leader in Gartner “Magic Quadrant for E-Recruitment”. Currently, over 1,600 organizations around the world, including the many leading enterprises worldwide, are using Lumesse software and service.

18

Accenture
Founded in 1989 and headquartered in the USA, Accenture is a global management consulting, technology services and outsourcing company. Combining unparalleled experience, comprehensive capabilities across all industries and business functions, and extensive research on the world’s most successful companies, Accenture collaborates with clients to help them become high-performance businesses and governments. There are more than 246,000 people serving clients in more than 120 countries. In July 2001, it was listed in the NYSE. It ranked among the Fortune Top 500 for eight years and awarded by Fortune as the most respectful enterprise in the USA. It ranked 45 among Global Human Resources Brand by Business Week in 2009. The company generated net revenues of US$27.9 billion for the fiscal year ended Aug. 31, 2012.

Beisen
Founded in 2002, Beisen is the only talent management solution provider in China can perfectly combine talent management technologies, consulting services and software platforms. Beisen provides not only talent management software services but also assessment models and professional technical contents such as talent assessment and 360-degree assessment feedback, which is an aid to turn technology into reality through consulting and realize real implementation through software. As the first company engaged in the application and research of talent assessment in China, Beisen has been focusing on the research of talent assessment tools and the services of personnel decision consulting. With the rapid development of business and the unceasing expansion of operation scope, Beisen Assessment now has more than 100 assessment consultants, and has set up branch offices in Beijing, Shanghai, Guangzhou, Chengdu, Nanjing, Shenzhen, Xiamen with its business all over the country. Beisen Research, founded in 2004, is vigorously developing the local research and development of assessment from the perspective of China, and has developed nearly 50 assessment products with intellectual property rights.

19

KeyLogic Group

19

Founded in 2004, KeyLogic Group is a leading turn-key solution provider for talent cultivation in China. It promotes staff’s capability and organization skills through systematic cultivation and helps organization leaders to turn their organization strategy into reality. From management consultation, training courses to e-learning, KeyLogic Group’s all-rounded talent cultivation solutions can satisfy all types and levels of talent cultivation needs of its customers. As a strategic partner for the corporate learning business of Harvard Business School and the one and only online Chinese partner of Harvard Business School, KeyLogic Group is an innovator and promoter of the best practices of Corporate University, Total Learning Solutions, and Training Process Outsourcing. Ever since its establishment, KeyLogic Group has won the awards of “Top 10 Fastest Growing Companies in China” (2007), “Top 10 Chinese Innovative Pioneers” (2008), No. 19 of the“Top 100 Human Resources Service Providers in Greater China”(2011) and“Public Welfare Charity Enterprise in China”(by the China Children and Teenagers’Foundation). Currently, KeyLogic Group has offices in Beijing, Shanghai, Guangzhou and Shenzhen, and its sub-company KeyTalent.

Top 100 Human Resources Services Brands in Greater China 2013

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21

Kronos
Founded in 1977 and headquartered in Chelmsford, Massachusetts, Kronos is the world’s largest workforce management solution provider. Today, it has developed into a global company, offering services, through its offices, subsidiaries, distributors, and partners, for tens of thousands of customers in over 60 countries and regions, so as to help global enterprises control their workforce cost, minimize compliance risks, and improve labor productivity. Its professional time and attendance, duty roster, staff activity and analysis solutions help global enterprises to carry out effective management of its workforce. Kronos set up its China office in 2007. With its China headquarters in Beijing, it has branch offices in Shanghai and Guangzhou, and has an Asian-Pacific holding company based in Hong Kong.

21

SHL
Founded in 1977, headquartered in Britain, SHL People Performance (SHL) is a leading workplace talent assessment solution provider in the world. Currently, over 120 of the world’s Top 500 companies in China are using SHL tests in their recruitment tests and post evaluations. SHL is providing personality test service in 30 languages for over 10,000 enterprise users in more than 50 countries in the world. For the past three decades, SHL has been devoted to providing objective assessment tools for customers and is the world’s largest and most professional personality test provider for. By providing ability and personality tests and the objective assessment, enterprises can make decisions on recruitment and employee development based upon the true ability and potentials of the testees. SHL supports more than 10,000 clients, including over 80 percent of the Financial Times Stock Exchange (FTSE) and over 50 percent of the Fortune Global 500.

Kelly Services
Kelly Services (NASDAQ: KELYA) founded in 1946, headquartered in Michigan, the USA. As the world’s leading HR solutions provider and workforce management service consulting firm, Kelly Services can meet the wide range and cross-departmental HR management demands of enterprises, including office management, marketing, finance, engineering, law, science, IT, education, and outsourcing consulting. Kelly Services has 2,600 branches in 37 countries and provides job opportunities for over 550,000 people each year. It provides services for over 90% of the Fortune 500 companies. After it entered China in 2002, it has set up a service network covering Beijing, Shanghai, Guangzhou, Suzhou, Chengdu, Nanchang, Tianjin, Shenzhen and Hong Kong. Kelly Services China provides all-rounded HR solutions, including middle- and senior-level talent selection, outsourcing, and third-party management, for famous enterprises.

23

IBM Global Business Services
Founded in 1911 in the USA, the International Business Machine (IBM) (NYSE: IBM) is the world’s biggest information technology and business solutions company, with its business covering over 160 countries and regions. It offers sophisticated business consulting and system integration service for customers in 17 industries. In China, IBM Global Business Services has over 1,000 professional consultants. It has offices in 22 cities in China and has set up branches in Beijing, Shanghai, Guangzhou, Chengdu, Hong Kong, and Taiwan. IBM’s human capital management business helps enterprises solve talent management problems and improve their labor efficiency through a set of integrated, innovative human capital management solutions. In August 2012, IBM acquired Kenexa for US$1.3 billion.

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082

Top 100 Human Resources Services Brands in Greater China 2013

Deloitte
Deloitte provides audit, tax, corporate management consulting, and financial advisory services to listed and non-listed customers of different industries. Headquartered in the USA, Deloitte has member firms in 140 countries around the world. It is one of the leading professional service institution in Mainland China, Hong Kong, and Macao, with over 13,500 employees in 21 branches such as Beijing, Hong Kong, Shanghai, Taipei, Chongqing, Dalian, Guangzhou, Hangzhou, Nanjing, Shenzhen and so on. Deloitte set up its Shanghai office back in 1917; in China, Deloitte has over 50 professional human capital consultants, ranking No. 2 in the world, offering allrounded HR management solutions for enterprises and providing professional consulting solutions on human capital management to help customers solve their business problems.

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肯耐珂萨
Kenexa (NASDAQ: KNXA) was founded in 1987 with its headquarter in America. In 2005, it was listed in the Nasdaq and it is the only one Human Resource outsourcing provider of the industry which has the capability of perfect combining its informational products with technology, service and science. After that, Kenexa became the leading human resource solution provider in the world by rapid development and constantly merger and acquisition. It stepped up its business in more than 26 countries and regions. In comprehensive service area of human resource, Kenexa became the NO. 1 service provider worldwide referring to business revenue and client scale. Its core product including Talent Assessment, recruitment process outsourcing (RPO), KRB and research service took the leading place in respective subdivided marketing. Shanghai Kenexa human resourcing service company was established in September, 2008. And it grew out of Shanghai RunJie Consulting Service Limited Company. Currently, Kenexa possess over 400 employees in China. In August 2012, IBM acquired Kenexa for US$1.3 billion.

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Adecco
Founded in 1957, headquartered in Switzerland, Adecco (SWX: ADEN; EURONEXT: ADE) is the world’s leading provider of HR solutions and ranked No. 387 on the Fortune Global 500 list in 2012, up from No. 391 in 2011. Adecco has over 5,500 offices in over 60 countries, with over 33,000 employees. Every day, Adecco provides 750,000 employees and 100,000 companies headhunting services of middle and senior management positions, temporary staffing, permanent placement, outsourcing, outplacement, training and consulting. Established in China since 1995, Adecco has 17 offices in China, offering a whole set of HR services for customer companies, including talent sourcing, selection, staffing, HR outsourcing, assessment, and evaluation.

25

Martinsen Group
The Martinson Group (Thomas International) is the only partner of the prestigious international consulting and training organization (IC & TG) in China. Since its inception, it has been serving the majority of the Fortune 500 companies and various large and mediumsized foreign and Chinese enterprises. It is characterized for its professional services that suit local business needs. The Martinson Group has been franchised two major international well-known brands of Crecea and Martinsen in China.

Top 100 Human Resources Services Brands in Greater China 2013

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27

Neusoft
Founded in Northeastern University of China in 1991, Neusoft (SHA: 600718) is a leading IT solution and service provider in China, mainly specializing in industry solutions, product engineering solutions and related software products, platforms and services. Nowadays, Neusoft has more than 20, 000 employees, and has set up 6 software R&D bases, 8 regional headquarters,established marketing and service networks in over 40 cities, and founded Neusoft Institute of Information with campuses in Dalian, Nanhai and Chengdu and Biomedical and Information Engineering School in Shenyang. Besides, Neusoft has subsidiaries in the United States, Japan, Europe and the Middle East. Neusoft is the biggest IT solution and service provider in China.

30

Kingdee
Headquartered in Shenzhen, Kingdee International Software Group Company Limited was founded in August, 1993. It has listed on Growth Enterprise Market of the Stock Exchange of Hong Kong on 15th, February 2001, and it changed to main board of the Stock Exchange of Hong Kong on 20th,July 2005,the stock code is 0268. Kingdee is the leader in the China software industry and it is a distinguish enterprise in the area of management software of AsiaPacific region. It is a renowned international middle-ware provider and online management and e-business application solution service provider. Kingdee has set up three software parks in Shenzhen, Shanghai and Beijing, and it has also established research centers in Shenzhen, Shanghai, Beijing, Chengdu, Guangzhou and Singapore.

