2014 best 100 hr service brands in great china
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ContentsOverviews
Thought and Action——Human Resource Service Market Review in Greater China, 2013-2014
Branding and Marketing of Human Resource Service
Case StudyCEB: Brand Practices of Close-loop Leads
Management and Emotion Marketing
Love Inside Brand Transformation of Guanaitong
Tale Base: Creating the Top Brand of Talent Supply Chain
T h e B e s t 1 0 0 H R B r a n d s
Company Profiles
About RankingsMethodology
Brand Evaluation Model
Acknowledgements
About Research
About us
Disclaimer
Copyright Statements
001
013
026
039
090
107
108
109
111
112
Overviews
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 20142
According to data from IDC, a compound annual growth rate of China recruitment related service market from 2013 to 2015 is 17%; the size of the market
in 2015 is expected to reach ¥ 75.9 billion. With the further open-up improvement of human resource service in China, more and more human resource
service institutions move into China and increase their investments in the China market.
At the same time, with the intensification of global flow of talents, a number of outstanding human resource service agencies began to expand overseas. In
2014, the Career International and Antal International, the United Kingdom long-established recruitment agency, came to an agreement that a strategic
cooperation based on the equity level. With the help of Antal International, it can cover 133 branches around the world and enter the overseas market. On
the first step, Career International will aim at South-East Asia, and set up investment banking and high-tech team in Hong Kong, Bangalore, and India.
Also, it will set up on-site and the background delivery team in Singapore, Malaysia, Thailand and Indonesia. In June 2014, Zhaopin.com announced it was
listed on the NYSE in the United States in advance of the opening of the World Cup, and seems like that the whole global played the football for the list of
Zhaopin.com.
Trans-boundary integration of human resource subjects led to new business needs and new products, services, cloud computing and big data. Technolo-
gies change the model of human resource management, at the same time, they also break the boundaries of human resource industry. New business
models and competitive situations are changing the pattern of human resource service market.
The bigger and stronger, in addition to the continuously enrich product line, it also integrates the resource of industry to seek common development jointly.
Guanaitong subordinated to CIIC is the first professional institution in China providing a one-stop solution for non-cash motivation and recognition, and
providing employees care Guanaitong. In 2014, guanaitong changed the previously focus on products and services into the “Love-Inside” ecosystem,
which involves related enterprises, employees, suppliers, and social resources into the biosphere. It is the linkage of all resources and advantages for
creating the business ecosystem.
In this circle, corporations purchase the welfare benefits from guanaitong, and offer their employees these benefits by number of credits. They can buy
services and products in the platform provided by guanaitong. In addition, the social resource integrated by guanaitong, with a closed platform, provides
customers and staff of guanaitong a privileged shopping channel platform, including the free exchange of goods, services, brands, mainstream e-com-
merce sale channels, and charity events. It is understood that at present, guanaitong cooperates with more than 50 well-known brands, opened the privi-
leged store on platform.
The biosphere model enables different companies reduce transaction costs to an acceptable range. The enlargement of platform attracts more partners to
join the biosphere and create the value of ecosystem values. Through this form of B2B2C, the flexible benefits platform created by guanaitong links the
enterprise customers, employees and suppliers together, also brought guanaitong nearly ¥1 billion in annual sales.
The secret of Disney's high-growth performance lies in the depth of industrial chain, and in the human resource industry, there is a development of vertical
extension in many businesses. Founded in 1969, Korn Ferry is the world's leading executive searching institution. It has more than 80 offices, and devoted
itself to nearly half of the Fortune 500 companies recruiting Chief Executive Officers, Chief Financial Officers, Chief Operating Officers, Board Members
and other top managers.
In 2012, Korn Ferry announced the completion of the 1 millionth executive assessment. This landmark figure shows the change of Korn Ferry in providing
human resource solutions. Currently, the main business of Korn Ferry is still providing advanced recruitment services, but deepens businesses around the
recruitment chain, covering the job-related training, assessment and other one-stop services. Even in the tough time of the financial crisis, the strategy of
Korn Ferry entered in the relevant areas still remained: launching Futurestep in 1998, extending from executive searching to talent acquisition, consulting
and communication services; acquiring Lominger in 2006 in order to enhance leadership development tools; acquiring Newman Group and in 2007 which
strengthens talent acquisition and management consulting; in the same year, Korn Ferry acquiring LeaderSource, its main business extends to executive
coaching. Its latest deal in 2013, acquired PDI Ninth House, strengthening the assessment, development, and training services.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 3
According to data from IDC, a compound annual growth rate of China recruitment related service market from 2013 to 2015 is 17%; the size of the market
in 2015 is expected to reach ¥ 75.9 billion. With the further open-up improvement of human resource service in China, more and more human resource
service institutions move into China and increase their investments in the China market.
At the same time, with the intensification of global flow of talents, a number of outstanding human resource service agencies began to expand overseas. In
2014, the Career International and Antal International, the United Kingdom long-established recruitment agency, came to an agreement that a strategic
cooperation based on the equity level. With the help of Antal International, it can cover 133 branches around the world and enter the overseas market. On
the first step, Career International will aim at South-East Asia, and set up investment banking and high-tech team in Hong Kong, Bangalore, and India.
Also, it will set up on-site and the background delivery team in Singapore, Malaysia, Thailand and Indonesia. In June 2014, Zhaopin.com announced it was
listed on the NYSE in the United States in advance of the opening of the World Cup, and seems like that the whole global played the football for the list of
Zhaopin.com.
Trans-boundary integration of human resource subjects led to new business needs and new products, services, cloud computing and big data. Technolo-
gies change the model of human resource management, at the same time, they also break the boundaries of human resource industry. New business
models and competitive situations are changing the pattern of human resource service market.
The bigger and stronger, in addition to the continuously enrich product line, it also integrates the resource of industry to seek common development jointly.
Guanaitong subordinated to CIIC is the first professional institution in China providing a one-stop solution for non-cash motivation and recognition, and
providing employees care Guanaitong. In 2014, guanaitong changed the previously focus on products and services into the “Love-Inside” ecosystem,
which involves related enterprises, employees, suppliers, and social resources into the biosphere. It is the linkage of all resources and advantages for
creating the business ecosystem.
In this circle, corporations purchase the welfare benefits from guanaitong, and offer their employees these benefits by number of credits. They can buy
services and products in the platform provided by guanaitong. In addition, the social resource integrated by guanaitong, with a closed platform, provides
customers and staff of guanaitong a privileged shopping channel platform, including the free exchange of goods, services, brands, mainstream e-com-
merce sale channels, and charity events. It is understood that at present, guanaitong cooperates with more than 50 well-known brands, opened the privi-
leged store on platform.
The biosphere model enables different companies reduce transaction costs to an acceptable range. The enlargement of platform attracts more partners to
join the biosphere and create the value of ecosystem values. Through this form of B2B2C, the flexible benefits platform created by guanaitong links the
enterprise customers, employees and suppliers together, also brought guanaitong nearly ¥1 billion in annual sales.
The secret of Disney's high-growth performance lies in the depth of industrial chain, and in the human resource industry, there is a development of vertical
extension in many businesses. Founded in 1969, Korn Ferry is the world's leading executive searching institution. It has more than 80 offices, and devoted
itself to nearly half of the Fortune 500 companies recruiting Chief Executive Officers, Chief Financial Officers, Chief Operating Officers, Board Members
and other top managers.
In 2012, Korn Ferry announced the completion of the 1 millionth executive assessment. This landmark figure shows the change of Korn Ferry in providing
human resource solutions. Currently, the main business of Korn Ferry is still providing advanced recruitment services, but deepens businesses around the
recruitment chain, covering the job-related training, assessment and other one-stop services. Even in the tough time of the financial crisis, the strategy of
Korn Ferry entered in the relevant areas still remained: launching Futurestep in 1998, extending from executive searching to talent acquisition, consulting
and communication services; acquiring Lominger in 2006 in order to enhance leadership development tools; acquiring Newman Group and in 2007 which
strengthens talent acquisition and management consulting; in the same year, Korn Ferry acquiring LeaderSource, its main business extends to executive
coaching. Its latest deal in 2013, acquired PDI Ninth House, strengthening the assessment, development, and training services.
Currently, Korn Ferry provides executives hunting, recruitment process outsourcing services, employer branding, talent assessment and evaluation, staff
management, executive coaching and other services in the world. Except executives hunting, other businesses in the financial contribution increase year
by year. The new corporate brand released by Korn Ferry in 2013 shows its business changes.
According to Chinese Internet network development surveyed by the China
Internet Network Information Center (CNNIC), among all the web devices,
cell phones rose fastest in 2013, increased from 60% in 2011 to 85%, and in
all types of cell phone applications, the usage of instant messaging applica-
tions occupied the first place, and over 80% of mobile phone users use
instant messaging applications such as WeChat.
On February 20, 2014, Facebook announced it agreed to spend $ 19 billion
on acquisition of instant messenger WhatsApp which was founded only four
years ago, creating the largest deal of Venture Capital-backed companies.
Facebook co-founder and CEO Mark Zuckerberg said that WhatsApp was heading for connection of 1 billion people, and this level of service had an inesti-
mable value. Upon his view, in 5-10 years, the global smart-phone users will rise to 5 billion. The strategic significance of seizing the mobile terminal is
unusual.
WeChat opened customer service platform with China Merchants Bank for in-depth cooperation based on the strategy of the mobile terminal. After China
Merchants Bank credit card set up WeChat customer service, it is able to complete 94 service projects, which is 85% of total services. In addition, at pres-
Mobile marketing brings a broader marketing platform: campaign push, the promotion of company products. WeChat, for example, a user can be done
payroll, social security push through the application. Through WeChat version of "employee self-service" to check salaries and social security, it makes
public accounts become the most convenient way to obtain information for employees, which relies on this newly established B2C channel.
Flexible benefits are the new welfare system alternative to the traditional fixed benefit systems. Employees get benefits from the platform menu, and
choose what you want. It is a process emphasizing on "employees’ participation"so that each employee has his/her own "exclusive" welfare portfolio.
ent, the China Merchants Bank credit card has ten-year accumulated data,
forming a massive repository which helps the smart customer service
platform to understand customers. WeChat customer service will be readily
mobilized tens of thousands of pieces of information for customers.
It turns out, the mobile device has become the main entrance to obtain
vendor information for human resource practitioners and human resource
departments. Meanwhile, the mobile device also brings new opportunities,
business models and services for human resource service.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 20144
For the platform offering flexible benefits management, mobility is another opportunity for the development and innovation of enterprises. Thanks to
the layout of mobile terminal, as well as the third party instant messaging applications, it is able to further expand the platform of flexible benefits
package, and choosing the most optimized one. It is a win-win management model, which can not only help companies effectively control welfare
costs, but also care about employees’ personalized welfare projects.
Mobility is already an undeniable social development in current society, and the practical demands of offline recruitment are available on the Inter-
net, and even meet the possibility of transferring from PC to mobile terminal. Employers establishing mobile version and WeChat version of Career-
Site will become a trend, which brings significant opportunities for recruiting management Software Company.
No matter the job-searching, job-pushing or the micro-CV has become the users’ basic life forms. If online recruitment websites want to survive in
the era of mobility, their product lines need to adapt to not only the trend of mobility, but also the mobile terminals.
LinkedIn, a professional networking giant said 50% of its users around the world using mobile phones registered, the flow of mobile terminal
accounted for almost half of the overall flow, and gradually strengthened the reference experience of mobile terminals. LinkedIn expects that in late
2014, mobile terminals will occupy more than half of global flow. For the mobile terminals, every day more than 15 million files are browsed and 1.45
million jobs are browsed. There are 44 000 job applications in more than 200 countries. LinkedIn entering into China is a deep integration with
WeChat, Weibo and other instant messaging applications in terms of localization, which is a two-way integration between LinkedIn and WeChat in
the cooperation of account sharing.
Even professional social networking website Dajie.com, the first monthly coverage of the core professional networking site in China also focused on
investing in mobile terminals layout. In 2014, it launched mobile-based recruiting products: 54tusi.com, xiaotuiji, and goudajob.com.
In short, at present, human resource service closely combined with Internet technology. Human resource service companies not only can be estab-
lished by relying on advantages of Internet technologies such as human resource service business models, but also owns high barriers for competi-
tion and profit margins; innovation of the Internet industry is turning to Mobile Internet; human resource service and the Mobile Internet will born new
business models and business opportunities.
low threshold
entertaining
high user acceptance
easy to form userexperience of SNS
easy to be interfered severe fragmentation of information user tiredness easily difficult to tackle the evolving of user social relationship
market maturity of SNS: the advanced understanding and demand of SNS users clarification of user requirements:the separaton life and work
According to iResearch, social networking presents a rela-
tively fast development trend since 2009. During the use of
social networks,social networking users cultivate the value
of social networking experiences and habits which is preg-
nant with good market for a profound social intervention
and the online recruitment.
Meanwhile, the 1.0 version of the online recruitment web-
sites and the patterns have existed for dozens of years,
and its downturn has shown when it faces the impact of
Internet. The first largest traditional recruitment website
Monster is being pushed into a corner. But vertical recruit-
ment website-Dice and high-end talent recruitment web-
site-LinkedIn are popular. The traditional recruitment
websites are exiting the center of stage,such as 51job. The scene of strong intervention of Liepin.com, lagou.com and Dajie.com is vivid. However,
since mid-2013, the fever of financing of online recruitment industry touched the nerve of the sector again, the online recruitment industry shows the
trend of diversification. This year, LinkedIn choosing to enter into China market is the best evidence, and this has further enhanced a symbol of the
online recruitment market: socialization.
interest/value-driven of users: the development from the entertainment-driven social paradigmatic relations to the interest/value-driven career development of relations
Sources: iResearch
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 5
For the platform offering flexible benefits management, mobility is another opportunity for the development and innovation of enterprises. Thanks to
the layout of mobile terminal, as well as the third party instant messaging applications, it is able to further expand the platform of flexible benefits
package, and choosing the most optimized one. It is a win-win management model, which can not only help companies effectively control welfare
costs, but also care about employees’ personalized welfare projects.
Mobility is already an undeniable social development in current society, and the practical demands of offline recruitment are available on the Inter-
net, and even meet the possibility of transferring from PC to mobile terminal. Employers establishing mobile version and WeChat version of Career-
Site will become a trend, which brings significant opportunities for recruiting management Software Company.
No matter the job-searching, job-pushing or the micro-CV has become the users’ basic life forms. If online recruitment websites want to survive in
the era of mobility, their product lines need to adapt to not only the trend of mobility, but also the mobile terminals.
LinkedIn, a professional networking giant said 50% of its users around the world using mobile phones registered, the flow of mobile terminal
accounted for almost half of the overall flow, and gradually strengthened the reference experience of mobile terminals. LinkedIn expects that in late
2014, mobile terminals will occupy more than half of global flow. For the mobile terminals, every day more than 15 million files are browsed and 1.45
million jobs are browsed. There are 44 000 job applications in more than 200 countries. LinkedIn entering into China is a deep integration with
WeChat, Weibo and other instant messaging applications in terms of localization, which is a two-way integration between LinkedIn and WeChat in
the cooperation of account sharing.
Even professional social networking website Dajie.com, the first monthly coverage of the core professional networking site in China also focused on
investing in mobile terminals layout. In 2014, it launched mobile-based recruiting products: 54tusi.com, xiaotuiji, and goudajob.com.
In short, at present, human resource service closely combined with Internet technology. Human resource service companies not only can be estab-
lished by relying on advantages of Internet technologies such as human resource service business models, but also owns high barriers for competi-
tion and profit margins; innovation of the Internet industry is turning to Mobile Internet; human resource service and the Mobile Internet will born new
business models and business opportunities.
low threshold
entertaining
high user acceptance
easy to form userexperience of SNS
easy to be interfered severe fragmentation of information user tiredness easily difficult to tackle the evolving of user social relationship
market maturity of SNS: the advanced understanding and demand of SNS users clarification of user requirements:the separaton life and work
According to iResearch, social networking presents a rela-
tively fast development trend since 2009. During the use of
social networks,social networking users cultivate the value
of social networking experiences and habits which is preg-
nant with good market for a profound social intervention
and the online recruitment.
Meanwhile, the 1.0 version of the online recruitment web-
sites and the patterns have existed for dozens of years,
and its downturn has shown when it faces the impact of
Internet. The first largest traditional recruitment website
Monster is being pushed into a corner. But vertical recruit-
ment website-Dice and high-end talent recruitment web-
site-LinkedIn are popular. The traditional recruitment
websites are exiting the center of stage,such as 51job. The scene of strong intervention of Liepin.com, lagou.com and Dajie.com is vivid. However,
since mid-2013, the fever of financing of online recruitment industry touched the nerve of the sector again, the online recruitment industry shows the
trend of diversification. This year, LinkedIn choosing to enter into China market is the best evidence, and this has further enhanced a symbol of the
online recruitment market: socialization.
interest/value-driven of users: the development from the entertainment-driven social paradigmatic relations to the interest/value-driven career development of relations
Sources: iResearch
LinkedIn occupies the absolute advantage in social recruitment of enter-
prises. Early 2002 witnessed the combination of social network and
recruitment, which created the new mode of social recruitment. It rapidly
developed in 2009, and in this year it established a joint venture company
in China with Sequoia China, and China Broadband Capital. On February
25, 2014, it launched the Chinese test version, announced its Chinese
name as Lingying, On March 6, LinkedIn Chinese website officially
opened its registration, and the growing number of users is explosive. By
April 2014, the number of LinkedIn users was more than 300 million
worldwide. Up to May 2014, in China, LinkedIn users have exceeded 5
million in number. In August 2014, the subscriber growth per week is
200% than that of June, and subscriber growth by August weekly is 3
times larger than that of June.
Highlights of advantages attracts many businesses into looking at social
recruiting areas. A series of professional networking platforms surge: for
example, "zhaopin.weibo.com" of SINA.
In May 2014, SINA Weibo suddenly announced the launch of a new prod-
uct--"zhaopin.weibo.com", intends to use the huge social networking of
Weibo users enter into the online recruitment market. Everyone knows,
SINA is the most influential SNS platform which aimed at big data technol-
ogy, based on the job requirements, providing a product of auto-matching
and recommending candidates. The Weibo platform has more than 60
million daily vitalities which allows the launch of zhaopin.weibo.com. This
move reinforces the social networking of online recruitment.
Not only that, the major traditional recruitment websites have begun to
take a chance of the social recruitment model, in order to add social
element on their websites: Zhaopin.com introduced a business social networking site—Jingwei.com with China InterActive Corp; ChinaHR, Zhaop-
in.com and Tencent jointly launched the recruitment component "pengyou"; 51job also provided a color channel with social functions named as
"opportunity knocking".
Cloud computing is a revolutionary business model in the information
technology industry. This theory can be traced back to 1959, and 2008
witnessed its rapid development. According to the prediction of Forrester
Research firm, in 2014, the size of global public market will be $ 72 billion,
and by 2020, it is expected to reach about $ 191 billion, compound annual
growth rate 18%, this rate of increase is 4-5 times of the general IT
market. This is a pretty impressive marketing!
Seen from the global market of cloud computing, United States accounted
for the largest share (60%), followed by Europe (25%), China accounted
for less than 3%, but it developed with an astonishing pace. According to
the IDC statistics, in 2010 China cloud computing market is ¥ 35
billion, in 2013, it reaches ¥ 90 billion with an average annual com-
pound growth rate of 37%, in 2014, the market scale is expected to
reach ¥110 billion.
Judging from the financial data, and the revenue of LinkedIn in the 2013 fiscal year was up to $ 1.529 billion, including recruitment revenue about
840 million, and the world's largest traditional job board model website, Monster, with only $ 807 million. Data also showed that the price of Mon-
ster's share has now fallen 80%, and LinkedIn's market value is 30 times of the Monster, even 51job's market value is triple of Monster.
51job
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 20146
Oracle founder Larry Ellison believes that complete set of cloud
computing service cannot live without the service of IT infrastructure.
From 2004, Oracle accelerated the layout of three products of cloud
computing: through acquisition of specialized fields leading enter-
prise software company, such as PeopleSoft, Siebel, BEA, Hyperion,
and Retek. And it rewrote the framework of the traditional applica-
tions such as CRM, HR and ERP software based on cloud to provide
SaaS service; and organized the foundation of the world widely used
middleware, database and programming language (JAVA) to struc-
ture PaaS platforms (platform as a service); meanwhile, continued to
construct IaaS (infrastructure as a service), setting hardware, serv-
ers, storage, and basic software as a whole.
Cloud computing is like a single centralized power supply mode
transferring to power plant supply. It means computing power
can also be used as a kind of commodity circulation, like gas,
water, electricity, convenient to access and the price is also
affordable. Cloud-based SaaS (Software-as-a-Service) software
has multi-user leasing model which lets users paid by monthly
usage fees such as use of water and gas. Compared with tradi-
tional and conventional license-centric "outright" software it has
more cost advantages.
In the level of billions market, almost all of IT companies want to
enter into the field of cloud computing. SaaS models carry the
banner of "the end of software" into human resource software
market. More and more human resource management software
companies embrace cloud computing.
Workday was founded in 2004 as the earliest use of this mode of
human resource software vendors. With the first-mover advantage
of rapid accumulation of customer resources, it sustained dou-
ble-digit growth in revenues. The 2015 fiscal year, its total revenue
of the second quarter amounted to $ 186.8 million. And in the North
American market, it directly competes with Oracle, winning a large
number of key accounts from the latter. At the same time, Workday
has been welcomed by the capital markets, since the IPO date, it
became the darling of Wall Street, and its market value is more
than $ 10 billion.
Although the end of software has not yet come, but the wind direction has
changed. Traditional software companies like Oracle, SAP began to
speed up human resource software development in the cloud, in addition
to acquisition—in 2011, SAP acquired talent management software com-
pany SuccessFactors in $3.4 billion; in 2012, Oracle spent $1.9 billion on
acquisition of Taleo, a partner of Workday; at the same year, IBM spent
$1.3 billion on the acquisition of Kenexa, and moved into human resource
software industry - its existing business of Cloud transformation is
successful: in fiscal 2014 the annual operating revenues of Oracle is
expected to exceed $ 1 billion in the areas of SaaS.
Good news is that between 1990 and 2000 license-enterprise software
purchase reached climax, and the life span of traditional software is usual-
ly between 10-20, which means there are a lot of companies will replace
the existed management software, and these companies will most likely
choose the model based on the cloud computing.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 7
Oracle founder Larry Ellison believes that complete set of cloud
computing service cannot live without the service of IT infrastructure.
From 2004, Oracle accelerated the layout of three products of cloud
computing: through acquisition of specialized fields leading enter-
prise software company, such as PeopleSoft, Siebel, BEA, Hyperion,
and Retek. And it rewrote the framework of the traditional applica-
tions such as CRM, HR and ERP software based on cloud to provide
SaaS service; and organized the foundation of the world widely used
middleware, database and programming language (JAVA) to struc-
ture PaaS platforms (platform as a service); meanwhile, continued to
construct IaaS (infrastructure as a service), setting hardware, serv-
ers, storage, and basic software as a whole.
Cloud computing is like a single centralized power supply mode
transferring to power plant supply. It means computing power
can also be used as a kind of commodity circulation, like gas,
water, electricity, convenient to access and the price is also
affordable. Cloud-based SaaS (Software-as-a-Service) software
has multi-user leasing model which lets users paid by monthly
usage fees such as use of water and gas. Compared with tradi-
tional and conventional license-centric "outright" software it has
more cost advantages.
In the level of billions market, almost all of IT companies want to
enter into the field of cloud computing. SaaS models carry the
banner of "the end of software" into human resource software
market. More and more human resource management software
companies embrace cloud computing.
Workday was founded in 2004 as the earliest use of this mode of
human resource software vendors. With the first-mover advantage
of rapid accumulation of customer resources, it sustained dou-
ble-digit growth in revenues. The 2015 fiscal year, its total revenue
of the second quarter amounted to $ 186.8 million. And in the North
American market, it directly competes with Oracle, winning a large
number of key accounts from the latter. At the same time, Workday
has been welcomed by the capital markets, since the IPO date, it
became the darling of Wall Street, and its market value is more
than $ 10 billion.
Although the end of software has not yet come, but the wind direction has
changed. Traditional software companies like Oracle, SAP began to
speed up human resource software development in the cloud, in addition
to acquisition—in 2011, SAP acquired talent management software com-
pany SuccessFactors in $3.4 billion; in 2012, Oracle spent $1.9 billion on
acquisition of Taleo, a partner of Workday; at the same year, IBM spent
$1.3 billion on the acquisition of Kenexa, and moved into human resource
software industry - its existing business of Cloud transformation is
successful: in fiscal 2014 the annual operating revenues of Oracle is
expected to exceed $ 1 billion in the areas of SaaS.
Good news is that between 1990 and 2000 license-enterprise software
purchase reached climax, and the life span of traditional software is usual-
ly between 10-20, which means there are a lot of companies will replace
the existed management software, and these companies will most likely
choose the model based on the cloud computing.
Founded in 1977, Kronos is the world's largest workforce management solutions company and the third-largest human capital management soft-
ware vendor. It has 37% of the United States market share, 25% of world market share of enterprises, providing workforce management solutions
for customers. During the recent two years, this cooperation started out as producing clocks, well-known of providing enterprises time and atten-
dance management software and hardware, utill now providing the enterprises workforce management solutions in the cloud, its average growth
rates maintained a double digits. According to its latest earnings report, the revenue of Kronos has exceeded $ 1 billion.
Only controlling terminals, service are able to touch ground. An integrated solutions from the "cloud" to "terminal" --workforce management software
(such as Kronos Workforce Central, Kronos Workforce Ready) and attendance Kronos InTouch terminal, through business intelligence, Kronos
meets a large trans-regional enterprises human resource data collection, analysis, rendering, forecasting and planning requirements. Today, tens of
thousands of customers--including more than half of the top 1 000 companies using Kronos application system integration suite to help organiza-
tions optimize scheduling and enhance attendance, absence and time management, in order to get the best results. These customers are located
in more than 100 countries and regions.
Some fundamental changes in technology occur every 7-10 years. When a new technology turns on, companies that can't keep up with the pace,
even once hanging the medal of opening an era, are also not able to survive. Evidence and cases are abundant in human resource software indus-
try. Successful models of Apple's integration of hardware and software also confirmed in the human resource industry and human resource software
industry, a two-pronged approach of "cloud" and "terminal" will also evolve over time.
MSP helps companies coordinate the procurement, human resource and the operations departments to effectively manage all stages of the flexible
employment. MSP is a platform for implementation strategies which can help companies build a service ecosystem, like the concept of "middle-
ware" which solves the problem of customer personalization and flexibility.
According to one of the world's leading consulting agencies-Staffing Industry Analysts, MSP, namely, Managed Service Provider, management
service providers, helping enterprises improve workers’ management. Its main responsibilities include project management, reporting and tracking of
orders, supplier selection and management, distribution and integrated billing. MSP project intends to expand the scale of staff management, from
temporary or permanent employees, to ICs (Independent Contractor) and vendors of SOW (Statement of Work) as well as the talent pool of gradu-
ates/retirees.
MSP model has been practiced for many years overseas. Now it has become a mature business model. It is also the future direction of develop-
ment. According to the prediction of Gartner, in 2013, the amount of market sales of the global management service MSP would be $ 68 billion, its
compound annual growth in recent years exceeding 16%. Another company Visiongain predicted that, by 2016, the MSP market will reach $ 86
billion. Meanwhile, enterprise service will turn to cloud service in the future.
At present, there are many human resource consultancy enterprises providing MSP solutions, the MSP in the Randstad sourceright Solutions
focused on enterprise constructing elastic talent supply chain, while planning for the future needs to promote sustainable innovation, and helping
enterprises achieve key business goals. Manpower by provides three different modes of MSP service-- vendor neutral party, vendor-led party and
vendor-mix party. Through the integration of flexible staff management, procurement management, recruitment service partner management, and
integration of resource management package provides MSP service for enterprise solutions.
The solution of MSP emphasizes intensive, high degree of formalization, standardization and customization. MSP's idea is as a service (Channel As
a Service, CaaS), transparent service as fixed monthly billing charges and continuous stream supports business cash flow, reducing difficulties of
business management and business risks. Therefore, the MSP solution can effectively improve the consistency, quality, recruitment rate of recruit-
ment process to help companies own the most competitive channel of accessing diverse talents. In particular, the MSP can bring more value to
enterprise:
Reducing costs and improving quality
Reducing compliance risks
Global coordination and local implementation: structural and normative strategy based on data management, with the
localization project managers, taking into account both the trans-regional needs and local requirements.
Strategy consulting partnerships: personnel consultants provide specialized service and establish partnerships respond to
change and develop the business value.
VMS technology: vendor management system (VMS) providing visualization tools for employers of talent supply chain
management, there are thousands of large MSP suppliers in the global management suppliers.
The pay and management: the creation of a comprehensive framework for employers to effectively and quickly hire your
staff and minimizes risks.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 20148
Enterprises using MSP, and its energy can be used in more strategic and innovative service that is why many enterprises use MSP model as a
long-term human resource strategy. In terms of flexible employment, MSP model is also a subversion of the traditional employment model. In
future, the MSP will become the mainstream of the flexible employment.
In 2013, the Internet finance started to blossom. Internet banking
due to its highly profitable, easy operation and visualization, as
well as a huge customer base and quickly occupying the market.
In March 2013, Alibaba Group announced that it prepares for the
establishment of a small and micro financial service group, which
is responsible for the financial innovation of small and micro group
businesses as well as consumer-oriented businesses. On June
13, Yu Ebao formally launched. After online for 18 days, cumula-
tive number of users reached more than 2.5 million, and cumula-
tive transfer funds reached ¥ 6.6 billion. Just after seven months,
Tian Hong Asset developed from China's smallest fund company
to China's biggest fund company. In July 2013, Tencent launched
Wechat mobile terminal payments. Meanwhile, YiFuBao, BaiFuBao, 99money and a number of third-party payment platforms emerged, and the
traditional financial system have been significantly impacted.
Industry insiders believe that our Internet banking has a third-party payment, P2P networks loans, financial service platform based on large data,
raised pattern, diversified mode of network and Internet financial portals, and these patterns depend on each other, which initially formed the finan-
cial eco-system of the Internet in China.
The boom of Internet financial markets derives a range of innovative financial products. Because the higher annual yields, it becomes a new
value-added choice for professionals. Under the impact of Internet finance, employees’ financial needs are constantly stimulated, and wealth accu-
mulation plan, such as pension, is also under huge pressure from the yields of Internet financial products.
Generally speaking, the human capital expenditure of enterprises, includes salaries, benefits, insurance, health, pension and other items of expen-
diture. Development of the Internet finance also contributed to changes in the mode of human resource management, more and more companies
adopt mobile platforms for payroll outsourcing processes.
Using the APP or WeChat, and other mobile tools to deliver compensation information
Substantially reducing costs of Call Center
Improving the accuracy and efficiency of information processing
Providing mobile ESS employee self-service query service
Improving customer satisfaction, the service on the client side
Getting through B2C service channel
On December 6, 2013, the Ministry of Finance, the Ministry of Human Resource and Social Security, the State Administration of Taxation jointly
issued a notice: from January 1, 2014, China will implement the enterprise annuity, professional personal income tax preferential policies for tax
deferred annuity.