Taihe Consulting
Founded in 2002, Beijing Taihe Ruixin Enterprise Management Consulting Co., Ltd. (Taihe Consulting) is a leading human resources service provider, specializing in human resource management consulting service. With nearly 200 professional consultants who have a great deal of practical experience in various industries and 8 branch offices in Beijing, Shanghai, Nanjing, Guangzhou, Shenzhen, Chengdu, Chongqing,Hangzhou and Wuhan, Taihe Consulting develops its business all over the country. The human resources service of Taihe Consulting is an outstanding brand in domestic market, and the data consulting service of Taihe Consulting is also the leading brand in the “Salary Survey” market.

31

Ernst & Young Consulting
One of the world’s leading professional services organizations, Ernst & Young offers audit, tax, and financial transaction advisory services. It is universally recognized that Ernst & Young adds value for its customers, offers solutions based upon a thorough understanding of the business challenges of customers, and help customers across the globe to realize their goals. Ernst & Young has a dominant presence in China, with offices and branches in 21 Chinese cities, including Taiwan, Beijing, Hong Kong, Shanghai, Shenzhen, Guangzhou, Dalian, Chengdu, Wuhan, Suzhou, and Macao, with approximately 10,000 professional employees. As one of the professional organizations with the largest number of consultants in the world, powered by the rich expertise of its 20,000 consultants around the globe, Ernst & Young helps companies across the globe to face all relevant challenges and identify and capitalize on business opportunities.

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084

Top 100 Human Resources Services Brands in Greater China 2013

fenzhi.com
fenzhi.com is China's largest online platform of company reviews, interviews, and payrolls. It features information on more than 800,000 companies, more than four million registered users, with nearly 300 million entries of information related to salaries, reviews, and interviews. fenzhi's vision is to be a comprehensive company information website to help users better understand companies, have better career development, building up networks, thus allowing users to find good companies and companies to find excellent employees.

35

Edenred
The predecessor of Edenred is Accor Services (EPA: AC) that was founded in 1962. Headquartered in Paris, Accor Services is one of the world’s leading solution providers for corporate staff and social citizen welfare, reward and loyalty program, and expense management. Today, Accor Services has developed into a leading, large cross-national company providing professional solutions for corporate staff welfare, citizen welfare, reward and loyalty program, expense management, and gift management. In 2000, Accor Services China was established; currently, it has two core businesses: prepaid product business and relationship marketing business, with the brands of Accor e Card and Accentiv’ Surfgold respectively. Accor Services provides services for 490,000 companies and public institutions in 40 countries in the world. By the end of June 2010, Accor Group split its two core businesses: hotel business and service business. And Accor Services was renamed Edenred, which, as a leading brand of the global prepaid product industry, becomes an independent entity.

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Hays
As a professional human resources consulting service provider, Hays(LON:HAS), headquartered in Great Britain, is the largest headhunting company in Great Britain. Hays has some 7800 employees working in 245 offices in 33 countries. Hays has market-leading positions in the UK, Asia Pacific, Continental Europe and Latin America. Hays is the largest professional recruitment consulting company in Asia Pacific and it has set up 48 branches in the Asia Pacific region including 10 offices in Asia. Hays provides long-term jobs for 15,000 people every year, and temporary staffing for 12000 people. It raked in GBP3256 million in revenue in Fiscal 2011.

33

Engma
Founded in 2002, Engma is a leading outsourcing service institution of China, that provides a comprehensive range of services: HR outsourcing, manufacturing outsourcing, vocational training, and exhibitions and conferences. Engma has 12 sub-companies, a management team of 216 people, and has placed 27000 employees. Each year, it trains more than 80,000 blue-collar workers. Meanwhile, it also the host of the Asia Human Resource Expo, the China Human Resource Expo, the HR elite club, lanlingwang.net and so on. Since it was founded ten years ago, Engma have trained and placed more than 400,000 blue-collar workers, and has received 12 national awards.

Top 100 Human Resources Services Brands in Greater China 2013

085

Indeed
Indeed is the world's largest recruitment site that has 100 million monthly users. Indeed’s services spans 50 countries and supports 26 languages, covering the area of 94% of the GDP in the world. It has more than 8 million independent visitors per month, and offers more than 1.5 billion job searches. Since its inception in 2004, Indeed recruitment has provided job seekers with millions of free pieces of vacancy info coming from hundreds of thousands of recruitment websites, companies, and job agencies. As a leading recruitment agency that collects payment on the basis of effect, Indeed recommended to employers more than one million highly suitable job seekers. For thousands of enterprises, Indeed brings the most efficient channel to find employee candidates. Indeed, a subsidiary of Recruit Group, was founded by Paul Forster and Rony Kahan. Indeed is based in Austin, Texas; Stanford, Connecticut; Mountain View, California, and has branches in New York, Dublin, Ireland; and London.

40

HayGroup
Founded in 1943 and headquartered in the USA, HayGroup is a global management consulting firm that works with leaders to transform strategy into reality. It develops talent, organizes people to be more effective and motivates them to perform at their best, so as to help individuals and companies to bring their potentials into full play. HayGroup has 86 branches in 48 countries, with a total staff of over 2,600. It has established and boasts the world’s most extensively used job analysis method, which is used by over 8,000 organizations around the world.

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CDP
CDP (CDP Group) is a company specialized in providing human resources outsourcing services, including providing human resources outsourcing, human resources business shared service and technical consulting service. CDP is engaged in providing first-class overall human resources solutions to transnational companies and local excellent companies, such as management, remuneration, and benefit management.

104 Job Bank
The 104 Job Bank (TPE:3130), founded in 1996 and headquartered in Taiwan, has been developed into the No.1 brand of human resources network service platform in Taiwan. With 10 years’ efforts, the 104 Job Bank officially entered the mainland in 2006. As the star product of 104 Job Bank, the “talents network hunter”has found many talented people for companies over the years, and is well received by companies. It processes over 200,000 resumes of medium-and-high-end professionals, and provides e-recruitment management platform for various companies. At the end of 2009, the 104 Job Bank developed www.an9.com, a new generation of network recruitment product that does not only reserve the function of traditional recruitment platform as information platform, but also shoot the problem of information asymmetry during the joint of enterprise and talents, which have multiple functions of resumes screening, interview arrangement, talents search, talent pool management and benefit evaluation.

086 Top 100 Human Resources Services Brands in Greater China 2013

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YingJieSheng.COM
YingJieSheng.com, established in Sept. 2005, is the first job hunting website tailored for graduates and college students. It provides the latest, most comprehensive, and accurate recruitment information such as full-time jobs on campus, internship, part-time job, companies recruitment information, campus recruitment, job fairs, the closing date of enterprise recruitment, and it also provide employment news and counseling, such like career evaluation, vocational guidance. According to the newly index data issued by iResearch, an authoritative Internet research firm, YingJieSheng.com was ranked No. 1 in the campus recruitment and ranked the No. 4 in the entire recruitment website. It is the only job hunting website in the top 10 recruitment websites tailored for graduates and college students. The number of its student users has already surpassed the number of any other social recruitment website and campus recruitment channels.

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de Bono
The de Bono Management Consultancy Ltd. is the exclusive and unique authorized distributor of de Bono Thinking Systems in mainland China, founded in 2003 in Beijing, with 3 Offices in Beijing, Shanghai and Shenzhen now. de Bono is working with government, corporations and educational institutions in process improvement, organizational innovation, strategic leadership, individual creativity, decision making and problem solving. And also have a special division that works on children education. The worldwide authority on the Edward de Bono educational courses, the CoRT Thinking Programme and Six Thinking Hats, have garnered extensive recognition. The de Bono Management Consultancy Ltd. is the exclusive and unique distributor of these educational courses in China on behalf of Cavendish.

CTG
Founded in 2003, CTG offers personnel agency, labor dispatch, talent recruitment, HR software and applications service, salary welfare management, labor relations management, social insurance and housing fund management, employee supplementary health insurance, labor disputes, and corporate internal training services for foreign-invested enterprises, state-owned enterprises, private enterprises, institutions, and government departments. Headquartered in Beijing, CTG has set up its service network covering over 300 cities, including Shanghai, Tianjin, Dalian, Chongqing, Shenyang, Shenzhen, Guangzhou, Changsha, and Chengdu. Meanwhile, branches in Hong Kong and the US have been built up. As the only representative enterprise of human resource service industry in China, CTG has been selected in the Global Outsourcing 100 by the International Association of Outsourcing Professionals (IAOP) for 2010 and 2011 successively. Moreover, CTG is now the only human resources service provider with international recognition with its largest worldwide service network in China.

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PROWAY
PROWAY, established in 1999, is a boutique management consulting company specializing in assessment, leadership development and organizational development. PROWAY helps Asia-based companies develop visionary leaders and sustainable organizations. PROWAY has been active in Greater China since its inception in 1999. IT has offices in Shanghai, Hong Kong, Suzhou and Guangzhou. It is a high-end training and consulting institution that supplies certification training, enterprise internal training, management consulting, and guidance service.

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Top 100 Human Resources Services Brands in Greater China 2013

45

36.cn
36.cn was founded in 2002, and currently it has 20 branches throughout the country. As a recruitment website under the Shenzhen Wanquanhe Technologies Co., Ltd., 36.cn is China's pioneer of career sites that feature jobs according to industries, leading the trend of global recruitment sites; since 2007, 36.cn has gained an absolute advantage in China’s recruitment industry due to its segmentation philosophy, In 2008, 36.cn muscled its way into the forefront of China's second-tier recruitment websites and its service advantages began to be apparent. Its website covers a whole range of some 30 sub-websites devoted to hot industries, travel, auto, medical, construction, chemical, electric power, and more than half of them have a leading position in the country, such as the China Tourism Talent Web, China Auto Talent Web, China Medical Talent Web, among others.