Enterprises payment: for their personal accounts, individuals do not pay individual income tax depending on the plan design, according to
the previous regulations of enterprise annuity before, corporate contribution may not be higher than 8.33% of the employee payroll in the
previous year.
Individual payment: the part less than 4% of the payroll tax base do not involve pay personal income tax. Enterprise annuity and individual
payroll tax bases are the previous year's average monthly salary, up to 3 times of the local average salary in society.
Investment income: when investment revenue of pension fund allocated to personal accounts, individuals do not pay personal income tax
Withdrawing of annuity: individuals reach national regulated retirement age, receiving annuity monthly, fully in accordance with applicable
rates of the "wage and salary income" item, levying personal income tax. When individuals receive an annuity, their tax liability withheld by the
trustee on behalf of the client.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 9
Policy on annuity deferred tax as a signal of expediting the construction of multi-level old-age insurance system in China and the policy on enterprises, individuals, and capital markets can be described as a profound influence, therefore, China's service industries will also usher in a new era of human resource. Meanwhile, the unveiling of pension tax policy causes a great disturbance in the area of human resource management, enterprise annuities management institutions, intermedi-ary consultative institutions and other related industries.For pension policies, human resource service agencies need to assess the current situation, seizing the important opportunities of development in the history of human resource. Currently, Mercer, ADP, Aon Hewitt and other human resource consulting service providers offering occupa-tional pension service to explore the compensation and benefits strate-gic and operational changes, effects and countermeasures of enterprise about human resource brought by new pension policy through research-es, seminars and forums and other forms.
Experts predict the fresh enterprise annuity preferential tax policy directly drives the rise of the market size of the enterprise annuity. The next three years will witness a rise to over 30% of the size of the entrusted assets and investment management assets of the insurance company. In 2014, the enterprise annuity accumulation scale will reach 768.7 billion, at or near 1 trillion, in 2015 or 2016 it will reach about 1.3 trillion.Under the strong needs of employees’ wealth accumulation, the human resource department makes full use of various financial instruments and financial institutions to effectively implement human resource plans cooperated with other departments in the enterprise. Therefore, the concept of "Human Capital Financializa-tion" comes out as it should be.Aon Hewitt thinks "Human Capital Financialization" is through exter-nal financial institutions managing various human resource plans to use sophisticated financial tools and innovative solutions, meet the needs of employees’ wealth value. Human resource management is based on the efficient allocation of human capital to realize the biggest benefit of the enterprise management. Human resource project financial solution consists of employee wages in cash man-agement, various kinds of plans about payment bonuses deferred distribution, the implementation of the supplementary pension man-agement, employees’ personal wealth management, risk security, and financial products of equity incentive plan.
Annuity deferred tax policy is the opening of an era about Chinese human capital finance, and releases the multi-win among government, enterprises, employees and related services. Whether the human resource department, or the human resource industry in China ushers in important strategic opportunities, and an annuity feast is about to open.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201410
Branding and Marketing of Human Resource Service
Today's economy has entered the fourth wave of revolution marked by the mobile Internet. With the influence of this mode, brand shaping and promotion of enterprises also need further development and reform. Regardless from first wave of agricultur-al era, second wave of industrial revolution, to the third wave of Internet, consumers have never boycotted any commercial infor-mation. Hence, when facing the fourth wave of mobile Internet, enterprises should not only see the challenges brought by the changing era. Nowadays, consumers need a more convenient way to obtain information and service, so that enterprises can rely on new technologies and platforms brought by mobile Inter-net, providing more appropriate products and service, enhanc-ing communication with customers, increasing customer viscosity, and using more channels to shape and maintain its brand. For the new requirements of mobile Internet on enterprise of development, this "Best 100 Human Resource Service Brands in Greater China 2014" list increased the overall scores about social media marketing and mobile marketing, improving the status of this two indicators. And subdivided the indicator of social media marketing, it adds a sub-indicator on the frequency of WeChat, which further upgrades the accuracy of indicators of social media. Statistics shows that most enterprises have launched official Weibo and WeChat public accounts, using mobile Internet means shaping and promot-ing the corporate brand.Essentially, Weibo is not a media platform. It is a social networking tool, so public accounts should not only sell or promote their products, but should expand the user groups and increase their viscosity through social channels, so as to create business value, shape and maintain brand. Therefore, the app value of WeChat public accounts were not established or not, but its importance lies in the con-tents of WeChat. Moreover, the choice of pictures used in WeChat is as important as article content, and image matching is a factor judging its quality. Companies promote their brands through WeChat should concern about each detail, and never be wrong. Not only that,
companies need to focus on seg-mentat ion of WeChat. Further understanding of their customers, through dividing for different types of customers, it will be more popu-lar and guarantees the frequency of publishing. Since 2013, Beisen, Chinese largest talent management and measure-ment solut ion provider, created WeChat public account, its average frequencies is up to 3-4 times per week. Various contents include: human resource related topics and news, introduction of the launch of new products (for example: "mobile test terminal"), recent activities and interactive training, quizzes interaction and so on. And its form is varied, using information charts, cartoons, videos and other means to decrease the distance between users and readers. Among them, an infographic message published by Beisen named as Comic: HR’ s life is already hard, so don't expose the truth. It was read over 100, 000 times. This message combines info-graphics and cartoons. Through this v isual izat ion way of data, a large amount of data is conceptually extracted and information is integrated, so that customers and readers can understand complex data from emotional aspect and the multidimensional observation can further explore data. Besides this, this message uses humorous language which highlighting interestingness, for example, at the end of the article: "I dedicate this article and expressed solicitude to HR! You guys are the best! “, which closing the distance with customers. It is an easy way.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 11
for customers to provide valuable knowledge and experience. This list shows that enterprises Weibo platforms are more advanced and mature than previous years. Covering a wide range, quickly updating topics, interacting with fans have become a lot enterprises’ direction to operate and maintain their official Weibo accounts. Weibo with 140-character text achieves the goal of sharing information timely. It is a social networking platform based on one or two-way attention mechanism to share real-time information. Media culture researcher and critic Neil Postman said, the change of information technology would affect users’ way of thinking and communication. Thus, starting from 2009, the growth of Weibo users’ is obvious. The new communication platform goes public, which also results in the official Weibo accounts. In this way, it not only can communicate better with the followers but also promote their own brands and increase cognition. However, how to operate official Weibo accounts? Here is not to require companies creating a Weibo operations department, but it must have a clear operational thought, which cannot let Weibo only create as a mere form. Otherwise, they will be bad for corporate branding without advantages. Enterprise official Weibo content must have "hard" values, and emphasize effectiveness, originality and novelty. Although excessive release of “Chicken Soup” can narrow the distance with followers, it is a disgrace to the human resource enterprises’ professional and occupational traits, which is lack of attention and considerations on users‘ needs. Human resource enterprises’ official Weibo should be original and related to industry news and information, and build knowledge-sharing platform for followers, which actually enhances corporate brands‘ professional traits, and promotes corporate reputation.For the official Weibo accounts, not only the infographics, but the use of short videos also brings the intuitive experience for customers, and increases the cognition to the company's brand. Michael A. Stelzner , founder of SocialMediaExaminer.com, published the 2014 social media marketing industry report, said that more than a third of the marketers (35%) will increase the use of short video service, and the importance of short video has been widely acknowledged.The leading human resource service provider-51 job's official Weibo has 1,519,678 fans, and there are many Weibo messages which are forwarded more than many times, among them, messages contain short videos have high amount of forwarding. In May, 51 job sent a message on Weibo issued about McDonald's Vice President and Chief Staff Officer, Ms. Huirong Lin, to talk about how McDonald became the post-90s generation's first career, and attached the short video interviews. After the release of this Weibo message, there are 1 068 724 times forwarding and 272 928 comments. Although the ultra-followers’ interaction related with the prize mechanism, but the application of short video is more close to the customers, and promotes the company brand from advertising marketing to the event marketing, so as to improve the brand influence, let users form brand loyalty emotionally.
Human resource managers often refer to the concepts of marketing application in human resource management. The brand concept produced in the early 1990s, which means employer brand is the third brand and application just following the corporate image and product brands. Human resource managers can also draw lessons from the close-loop marketing leads, serving the candidate as clues, perfecting the content, assessing and fostering candidates, in order to gain the rate of return on investment of human resource management.
"Hello, CEB please?" According to the CEB's research, in today's B2B environment, 57% users when they really contact the suppliers, they have done the research, and have a certain perception and understanding, even the CEB's customers. Moreover, these "active" clients usually have stronger cooperation. Because they are familiar with CEB insights and theories from various communication channels, and some will be silently assessing the products and service. Since 57% of potential customers actively seeking information. So, CEB chooses a set of inbound marketing to help potential customers discover information more easily through online and offline platforms. At an early stage, to convert potential customers’ awareness of the CEB to brand preference and finally into sales leads.In 2012, the CEB set out to create a close-loop process. This close-loop process combines marketing and sales performance which closely cooperates with the sales, and improves business performance. Close-loop leads management of CEB focuses on identifying customer buying processes, constructing a close-loop lead management with sales personnel to identify and nurture leads, sharing leads behavior, creating customer profiles for the target objects, designing marketing pattern based on target customers’ purchasing content and eventually focuses on metrics and return on investment.Process is complicated, broadly speaking, the close-loop trail attracts potential customers by publishing high quality content in all channels of marketing, making customers perceive the brand. CEB defines leads as customers who are interested in certain products, rather than registered participants of the conference, or groups receive a business card or download white paper. Marketing department by inbound and active marketing to generate sales leads, and to grade the clues to get high scores, which will be transferred to the sales department. Leads under standard will be
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201412
nurturing; marketing will evaluate these clues, and failed clues will return to the market for cultivation and score to reassign once again. This is the close-loop process leads. In this process, marketers,with sales personnel to identify and foster, update and share clues of their digital and offline behaviors (for example, registration and phone answering).
Close-loop leads management is the application of data in the field of marketing, emphasizing feedback and data collection. Through analysis interact with potential customers in a variety of channels timely and valuably. These channels are various, but whether it is active marketing or inbound marketing or a combination of both, what is required for all is content-centric. But when each institution is in the almost same channel, the channel is easier to copy, such as Weibo marketing, everyone rushing headlong into action, then what is the next tripping point?Ms. Haijin Huang advocated emotional marketing. A video in 2013 she illustrates, Google's search service reunited long separated India and
Pakistan's friends and relatives, which implies emotional transmission of videos, and makes India users of Google achieve a rapid growth of the area. Ms. Haijin Huang argued that the spread of social media influence, not only requiring CEB marketing content to be interesting, but also should allow enterprises to have more emotion, in a personalized way to express opinion and reflect the values of products and marketing.
Mobile Internet technology is not the absolute factor of brand maintaining, traditional channels remain effective. Enterprises are eventually going to be customer-oriented, strengthening the quality of products and services. Meanwhile, ever-changing marketing strategies maximize the ability to trace and locate network users, more accurately capture sales leads or potential customers’ requirements, in order to fundamentally enhance the brand's competitiveness.
Case Study
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 15
"Hello, CEB please?" According to the CEB's research, in today's B2B environment, 57% clients have already done the research about the provid-ers with a certain acknowledgement and understanding before they really get contacted. CEB also has the same experience. Moreover, these "active" clients usually have stronger cooperation intention. Since they have been familiar with CEB insights and theories from various communica-tion channels, and some will be silently assessing the products and services.Since 57% of potential customers actively seek information. CEB chooses a set of inbound marketing to help potential customers discover information more easily through online and offline platforms to convert potential customers’ awareness of the CEB to brand preference and finally into sales leads.
Actually, this is the new rule of marketing, and the combination of the initiative marketing and inbound marketing falls to the ground through the one-piece content-centered marketing model.Marketing experts will be surprised that whether the corporates could obtain leads and potential customer requirements by tracking and locating online users and analyzing digital body language.In other words, the maximum use of tracking and identifying network user's ability is close-loop marketing. Close-loop originated from auto-
matic control theory. Its core is building a feedback loop between the input and output, through the feedback loop to obtain feedback analysis and adjust the result. Enterprise production is the ultimate goal of marketing. Why B2B Marketing still do not fully realize the close-loop marketing and maximizing the effect? The key reason lies in the enterprise marketing team or decision makers lacking of advanced ideas, performing passively and even don't know or care about the new modern marketing. The second reason is the lack of a certain technology platform support.
In 2012, the CEB set out to create a close-loop process. This close-loop process combines marketing and sales performance which closely cooper-ates with the sales, and improves business performance. Close-loop leads management of CEB mainly focuses on identifying customer buying processes, constructing a close-loop lead management with sales personnel to identify and nurture leads, sharing leads behavior, creating customer profiles for the target objects, designing marketing pattern based on target customers’ purchasing content and eventually focused on metrics and return on investment.Process is complicated, broadly speaking, the close-loop leads marketing attracts potential customers by publishing high quality content in all chan-nels of marketing, making customers perceive the brand. CEB defines leads as customers who are interested in certain products, rather than regis-tered participants of the conference, or people with business card or download white paper. Marketing department by inbound and active marketing to generate sales leads, and to grade the clues to get high scores, which will be transferred to the sales department. Leads under standard will be nurturing; marketing will evaluate these clues, and failed clues will return to the market for cultivation and score to reassign once again. This is the close-loop process leads. In this process, marketers will together with sales personnel to identify and foster, update and share clues of their digital and offline behaviors (for example, registration and phone answering).
CEB marketing experts not only have an advanced set of market mar-keting cognitive concept outside, but also borrowed integrated with Eloqua, the marketing monitoring analysis tool of SaaS (software as a service) platform. Through automatically capturing customer reply on market activities, sales behavior of reaction, thus, it is better to under-stand purchasing behavior and reach promoting income growth effec-tively, which can be more effective to artificial intervention of errors, having an insight into buyers’ reaction on marketing strategy, achieving resources optimization configuration. This is icing on the cake for close-loop leads management of CEB.
Inbound Marketing
n
itiat
ive M
arketing
win attention from
the
mar
ket
Seeking known and actively potential
customers
Through self-consideration
clues
A further chance to communicate
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201416
CEB's marketing team will integrate customer relationship management system Salesforce, sales leads or potential customer data from social
media and traditional media on the same platform. In short, marketing and sales teams identify and nurture leads, share the behavior clues on
the same platform of customer profiles. Marketing and sales departments use the same language on the same platform, and regularly update
schedule. Sales team can see how market generate a clue based on sales targets, and market team can better understand how sales team
follow up sales leads.
Marketing activities of the CEB is multiple and diverse, but the essence is content-centric 360 degrees model. It educates and attracts potential
customers through high qualified content to be high qualified sales leads. These leads are everywhere in search engines, electronic brochures,
videos, webinars, banner ads, social media, mobile Web, email and other channels. At the early period of sales, potential customers are always in
the perception of the brand. In the first period, CEB has created customer profiles Persona. Published content and channel are based on Persona.
These building of Persona is a step by step process with team cooperation. Front employees of each sector and each region share their perception
and understanding for market and customer with sales team on the same platform. Then marketing department summarize and refine to make the
content more valuable and trigger the pain of potential customers easily.
CEB can lead potential customers to a journey through the system, as shown in figure. According reflection on clues, CEB provides appropriate
content for guidance. These contents include the infographics, report summary, the full report company information etc. At the early stage, CEB may
send human resources managers infographics which are easy to be understand; then send a summary or full report to human resources directors.
After getting some feedback, CEB could invite them to participate the seminar and continue to nurture and guide the clues for this journey. During
the journey, CEB strengthened the customer experience through the Call to Action. (Customers can obtain the greatest value with the least amount
of time. Meanwhile, CEB could capture customer behavior and lead customers appropriately.)