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CEGOS
CEGOS, established in 1926 and headquartered in Paris, France, establishes 25 wholly-owned subsidiaries and 13 partners all over the world. CEGOS is the largest senior management training organization in Europe. CEGOS has nearly one thousand training consultants as well as 200 professional course research personnel in the headquarter, and has over 4,000 highlevel management training consultants distributed in five continents to provide training services in multiple areas to customers. At present, CEGOS provides training to over 200,000 staff of excellent companies all over the world, and provides consulting service to tens of thousands of companies. CEGOS (China) was founded in Shanghai on May, 1997 and is a wholly-owned subsidiary of the CEGOS Group.

Heidrick & Struggles
Founded in 1953 and headquartered in the USA, Heidrick & Struggles is one the world’s largest leadership advisory firms that provides executive search and leadership consulting. The professional business services of Heidrick & Struggles are divided by industry, function, and geographic region. Its powerful service knowledge support network of over 1,400 professional consultants has covered 65 cities in America, Europe, Africa, and Asia Pacific. In the past 50 years, Heidrick & Struggles set up and improved its leadership capital management strategy, offering executive search and leadership consulting covering CEO, members of the Board of Directors, and senior management for global customers.

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hirede.com
The Shenzhen 8aza Network Technology Co., Ltd., established in June 2008, combining best practices and advanced information technology with human resource management. It creates recruitment process management platforms and personal job search engines, and it strives for service innovation in enterprises and individual job-seeking. Currently, 8aza has been operating two sites, www.hirede. com and www.8aza.com. www.hirede.com aims at enterprises’recruitment process management activities and serves corporate employers; while the latter is for individual job seekers.

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088 Top 100 Human Resources Services Brands in Greater China 2013

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NormStar
Founded in 1998, NormStar (attached to Shanghai NormStar Software Technology Co., Ltd.) is the first service provider engaged in talent assessment research in China. NormStar takes “talent assessment service and competency model building and application” as its core business and “promoting talent training and development” as its basic target, continuously providing clients with original solutions and added value for talent management. NormStar has a profound research basis and innovative strength. Headquartered in Shanghai and in the first Human Resources Industrial Park, with 12 branch companies in Beijing, Shanghai, Shenzhen, Guangzhou and Chongqing, and 200 professionals team, NormStar has provided assessment consulting services for more than 7,000 clients and built long-term and stable strategic partnership with many clients since its establishment.

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Korn/Ferry International
Korn/Ferry International (NYSE:KFY), founded in the US in 1969 and headquartered in Los Angeles, has over 90 offices in 40 courtiers. Korn/Ferry International entered China in 1978, and it is the first foreign human resources consulting company to carry out business in China after China joined the WTO. It has set up subsidiaries in China in Hong Kong, Beijing, Shanghai, Guangzhou, and Taipei, and it has a consulting team of 300 local Chinese employees, overseas returnees and overseas employees. Besides, as one of the world largest talents management consulting companies, Korn/Ferry International’s five branches are approved to be wholly foreign owned companies. Up to now, the service system of Korn/Ferry International has covered whole-package solutions including senior executives seeking, talents management and leadership consulting, and recruitment outsourcing, middle-level talents recruitment.

KPMG
KPMG incorporated Peat Marwick International (PMI) and Klynveld Main Goerdeler (KMG), and their individual member firms in 1987. A global professional audit, tax, and advisory firm, KPMG has 152,000 employees in 156 countries. KPMG works with customers in the fields of risk and compliance, performance and technology, and company investment and restructuring, to handle different challenges for customers. KPMG China has 13 branch companies in Beijing, Shanghai, Shenyang, Nanjing, Hangzhou, Chengdu, Hangzhou, Qingdao, Guangzhou, Fuzhou, Shenzhen, Hong Kong, and Macao, with over 9,000 professionals. KPMG Advisory (China) Limited is a member of the network of independent members of KPMG International.

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Wolters Kluwer
Founded in 1878, Wolters Kluwer (OTC: WTKWY) is one of the biggest professional publishing groups. The CCH (Customer Clearing House) under Wolters Kluwer is a world-leading professional information publisher, aiming at providing first-class information services for professionals who always need to understand the complex rules of human resources, business and laws. Wolters Kluwer has set up branches in Singapore, Kuala Lumpur, Hong Kong, Malaysia, China, Japan, Australia, New Zealand, the United States, Canada, the United Kingdom and Europe.

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Top 100 Human Resources Services Brands in Greater China 2013

Hudson
Hudson (NASDAQ: HSON) is a world leading provider of recruitment management, talents contract signing and talents management services. From single recruitment to whole-package outsourcing services, Hudson provides various personnel solutions for customers and helps companies to have better organization performance by assessment, recruitment, training and reta s to customers and job seekers. Hudson is one of the largest recruitment companies in Asia Pacific and it has set up branches in Beijing, Shanghai, Guangzhou, Hong Kong and Singapore with vigorous support from global resources of Hudson. In Asia, Hudson has three core businesses, including professional recruitment, recruitment outsourcing service solutions and talents management.

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Vistage International Inc
Vistage International Inc., founded in 1957 and headquartered in America, has established branches in 16 countries in the world and has some 16,000 CEO members. According to companies’ income, it is the world largest CEO member organization. Within the global scope, enterprises led by members of Vistage have created annual income of nearly 300 billion USD and have over 1,800,000 staff. In 2007, Vistage entered Shanghai, China, and it is dedicated to providing services that is international essence and suitable for Chinese actual conditions to companies in China to share with them Chinese and world economic growth.

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eceibs.com
eceibs.com is affiliated to the China Europe International Publishing Group Co., Ltd., a media company co-invested and founded by CEIBS (the China Europe International Business School) and the Chengwei Venture Fund. By providing enterprise online learning solutions, publishing professional management magazine and business books and establishing managers knowledge online community, presenting cutting-edge management idea and commercial discovery in the form of multimedia, and relying on powerful research efforts of China Europe International Business School, regarding creating idea and spreading knowledge as its own duties, it determines to become a cross-media platform to provide overall learning solutions for business managers. eceibs.com was established in 2009, and there are 220 lessons of “a whole series of general management courses”, which is the only E-Learning management and training course certified by EFMD. All courses under this series support timely shift of Chinese and English to meet needs of different audiences.

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Robert Walters
Robert Walters, established in 1985 and listed on the London Stock Exchange (RWA) since 2000, is one of the world's leading professional recruitment consultancies. Robert Walters recruits across the accounting, finance, banking, IT, human resources, legal, sales and marketing, supply chain and engineering and support fields. Robert Walters has 53 offices in 24 countries worldwide. In China Robert Walters has four branches, in Shanghai, Suzhou, Beijing and Nanjing, to satisfy the Chinese enterprises’s recruitment needs and employees looking for jobs.

090 Top 100 Human Resources Services Brands in Greater China 2013

PricewaterhouseCoopers – Human Resources Consulting
To cater for the requirements of different industries, PricewaterhouseCoopers provides audit, taxation and consulting services to establish public confidence and continuously promote values for clients and shareholders. More than 161,000 professionals in 154 countries and areas share their thoughts, industry experience and solutions across PricewaterhouseCoopers network to develop new visions and provide practical suggestions for clients. PricewaterhouseCoopers offices in Mainland China, Hong Kong and Singapore have been amalgamated according to local applicable laws. As a whole, over 14,000 employees work for PricewaterhouseCoopers after amalgamation, including 580-odd partners. The business team of PricewaterhouseCoopers Human Resources Consulting has 6,000 professional human resources experts, and a global network covering 154 countries. In China, PricewaterhouseCoopers Human Resources Consulting has set up offices in Beijing, Shanghai and Hong Kong to provide human resources solutions for local and multinational enterprises, and is one of biggest human resources consulting companies.

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CareerBuilder
CareerBuilder.com is the largest online recruitment agency in North America, and is one of thirty websites that have the largest traffic in the world. Currently it has set up 18 companies in 18 countries or regions such as the USA, the UK, Canada, France, Switzerland, Italy, Germany, India and China with services covering 55 countries and regions. In recent years, it is expanding to other overseas markets. CareerBuilder provides large quantities of job opportunities to worldwide job seekers, and it also provides advanced recruitment channels to the world’s top 500 companies, medium-and-small companies and government departments. It features over 1,600,000 job positions and registers over 23,000,000 visits each month. CareerBuilder is co-owned by Gannett, Tribune, McClatchy and Microsoft.

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Robert Half
Robert Half International Inc. (NYSE: RHI) provides specialized staffing and risk consulting services through such divisions as Accountemps, Robert Half Finance & Accounting, Office Team, Robert Half Technology, Robert Half Management Resources, Robert Half Legal, The Creative Group, and Protiviti. Through its Accountemps, Robert Half Finance & Accounting, and Robert Half Management Resources divisions, is a provider of temporary, full-ttime, and project professionals in the fields of accounting and finance. Office Team specializes in temporary administrative support personnel. Robert Half Technology provides information technology professionals. Robert Half Legal provides temporary, project, and full-time staffing of attorneys and specialized support personnel within law firms and corporate legal departments. The Creative Group provides project staffing in the advertising, marketing, and Web design fields. Protiviti is a global business consulting and internal audit firm.

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TACK International
TACK International, established in 1948 and headquartered in London, Britain, is a world leading enterprise skills training company, which is dedicated to providing professional training, consulting and service for the improvement of performance of organization, team and individuals. At the moment, TACK has offices in 49 countries and territories all over the world, develops courses versions of 28 languages, and provides training services of various main languages to worldwide customers. TACK International has offices in Beijing, Guangzhou and Hong Kong.

Top 100 Human Resources Services Brands in Greater China 2013

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61 ATA
TA is the world’s leading professional services provider for testing, assessment, and related services under ATA (Beijing) as well as the most effective e-learning solution provider based upon advanced assessment technologies. It encompasses overseas company and multiple domestic companies. Its ATA INC has already been successfully listed in the NASDAQ Stock Market (NASDAQ: ATAI). It leveraging its state-of-the-art technologies, operated with extensive experiences in test operations and administrations, through a delivery network of over 5,000 test centers across China, ATA has been providing professional test and assessment services for government authorities, academic institutions, corporate clients, institutional clients, and tens of millions of test candidates. ATA’s patent test technologies have been applied in different languages in 161 countries and regions in the world.

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JobsDB
JobsDB is one of the earliest talents websites in China, created and cultivated by the Shenzhen Western Human Resources Market and was renamed from“Western talents website”in Oct. 1997 with first charging mode of network talents market membership in China. In 2000, with its good business mode and operating performance, CJOL.com attracted capital injection from IDG in America, an international famous risk investment fund. CJOL.com is a top-level talents recruitment website in South China, and it commits itself to building a professional and efficient human resources service platform for enterprises and job seekers. Its sites cover all over China and it has branch websites in Shenzhen, Guangzhou, Beijing, Shanghai, Nanjing, Suzhou, Hangzhou, Dongguan and Zhongshan with daily page view of over 20 million, over 450,000 Chinese and foreign enterprises members and 13 million high-quality registered members.

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Right Management
Right Management, founded in 1980 and headquartered in America, is a world leading human resources consulting and talents management and development service organization, which is devoted to helping customers to realize income maximization of human resources capital investment and helping individuals to realize maximum potential. Right Management provides various enterprise consulting services, including talents attraction and assessment, talents selection and cultivation, leadership development and enhancing organization’s performance. Meanwhile, it provides consulting and services on career transformation. Right Management is wholly-owned subsidiary of the ManpowerGroup. At present, Right Management has over 300 offices with over 3,500 employees in more than 50 countries all over the world. Right Management’s subsidiary in China was established in 1996, and currently it has offices in Beijing, Shanghai, Hong Kong, Guangzhou, Shenzhen and Taiwan.

Cyberwisdom
The Cyberwisdom (Shanghai) Co., Ltd. was established in Hong Kong with the investment by the world known investment company Morningside Group Hong Kong Limited in 1999. Theheadquarter of Cyberwisdom is located in Hong Kong, and it set up branches in Beijing, Shanghai, Guangzhou and Shenzhen of the mainland. Since its establishment, Cyber wisdom has been always ranked in the leading place among the e-Learning solution suppliers in Great China Area. It devotes itself to supplying online learning products and service to the enterprises, government and educational institutions in the whole Asia Pacific, including independent R&D wiz Bank learning management system, courseware design and making, readymade courseware, training and consultation service, the mixed study for combination of e-learning and class training and so on.

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Top 100 Human Resources Services Brands in Greater China 2013

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Job1001.com
Launched in Shenzhen in September 2006, job1001 upholds the philosophy of“Committed to Professional Service”in its “advisory” recruitment service. Aiming at sppeding up the process of professionalism in China, its service covers all the major industries across the country, and has become one of the top five online recruitment agencies in China. Its recruitment has proved effective and earned a reputation in professional talent recruitment through “word of mouth.” In 2011, job1001 was ranked No. 64 among Forbes’High Potential Companies in China.

Antal International
Antal International is a leading international British human resource recruitment and consulting company, headquartered in London, and it has 120 offices in 28 countries in the world. It sets up offices in Beijing, Shanghai and Hong Kong of China, and it has more than 120 professional consultants in China, which is the largest and fast-developed foreign high level talent recruitment company at present in China. Antal International is concentrated on the recruitment service for middle and high level management personnel, which is sub-divided into ten industries: medium, IT, auto, industry, quick consumption, marketing, bank, accounting, laws, logistics, supplying deep, effective and high quality services to the clients in each professional field.

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Timer
Founded by a group of famed HR management consultants and business psychologists, Timer focuses on helping organizations develop competitive edge in talent management. Specializing in design and implement competency modeling, assessment and development, Timer provides integrated solutions that achieve incomparable quality standards in China. We work with our customers to create highly customized talent

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management solutions that are highly supportive to their strategic initiatives and transitions.

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Kayang
The Shanghai Kayang Information System Co., Ltd entered HRM field in 1995 and it has been engaged in research, development and relevant service of HRM e-commerce suite over the years, and has provided products and services with excellent performance for nearly 1,000 big companies both at home and abroad. It is a famous HRM professional solution provider in China which is specified in research, development and solution of human resources management software. Kayang has proprietary intellectual property rights on software products and it is a high-technology company that is among the first batch of companies to obtain software enterprise qualification certificate (2000) from the Shanghai municipal government. Kayang’s customers are distributed all over Asia, and its many of its customers are Fortune top 500 and famous enterprises from both at home and abroad. Kayang’s customer satisfaction has been in the leading position in the industry for many years. With the average implementation success rate is about 30% in e-HR industry, Kayang has maintained its project implementation success rate of over 99%.

Top 100 Human Resources Services Brands in Greater China 2013

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HJSOFT
The Beijing Hong Jing Software Limited was founded in 1998. With its headquarters in Beijing, it now has branches or partners in all major cities in China. As China's professional manufactures of human resources management information promotion. HJSOFT will continue to study human resources management and talent management concept and the latest domestic and foreign outstanding enterprise management mode, to guide the sustainable development of products, to become the industry's most trusted human resources information management experts and talent management information services.

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China Star
The China Star Corp. for International Economic & Technical Cooperation (China Star) is a major state-owned enterprise established in 1986, and it belongs to the Ministry of Labor and Social Security of People’s Republic of China. Now it is under the China Council for the Promotion of International Trade. As a comprehensive foreign-related enterprise, China Star carries out foreign affairs service, human resource and consulting, international labor cooperation and other businesses, at present it has set up more than 30 branches at home and abroad, and its business has covered more than 70 countries and regions in the world.

HR-Channel
The Shanghai HR-Channel Consulting Co., Ltd. (HR-Channel) was established in June of 2001, its original company is Shanghai International Enterprises Cooperative Company Foreign Enterprise Service Center (Established in 1995), up to now it has more than 10 years’ foreign-related human resource service experiences, and its service covers more than 100 cities and regions including the provincial capital cities and level 2 cities. HR-Channel set up an industrial example of flow standardization in the business fields of personnel outsourcing, recruitment and headhunting, corporate training, business consulting, legal service, and so on.

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PageGroup
PageGroup International (LON:MPI) was established in London in 1976, and it is the leading recruitment consulting institution to represent the high-end employers to be engaged in the professional recruitment business for long-term, contractual and temporary posts. Michael Page International has 162 offices in 34 countries in the world. Michael Page International is listed on board of London Stock Exchange, annual turnover is over 1 billion US Dollar. And it set up the first office in Shanghai, China in 2003. At present, Michael Page International has its offices in all main commercial centers of the world, including Hong Kong, London, New York, Paris, Tokyo, Toronto, Singapore and Sydney.

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Top 100 Human Resources Services Brands in Greater China 2013

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NetDimensions
NetDimensions was established in 1999, and listed on board of London Stock Exchange (AIM: NETD). Internet Bar Maintenance Software devotes itself to becoming the leader of learning and knowledge management technology, supply solutions to global clients, help the improvement of performance. Internet Bar Maintenance Software has offices and sales channels in more than 40 countries in the world, and it has more than 380 clients, serving more than 280 million active users.

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Bridge HR
Established on January 18, 2003, Bridge HR is one of the earliest human resources services company in China that were sanctioned by the government. After 10 years of development, Bridge HR has over 30 branches committed to providing one-stop service solutions in 120 cities. Its vertical recruitment website, 9191offer.com, focuses on seven industries: financial services, information technology industry, wholesale and retail trade, courier industry, pharmaceutical and medical industry, chain hotel and restaurant industry and modern manufacturing industry.

Infor Global Solutions
Infor Global Solutions, established in 1981 in the USA, is one of the largest enterprise management software providers in the world. Through acquisitions and improvements, it supplies the software with rich functions, made them more excellent, and devoted itself to product innovation and reinforcement, made efforts to simplify and shorten the implementation time, supply flexible purchase options.

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TACSEN Management Consultants
TACSEN Management Consultants was founded in 2002 in Hong Kong, and officially entered the mainland market in 2003 with offices in Beijing, Shanghai and Guangzhou. Thanks to its outstanding contributions to enhancement of management capability of the industry, TACSEN became the only training consulting firm among the “most valuable companies” in Hong Kong in 2012. TACSEN adheres to the principle of“fruitful partnership", to provide enterprises with full, professional, thoughtful, robust training and consulting services. At present, in training services, TACSEN focuses on MBTI ® management training, leadership training, sales and service training; in its consulting services, TACSEN focuses on human resources restructuring, foreign companies’development strategy in China and tactics- building modules. To make training and consulting services well-targeted and accurate, TACSEN provides long-term follow-up monitoring service. TACSEN has developed a sizable database over the decade, and has the ability to do in-depth analysis of different industries.

Top 100 Human Resources Services Brands in Greater China 2013

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GUANAI TONG
Under CIIC, Guanai tong is China’s first professional organization that provides one-stop non-cash incentives and recognition solutions for enterprises. Guanaitong solution the successful enterprises Care Road, co-ordination of social resources, including content, products, customer service, logistics is one employee care overall solution to the world's leading IT platform technology for the enterprise, helping companies institutionalize transparent, personalized employee care and deliver it real-time to every employee.

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Amrop Group
Amrop Group was established in 1977 to suit the demands for talent. It sources talent from around the world and we have the deep insight and experience within different industry sectors that is critical to the success of a search. Currently Amrop is with 90 offices in 56 countries. Amrop China started in 1988 in Hong Kong. Steady growth led to the opening of the Shanghai office in 1999 and later in Beijing. With over 20 years’experience in China and Asia Pacific, Amrop is one of the leading executive search firms in the region.