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 17
After the generation of sales lead, an indispensable step is to assess the quality of leads to determine what to do next. CEB Asian Marketing Direc-tor, Heidi provides an interesting example.Many companies could grab Black part, the clue of marketing behavior. Picture on the left shows disconnected sales calls as disqualified leads. With the help of technology and by capturing the digital behavior of this clues, CEB found the clues actually had actively response. This lead browsed website for four pages after checking the phone message; this lead downloaded the related white paper after checking email; this lead browsed website for two pages after second phone message from sales, so it should be an qualified lead. Sales team could find the lead access web pages, download reports, respond emails. Finally, sales team could better determine the priority of tracking leads, how to talk with and capture business opportunities.
A marketing activity will result in a lot of sales leads, or one lead interacted with the CEB in the different activities. Artificial analysis of sales leads is good, but it takes a lot of time and money. Meanwhile, the leads may be tired with verified information by phones several times before marketing team offer the leads to sales team. CEB's close-loop is an automatic evaluation system. The system will auto-evaluate and filter a number of leads that are not met the demand.CEB evaluates leads from explicit and implicit aspects. Explicit factors refer to position, industry, number of employees and other external factors. As a clue to the purchase ability or tendency, these data can be matched based on database or collected via the online form. Implicit factor is interac-tion and feedback of this clue and marketing activity, such as meetings, site visiting, and files downloading. According to Heidi’ s experience, each company’ s criteria is different. Even if competitors in the same industry, there is difference. Because none of the company's business operations, profits, sales tactics are the same. Meanwhile, criteria is different between industries, regions and products. You can have several different version. More criteria, higher maintenance costs. Maintenance costs are cost which be used to update criteria instead of real money, especially in the rapidly developing or quickly upgrading products markets, customer’ s behavior in these markets may change quickly, so the corresponding scores need to be restructured.
CEB's marketing team will integrate customer relationship management system Salesforce, sales leads or potential customer data from social
media and traditional media on the same platform. In short, marketing and sales teams identify and nurture leads, share the behavior clues on
the same platform of customer profiles. Marketing and sales departments use the same language on the same platform, and regularly update
schedule. Sales team can see how market generate a clue based on sales targets, and market team can better understand how sales team
follow up sales leads.
Marketing activities of the CEB is multiple and diverse, but the essence is content-centric 360 degrees model. It educates and attracts potential
customers through high qualified content to be high qualified sales leads. These leads are everywhere in search engines, electronic brochures,
videos, webinars, banner ads, social media, mobile Web, email and other channels. At the early period of sales, potential customers are always in
the perception of the brand. In the first period, CEB has created customer profiles Persona. Published content and channel are based on Persona.
These building of Persona is a step by step process with team cooperation. Front employees of each sector and each region share their perception
and understanding for market and customer with sales team on the same platform. Then marketing department summarize and refine to make the
content more valuable and trigger the pain of potential customers easily.
CEB can lead potential customers to a journey through the system, as shown in figure. According reflection on clues, CEB provides appropriate
content for guidance. These contents include the infographics, report summary, the full report company information etc. At the early stage, CEB may
send human resources managers infographics which are easy to be understand; then send a summary or full report to human resources directors.
After getting some feedback, CEB could invite them to participate the seminar and continue to nurture and guide the clues for this journey. During
the journey, CEB strengthened the customer experience through the Call to Action. (Customers can obtain the greatest value with the least amount
of time. Meanwhile, CEB could capture customer behavior and lead customers appropriately.)
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201418
Return of investment is objective for majority marketing activities. The
income contributed by close-loop leads marketing can automatically gen-
erate data, which are accurate, in time and good interface.
Close-loop leads management is the application of data in the field of
marketing, emphasizing feedback and data collection. Through analysis
interact with potential customers in a variety of channels timely and valu-
ably. These channels are various, but whether it is active marketing or
inbound marketing or a combination of both, what is required for all is
content-centric. But when each institution is in the almost same channel,
the channel is easier to copy, such as Weibo marketing, everyone rushing
headlong into action, then what is the next tipping point?
Heidi advocated emotional marketing. A video in 2013, Google's search
service reunited long separated India and Pakistan's friends and rela-
tives, which implies emotional transmission of videos, and makes India
users of Google achieving a rapid growth of the area. Heidi argued that
the spread of social media influence, not only requiring CEB marketing
content to be interesting, but also should allow enterprises to have more
emotion, in a personalized way to express opinion and reflect the values
of products and marketing.
CEB Close-loop leads management practice is successful because of
model construction and innovation management. Intelligent marketing
experts always response with specific situation of enterprises. Mean-
while, human resource professors could apply marketing concept to
human resource management field. Employer Brand, produced in the
early 1990s is the third application after corporate image, product
brand. Human resource professors could learn from closed loop man-
agement, make candidate as a lead, perfect the content, assess and
cultivate candidates, human resource management and gain ROI.
This should be the case for human resource professors to promote
the strategic status in a company.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 19
Return of investment is objective for majority marketing activities. The
income contributed by close-loop leads marketing can automatically gen-
erate data, which are accurate, in time and good interface.
Close-loop leads management is the application of data in the field of
marketing, emphasizing feedback and data collection. Through analysis
interact with potential customers in a variety of channels timely and valu-
ably. These channels are various, but whether it is active marketing or
inbound marketing or a combination of both, what is required for all is
content-centric. But when each institution is in the almost same channel,
the channel is easier to copy, such as Weibo marketing, everyone rushing
headlong into action, then what is the next tipping point?
Heidi advocated emotional marketing. A video in 2013, Google's search
service reunited long separated India and Pakistan's friends and rela-
tives, which implies emotional transmission of videos, and makes India
users of Google achieving a rapid growth of the area. Heidi argued that
the spread of social media influence, not only requiring CEB marketing
content to be interesting, but also should allow enterprises to have more
emotion, in a personalized way to express opinion and reflect the values
of products and marketing.
CEB Close-loop leads management practice is successful because of
model construction and innovation management. Intelligent marketing
experts always response with specific situation of enterprises. Mean-
while, human resource professors could apply marketing concept to
human resource management field. Employer Brand, produced in the
early 1990s is the third application after corporate image, product
brand. Human resource professors could learn from closed loop man-
agement, make candidate as a lead, perfect the content, assess and
cultivate candidates, human resource management and gain ROI.
This should be the case for human resource professors to promote
the strategic status in a company.
Love Inside, Brand Transformation of GuanaitongThe guru of Marketing Philip Kotler once said, marketing is not selling their products and services in
a smart way, but the art creates real customer value. Each consumer is a fresh image with emotion,
personality, and eagers for love. Business needs to return to love.
“Last year, our company's slogan is ‘Inspire Welfare’ , and this year we change it into ‘Love
Inside’ .” As Mr. Jun Pan, General Manager of Guanaitong said, “This change is because not only
the new logo puts ‘love’ in the middle” , but also reveals Guanaitong hopes to build “Love Inside”
ecosystem, and realizes win-win concept. And the change in the brand appeal also warms the cold
business world.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201420
“GET” and “GIVE” of GuanaitongAs Guanaitong is the subsidiary company of CIIC, one of the most famous comprehensive HR service provider in China. As the first one-stop non-cash incentive and recognition solution provider of China, the business orientation of Guanaitong is flexible benefits outsourcing providers. Until last year, the business focus of Guanaitong was on how to make the enterprise benefits be more valuable: with a "one-stop" platform work style, and integration of various kinds of benefits suppliers, to help enterprises to fully meet the personalized demands of staff. This is called the consideration about the level of "GET", concluded into the brand slogan is “Inspire Welfare” .
In early 2014, there was a comprehensive promotion about the positioning of Guanaitong, hoping not only can let the enterprises and the staff gain more values and better experience in the aspect of “GET” , but also can initiate employees and enterprises give back to the society at the same time, this is known as a level of “GIVE” . An all-win ecosystem is formed among “enterprise” , “employee” and “society” with the connection of “GET” and “GIVE” , and consequently brings in the brand slogan of “Love Inside” . Meanwhile, for the logo of Guanaitong, the “i” in “ai” represents people, and the “a” shapes like the alpha on behalf of the infinite.The combination of the two letters is pronounced like “love” in Chinese, which fully embodies the core of the brand “From love and care to the infinite” .
Based upon the change of brand appeal, Guanaitong did some adjustments in terms of brand promotion and dissemination. Guanaitong always firmly believes that good brand appeal is the value marketing based on high quality products and services. Therefore, this year, promotion and transmission of Guanaitong are mainly revolving around three points: value, products and activities.
The level of values: using the timing of new facelift of the brand VI, putting forward the value proposition of “feeling love, delivering love” and “Love Inside” ecosystem. By the national roadshow activities of “Chinese enterprises staff caring action” , it spreads of brand value of Guanaitong.
The level of products: summarizing the products of Guanaitong and choosing to integrate and promotionally plan the star products, and further improving the brand by the products.
The level of activities: using industrial influential activities, to communi-cate and expose brand. Guanaitong joints with “Love Inside” partners to participate, and display the brand on the annual events such as China Human Capital Forum and China HR Service EXPO.
A disable artist Ms. Hong Xia performs paper-cutting, and her work is embedded in silk scarves and other derivatives provided by Guanaitong, as a loving gift for promotion. Part of the payment for goods will support the employment of disabled persons and their skills training, to let more disable persons exert their personal talents and realize their career dreams.
Brand advantage from continuous innovationGuanaitong believes the only way to keep the brand, in addition to continuously improving their core competence, is the constantly innovation and re-innovation on the brand promotion. Currently, at the brand level, Guanaitong has been initially formed the value of communication strategy about “Love Inside” and integrated within the star product promotion strategy.Then Guanaitong will focus on the increase of image positioning about corporate welfare expert between the value of the brand appeal and the star product marketing promotion, to form a trinity brand promotion. Compared with the similar enterprises’ simplification tendency of brand positioning, three-dimensional brand strategy of Guanaitong will show more advantages along with the development of multiple publicities. And brand communication to society, the enterprise and employees are the core evaluation elements of the brand effect in Guanaitong.
Corporate brand is closely related to customer satisfaction. Guanaitong always focuses on the customer experience in the process of service. Service objects of Guanaitong are from the decision makers of buying service products, namely the human resource executives and other man-agers in enterprises, to the service products end users, namely, employees. From accepting enterprise enquiries, signing a contract, platform deployment, end users selecting and using products, logistics, until the after-sales service, Guanaitong has strict control process of the whole service chain.
At the same time, Guanaitong also uses 400 hotlines line, WeChat, website and various channels to collect customer feedback and establish daily contact with customers, to ensure that customers' problems can be solved at the first time, and provides the voices from the terminals for the future improvement of products and services.
Take the GAT Festival Benefits as an example, it applies to the concept of "Tong", and multiple levels and suppliers fully meet the personalized demands of the enterprises and employees. But, because of various standards of logistics and inventory managements of different brands, it happened before that during the peak time, products were arriving late or out of stock. After listening to all parties’ opinions, including customers, Guanaitong takes reforms in many places for the next festival products: such as the advance evaluation about logistics and inventory levels of brand owners, and when up to stan-dard, they are on the system to obtain standardize management; giving a sufficient permission for customer service staff to deal with customer disputes... These measures of adjustment and optimization immediately drop customer complaint rate to 0.29%.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 21
“GET” and “GIVE” of GuanaitongAs Guanaitong is the subsidiary company of CIIC, one of the most famous comprehensive HR service provider in China. As the first one-stop non-cash incentive and recognition solution provider of China, the business orientation of Guanaitong is flexible benefits outsourcing providers. Until last year, the business focus of Guanaitong was on how to make the enterprise benefits be more valuable: with a "one-stop" platform work style, and integration of various kinds of benefits suppliers, to help enterprises to fully meet the personalized demands of staff. This is called the consideration about the level of "GET", concluded into the brand slogan is “Inspire Welfare” .
In early 2014, there was a comprehensive promotion about the positioning of Guanaitong, hoping not only can let the enterprises and the staff gain more values and better experience in the aspect of “GET” , but also can initiate employees and enterprises give back to the society at the same time, this is known as a level of “GIVE” . An all-win ecosystem is formed among “enterprise” , “employee” and “society” with the connection of “GET” and “GIVE” , and consequently brings in the brand slogan of “Love Inside” . Meanwhile, for the logo of Guanaitong, the “i” in “ai” represents people, and the “a” shapes like the alpha on behalf of the infinite.The combination of the two letters is pronounced like “love” in Chinese, which fully embodies the core of the brand “From love and care to the infinite” .
Based upon the change of brand appeal, Guanaitong did some adjustments in terms of brand promotion and dissemination. Guanaitong always firmly believes that good brand appeal is the value marketing based on high quality products and services. Therefore, this year, promotion and transmission of Guanaitong are mainly revolving around three points: value, products and activities.
The level of values: using the timing of new facelift of the brand VI, putting forward the value proposition of “feeling love, delivering love” and “Love Inside” ecosystem. By the national roadshow activities of “Chinese enterprises staff caring action” , it spreads of brand value of Guanaitong.
The level of products: summarizing the products of Guanaitong and choosing to integrate and promotionally plan the star products, and further improving the brand by the products.
The level of activities: using industrial influential activities, to communi-cate and expose brand. Guanaitong joints with “Love Inside” partners to participate, and display the brand on the annual events such as China Human Capital Forum and China HR Service EXPO.
A disable artist Ms. Hong Xia performs paper-cutting, and her work is embedded in silk scarves and other derivatives provided by Guanaitong, as a loving gift for promotion. Part of the payment for goods will support the employment of disabled persons and their skills training, to let more disable persons exert their personal talents and realize their career dreams.
Brand advantage from continuous innovationGuanaitong believes the only way to keep the brand, in addition to continuously improving their core competence, is the constantly innovation and re-innovation on the brand promotion. Currently, at the brand level, Guanaitong has been initially formed the value of communication strategy about “Love Inside” and integrated within the star product promotion strategy.Then Guanaitong will focus on the increase of image positioning about corporate welfare expert between the value of the brand appeal and the star product marketing promotion, to form a trinity brand promotion. Compared with the similar enterprises’ simplification tendency of brand positioning, three-dimensional brand strategy of Guanaitong will show more advantages along with the development of multiple publicities. And brand communication to society, the enterprise and employees are the core evaluation elements of the brand effect in Guanaitong.
Corporate brand is closely related to customer satisfaction. Guanaitong always focuses on the customer experience in the process of service. Service objects of Guanaitong are from the decision makers of buying service products, namely the human resource executives and other man-agers in enterprises, to the service products end users, namely, employees. From accepting enterprise enquiries, signing a contract, platform deployment, end users selecting and using products, logistics, until the after-sales service, Guanaitong has strict control process of the whole service chain.
At the same time, Guanaitong also uses 400 hotlines line, WeChat, website and various channels to collect customer feedback and establish daily contact with customers, to ensure that customers' problems can be solved at the first time, and provides the voices from the terminals for the future improvement of products and services.
Take the GAT Festival Benefits as an example, it applies to the concept of "Tong", and multiple levels and suppliers fully meet the personalized demands of the enterprises and employees. But, because of various standards of logistics and inventory managements of different brands, it happened before that during the peak time, products were arriving late or out of stock. After listening to all parties’ opinions, including customers, Guanaitong takes reforms in many places for the next festival products: such as the advance evaluation about logistics and inventory levels of brand owners, and when up to stan-dard, they are on the system to obtain standardize management; giving a sufficient permission for customer service staff to deal with customer disputes... These measures of adjustment and optimization immediately drop customer complaint rate to 0.29%.
Guanaitong is an Internet-kind enterprise, most of its most business practices leave a mark on the enterprise internal and external network plat-form. Everything can be traced back. Therefore, after years of development, Guanaitong also accumulated a large database. The next action of Guanaitong will pay more attention to the value of this aspect. Guanaitong hopes that in the near future, it can make the fullest use of these data as big data analysis. In particular, all sorts of data based on real business trends and group analyses will appear, and through the release and share of the reports to make Chinese enterprises' human resource executives can timely grasp the market trend, establishing human resource strategy reasonable for the development of the company. At the same time, Guanaitong also wants the analyses can work as references for the industry experts and related government agencies. By that time, Guanaitong will become a real mighty brand throughout the enterprises and employees.