Russell Reynolds Associates

American Russell Reynolds Associates Company is a believable company in respect of the global management personnel searching and evaluation. Through its wholly-owned 40 offices, 300 professionals of Russell Reynolds Associates Company completed high level searching and evaluation tasks for the companies of various scales in each industry, Russell Reynolds Associates has single company’s culture, and deep understanding for main industries and firm promise for clients’ service, American Russell Reynolds Associates Consulting Company has the qualification to find out the leaders with the best future for clients. Russell Reynolds Associates Consulting Company has more than 40 years’ history, and in 2006 it set up office in Beijing. In 2007, Russell Reynolds Associates and Beijing Industrial Development Consulting Co., Ltd. jointly established Russell Reynolds Associates Talent Consulting Service Company, which is one of the first Sino-Foreign joint venture agencies in China.

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Vanguard Technology
The Vanguard Technology Co., Ltd. established in 1998, adheres to its professional development direction in the course of more than ten years of development. It upholds to the philosophy of "customers come first" and has set up working relationship with many Fortune 500 as well as domestic companies. Its“Asia-Pacific compensation solution" and "Performance management solutions" have proved trailblazing in the industries. As the business continues Vanguard Technology has extended to the area of human resources consulting. Vanguard Technology has built its consulting and eHR team, to provide integrated solutions that cover "management philosophy and the implementation of the system". After years of unremitting efforts, the products of Vanguard Technology are more mature, with more project experience; their business is not limited to human resources management software, but extends to SaaS services, mobile terminal-based apps, to achieve the integration of management and technology. With the continuous overseas expansion, Vanguard Technology keeps providing customers with eHR solutions in Asia-Pacific and the rest of the world.

096 Top 100 Human Resources Services Brands in Greater China 2013

INTEBANK
INTEBANK is a Japanese-funded human resources service provider that focuses on “talent, technology, brand” as its core competences. It is committed to providing professional, full-range, one-stop human capital management-related consulting, executive search, and support of international development. Interbank’s products and services include: recruitment, talent assessment, corporate training, EAP services, human resources consulting, outsourcing, and information management system.

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Bovis
Bovis, created in 2002, mainly provides training programs tailored for enterprises. It has provided professional services to over 300 medium and large enterprises, handling such programs as: management power and leadership, marketing and sales, personal career skills, and finance, notably interview skills, power of influence, MBTI communications, train-the-trainers, etc.

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ALLEGIS-BN
ALLEGIS BN, founded in 1983, is a multi-national search and placement organization with head offices in Baltimore, Maryland, USA, and a global reach. Tenyears later in 1993, Allegis established its first office in Europe and go to Asia Pacific in 2007. In 2011, the revenue is 8 billion dollars. Over 90% of Allegis’ clients are Fortune 500 companies and 50% of FTSE top100 companies. In 1994, BN Management Consultants Limited established its first office in Guangzhou and in doing so became the first executive search firm to be established in China. In 2007, BN and Allegis Group joined forces to form a joint-venture partnership and now operating as Allegis-BN Human Resources Consultants Ltd. Allegis-BN’s offices in Shanghai, Beijing, Guangzhou and Chengdu.

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Tale Base
Tale Base provides human resources management consulting, evaluation, service, leadership development, and the use of IT technology integrated service. Headquartered in Guangzhou, it set up branches in Beijing, Shanghai, Shenzhen in 2011. In 2012, Tale Base will open offices in second-tier cities to meet the rapid development demands of customers.

Top 100 Human Resources Services Brands in Greater China 2013

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Myjob.com
Myjob.com and ChinaHR.com have successfully completed their strategic merger, and the two sides will integrate their resources in terms of brands, products, services, and corporate users and other aspects to the best mutual advantages. The new company after the merger has a larger scale and is more competitive, and can provide professional, quality services for clients and job seekers with different needs. Myjob previously focused on second-, third- and fourth-tier cities in China, and served clients with its efficient telemarketing team, quality customer service, and strong technology platform. ChinaHR’s business is mainly found in first-and secondtier cities, and the company has high-end corporate customers, quality campus recruitment, and an experienced sales team. The combined company will create a strong brand covering all the cities of the country, an online recruitment service platform, a huge resume and job bank, a wider portfolio of services and products, mature technology, and will bring users the best service experience. These will be conductive to the success of the combined company in a highly competitive market. After myjob.com became a member of Saongroup.com’s global recruitment services network, ChinaHR followed suit in February 2013.

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EgonZehnder International
EgonZehnder International was established in Zurich, Switzerland in 1964, 412 consultants in 64 wholly-owned offices of 38 countries are connected to each other through the partner system of “Single profit center”. For many years, it helped the global newly established enterprises to attract the most outstanding talents, so as to obtain competitive advantages.

Talent2 International
Talent2 was founded in 2003, established in Australia and listed on the Australian Stock Exchange ('TWO'). International Concept System is the former company of Talent2, and Morgan and Banks bought it and reamed as Talent 2. It operates from more than 40 offices in 30 countries across Asia Pacific, Middle East, UK and USA.Talent2 provides a holistic consultancy service through HR Advisory offering and specialized best-practice solutions in Payroll, Recruitment and Learning. In China, Talent2 has branches in Hong Kong, Beijing, Guangzhou and Shanghai.

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CloudRecruit
CloudRecruit is a recruiting solution provider focusing on the online recruiting management solution - OurATS. Its founders are a few young people coming from well-known multi-national companies like Google, Intel, Manpower, with more than 10 years in HR or IT fields. With the benefit of advanced ideas, extensive experience in human resource management and solid information technology skills, they have developed an online applicant tracking system (OurATS) able to apply globally.

098 Top 100 Human Resources Services Brands in Greater China 2013

FIRSTAdvantage
First Advantage, the largest provider of employment background screening services in the Asia Pacific region, now provides a full spectrum of risk mitigating talent acquisition solutions. Established in Florida , The United States, with 23 branches, more than 3,300 employees andmore than 11,000 customers. Since June 2006, First Advantage has brought the newest global company service platform" (CSPi). CSPi is currently the most advanced online service platform of background survey. In Asia-Pacific, First Advantage has 17 offices and over 2,100 employees in the Asia Pacific region including Australia, China (Hong Kong, Beijing, Shanghai, and Zhuhai).

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China Select
Established in 2006, as one of the first private companies licensed to develop psychometric assessment in Shanghai, China Select collaborates with a number of leading international test companies to offer a range of quality talent assessment tools appropriate for talent selection and development in China. It has a dedicated team of local and international business psychologists based in Beijing and Shanghai, and they support clients with efficient and effective ways to get insight into people’s capabilities and potential. It also provides training in best practice assessment skills, helping empower HR professionals and line managers.

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ZO
The Shanghai ZO Health Management Consulting Co., Ltd. is committed to the promotion and implementation of employee assistance programs (EAP). It provides organizations and employees with diagnosis, counseling, consulting and other services, to help employees alleviate and eliminate their troubles resulting from social, health, psychological and economic issues; it helps employees enhance their own power and feeling of well-being, thus prevent problems and improve the quality of work and life; ultimately promote the healthy development of enterprises and organizational effectiveness. ZO features over 100 courses in 15 series, and it can design tailored courses, and its professional trainer team has practical expertise in both training and business management.

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Bluesea
Bluesea Group is a talent service industry in Shanghai focused on HR outsourcing, human resources management consulting-based, integrated solutions provider, co-founded by successful entrepreneurs and well-known investment institutions, business networks across the country, headquartered in Shanghai, the registered capital totaling 55 million yuan, the overall investment of 100 million yuan, the Shanghai talent services Industry Association Council. Blue Ocean Group for the national enterprises and institutions to provide comprehensive, multi-level human resources services, including temporary staffing / personnel agency, compensation and benefits management, RPO & headhunting services, human resources management consulting, legal consulting, experiential training and growth enterprises stop type HRO solutions, professional services.

Top 100 Human Resources Services Brands in Greater China 2013

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NorthgateArinso
NorthgateArinso is a leading global Human Resources software and services provider offering innovative HR business solutions to employers of all sizes, including Global Fortune 500 companies and many Public Sector organizations. Company want to be the world’s leading provider of global HR solutions and the trusted partner of HR decision makers. NGA help HR executives optimize their HR service delivery through smarter processes and more efficient technology, supporting key HR areas like workforce administration, payroll, benefits, recruitment, learning, and talent management. NGA’s 8,500 employees are dedicated to delivering excellence through HR consulting, HR outsourcing and HR technology. As a recognized global HR services leader, we have offices in 35 countries on five continents, supporting customers in more than 100 countries.

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YIKANG
The Golden Yikang Company was established in 1990, and it is the earliest enterprise with the most clients in the country professionally engaged in the business of research, development, marketing and supplying whole solutions for personnel, talents, human resource management software. The“General Personnel Information Management System”(GPMS) developed together with Personnel Information Center of State Ministry of Personnel and appraised by the state in 1994 was praised by the senior experts of UN as one of the software with the strongest functions and widest use scope in the world, and the State Ministry of Personnel, State Technical Supervision Bureau, National Electronic Promotion Office jointly issued document to promote it all over the country as the basic software of national personnel information system construction. Golden Yikang takes Beijing group headquarter as its operation center, and it set up branches and offices in Beijing, Jinan, Shenyang, Shanghai, Guangzhou, Tianjin, Nanjing, Zhejiang, Changsha, Hainan and other places, developed more than 100 agencies and partners all over the country, established relatively perfect marketing and service system.

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SilkRoad
SilkRoad is a leading provider of cloud-based social talent management solutions that develop happy employees who drive exceptional business performances and agility. Located in Chicago, USA, the Group has more than 20 branches in Europe, North America and the AsiaPacific region. Asia-Pacific SilkRoad’s headquarter is in Singapore, also the product R & D center of Asia-Pacific region. Currently more than 3,000 corporate clients in 75 countries, more than 160 customers are the world's top 500enterprises. Every day there are over 6 million users online using our solutions for recruitment, new employee orientation, performance appraisal and employee training work of HR. In Greater China, SilkRoad’s headquarter is in Shanghai, and branches such as Beijing and Wuhan.

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WebHR
WebHR is a new model benefits administrator that employs a powerful combination of Internet technology and human services. By employing the utility of the Internet and professional services, WebHR delivers a complete end-to-end employee benefits management, communication, and transaction system to help employers and brokers reduce costs, improve service. Products includes:e-HR, e-learning, eKM. Currently, WebHR has branches in Shanghai, Beijing, Nanjing, Jinan, Shenzhen, Harbin, Hefei. WebHR has provided HR solutions for over 3,000 clients and 100,000 professionals.

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Top 100 Human Resources Services Brands in Greater China 2013

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Opendb.com
Opendb.com is a free career community website where you can take an inside look at companies’payrolls, reviews, interview questions and vacancies. All information is published anonymously by the companies’ internal staff, and such info is free to visitors.

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Assess Systems
Assess Systems provides state-of-the-art talent selection and people development assessment solutions to clients worldwide. Assess Systems has assessed millions of people in a broad spectrum of industries and positions spanning 42 countries and over 4,300 customers for 30 years. The company offers competence building, recruitment process, talent development system construction, industrial and organizational psychology evaluation, coaching and leadership training and other services. At present in China there are more than 200 multinational corporations and excellent local enterprises using the ASSESS system.

TTI Success Insights
TI Success Insights is a talent assessment tool provider that has the most competitive talent assessment tools and solutions on the market. TTI Success Insights China, as the distributor of TTI Success Insights International in China, seeks to provide enterprises with assessment tool and its talent management solutions with proven reliability and validity. Globally more than 7,000 recruiting experts, trainers, consultant, coaches are using products of TTI Success Insights. Its products are being used in over 90 countries and regions in 40 languages. As a global leader, its talent development assessment tools, being both scientific and systematic, have nearly 30 years TTI Success Insights company has delivered talent management solutions to tens of thousands of enterprises around the world that face challenges in human capital.

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HPO Group
The HPO Group was established in 1973, and for 40 years it has been providing appropriate talent development programs and training coursesin the Greater China region to suit the latest demand for enterprise development. It aspires to become "the world's provider of operating wisdom." In addition to assisting enterprises with training consultancy, analyze and provide corporate internal training, it also provides professional assessment diagnostic tools, assist the development of business organization, construct management system to meet the business needs, and to meet professional managers’ desire to pursue management expertise to lead the company to further success. The HPO Group has three business entities of corporate training, management consulting and media business. Currently it has offices in Taipei, Taichung, Shanghai, Beijing, and Tianjin.

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About the Ranking List
After it released the ranking list six times from 2007 to 2012, HRoot began on February 16, 2013 the data collection for the Top 100 Brands of Human Resources Service Providers in Greater China. The list is a non-profit effort for public welfare without any charges to any participants, which guarantees that the ranking list is open, fair and authoritative. The data collection ended on April 20, 2013.

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Assessment Model and Procedure
Our assessment model integrates such methods as monitored data in the HR Competitive Intelligence System, sampling survey, frequency of references or citations on the Internet and media, value evaluation model, among others. In the assessments of the value of brands, we use a portfolio of 11 assessment targets: financial support, market activity, media exposure, R & D, advertising, geographic spread, branding protection, social media marketing, mobile marketing, website competitiveness and customer evaluation. The target system in this assessment is divided into two classes, i.e., the first class and the second class, while the score of the first class is the sum of the multiplication product of each second class target and its relative weight. In the assessment in 2013, we have made adjustments to some of the second class targets and increase the number of targets, and lower the weight of all other targets accordingly. In this assessment we have introduced weixin as a new second-class target in the class of social media marketing, and we set five benchmarks to the target of the number of weibo fans, i.e., “1-5000”, “500010000”, “10001-30000”, “30001-50000”, and “more than 50000 or above”, while it maintains a weight of 5% as in the past. In addition, as a second-class target under the first class, the five benchmarks of the number of attendees have also changed, i.e., “1-500”,”501-2000”, “2001-5000”, “5001-8000”, and “more than 8000.”
No. First-class target Second-class target Project and score points 0-5 5-10 10-20 20-50 50or above Profit-making Profit-making 1 3 5 7 10 +1 +0.5 Weight

1

Financial Support

1. Revenue in 2012(unit: $100 million) 2. Performance in the year 3. Performance in each quarter

10%

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No.

First-class target

Second-class target Project and score points 0-10 11-20 21-35 36-50 More than 50 1. First-tier cities, e.g., Beijing, Shanghai, Guangzhou, Shenzhen, Hong Kong, Macao, and those in Taiwan 3. Second-and third-tier cities 1-500 501-2000 2001-5000 3. No. of attendees 5001-8000 More than 8000 0-10 11-30 1. No. of news reports 31-50 51-100 More than 100 2. Interview, features, Reported by Fortune, Harvard Business Review, article published by Global Entrepreneur, World Executive and other leading media leading media 0-10 11-30 3. No. of citing media 31-50 51-100 100 or above 0-5 6-10 1. No. of reports 11-15 16-20 More than 20 1. Advertising Releasing advertisements 2. Sponsorship Sponsoring events 1. First-tier cities, e.g., Beijing, Shanghai, Guangzhou, Shenzhen, Hong Kong, Macao, and those in Taiwan 1. No. of branches 2. Provincial capitals and their locations 3. Second-and third-tier cities 1. First-tier cities, e.g., Beijing, Shanghai, Guangzhou, Shenzhen, Hong Kong, Macao, and those in Taiwan 2. Provincial capitals 3. Second-and third-tier cities Basic score: 3; in case of negative news Basic score: 3, in case of similar trademarks or brands 1 2 3 4 5 2 1 1 1 2 3 4 5 1 2 3 4 5 5 1 2 3 4 5 1 2 3 4 5 3 3 +1 for each city +0.5 every 2 cities (Max: 5) +0.5 every 2 cities (Max: 5) 1 1 1 -2 -1

Weight

1. No. of events

2

Market Activity

2. Geographic areas 2. Provincial capitals and three economic belts covered

10%

3

Media Exposure

5%

4

Research & Development

10%

5

Advertising

15%

6

Geographic Spread

5%

2. Customer spread 1. Negative news Branding Protection 2. Trade mark protection

7

10%

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Top 100 Human Resources Services Brands in Greater China 2013

No.

First-class target

Second-class target 1. Social media e.g., LinkedIn, Renren, Kaixin001)

Project and score points 5 0 1 2 3 4 5 1 2 3 4 5 5 0 1 2 3 4 5 1 2 3 4 5 3 0 3 0 0 1 2 3 0 1 3 2 1 0 0 1 2 0 1

Weight

8

Social Media Marketing

9

Mobile Marketing

10

Website Competitiveness

With Without 1-5000 5001-10000 10001-30000 1. No. of fans* 30001-50000 More than 50000 2. Weibo(Sina and T.qq.com) 0-10 11-50 2. Activeness(No. of 51-100 transfers and comments) 101-200 201 or above With 3. Weixin Without 0-10000 10001-20000 Click rate(Tudou, Youku, 20001-30000 4. Video YouTube, etc.) 30001-50000 50001 or above 0-10000 10001-30000 30001-50000 5. LinkedIn No. of members 50001-100000 100001 or above With 1. iSO app Without With 2. Android app Without Under 1 1-5 1. No. of indexes on search engines (Unit: 10,000) 5-10 Above10 100 or under 2. No. of website backlinks 101 or above 0-5 5-10 3. Website traffic ranking (Unit: x10,000th) 10-20 More than 20 Under 1 4. Average time per visit per day (Unit: minute) 1-3 More than 3 2 or above 5. Average page load time (Unit: second) Under 2 Total score: 5, min.: 1, max.: 5

5%

5%

10%

11

Customer Evaluation

1. Customer satisfaction

10%

* The total of number of fans on the V-certificated corporate weibo accounts.

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Assessment Procedures:
Our assessment method integrates such the monitored data in the HR Competitive Intelligence System, sampling survey, frequency of references and citations on the Internet and media, and value evaluation model, etc.

Collection:

The collection of brand data (from questionnaires issued on the Internet or through other media and channels)

Database building:

Setting up databases for shortlisted brands (selecting the top 150 enterprises by analyzing feedbacks);

Research on the three metrics of the brands (popularity, satisfaction and reputation) via online or e-mail questionnaires, telephone

Researching:

Setting up the value-assessment model (including 11 targets, i.e, financial support, market activity, media exposure, R & D, advertising, geographic spread, branding protection, social media marketing, mobile marketing, website competitiveness, and customer evaluation.)

Model building:

Analyzing & ranking:

Publishing:

Analyzing the information collected in the above four procedures and work out the ranking list.

Publishing the General List and the lists by each industry, and ultimately publishing the White Paper.

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Introduction to the Evaluation Models of the 2013 Top 100 Human Resources Services Brands in Greater China List

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Three Factors of Brand Equity Evaluation
Generally the methods of brand equity evaluation reply on three basic factors, i.e., the financial, market and consumer factors. The financial factor mainly reflects the premium-obtaining ability and the total value of a brand, which can be evaluated by costs, premium and added cash flows. The market factor mainly reflect the brand’s influence on the market and its extension ability, which can be evaluated by market performance, achievement, competitiveness and the market value of its stock. The consumer factor reflects customers’ recognition and loyalty to the brand, which can be evaluated by their comments, behaviors, beliefs, cognition, awareness and purchase intension, among others. The well-known and familiar equity evaluation methods are based on one or two of the three factors; the following table classifies the evaluation methods according to different factors.

Classification of brand equity evaluation methods
Factors
Financial factor

Essential points of evaluation methods
Brand equity is part of the intangible assets Brand equity is the discounting of a brand’s future income, and therefore traditional financial method is adjusted and the market factor performance is taken into account Brand equity refers to the extra price that consumers are willing to pay versus products without brand or competitive brands Brand equity relies on customer relationship with the brand, taking into consideration of the operating mechanism and the real driving factor of the brand equity.