New media technology and the fans effectGuanaitong is an Internet-kind company, for a long time, mobile and digital media are the main channels for its product promotion, such as, through search engines such as Baidu, Guanaitong undertakes thousands of enterprises’ active inquiries every year.
In addition, this kind of social media also plays a great role in the brand promotion of Guanaitong. In this year's news conference of “Chinese enterprise employees caring action” , Guanaitong applied to the high-tech digital technology and do an excellent performance about the platform service of Guanai-tong, after this, the performance was cut into videos and forwarded in video websites, which formed a very good communication effect.
Guanaitong also attaches great importance to the customer relationship maintenance through social media tools. Nowadays, it has Wechat accounts “CIIC Guanaitong” for HR and “aizaiqizhong” for customer enterprise employees respectively.
At the same time, with the help of some mobile and digital media, Guanaitong finds customer needs, and carries out the benefits survey of “Inves-tigation on the Present Basic Chinese Employees Caring Situation” .
As the mobile and digital media in the future will be more and more influential, Guanaitong will also continue to grasp the trend, and make the brand have a better interaction with the audience in the media.
With the recognition of the fans, there will be a reputation, and then it will be transmitted widely. Without brand reputation, fans economy will not last for a long time, so fans and brands complete each other. Establishing fans groups is always the dream of Guanaitong.
“We want to make friends with every individual employee. This is also why the business model of Guanaitong transforms from B2B into B2B2C.” Mr. Jun Pan said, “The employees are the targets of Guanaitong, who use the service and experience it. If we can have a good fan effect in the group of employees, the enterprises will naturally regard us as the solid choice.”
Fans marketing is not an easy thing, and it is important to have enough interactive communication. Nowadays, the WeChat "aizaiqizhong" for B2C customers has tens of thousands of real fans, and they are all employees from customer enterprise of Guanaitong. Guanaitong irregularly launch-es some topics related to “love” and invite fans to show their opinions, and many ideas about “love” from some offices also give Guanaitong a lot of inspirations. Based on this, Guanaitong is considering to establish a mechanism to let the fans could participate in the business planning of Guanaitong, such as product design, to further play the function of the fans in the "Love Inside" ecosystem.
Flexible Accounts —— Purchase and Payment of Guanaitong
Corporate Employee
Supplier
Purchase Points
Collocation Points
Payment Points
Exchange of Goods
DeliveryCash Settlement
Creating the Top Brand of Talent Supply Chain
Tale Base Talent Network Technology co., LTD. is the top brand of talent supply chain
management. It is a person-post matching expert of creating and focusing on the talent
supply chain concept practices. Based on employment network and through the
combination of "Test + Hire" intelligent recruitment patterns, Tale Base helps enterprises
to build talent supply chain. It improves the professional and scientific talent
management, which helps enterprises to realize the sustainable development of human
resource management. Tale Base, meanwhile, is the only company using IT technology
to improve effectiveness of personnel employment and decision-making processes. It is
the comprehensive human resource management service provider for talent
assessment, headhunting, RPO recruitment and campus recruitment.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 23
Creating the Top Brand of Talent Supply Chain
Tale Base Talent Network Technology co., LTD. is the top brand of talent supply chain
management. It is a person-post matching expert of creating and focusing on the talent
supply chain concept practices. Based on employment network and through the
combination of "Test + Hire" intelligent recruitment patterns, Tale Base helps enterprises
to build talent supply chain. It improves the professional and scientific talent
management, which helps enterprises to realize the sustainable development of human
resource management. Tale Base, meanwhile, is the only company using IT technology
to improve effectiveness of personnel employment and decision-making processes. It is
the comprehensive human resource management service provider for talent
assessment, headhunting, RPO recruitment and campus recruitment.
Talent Supply Chain Management Model of Just-In-Time
Enterprise Strategy
External Environment
Dynamic Short-termTalent Planning
ROI Maximizingof Talent Training
Talent Supply of JIT
Talent Supply Without Time Difference
Flexible and StandardizedTalent Inventory
Organizing Ability
Enterprises Performance
Source from: Tale Base Overview of the Present Situation Investigation Report on the Internal Talent Supply Chain Management in 2011
Performance generated from wisdom The meaning of Tale Base is “Performance Generated from Wisdom.” In short, the mission of Tale Base is to help enterprises by improving
the talent management, to achieve the goal of improving organizational performance.
As the top brand of talent supply chain management, Tale Base is also a person-post matching expert focusing on the talent supply chain
concept practices. Since its establishment, Tale Base grows rapidly. It also took various measures to win the market recognition and
acceptance constantly.
At present, the Chinese market filled with various definitions and concepts about talent management. The talent supply chain theory about
the Chinese market talent management concept is put forward by Tale Base research exclusively. In 2011, Tale Base did a market
research for talent supply chain. There were a total of 665 enterprises participated in the survey, covering the local leading enterprises and
excellent foreign capital enterprises basically. By far, it is the largest research about Chinese enterprises talent management present
situation. The study lasted six months, and collected a lot of first and second-hand data. Based on these studies, Tale Base puts forward
the talent supply chain concept, namely, “Just-In-Time” dynamic talent management system. Short-term talent planning, dynamic, flexible
standard talent inventory, and maximizing the ROI of talent cultivation and talent supply without time difference, these are four parts
constituting the four pillars of talent supply chain management.
Broken, reinventing talent supply chainTale Base proposes Just-In-Time talent supply chain management mode, namely, the use of the application of supply chain to manage
talents. At the right time, under the changing external environment and market environment, enterprises have the cost-benefit optimization
way of talents attraction and recruitment, deployment and configuration, training and incentive, talent quality, quantity, structure, efficiency.
It can meet the long-term stable business development needs of the organization, and ensure the implementation of organizational
strategy. Through the integration process of talent management activities, talent supply chain management carries on the overall
coordination, and evaluates the result of the activity. It forms a circle and constantly optimizes system and circulation, reducing the risks of
talent supply uncertainties.
In talent supply chain management mode, after predicted vacancies changing into real vacancies, the mode should supply in time and
continuously shorten the time of supply. It emphasizes the timeliness, which reduces the waste of talent in the enterprises.
Tale Base always adheres to help Chinese enterprises to build talent supply chain, and boosts the sustainable development of Chinese
enterprises. In 2012, Tale Base publicized a book Build Talent Supply Chain, elaborates the definition and principle of the supply chain. For
organizations, how to better help enterprises to enhance performance through human resources management, and to achieve the
sustainable development of the enterprises, it is an important purpose for the enterprise creating the talent supply chain.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201424
Development based on the local marketChinese local enterprises are deepening their understanding about the talent management. They are also more aware of important value
of the talent management strategy to the enterprise overall strategy implementation. Tale Base based on South China market, and its
target customers are the Chinese local companies. At present, more than 90% of Tale Base businesses are from the local companies in
China. In addition, the South China region is also the gathering place for Chinese domestic private-owned enterprises and state-owned
enterprises. A large number of outstanding domestic enterprises, such as Huawei, Tencent, Vanke, SF-Express, and China Merchants
Bank, gathered in south China. With strong market acuity, these companies attach great importance to talent management. Meanwhile,
Tale Base set up branch offices in Beijing, Shanghai, Guangzhou, Shenzhen, Chengdu, and Xiamen.
Tale Base pays huge attention to develop products and solutions suitable for China domestic market. It adheres to the professional service
concept, delivering the greatest value for customers. Departing from jobs, Tale Base designs the content of the assessment according to
the requirements of the job qualifications, performance, situations, and problems. As a starting point, Tale Base firstly conducts a large
number of customized developments for the enterprises, and then applied them into the standard products. In the process of cooperation
with large companies, Tale Base helps them to develop standardized products, promoting to more customers and expanding the market.
Tale Base, for example, developed customized products for SF-Express. After this, the standardization of products can be applied to other
logistics company.
Tale Base plays a huge role in the services and understanding of local Chinese benchmarking enterprises, promoting specialization, stan-
dardization and refinement of talent management in Chinese local small and medium-sized enterprises!
Terminal change from B to C the leader of intelligent recruitmentTalent assessment has become one of the magic keys for human resource management. With the professional talent assessment tools,
more and more human resource managers begin to judge, identify, select, appoint and train talents. This results a huge demand, and
creates an unprecedented spurt of growth in talent assessment market. The huge market value is bound to attract more enterprises to join,
in the fierce market competition, Tale Base has adopted various measures to improve market recognition rapidly.
For the traditional assessments, generally, they serve for the B-terminal users, namely, the business users, rarely involve the C-terminal
(consumers). However, for ordinary consumers, there are huge requirements of assessments.
In May 2012, Tale Base launched “¥ 1 assessment” , namely, "talent assessment by ¥ 1". Its purpose was to foster the acceptance and
recognition of market for assessment, which fired “the first shoot of the popularity on talent assessment” . This product is far below the
market price of similar products, which promises numerous customers for Tale Base. In the
meantime, the assessment has become a widely accepted concept in the process of enter-
prise talent management. In the process, Tale Base also found that C-terminal customers
have a certain demand for assessment in the market. Only few companies tap into the
C-terminal needs market. Since then, the popularity of the mobile phone, iPad makes the
concept of micro assessment with more broad market foundation. At the same time, the
popularity of mobile payment, such as Wechat payment, also provides micro assessment a
very convenient way to purchase.
Therefore, at the end of 2013, Tale Base through the WeChat public account of Cepin launched
a series of micro assessments. A large number of mobile user groups, through social networking
tools such as QQ, Weibo, and WeChat, transmitted to their friends. For its convenience, fun and
professionalism, it won a high degree of participation and communication.
Tale Base has introduced nearly 40 micro assessments products, such as Who Dares Lie to
Me, Ten Pictures See through Your Sub-consciousness, and The Strongest Brain Chal-
lenge. Among them, The Strongest Brain Challenge witnesses the increase of more than
100,000 visitors a day. After three months, the participated visitors are more than 13 million.
By the popularity of micro assessment, Tale Base obtains a large amount of data and fans,
and makes them gradually transform into potential customers, and lies a solid foundation for
the c-terminal service charging.
Micro-Assessment:The Strong……
The Strongest Brain Challenge
To recruit undergraduates, please visit cepin.com!
participated visitors A total of 11 questions
Challenging your limits, showing your brain potential, are you the next strongest brain?
Start
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 25
Development based on the local marketChinese local enterprises are deepening their understanding about the talent management. They are also more aware of important value
of the talent management strategy to the enterprise overall strategy implementation. Tale Base based on South China market, and its
target customers are the Chinese local companies. At present, more than 90% of Tale Base businesses are from the local companies in
China. In addition, the South China region is also the gathering place for Chinese domestic private-owned enterprises and state-owned
enterprises. A large number of outstanding domestic enterprises, such as Huawei, Tencent, Vanke, SF-Express, and China Merchants
Bank, gathered in south China. With strong market acuity, these companies attach great importance to talent management. Meanwhile,
Tale Base set up branch offices in Beijing, Shanghai, Guangzhou, Shenzhen, Chengdu, and Xiamen.
Tale Base pays huge attention to develop products and solutions suitable for China domestic market. It adheres to the professional service
concept, delivering the greatest value for customers. Departing from jobs, Tale Base designs the content of the assessment according to
the requirements of the job qualifications, performance, situations, and problems. As a starting point, Tale Base firstly conducts a large
number of customized developments for the enterprises, and then applied them into the standard products. In the process of cooperation
with large companies, Tale Base helps them to develop standardized products, promoting to more customers and expanding the market.
Tale Base, for example, developed customized products for SF-Express. After this, the standardization of products can be applied to other
logistics company.
Tale Base plays a huge role in the services and understanding of local Chinese benchmarking enterprises, promoting specialization, stan-
dardization and refinement of talent management in Chinese local small and medium-sized enterprises!
Terminal change from B to C the leader of intelligent recruitmentTalent assessment has become one of the magic keys for human resource management. With the professional talent assessment tools,
more and more human resource managers begin to judge, identify, select, appoint and train talents. This results a huge demand, and
creates an unprecedented spurt of growth in talent assessment market. The huge market value is bound to attract more enterprises to join,
in the fierce market competition, Tale Base has adopted various measures to improve market recognition rapidly.
For the traditional assessments, generally, they serve for the B-terminal users, namely, the business users, rarely involve the C-terminal
(consumers). However, for ordinary consumers, there are huge requirements of assessments.
In May 2012, Tale Base launched “¥ 1 assessment” , namely, "talent assessment by ¥ 1". Its purpose was to foster the acceptance and
recognition of market for assessment, which fired “the first shoot of the popularity on talent assessment” . This product is far below the
market price of similar products, which promises numerous customers for Tale Base. In the
meantime, the assessment has become a widely accepted concept in the process of enter-
prise talent management. In the process, Tale Base also found that C-terminal customers
have a certain demand for assessment in the market. Only few companies tap into the
C-terminal needs market. Since then, the popularity of the mobile phone, iPad makes the
concept of micro assessment with more broad market foundation. At the same time, the
popularity of mobile payment, such as Wechat payment, also provides micro assessment a
very convenient way to purchase.
Therefore, at the end of 2013, Tale Base through the WeChat public account of Cepin launched
a series of micro assessments. A large number of mobile user groups, through social networking
tools such as QQ, Weibo, and WeChat, transmitted to their friends. For its convenience, fun and
professionalism, it won a high degree of participation and communication.
Tale Base has introduced nearly 40 micro assessments products, such as Who Dares Lie to
Me, Ten Pictures See through Your Sub-consciousness, and The Strongest Brain Chal-
lenge. Among them, The Strongest Brain Challenge witnesses the increase of more than
100,000 visitors a day. After three months, the participated visitors are more than 13 million.
By the popularity of micro assessment, Tale Base obtains a large amount of data and fans,
and makes them gradually transform into potential customers, and lies a solid foundation for
the c-terminal service charging.
Micro-Assessment:The Strong……
The Strongest Brain Challenge
To recruit undergraduates, please visit cepin.com!
participated visitors A total of 11 questions
Challenging your limits, showing your brain potential, are you the next strongest brain?
Start
On July 7, 2014, Tale Base launched Cepin. Its entered enter-
prises are more than 1500 now. Cepin overturns the charging
pattern in the field of recruitment. As the entrance of assessment
and the core of recruitment, it is the purpose of Cepin. According
to the 4C pattern, namely Competency, Compensation, Culture,
and Condition, it helps enterprises to conduct a preliminary
screening, and achieves the goal of intelligent match. This
assessment mode is suitable for the mass recruiting occupa-
tions, and aims at new graduates and job seekers under
three-year work experience, namely, interns, graduates and job
seekers without enough work experience.
Cepin is the seamless connection of "Test + Hire". It is an intelligent recruitment pattern with world-wide synchronization. Through the
iterative check of algorithm and data, Cepin realizes the two-way push of the enterprises and candidates based on matching degree. It
improves the efficiency of the job-hunting of both sides, solving the most two pain spots of recruitment: "fast" and "quasi". Therefore, as
the entrance of assessment, Cepin subverts recruitment mode and leads intelligent recruitment!
Mobile marketing improving user viscosityAs social networks and mobile Internet are more and more popular, SNS technologies and mobile applications emerge in endlessly. Blogs, social
networking and Weibo have gradually become the mainstream media platform. These new social media platforms provide enterprises with the
products and huge potential service marketing channels. Social network have a huge impact on the enterprise marketing. It greatly affects the
viscosity of customers to the brand. Facing the rapid development of Internet, Tale Base has always regarded Internet thinking, such as
"customer first", “free hardware", "fans economy" and "experiential marketing", as the guideline to improve the user viscosity.