Representative methods
Cost method Replacement cost method Market value method Interbrand method Financial world method Premium method Brand price trade off (BPTO) Conjoint Analysis

Financial factor + market factor

Financial factor + consumer factor

Consumer factor + market factor

Brand Asset Valuator Brand Equity Ten EquiTrend Brand Equity Engine

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I.

Evaluation Based on the Financial Factor

The financial factor method measures brand equity by accounting principles, and there are mainly: the cost method, the replacement cost method, and the method of market value of its stock. The cost method estimates the brand equity by referring to the actual investment in establishing and developing the brand, such as the R&D cost and advertising cost. The replacement cost method refers to the practice of estimating brand equity by building a similar brand and calculating the needed cost; this method introduces the concept of cost coefficient: The more influence a brand has (such as with a high market share), the higher the cost coefficient is.

II.

Evaluation Based on the Financial and Market Factors

Two familiar methods of evaluating brand equity are the Interbrand and the Financial World methods, which include some factors that can reflect the brand’s performances and competitiveness on the market. According to the Interbrand method, the brand value, same as the value of other assets, should also be able to be discounted in the brand’s future earnings, so the brand equity value = brand earnings x brand strength. This method is performed in two steps: first, determine the cash flow of the earnings, and then determine the discounting rate with the brand strength. The brand earnings reflect its profitability in recent years. To calculate the brand earnings, you can deduct the production costs, marketing costs, fixed costs, wages, return on capital and taxes from the brand’s sales revenue. Some other factors should also be taken into consideration. The brand strength determines its future ability of cash flow, and it is evaluated with seven factors, i.e., the market leadership, stability, market characteristics, marketing scope, development tendency, branding support and brand protection. The Financial World method is similar to the Interbrand method, but different in its practice of determining the financial earnings and other data more on the comments of experts. The method stresses on the market performance of the brand. The profit is first calculated according to the sales revenue of the company and experts’ estimation of the average profit rate of the industry, and then deduct the brand-irrelevant profit (such as net capital gain (return on capital as experts estimate it) and taxes from the total profit. Use the Interbrand method to work out the coefficient of the brand strength, and get the formula of brand value = net profit x brand strength coefficient.

III. Evaluation Based on Financial and Consumer Factors
This method defines brand equity as such: when pitted against the prices of similar products/services without brands or competitive brands, the extra expense that consumers will pay for its product/service. This is an evaluation based on the combination of two factors, with such representative methods as the premium method, consumer preference method, brand price trade-off, and co-joint analysis method. The premium method determines the brand value by finding the premium that a brand can command, or in other words, the extra cost consumers are willing to pay for the product/service of the brand versus those similar products or services without brands or of competitive brands that have similar functions. The consumer preference method and the conjoint analysis method determine the brand value by finding out the brand’s influence on consumer preference and choices after excluding the physical product utility. Its basic assumption is to take into consideration of the maximum number of properties and then infer the brand value through the observation of consumer choices and preferences. This method is characterized by its simple operation but it is largely reliant on the intuitive judgement and computer statistics process.
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IV. Evaluation Based on the Consumer and the Market Factors
There are four evaluation models based on consumer relationship, i.e., Brand Asset Valuator, EquiTrend, Brand Equity Ten, and Brand Equity Engine.

1

Brand Asset Valuator Model

The model evaluates the performance of a brand with four targets on customers: 1) Differentiation: The defining characteristics of the brand and its distinctiveness relative to competitors; 2) Relevance: The appropriateness and connection of a brand to a given consumer; 3) Esteem: Consumers’ respect for and attraction to the brand; the grade, perceived quality and popularity of the brand as consumers feel them; 4) Knowledge: Consumers’ awareness of the brand understanding of what it represents.

Based on the result of consumers’ evaluation, the model has established two elements: brand strength—a product of multiplication of differentiation and relevance; brand stature—a product of multiplication of brand position and brand awareness, forming the
Brand strength high

Brand status

high

Potential brand

leading brand

brand matrix that is used to judge the development stage of the brand.

New entry brand

Declining brand

2

EquiTrends model

The model requires consumers to measure three attributes: 1) brand awareness, or the percentage of consumers who can recognize the brand, including three categories, first-mention, pre-mention, and post-mention. 2) perceived quality; it is the core of the model as consumers’ evaluation of the quality directly influences their preference, trust, price and the likelihood of recommendation. In the study of this model, the perceived quality is proved to be proportional to the grade, use frequency or market share of the brand; customers’ satisfaction, or the maximum length of use and the evaluated satisfaction. By taking together the performance of a brand in the three attributes, we can work out the score of a brand asset.

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3

Brand Equity Ten Model

In 1996, Professor David Aaker, a renowned brand expert in the US, highlighted five aspects to measure brand value from the perspective of consumers, i.e., loyalty, perceived quality or leadership, brand association or differentiation, brand awareness and market behavior. He proposed ten attributes on these five aspects as the table below:

Ten factors of the EquiTrend model
Evaluation dimensions Evaluation of brand loyalty Perceived quality or leadership of the brand on product trend Evaluation of brand association or differentiation Evaluation of awareness Evaluation of market behavior Factors Friendliness of price, satisfaction or loyalty Perceived quality, leadership in trend or popularity Perceived value, brand personality and organizational associations Brand awareness Market share, market price and distribution coverage

4

Equity Engine model

The model expresses that although the realization of brand equity is realized by the purchase of consumers, the target of purchases does not interpret the key factor that drives brand equity in the viewpoint of consumers. Brand equity is essentially determined by the customers’ viewpoints on the
Brand authority

Brand identification

Brand affinity Brand equity

Brand approval

Brand performance (functional benefits)

Brand value Brand price

The model divides the brand image attributes into two categories: 1) “hard” attributes, or the functional benefits delivered by the brand (performance), and 2) “soft” attributes, or the emotional benefits (affinity). Affinity refers to the customers’ trust and respect that a brand receives, including authority, identification, and approval. Functional performance is another essential integral part of equity asset, including the characteristics and performance in functional benefits. The emotional characteristics and functional attributes can illustrate that the customer perception, affinity and functional performance constitute the brand equity. Through professional statistics software, we can tell the standardized score of a brand in affinity and functional performance and the score of each subordinate items, and thus to understand the contribution of each factor to the total score of brand equity, the factors that contribute most to the brand equity, and the factors that drive the brand equity.
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The Evaluation Model of the“Top 100 Human Resources Services Brands in Greater China”
With reference to the available methods of brand evaluation, we weigh their pros and cons, and establish the evaluation model for the“2013 Top 100 Human Resources Services Brands in Greater China”. We evaluate the brands with the 11 factors, i.e., financial support, market activity, media exposure, R&D, advertising, geographic spread, brand protection, social media marketing, mobile marketing, website competitiveness, and customer evaluation; the weight of each factor is illustrated in the below chart.
15% 3% 14% 10%
Financial Support Market Activity Media Exposure R&D Advertising Geographic Spred Branding Protection Social Media Marketing Mobile Marketing Website Competitiveness Customer Evaluation

Data Composition of the 2013 Top 100 Human Resources Services Brands List

5%

13%

The data financial support mainly comes from the earnings of each enterprise (all listed companies). The data of market activity, news releases, interviews, features, contributions, media citing, the number of professional research reports, advertising and sponsorship, geographic spread, brand protection are mainly from the search results of official websites of the enterprises, and of search engines of Google, Baidu,
6% 13% 9% 5%

7%

WiseSearch; the website competitiveness is mainly measured by sub-targets such as the data of search engine traffic and backward links, traffic ranking, average time of visit per day, average page loading time; social media marketing is measured by such sub-targets as social networking media, weibo, weixin, videos, LinkedIn, while mobile marketing is measured by two targets, i.e., iSO and Android apps.

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Top 100 Human Resources Services Brands in Greater China 2013

As it is reported that 94% of the enterprises used mobile marketing and social media marketing in 2012, while in 2013, almost all enterprises have set up their weixin accounts. Therefore, we introduce weixin account as a brand-new second-class target. Social media and mobile are channels of two-way communications that can create opportunities for active interactions with users and provision of rich and relevant experiences. So far as the HR industry is concerned, the financial data for Interbrand are mainly from listed companies, but many HR companies, however, have not gone public yet. In addition, the Interbrand evaluation model mainly works out the figures by deductions, i.e., to deduct the production costs, marketing costs, fixed costs, wages, return on capital and taxes from the brand’s sales revenue, while in the HR industry, these data are difficult to obtain. Meanwhile, there are significant uncertainties in the predictions of the sales revenue and profit of future years. The economic situations, market environments, sales volumes and cost structures may undergo dramatic changes, making the current and past scenario of sales not necessarily sustainable in the future. In a certain sense, brand evaluation can be done on the basis of prediction; it is rational to work out the range of fluctuation rather than a specific and certain figure through this evaluation. Finally, it is still open to question whether the seven targets that Interbrand considers in brand strength evaluation can cover all the important aspects. As to the Brand Asset Valuator model, it has the advantage of being simple and able to cover a wide range of brands and products types, and it is relatively new in its form. But the limitation of the model is that it is data-oriented, and cannot explain the mechanisms of brand choice and brand loyalty. The EquiTrend model, however, has its inadequacy in relying too much on such targets as perceived quality. Perceived quality can clearly explain why consumers buy these products, but cannot explain the reason for their high quality. A missing link in the Brand Equity Ten model lies in the fact that in the studies of certain industries, targets need to be adjusted to adapt to the features of the relevant industry. The evaluation model of the Top 100 list mainly works by summing the brand’s financial strength, its importance in driving consumer choice, and the competitiveness of a brand. In the measuring of the financial targets, we take estimates within error range, and do a comprehensive evaluation with the total score of the 11 targets, an evaluation method of basic financial data. In addition to this, we made reasonable extension, considering non-financial information while focusing on financial data. The method also brings into analysis of market activity, geographic spread of the brand, brand protection, and social media marketing, making it a comprehensive, all-inclusive brand evaluation method.