Over the past three years, Tale Base attends or hosts about 50 marketing activities every year. Exposure in different markets transmits the ideas,
values, products and service solutions for customers. Secondly, through the cooperation with channels and the partners, it expands the market.
Over the past few years, Tale Base expanded about 60 channels. Through channel distributions or agents, products of Tale Base gains higher
market recognition. For example, people by some recruitment agencies, websites, and training institutions use the products of Tale Base. In
addition, through some meetings and activities held by Ministry of Human Resource and Social Security, Tale Base establishes a cooperative
relationship with many domestic and foreign well-known human resource service agencies. Finally, through the use of new technologies, such as
the transmission of the products and services of Tale Base by WeChat and Weibo.
Become the "Intel" in the field of human resourceOn January 18, 2011, Tale Base was formally established. Nowadays, Tale Base Talent Management Consulting co., LTD. has officially renamed
as Tale Base Talent Network Technology co., LTD. The shift predicts that the development direction of Tale Base in the future is to develop the
era of "smart recruitment" by 4C person-post matching theory.
Since founded, Tale Base forged their own brand as the "Intel" in the field of human resource industry, positioning itself based on system,
platforms and products to win the market. The data analysis is the foundation of talent management based on the assessment. Tale Base based
on data of talent management, providing customers with solutions, is supported by a powerful technology. Tale Base has already applied for the
four invention patents. It won the most patents in the field of human resource companies in China.
As the leading talent supply chain brand, Tale Base has deep industrial accumulation in the field of personnel evaluation industry. All these
accumulation will be transferred to the platform of Cepin. In the future, Cepin will rely on big data technology, aiming at the test data collection
and analysis of specific groups, providing the best decision supports for career choices and personnel decisions of B- and C-terminals.
Explicit Traits
Seed
Soil
Implicit Traits
The Best 100 HR Brands
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 27
The Best 100 HR Brands 1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
1
3
4
10
6
7
8
15
9
16
24
12
13
14
2
21
21
19
38
11
19
80
27
/
26
ADP
CIIC
Randstad
Aon Hewitt
DDI
SAP
51job
Mercer
FESCO
ORACLE
Zhaopin
SFSC
Kronos
CEB
KeyLogic
Hay Group
yonyou
Beisen
guanaitong
KNX
8.40
8.36
7.71
7.69
7.60
7.59
7.58
7.57
7.55
7.54
7.40
7.26
7.24
6.85
6.84
6.83
6.82
6.65
6.50
6.49
6.48
6.45
6.35
6.34
6.33
Career International
IBM Smarter Workforce
FESCO Adecco
1949
1987
1960
2010
1970
1972
1999
1937
1979
1977
1911
1997
1984
1996
2010
1977
1979
2004
1943
1988
1999
2008
2012
2002
1957
Towers Watson
HR Outsourcing and Dispatch New York
Amsterdam
New York
NewYork,London,Chicago
New York
New York
NASDAQ
New York
New York
New York
New York,Paris,Zurich
Shanghai
HR Outsourcing and Dispatch
HR Outsourcing and Dispatch
HR Outsourcing,HR Consulting
HR Consulting,Talent Assessment
e-HR
Recruiting
Recruiting
HR Outsourcing and Dispatch
Headhunting,HR Outsourcing and Dispatch
HR Consulting
e-HR
Talent Assessment
HR Consulting,Management Training
HR Consulting,Talent Assessment
e-HR
HR Consulting,Talent Assessment
HR Outsourcing and Dispatch
HR Outsourcing,Management Training
HR Outsourcing and Dispatch,Headhunting
Recruiting
HR Consulting
HR Outsourcing and Dispatch
e-HR
e-HR
Frankfurt,New York
NASDAQ
Notes: 1.Business of Adecco China have been integrated to FESCO Adecco since April 2,2014. *The following ICON represent the corresponding human resource management business.
HR Outsourcing and Dispatch; Headhunting; Recruiting; Management Training ; HR Consulting; Talent Assessment; e-HR; Background Screening; Company Service; Health Management Consulting
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201428
26
27
28
29
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
27
17
23
5
38
25
34
/
45
56
18
/
45
30
27
61
45
/
59
62
/
/
42
53
43
Neusoft
Lumesse
Kelly Services
CDP Group
Hays
Weibo Talent 2
Hudson
Accenture
Dayee
Cegos
Kingdee
ATA
Hirede
58.com
Dajie
AMA
de Bono
Robert Walters
CTG
6.32
6.31
6.21
6.19
6.12
6.11
5.84
5.78
5.76
5.75
5.74
5.72
5.61
5.50
5.47
5.45
5.39
5.38
5.37
5.36
5.35
5.30
5.25
5.08
5.06
1991
2011
1946
1948
2004
1981
1867
2009
1998
1967
1989
2003
1926
1993
1868
1999
2008
2005
1848
1980
2008
1923
1991
1985
2003
Manpower Group
Martinsen Group
NormStar Group
Deloitte Human Capital
Consulting
PricewaterhouseCoopers Human Resource Consulting
RIGHT MANAGEMENT
Notes: 2. Weibo Talent Team is founded in 2009. *The following ICON represent the corresponding human resources management business.
HR Outsourcing and Dispatch; Headhunting; Recruiting; Management Training ; HR Consulting; Talent Assessment; e-HR; Background Screening; Company Service; Health Management Consulting
e-HR Shanghai
NASDAQ
e-HR(Talent Management System)
HR Outsourcing and Dispatch,Headhunting
HR Outsourcing and Dispatch,Headhunting
HR Outsourcing and Dispatch
Management Training,HR Consulting,Talent Assessment
Headhunting
Recruiting
HR Consulting,Talent Assessment
Headhunting,Talent Management Consulting
HR Consulting,HR Outsourcing and Dispatch
e-HR(e-Recruitment System)
Management Training
e-HR
HR Consulting
Talent Assessment
e-HR(e-Recruitment System)
Management Training,HR Consulting
Management Training
Management Training
Headhunting
HR Outsourcing and Dispatch
Recruiting
HR Consulting
Recruiting
New York
/
/
London
NASDAQ
/
NASDAQ
New York
/
/
HongKong
/
NASDAQ
/
New York
/
NASDAQ
/
/
/
London
/
/
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 29
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
51
/
67
73
45
58
33
32
/
/
/
/
74
66
90
/
69
50
74
54
64
/
85
82
81
Ganji
NetDimensions
Robert Half
Engma
ChinaHR
Liepin
Platinum
HRBoss
Vanguard
Kayang
lagou
Michael Page
BRIDGE HR
ECEIBS
Cyberwisdom
OurATS
Tale Base 3
ALLEGIS-BN
5.04
5.03
4.98
4.97
4.95
4.85
4.84
4.79
4.75
4.73
4.65
4.63
4.58
4.56
4.51
4.48
4.47
4.45
4.44
4.43
4.42
4.41
4.38
4.34
4.33
1897
2005
1993
1999
1953
1948
2002
1894
1997
2000
1994
2011
1998
1995
1953
2013
1976
1969
2003
2009
1999
/
2010
2010
1983
KPMG Consulting
Antal International
Heidrick&Struggles
Ernst & Young
First Advantage
Korn/Ferry International
Cornerstone OnDemand
HR Consulting
Recruiting
Headhunting,Recruiting
Management Training
Headhunting
HR Outsourcing and Dispatch
HR Outsourcing and Dispatch
HR Consulting
Recruiting
Headhunting
HR Outsourcing and Dispatch
e-HR(e-Recruitment System)
HR Consulting,Talent Assessment
HR Outsourcing and Dispatch
e-HR
e-HR
e-HR
e-HR
Backgroud Screening
Recruiting
Headhunting,Recruiting
Headhunting
Management Training
Management Training
e-HR
London
NASDAQ
New York
London
New York
NASDAQ
3.Tale Base's cepin.com has its Android and iOS APP. *The following ICON represent the corresponding human resources management business.
HR Outsourcing and Dispatch; Headhunting; Recruiting; Management Training ; HR Consulting; Talent Assessment; e-HR; Background Screening; Company Service; Health Management Consulting
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201430
75
A company of Recruit Holdings
76
76
78
79
80
81
82
83
84
85
86
87
88
89
90
91
92
93
94
95
96
97
98
99
100
74
70
74
78
98
/
/
35
90
72
89
41
/
79
85
/
/
/
/
/
/
/
/
/
/
HR-Channel
Amrop Group
workday
Wealink
Edenred
ZO
HJSoft
Egon Zehnder
KANgroup
BRecruit
PenseeSoft
TalentQ
Zuoyou
Universum
PinCN
inspur
4.28
4.28
4.27
4.23
4.13
4.05
4.03
4.00
3.93
3.92
3.91
3.90
3.86
3.85
3.84
3.75
3.68
3.59
3.58
3.55
3.48
3.47
3.43
3.40
3.39
2002
2001
1981
1977
1987
2005
2004
1962
2011
1998
2008
2005
2007
1969
1964
2013
2009
2003
1984
/
/
1998
1988
2004
1983
TACSEN Management Consultants
Infor Global Solutions
Assess Systems
Bluesea Group
YingJieSheng
Lloyd Morgan Executive
Russell Reynolds Associates
FranklinCovey
Empresaria Group
HR Consulting,Management Training
HR Outsourcing and Dispatch
Talent Assessment,HR Consulting
HR Outsourcing and Dispatch,HR Consulting
Headhunting,Talent Assessment
Recruiting,Recruitment Process Outsourcing
e-HR
e-HR
Recruiting
Company Service
HR Consulting
e-HR
e-HR
e-HR
e-HR
Management Training
Talent Assessment
HR Consulting
HR Consulting
HR Consulting,Recruiting
HR Outsourcing and Dispatch
Recruiting
Headhunting
Headhunting
Headhunting
New York
Paris
Australia
London
New York
*The following ICON represent the corresponding human resources management business.
HR Outsourcing and Dispatch; Headhunting; Recruiting; Management Training ; HR Consulting; Talent Assessment; e-HR; Background Screening; Company Service; Health Management Consulting
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 31
1
3
4
10
9
13
80
27
ADP
CIIC
Randstad
Aon Hewitt
FESCO
SFSC
Career International
guanaitong
KNX
FESCO Adecco
Kelly Services
Manpower Group
CDP Group
Accenture
CTG
Robert Half
Engma
BRIDGE HR
ALLEGIS-BN
HR-Channel
Bluesea Group
BRecruit
Empresaria Group
8.40
8.36
7.71
7.69
7.55
1949
1987
1960
2010
1979
7.241984
14 6.851996
6.452008
26 6.331957
6.352012
23 6.211946
5 6.191948
38 6.122004
18 5.741989
43 5.062003
58 4.851948
33 4.842002
4.4474 2003
81 4.331983
70 4.282001
89 3.912008
1996
/ 3.68/
/ 3.55
Notes: *The following ICON represent the corresponding human resources management business.
HR Outsourcing and Dispatch; Headhunting; Recruiting; Management Training ; HR Consulting; Talent Assessment; e-HR; Background Screening; Company Service; Health Management Consulting
HR Outsourcing and Dispatch
HR Outsourcing and Dispatch
HR Outsourcing and Dispatch
HR Outsourcing and Dispatch
HR Outsourcing and Dispatch
Headhunting,HR Outsourcing and Dispatch
HR Outsourcing,Management Training
HR Outsourcing and Dispatch,Headhunting
HR Outsourcing and Dispatch,Headhunting
HR Outsourcing and Dispatch,Headhunting
HR Outsourcing and Dispatch
HR Consulting,HR Outsourcing and Dispatch
HR Outsourcing and Dispatch
HR Outsourcing and Dispatch
HR Outsourcing and Dispatch
HR Outsourcing and Dispatch
HR Outsourcing and Dispatch
HR Outsourcing and Dispatch
HR Outsourcing and Dispatch,HR Consulting
Recruiting,Recruitment Process Outsourcing
HR Outsourcing and Dispatch
HR Outsourcing and Dispatch
HR Outsourcing andHR Consulting
New York
New York
New York
New York
New York
London
New York,Paris,Zurich
NASDAQ
Amsterdam
A company of Recruit Holdings
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201432
23 6.211946
5 6.191948
14 6.851996
26 6.331957
32 34 5.841867
35 56
Career International
FESCO Adecco
Kelly Services
Manpower Group
Hays
Hudson
Robert Walters
Antal International
Heidrick&Struggles
Liepin
Michael Page
Korn/Ferry International
Amrop Group
Lloyd Morgan Executive
Egon Zehnder
Headhunting
Headhunting
Headhunting,Recruiting
Headhunting
Headhunting
Headhunting,Recruiting
Headhunting
Headhunting
Headhunting
Headhunting
5.751967
49 53 5.081985
53 67 4.981993
55 45 4.951953
60 / 2000 4.73
4.4767 69 1976
68 50 4.451969
79 78 4.231977
88 / 3.862007
89 79 3.851969
90 85 3.841964
Notes:*The following ICON represent the corresponding human resources management business.
HR Outsourcing and Dispatch; Headhunting; Recruiting; Management Training ; HR Consulting; Talent Assessment; e-HR; Background Screening; Company Service; Health Management Consulting
Russell Reynolds Associates
Headhunting,HR Outsourcing and Dispatch
New York,Paris,Zurich
NASDAQ
NASDAQ
NASDAQ
New York
New York
Australia
London
London
London
HR Outsourcing and Dispatch,Headhunting
HR Outsourcing and Dispatch,Headhunting
HR Outsourcing and Dispatch,Headhunting
Headhunting,Talent Management Consulting
Headhunting,Talent Assessment
6.6518 19 KeyLogic
KNX
Martinsen Group
Cegos
RIGHT MANAGEMENT
AMA
de Bono
NetDimensions
ECEIBS
Cyberwisdom
FranklinCovey
Management Training
Management Training
Management Training
Management Training
Management Training
Management Training
Management Training
2004
23 27 6.352012
31 25 6.111981
38 45 5.611926
45 62 1980 5.36
47 / 5.301923
48 42 5.251991
54 73 4.971999
4.4370 54 2009
76 74 4.282002
3.5894 / 1984
71 64 4.421999
TACSEN Management Consultants
HR Consulting,Management Training
Management Training,HR Consulting
HR Consulting,Management Training
HR Outsourcing,Management Training
Management Training,HR Consulting,TalentAssessment
NASDAQ
London
New York
HR Outsourcing and Dispatch; Headhunting; Recruiting; Management Training ; HR Consulting; Talent Assessment; e-HR; Background Screening; Company Service; Health Management Consulting
Notes: *The following ICON represent the corresponding human resources management business.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 33
6.6518 19 KeyLogic
KNX
Martinsen Group
Cegos
RIGHT MANAGEMENT
AMA
de Bono
NetDimensions
ECEIBS
Cyberwisdom
FranklinCovey
Management Training
Management Training
Management Training
Management Training
Management Training
Management Training
Management Training
2004
23 27 6.352012
31 25 6.111981
38 45 5.611926
45 62 1980 5.36
47 / 5.301923
48 42 5.251991
54 73 4.971999
4.4370 54 2009
76 74 4.282002
3.5894 / 1984
71 64 4.421999
TACSEN Management Consultants
HR Consulting,Management Training
Management Training,HR Consulting
HR Consulting,Management Training
HR Outsourcing,Management Training
Management Training,HR Consulting,TalentAssessment
NASDAQ
London
New York
HR Outsourcing and Dispatch; Headhunting; Recruiting; Management Training ; HR Consulting; Talent Assessment; e-HR; Background Screening; Company Service; Health Management Consulting
Notes: *The following ICON represent the corresponding human resources management business.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201434
7 8 7.581999
12 12 7.261997
24 / 6.342002
33 / 5.782009
43 / 5.382005
46 / 5.352008
52 / 5.032005
53 67 4.981993
59 / 4.751997
66 / 4.482013
67 69 4.471976
4.0382 / 2004
87 41 3.902005
200992 / 3.68
99 / 3.402004
51job
Zhaopin
Weibo Talent
58.com
Dajie
Ganji
Antal International
ChinaHR
lagou
Michael Page
Wealink
YingJieSheng
BRecruit
PinCN
Recruiting
Recruiting
Recruiting
Recruiting
Recruiting
Recruiting
Recruiting
Headhunting,Recruiting
Recruiting
Recruiting
Headhunting,Recruiting
Recruiting
Recruiting
HR Consulting,Recruiting
Recruiting,RecruitmentProcess Outsourcing
NASDAQ
NASDAQ
New York
New York
New York
London
HR Outsourcing and Dispatch; Headhunting; Recruiting; Management Training ; HR Consulting; Talent Assessment; e-HR; Background Screening; Company Service; Health Management Consulting
Notes: *The following ICON represent the corresponding human resources management business.