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Analysis of the 2013 “Top 100 Human Resource Services Brands in Greater China List
The Top100 list shows that some new companies will make their debut on the list; they are a total of 24 newly appear on the list, mostly in the industries of e-HR, HR consulting, HR outsourcing and HR dispatch. New companies in the 2013 Top 100 list
Ranking in 2012 35 40 45 65 74 74 74 80 82 82 88 89 90 96 98 100 Company fenzhi.com Indeed 36.cn Job1001 BRIDEGE HR TACSEN Vanguard GUANAI TONG intebank Bovis Myjob.com BLUESEA ZO opendb.com.cn TTI Success Insights HPO Main business Recruitment Recruitment Recruitment Recruitment HR outsourcing and talent dispatch HR consulting e-HR HR outsourcing and talent dispatch Headhunting, management training Management training Recruitment HR outsourcing and talent dispatch HR consulting Recruitment Talent assessment Management training Country China USA China China China China China China China China China China China China USA China

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Native Chinese HR services providers are attaching increasing attention to brand and its market operation; they have pooled more resources in brand marketing, and attempted new media marketing channels. There are a total of 48 Chinese HR services providers on the list, a record number in the history of the list.

From the ranking of the list, the fastest rising companies are: Robert Half, CDP Group, and Oracle, coming from the HR outsourcing and e-HR industries, showing a close relationship with the vigorous growth momentum of these segmented areas, and their greater commitments to brand and marketing operation.

The top 3 fastest rising brands
Ranking in Ranking in 2013 2012 58 38 16 84 60 32 Rise in ranking 26 22 16 Company Robert Half CDP Oracle Main business HR outsourcing and talent dispatch HR outsourcing and talent dispatch e-HR Country USA China USA

By comparing the 11 targets of the evaluation model of the Top 100 list, we have examined the brand management of HR services providers. By comparing the average score of the industry, we can find the strengths and weaknesses of the enterprises in their brand building and management process, a result that can help enterprises emulate with each other and focus their efforts in brand building.

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115

By comparing the average score of different industries of the Top 100 companies, we can see that the companies in segmented areas of HR are paying similar attention to their brands, but they have differences in a few factors. For instance, the recruitment industry has always been performing well in website competitiveness, while the HR outsourcing and dispatch industry leads in market activity and financial support, an indicator of the characteristic of their industries. In 2012 the China market witnessed to the explosive growth of HR demands, while the HR outsourcing and dispatch industries were constantly exploring emerging markets, extending from first to second- and third-tier cities, bringing advantages in their market activity and financial support.

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The HR outsourcing and dispatch industry generally emphasizes on brand building, making its scores above the average of the Top 100 in such targets as market activity, financial support and advertising. Among these companies, ADP boasts higher scores than the average of Top 100 in almost all the targets, and it also outperforms other enterprises in the HR outsourcing and dispatch industry.

The headhunting industry, on the whole, invests less in its market activity, and turns out a score lower than the average of Top 100 in mobile marketing and social media marketing. Among these companies, ManpowerGroup leads the pack in brand building, and its investments in mobile marketing, social media marketing, and website competitiveness are far higher than the industry average.

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The training management industry scores higher than the average of the industry in media exposure, R & D, advertising and geographic spread, but lags behind in mobile marketing and social media marketing. Among those companies KeyLogic outperforms the industry average in its investment in market activity, media exposure, R&D, advertising, and mobile marketing.

The recruitment industry wins higher scores in website competitiveness and mobile marketing than the average score of the Top 100. But they underperform to a slight degree in advertising and R&D,. Among them 51job outperforms the industry average in R&D, advertising, media exposure, geographic spread, mobile marketing and website competitiveness.

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Top 100 Human Resources Services Brands in Greater China 2013

The consulting industry fairs well in R&D, mobile marketing, and advertising, and its general scores are above the average of the Top 100. Among them Towers Watson outperforms the industry average in market activity, media exposure, R&D, advertising, mobile marketing and website competitiveness; its emphasis and investment in brand greatly enhances its competitiveness in the consulting industry.

The assessment industry scores slightly above the average of the Top 100 in mobile marketing and website competitiveness. Among them DDI is the No. 1 company in brand building and protection, and it outperforms the industry average by a wide margin in terms of market activity, media exposure, advertising, R&D, and mobile marketing.

On the whole the e-HR industry is on a par with the average of Top 100 in its investment in branding. Among the companies SAP far outperforms the industry average in social media marketing, mobile marketing, media exposure and website competitiveness, but underperforms in geographic spread and brand protection.

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About the Research
This research is made basing on financial statements open to the public and channels and data believed to be reliable by Human Capital Management magazine, but it does not express or ensure the accuracy or integrity of its results explicitly or implicitly. All data and statistics are updated at the time of writing, but they are subject to changes without prior notice. When citing personal comments, necessary recognition and permission have been obtained. However, the views and opinions are just those of Human Capital Management, and they might not reflect the views and opinions of the companies or people involved in the research or those of other parties. These views and opinions should not be considered professional suggestions, recommendations or recognitions provided by Human Capital Management or the basis of the former. Human Capital Management and its employees are not held responsible for any loss due to relying on the information in the report. 1. The ranking list is for reference only, rather than being considered the basis or suggestion in investment and transaction. Human Capital Management, HRoot or any independent provider will not be held responsible for any error, incompleteness, delay of information or the decision made depending upon the information in the list. 2. All companies in the list shall publish their financial figures and submit part or all of them to their governments. In US-based companies, private companies and joint-stock cooperative companies compiling 10-k financial statements are included. Operation revenues are listed according to the numbers filled out by each company, including the operation revenues of the closed part of the organizations because of mergers and acquisitions. Operation revenues should include those from merged subsidiaries, and no consumption tax is deducted. 3. The figures shown in the list are those od the fiscal year that ends by or before of April 20, 2013. 4. The “Top 100 Human Resources Services Brands in Greater China” refer to the organizations with branches in the Greater China region (mainland China, Hong Kong, Macao, Taiwan) and their businesses are related to human resources (i.e., recruitment, headhunting, training, outsourcing, consulting, assessment, dispatch, e-HR and e-Learning). Therefore, even though such organizations as A. T. Kearney, McKinsey & Company, Bearing Point, Capgemini have set up their branches in Greater China, they are not listed here because their businesses are not related to human resources; while such institutions as Paychex, Labor Ready perform businesses related to human resources, they are not included here because they have no branch offices in the Greater China region. 5. As the research and distributing institutes of this list, Human Capital Management and HRoot are not included in the ranking list. 6. The fiscal year revenues in the list are quoted from Nasdaq and the stock exchanges in New York, Paris, Zurich, Frankfurt, Toronto, Amsterdam, London, Bombay, Hong Kong, Shanghai and Taiwan, and the financial statements on the websites of relevant enterprises.

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About the Publisher
Human Capital Management magazine has the largest circulation of HR management journals in China with some 30,000 readers. Dedicated to spreading HR-related information, viewpoints, methods, techniques and so on, it targets such readers as HR executives and experts, CEOs, department and general managers, and other decision-makers, mostly from leading multinational companies. Human Capital Management magazine is edited and published by HRoot, a leading HR media and Internet company in China.

HRoot is a leading HR media and Internet company in China whose brands and services include: HRoot.com, a world’s leading HR management website; Human Capital Management magazine, a leading industry journal; Overclass, an elite club for HR professionals; the Annual Human Resources Awards in Greater China, a top-notch industry event with utmost authority, scale and influence; the China Human Capital Forum and the China HR Services Expo, each being the largest event of its kind in the country. It has cloud media platforms with its iPhone, iPad and Android apps in an effort of mobile marketing. HRoot releases the monthly white paper of MarketWatch of Global HR Service Industry, and the annual reports of the “Global 50 Human Resources Services Providers” and the “Top 100 Human Resources Services Brands in Greater China”, each being celebrated as a barometer of this industry. The website of HRoot has some 1.5 million HR professionals as its registered user, and it registers more than 500 million visits each year; HRoot has more than 10,000 people attending its off-line events each year, and 30,000 readers of its publication. HRoot serves over 20,000 customers now, including more than 95% of the Fortune 500 companies in China. It has more than 300 HR services providers, business schools, associations as its ad clients and sponsors, and among them are nine out of the top ten global HR services providers.

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Disclaimer
The information listed in this document represents the views of HRoot Corporation on the matters discussed as of the date of release. HRoot must respond to changing market conditions, hence such information cannot be interpreted as promises of HRoot. HRoot cannot guarantee the accuracy of any information after the release date. This document is for reference only. HRoot does not make any explicit or implicit warranty contained in this document. Users are held responsible for complying with all applicable copyright laws. Under the conditions of unrestricted rights of copyright license, no matter for what purpose, or in any form or by any means (including electronic, mechanical, photocopying, recording, or other forms) no part or all of this document, can be copied or disseminated, or stored in or introduced into any retrieval system without express written permissions of HRoot Corporation. The patents, patent applications, trademarks, copyrights, or other intellectual property rights of HRoot may involve copyright issues in this document. Unless any written license agreement by HRoot makes clear, the provision of this document does not mean giving you any license of these patents, trademarks, copyrights, or other intellectual property rights.

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Copyright Statement
Copyright (c) 2002-2013 Shanghai King True Media Co., Ltd. All rights reserved. Without written permission from the King True Media, any institution or individual is not allowed to reproduce the whole document or any part of it or use its quotations. The wordings and the logos of "HRoot" ,"Human Capital Management” and “人力资本管理” are trademarks or registered trademarks of the Shanghai King True Media Co., Ltd. in China and other countries and regions; the texts or logos of other brands are to the ownership of related stakeholders. HRoot and "Human Capital Management" belong to the Shanghai King True Media Co., Ltd.

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