A company of Recruit Holdings
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 35
7 8 7.581999
12 12 7.261997
24 / 6.342002
33 / 5.782009
43 / 5.382005
46 / 5.352008
52 / 5.032005
53 67 4.981993
59 / 4.751997
66 / 4.482013
67 69 4.471976
4.0382 / 2004
87 41 3.902005
200992 / 3.68
99 / 3.402004
51job
Zhaopin
Weibo Talent
58.com
Dajie
Ganji
Antal International
ChinaHR
lagou
Michael Page
Wealink
YingJieSheng
BRecruit
PinCN
Recruiting
Recruiting
Recruiting
Recruiting
Recruiting
Recruiting
Recruiting
Headhunting,Recruiting
Recruiting
Recruiting
Headhunting,Recruiting
Recruiting
Recruiting
HR Consulting,Recruiting
Recruiting,RecruitmentProcess Outsourcing
NASDAQ
NASDAQ
New York
New York
New York
London
HR Outsourcing and Dispatch; Headhunting; Recruiting; Management Training ; HR Consulting; Talent Assessment; e-HR; Background Screening; Company Service; Health Management Consulting
Notes: *The following ICON represent the corresponding human resources management business.
A company of Recruit Holdings
4
5
10
6
7.69
7.60
2010
1970
8 15 7.571937
15 2 6.842010
18
19
19
38
6.65
6.50
2004
1943
21 19 6.481999
31 25 6.111981
34
35
36
45
56
18
5.76
5.75
5.74
1998
1967
1989
40 27 5.471868
44
45
59
62
5.37
5.36
1848
1980
51 51 5.041897
4.7958 32 1894
74 82 4.342010
76 74 4.282002
80 98 4.131987
86 89 3.912008
97
98
99
/
/
/
3.47
3.43
3.40
1998
1988
2004
Deloitte Human Capital Consulting
PricewaterhouseCoopers Human Resource Consulting
TACSEN Management Consultants
HR Consulting
HR Consulting
HR Consulting
HR Consulting
HR Consulting
HR Consulting
HR Consulting
HR Consulting
HR Consulting,Recruiting
HR Outsourcing and Dispatch,HR Consulting
HR Consulting,Management Training
HR Consulting,Talent Assessment
HR Consulting,Talent Assessment
Headhunting,Talent Management Consulting
HR Consulting,HR Outsourcing and Dispatch
Management Training,HR Consulting
HR Consulting,Talent Assessment
Talent Assessment,HR Consulting
HR Consulting,Management Training
HR Outsourcing and Dispatch,HR Consulting
HR Consulting,Talent Assessment
Management Training,HR Consulting,Talent Assessment
HR Consulting,Talent Assessment
New York
New York
New York
NASDAQ
NASDAQ
New York,Chicago,London
Notes: *The following ICON represent the corresponding human resources management business.
HR Outsourcing and Dispatch; Headhunting; Recruiting; Management Training ; HR Consulting; Talent Assessment; e-HR; Background Screening; Company Service; Health Management Consulting
Aon Hewitt
DDI
Mercer
Towers Watson
KeyLogic
Hay Group
Beisen
Martinsen Group
NormStar Group
Hudson
Accenture
RIGHT MANAGEMENT
KPMG Consulting
Ernst & Young
Tale Base
Assess Systems
Bluesea Group
zuoyou
Universum
PinCN
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201436
5 6 7.601970
Talent Assessment
Talent Assessment
Talent Assessment
17 21 6.821979
19 38 6.501943
21 19 6.481999
31 25
34 45
6.
5.76
111981
1998
41 61 5.451999
74 82 4.342010
80 98 4.131987
89 79 3.851969
96 / 3.48/
DDI
CEB
Hay Group
Beisen
Martinsen Group
NormStar Group
ATA
Tale Base
Assess Systems
Russell Reynolds Associates
TalentQ
HR Consulting,Talent Assessment
New York
NASDAQ
HR Consulting,Talent Assessment
HR Consulting,Talent Assessment
HR Consulting,Talent Assessment
HR Consulting,Talent Assessment
Talent Assessment,HR Consulting
Headhunting,Talent Assessment
Management Training,HR Consulting,Talent Assessment
Notes: *The following ICON represent the corresponding human resources management business.
HR Outsourcing and Dispatch; Headhunting; Recruiting; Management Training ; HR Consulting; Talent Assessment; e-HR; Background Screening; Company Service; Health Management Consulting
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 37
6 7 SAP
ORACLE
Kronos
yonyou
Neusoft
Lumesse
Dayee
Kingdee
Hirede
Platinum
HRBoss
Vanguard
Kayang
Cornerstone OnDemand
OurATS
Infor Global Solutions
workday
HJSoft
KANgroup
PenseeSoft
inspur
7.591972
10 16 7.541977
11 24 7.40191
16 21 6.831977
6.4920 11 1988
26 27 6.321991
27 17 6.312011
37 / 5.722003
39 30 5.501993
42 45 5.392008
61 / 4.651994
201162 / 4.63
63
64
74
66
4.58
4.56
1998
1995
72
73
/
85
4.41
4.38
/
2010
78 74 4.271981
81 / 4.052005
85 72 3.921998
91 / 3.752013
200393 / 3.59
100 / 3.391983
Talent Management System
e-Recruitment System
e-Recruitment System
e-Recruitment System
IBM Smarter Workforce
Frankfurt,New York
NASDAQ
New York
Shanghai
Shanghai
Honkong
NASDAQ
New York
HR Outsourcing and Dispatch; Headhunting; Recruiting; Management Training ; HR Consulting; Talent Assessment; e-HR; Background Screening; Company Service; Health Management Consulting
Notes: *The following ICON represent the corresponding human resources management business.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201438
65 90 4.511953First Advantage
Edenred
ZO
83
84
35
90
4.00
3.93
1962
2011
Backgroud Screening
Company Service Paris
HR Consulting
HR Outsourcing and Dispatch; Headhunting; Recruiting; Management Training ; HR Consulting; Talent Assessment; e-HR; Background Screening; Company Service; Health Management Consulting
Notes: *The following ICON represent the corresponding human resources management business.
Company Profiles
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201440
Company name in Chinese: 安德普翰 Company name
in English: ADP
Headquarters: New Jersey, United States of America Country: United States of America
Established: 1949 Website: www.adp.com
Main Business: HR Outsourcing and talent dispatch Annual revenue of 2013: 11,310million dollars
Stock Exchange: NASDAQ Stock Market Stock Code: ADP
About:
ADP (NASDAQ:ADP), founded in 1949, with annual income of nearly $10 billion and 620, 000 customers all over the world, is one of the world largest outsourc-ing solution providers. With nearly 60 years’ senior experience in the industry, ADP provides the most comprehensive human resources, remuneration, taxes
and welfare management solutions in the industry. ADP also provides world’s leading integrat-ed computer information solutions to global sedan, truck, motorcycle, ship and recreational vehicle dealers. In 2006, ADP entered Chinese market and began to provide world first-class human Re-source Serviceand dealer services to companies in China through products of GlobalView® and Au-toline®. In 2009, ADP successfully purchased China Link with an aim to bring more comprehensive localized human resources outsourcing solutions to Chinese market.
Company name in Chinese: 中智 Company name
in English: CIIC
Headquarters: Beijing, China Country: China
Established: 1987 Website: www.ciic.com.cn
Main Business: HR Outsourcing and talent dispatch Annual revenue of 2013: 6,598 million dollars
Stock Exchange: / Stock Code: /
About:
CIIC
Founded in 1987, the China International Intellectech Corporation, or CIIC, is one of the state-owned stellar enterprises under the direct management of the Central Government of China. Headquartered in Beijing, it has 91 subsidiaries and branches focusing on international cooperation in the fields of economy, technology and talent
in China and other 76 countries and regions around the world. Keeping abreast of the latest devel-opment of knowledge-powered productivity amid the global economic integration and catering for China’s demands for restructuring of service industry and growing of new economic paradigms, CIIC has been building its core competence in the field of intellectual services, emerging as a leading HR service provider which demonstrates proven competitiveness and influence in talent, resources, networks, scale and experience. Furthermore, it is extending its expertise to new fields like invest-ment and trading services. CIIC is becoming a trail-blazing enterprise with particular competence and leading advantages. The branches of CIIC focus on international cooperation in the fields of economy, technology and talent in China and other 76 countries and regions around the world.
ADPNO.1
NO.2
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 41
Company name in Chinese: 任仕达 Company name
in English: Randstad
Headquarters: Amsterdam, Netherlands Country: Netherlands
Established: 1960 Website: www.randstad.com
Main Business: HR outsourcing and talent dispatch Annual revenue of 2013: 22,001 million dollars
Stock Exchange: Amsterdam Stock Code: RAND
About:
randstad
Randstad (AMS:RAND), founded in 1960 and headquartered in Amsterdam, Netherlands, is a listed company in New York Stock Exchange. Starting as a talent dispatch company in the 1960s, Randstad Group has been developed into a human
resource service transnational company that covers over 39 countries worldwide and over 4,587 branches. The core business of the group includes: the services of recruitment of professional staff, flexible recruitment, dispatch of professional staff, resident services and integrated human resource service solutions. Randstad Group entered Chinese market in 2006, and currently it has branches in Beijing, Shanghai, Guangzhou, Shenzhen,Suzhou and other cities. Each year it successfully recruited more than thousands of senior management personnel for the Chinese enterprises, and manage tens of thousands of dispatched and outsourced employees.
Company name in Chinese: 怡安翰威特 Company name
in English: Aon Hewitt
Headquarters: London, United Kingdom Country: United Kingdom
Established: 2010 Website: www.aonhewitt.com
Main Business: HR outsourcing and talent dispatch/ HR consulting
Annual revenue of 2013: 4,057 million dollars
Stock Exchange: / Stock Code: /
About:
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 resource management consulting in China.
NO.3
NO.4
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201442
Company name in Chinese: 思爱普 Company name
in English: SAP
Headquarters: Walldorf, Germany Country: Germany
Established: 1972 Website: www.sap.com
Main Business: e-HR Annual revenue of 2013: /
Stock Exchange: Frankfurt /New York Stock Code: SAP SE
About:
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.
DDINO.5
NO.6
Company name in Chinese: 智睿咨询 Company name
in English: DDI
Headquarters: Pittsburgh, United States of America Country: United States of America
Established: 1970 Website: www.ddiworld.com
Main Business: HR consulting / Talent assess-ment
Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
The Development Dimension International (DDI), founded in 1970 and headquartered in the US, is a global leading human resource consulting company with over 1,000 consultants and support staff in 42 offices in 26 countries all over the world. DDI boasts unique and systematic inno-vative 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 strat-egies. 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.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 43
Company name in Chinese: 前程无忧 Company name
in English: 51job
Headquarters: Shanghai, China Country: China
Established: 1999 Website: www.51job.com
Main Business: Recruitment Annual revenue of 2013: 277 million dollars
Stock Exchange: Nasdaq Stock Code: JOBS
About:
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
Resource Service 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.
Company name in Chinese: 美世 Company name
in English: MERCER
Headquarters: New York, United States of America Country: United States of America
Established: 1937 Website: www.mercer.com
Main Business: HR Consulting Annual revenue of 2013: 4,241 million dollars
Stock Exchange: New York/Chicago/London Stock Code: MMC
About:
MERCER
Mercer, founded in 1937 and headquartered in America, is a world leading consulting outsourcing and investment service provider, and is world largest human resource 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.
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Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201444
Company name in Chinese: 甲骨文 Company name
in English: Oracle
Headquarters: California, United States of America Country: United States of America
Established: 1977 Website: www.oracle.com
Main Business: e-HR Annual revenue of 2013: /
Stock Exchange: Nasdaq Stock Code: ORCL
About:
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.
FESCONO.9
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Company name in Chinese: 北京外企 Company name
in English: FESCO
Headquarters: Beijing, China Country: China
Established: 1979 Website: www.fesco.com.cn
Main Business: HR outsourcing and talent dispatch Annual revenue of 2013: CNY276 billion
Stock Exchange: / Stock Code: /
About:
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 com-prehensive human Resource Service in the fields of recruitment, dispatch, welfare outsourc-
ing, 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 munici-palities 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 FES-CO 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.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 45
Company name in Chinese: IBM智慧团队 Company name
in English: IBM Smarter Workforce
Headquarters: New York, United States of America Country: United States of America
Established: 1911 Website: www.ibm.com
Main Business: e-HR Annual revenue of 2013: /
Stock Exchange: New York Stock Code: IBM
About:
IBM Smarter Workforce
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.
Company name in Chinese: 智联招聘 Company name
in English: Zhaopin.com
Headquarters: Beijing, China Country: China
Established: 1997 Website: www.zhaopin.com
Main Business: Recruitment Annual revenue of 2013: 145 million dollars
Stock Exchange: New York Stock Code: ZPIN
About:
Zhaopin.com
Zhaopin.com founded in 1997, is one of the earliest and most professional human resource 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 Resource Service, including online, newspapers and campus recruitment, headhunting, recruitment outsourcing, corporate training and talents assessment. It publishes Chief Human Officer, a high-end 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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Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201446
Company name in Chinese: 科锐国际 Company name
in English: Career International
Headquarters: Beijing, China Country: China
Established: 1996 Website: www.careerintlinc.com
Main Business: Headhunting / HR outsourcing and talent dispatch
Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
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 1,000 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, fast-growing 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.
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Company name in Chinese: 上海外服 Company name
in English: SFSC
Headquarters: Shanghai, China Country: China
Established: 1984 Website: www.efesco.com
Main Business: HR outsourcing and talent dispatch Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Founded in 1984, the Shanghai Foreign Service Co., Ltd., or SFSC, is a subsidiary un-der the World Expo Group that provides one-stop services of talent dispatch, recruit-ment, 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 Resource Service 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, Hang-
zhou, 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.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 47
Company name in Chinese: 韬睿惠悦 Company name
in English: Towers Watson
Headquarters: New York, United States of America Country: United States of America
Established: 2010 Website: www.towerswatson.com
Main Business: HR consulting Annual revenue of 2013: 3,597 million dollars
Stock Exchange: New York Stock Code: TW
About:
Towers Watson
Towers Watson(NYSE:TW) is a leading global professional
services company that helps organizations improve
performance through effective people, risk and financial
management. With 14,000 associates around the world, Towers Watson offers
solutions in the areas of employee benefits, talent management, rewards, and risk and
capital management. In fiscal 2013, Towers Watson's revenue was $ 3,567 million.
Company name in Chinese: 克罗诺思 Company name
in English: Kronos
Headquarters: Massachusetts, United States of America Country: United States of America
Established: 1977 Website: www.kronos.com
Main Business: e-HR Annual revenue of 2013: 975 million dollars
Stock Exchange: / Stock Code: /
About:
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 service, 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.
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Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201448
Company name in Chinese: 凯洛格 Company name
in English: KeyLogic
Headquarters: Beijing, China Country: China
Established: 2004 Website: www.keylogic.com.cn
Main Business: HR consulting / Management training Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
KeyLogic
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.
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Company name in Chinese: 世泓 Company name
in English: CEB
Headquarters: Virginia, United States of America Country: United States of America
Established: 1979 Website: www.executiveboard.com
Main Business: Talent assessment Annual revenue of 2013: 820 million dollars
Stock Exchange: New York Stock Code: CEB
About:
CEB is the leading member-based advisory company. By combining the best practices of thousands of member companies with our advanced research methodologies and human capital analytics, we equip senior leaders and their teams with insight and actionable solutions to transform operations. The CEB member network includes more than 16,000 exec-
utives and the majority of top companies globally. CEB’s SHL Talent Measurement Solutions is an important part of our Integrated Talent Management Services. CEB’s SHL Talent Measure-ment Solutions offer science-based assessments, benchmark data, technology and consultancy services to help organisations assess, select and develop the right people for the right roles.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 49
Company name in Chinese: 合益集团 Company name
in English: HayGroup
Headquarters: Philadelphia, United States of America Country: United States of America
Established: 1943 Website: www.haygroup.com
Main Business: HR consulting / Talent assessment Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
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.
Company name in Chinese: 用友 Company name
in English: yonyou
Headquarters: Shanghai, China Country: China
Established: 1988 Website: www.yonyou.com
Main Business: e-HR Annual revenue of 2013: /
Stock Exchange: Shanghai Stock Code: 600588
About:
yonyou
Established in 1988 and headquartered in Shanghai, Yonyou is the biggest
Asia Pacific management software and China's leading enterprise cloud
service provider. Relying on more than 100 branches of Yonyou group at
home and abroad and the professional human resource team with more than
1,000 people, Yonyou have served 1,500 large conglomerate in ten years, covered more than
30 provinces and abroad, built the largest human resource management information-based
service system in China.
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Company name in Chinese: 关爱通 Company name
in English: GUANAITONG
Headquarters: Shanghai, China Country: China
Established: 2008 Website: www.guanaitong.com
Main Business: HR outsourcing and talent dispatch Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
GUANAITONG
GUANAITONG is China’s first one-stop non-cash incentive
and recognition solution provider, under the brand of CIIC.
GUANAITONG is familiar with the caring solution of successful
companies, and orchestrates with social resource to provide client companies with employee
caring total solution including content, commodity, customer service, logistics, based on the
world's leading IT platform. Thus client companies can deliver customized caring to every
employee instantly, transparently, and institutionalize the caring solution in the organization to
realize great performance.
BeisenNO.21
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Company name in Chinese: 北森 Company name
in English: Beisen
Headquarters: Beijing, China Country: China
Established: 1999 Website: www.beisen.com
Main Business: HR consulting / Talent assessment Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Founded in 2002, Beisen is the only talent management solution pro-vider in China, can perfectly combine talent management technolo-gies, consulting services and software platforms. Beisen provides not only talent management software services but also assessment mod-
els 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 imple-mentation 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 unceas-ing expansion of operation scope, Beisen Assessment now has more than 100 assessment consul-tants, 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 de-veloping the local research and development of assessment from the perspective of China, and has developed nearly 50 assessment products with intellectual property rights.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 51
Company name in Chinese: 肯耐珂萨 Company name
in English: KNX
Headquarters: Shanghai, China Country: China
Established: 2012 Website: www.knx.com.cn
Main Business: e-HR Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
KNX
Founded 2012, KNX, a leading provider of human
resource integrated solutions, has more than 10
product lines covering every stage of human resource management life cycle. KNX
perfectly integrates science, technology and professional consulting services into
four HR application modules, inclusive of selection, hiring, development and retention
talents to meet all-around demands of human resource. All the solutions are based
on “Internet technology and the ultimate service” and moreover these solutions
perfectly represent KNX’s unique position in the industry and market.
Company name in Chinese: 领英 Company name
in English: LinkedIn
Headquarters: California, United States of America Country: United States of America
Established: 2002 Website: www.linkedin.com
Main Business: Recruitment Annual revenue of 2013: 1,529 million dollars
Stock Exchange: Nasdaq Stock Code: LNKD
About:
LinkedIn Corporation (NASDAQ: LNKD), established in December
2002 and launched in 2003, headquartered in Mountain View,
California (Mountain View). On May 20, 2011, LinkedIn listed.
Currently, LinkedIn has over 100 million users in more than 200 countries and regions. On
LinkedIn platform, users can produce, manage and share their professional identity online, and
establish or participate in professional networks. Users can access shared knowledge and
insights, looking for business opportunities, and improve their productivity and success.
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Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201452
Company name in Chinese: 东软 Company name
in English: Neusoft
Headquarters: Shenyang, China Country: China
Established: 1991 Website: www.neusoft.com
Main Business: e-HR Annual revenue of 2013: /
Stock Exchange: Shanghai Stock Code: 600718
About:
Neusoft
Founded in Northeastern University of China in 1991, Neusoft 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.
FESCO AdeccoNO.25
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Company name in Chinese: 外企德科 Company name
in English: FESCO Adecco
Headquarters: Zurich, Switzerland Country: Switzerland
Established: 1957 Website: www.fescoadecco.com
Main Business: HR outsourcing and talent dis-patch / Headhunting
Annual revenue of 2013: /
Stock Exchange: New York/Paris/ Zurich Stock Code: ADEN/ADE
About:
Founded in 1957, headquartered in Switzerland, Adecco 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 5,000 offices in over 60 countries, with over 31,000 employees.
Every day, Adecco provides 650,000 employees and 100,000 com-
panies headhunting services of middle and senior management positions, temporary staffing, per-
manent placement, outsourcing, outplacement, training and consulting. Since April 2, 2014, Adecco
China’s business integrate to FESCO Adecco.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 53
Company name in Chinese: 路敏思 Company name
in English: Lumesse
Headquarters: London, United Kingdom Country: United Kingdom
Established: 2011 Website: www.lumesse.com
Main Business: e-HR(Talent management software)Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
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, 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
many leading enterprises worldwide, are using Lumesse software and service.
Company name in Chinese: 必胜 Company name
in English: KELLY
Headquarters: Michigan, United States of America Country: United States of America
Established: 1946 Website: www.kellyservices.com
Main Business: HR outsourcing and talent dis-patch/ Headhunting
Annual revenue of 2013: 5,413 million dollars
Stock Exchange: Nasdaq Stock Code: KELYA,KELYB
About:
KELLY
Kelly Services 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.
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Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201454
Company name in Chinese: 薪得付 Company name
in English: CDP Group
Headquarters: Shanghai, China Country: China
Established: 2004 Website: www.cdpgroupltd.com
Main Business: HR outsourcing and talent dispatch Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
CDP
CDP is a leading one-stop HR outsourcing provider in Greater China and Asia. CDP provides a full range of comprehensive HR services including Payroll Outsourcing, Benefit Outsourcing, SaaS HR-demand services, HR Shared Services, Recruitment services, Expatriate Services and other valued added services. As the pioneer of the earliest entering the market of Chinese HR business process outsourcing, CDP empowers
companies to manage and optimize their HR management with the services through PEOPLE, PROCESS and PLATFORM model, helps customers to better achieve their outstanding business value.In 2012, CDP has more than 450,000 employees across 35 industries. Now, we can provide professional services in 230+ cities in China.
Manpower GroupNO.29
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Company name in Chinese: 万宝盛华集团 Company name
in English: Manpower Group
Headquarters: Wisconsin, United States of America Country: United States of America
Established: 1948 Website: www.manpowergroup.com
Main Business: HR outsourcing and talent dis-patch/ Headhunting
Annual revenue of 2013: 20,250 million dollars
Stock Exchange: New York Stock Code: MAN
About:
Founded in 1948, ManpowerGroup (NYSE:MAN) , a world leader in global innovative human resource solutions, seeks to create and deliver services to help customers achieve their business goals and human resource ob-jectives, 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 re-gions worldwide that enables it to meet the needs of its 400,000 clients each year. In 1994, Man-powerGroup 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 high-level management professionals. It was ranked as a Fortune Global 500 com-pany in 2012.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 55
Company name in Chinese: 马丁森集团 Company name
in English: Martinsen Group
Headquarters: Marlow, United Kingdom Country: United Kingdom
Established: 1981 Website: www.martinsenchina.com
Main Business: Management training/ HR consult-ing/ Talent assessment
Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Martinsen Group
Martinsen group is the exclusive partner of prestigious International Consulting and Training Group(IC & TG) in China. Since its establishment, it has served a wide swath of Fortune 500 companies as well as large and medium-sized Chinese
enterprises and provided high-level professional services which meet the needs of local enterprises. Since 2002, Martinsen group has successively obtained the business mandate of two globally established brands -Thomas International and Sirrah Group.The central objective of Martinsen Group is to establish a cross-cultural understanding in the domain of company operation and human resource, thus helping companies to establish better business foundation by leveraging on the best managerial expertise and technology in routine work. We focus on the coordinated development of individuals and organizations and provide targeted solutions, in an effort to tap staff potential, improve performance of organizations, and help them achieve efficient operation and fast growth.
Company name in Chinese: 瀚纳仕 Company name
in English: HAYS
Headquarters: London, United Kingdom Country: United Kingdom
Established: 1867 Website: www.haysplc.com
Main Business: Headhunting Annual revenue of 2013: 5,781 million dollars
Stock Exchange: London Stock Code: HAS
About:
HAYS
As a professional human resource consulting service provider, Hays, headquartered in Great Britain, is the largest headhunting company in Great Britain. Hays
has some 7,800 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 12,000 people. It raked in GBP3,256 million in revenue in Fiscal 2011.
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Company name in Chinese: 诺姆四达 Company name
in English: NormStar
Headquarters: Shanghai, China Country: China
Established: 1998 Website: www.normstar.com
Main Business: HR consulting / Talent assessment Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
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 Resource 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.
Weibo TalentNO.33
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Company name in Chinese: 微博英才 Company name
in English: Weibo Talent
Headquarters: Beijing, China Country: China
Established: 2009 Website: www.zhaopin.weibo.com
Main Business: Recruitment Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Weibo is a leading social media platform for people to cre-
ate, distribute and discover Chinese-language content. By
providing an unprecedented and simple way for Chinese
people and organizations to publicly express themselves in real time, interact with others
on a massive global platform and stay connected with the world, Weibo has had a profound
social impact in China. Since its inception four years ago, Weibo has amassed a large user
base in China and in Chinese communities in more than 190 countries.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 57
Company name in Chinese: 翰德 Company name
in English: Hudson
Headquarters: New York, United States of America Country: United States of America
Established: 1967 Website: www.hudson.com
Main Business: Headhunting / HR consulting Annual revenue of 2013: 660 million dollars
Stock Exchange: Nasdaq Stock Code: HSON
About:
Hudson
Hudson(NASDAQ: HSON ) is a global talent solutions company with expertise in leadership and specialised recruitment, recruitment process outsourcing, talent management, outplacement and eDiscovery. We help our clients and candidates succeed by leveraging our expertise, deep industry and market
knowledge, and proprietary assessment tools and techniques. With more than 2,000 people in 20 countries, and relationships with millions of specialised professionals, we bring an unparalleled ability to match talent with opportunities by assessing, recruiting, developing and engaging the best and brightest people for our clients. We combine broad geographic presence, world-class talent solutions and a tailored, consultative approach to help businesses and professionals achieve higher performance and outstanding results.
Company name in Chinese: 埃森哲 Company name
in English: Accenture
Headquarters: United States of America Country: United States of America
Established: 1989 Website: www.accenture.com
Main Business: HR consulting / HR outsourcing and talent dispatch
Annual revenue of 2013: /
Stock Exchange: New York Stock Code: ACN
About:
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 Resource Brand by Business Week in 2009. The company generated net revenues of $27.9 billion for the fiscal year ended Aug. 31, 2012.
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Company name in Chinese: 企顾司 Company name
in English: CEGOS
Headquarters: Paris, France Country: France
Established: 1926 Website: www.cegos.com
Main Business: Management training Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
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 high-level 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.
大易NO.37
NO.38
Company name in Chinese: 大易 Company name
in English: Dayee
Headquarters: Beijing, China Country: China
Established: 2007 Website: www.wintalent.com
Main Business: e-HR/ Recruitment management software
Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Dayee, a professional human resource consulting and tech-
nology service provider, is devoted to advocate the “prac-
tical consulting” and provide clients with integrated service
in human resource area, including HR management consulting, e-HR third-part consult-
ing, recruitment management and talent assessment system. Dayee has an experienced
consultant team, mostly with practical experience on human resource management, e-HR
systematic planning and application management.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 59
Company name in Chinese: 金蝶 Company name
in English: Kingdee
Headquarters: Shenzhen, China Country: China
Established: 1993 Website: www.kingdee.com
Main Business: e-HR Annual revenue of 2013: /
Stock Exchange: Hong Kong Stock Code: 0268
About:
Kingdee
Headquartered in Shenzhen, Kingdee International Software Group Company Limited was founded in August, 1993. It 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 distinguished enterprise in the area of management software of Asia-Pacific 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.
Company name in Chinese: 德勤-人力资本咨询 Company name
in English: Deloitte Human Capital Consulting
Headquarters: / Country: United States of America
Established: 1868 Website: www.deloitte.com
Main Business: HR consulting Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Deloitte Human Capital Consulting
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 all-rounded HR management solutions for enterprises and providing professional consulting solutions on human capital management to help customers solve their business problems.
NO.39
NO.40
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201460
Company name in Chinese: 雇得易 Company name
in English: Hirede
Headquarters: Shenzhen, China Country: China
Established: 2008 Website: www.hirede.com
Main Business: e-HR/ Recruitment management software
Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Hirede
Hirede is an online application management software platform which entirely based on SaaS network. It combines the most advanced information technology and the best recruitment
management and puts a variety of recruitment activities, key business processes, methods, personnel and technology together to achieve and maintain enterprise recruitment process coordination, efficiency optimizing and the sustainable goal of product operations. It is a comprehensive strategy which can help you have an in-depth and professional understanding of the recruitment process so that the company can establish long term talent acquisition and recruiting strategies. After all,“Talent”is the first driving force for enterprise's success.
ATANO.41
NO.42
Company name in Chinese: 全美测评 Company name
in English: ATA
Headquarters: Beijing, China Country: China
Established: 1999 Website: www.ata.net.cn
Main Business: Talent assessment Annual revenue of 2013: 61.8 million dollars
Stock Exchange: Nasdaq Stock Code: ATAI
About:
Established in 1999, ATA (NASDAQ: ATAI) is dedicated to providing institutions, enterprises and individuals in China and around the world with professional testing, assessment and training services. ATA is headquartered in Beijing and has an op-eration center in Shanghai. As a pioneer and leader of e-testing in China, ATA has independently developed its world leading testing technologies including Dynamic Simulation Testing (DST), ETX Testing System. With 15 years of experience in test
delivery and administration, ATA has been providing professional testing and assessment services to government agencies, academic institutions, corporate clients, education institutions and tens of mil-lions of test candidates through a delivery network of over 3,000 test centers across the country.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 61
Company name in Chinese: 58同城 Company name
in English: 58.com
Headquarters: Beijing, China Country: China
Established: 2005 Website: www.58.com
Main Business: Recruitment Annual revenue of 2013: /
Stock Exchange: New York Stock Code: WUBA
About:
58.com
58.com, an online marketplace serving local merchants and consumers in China through its Website www.58.com and mobile applications, was founded in 2005 in Beijing. 58.com listed at the New York Stock Exchange in October 31, 2013.Its online marketplace enables local merchants and consumers to connect, share information and conduct business. The
Company’s online marketplace contains a range of information in approximately 380 cities, across diverse content categories, including housing, jobs, used goods, automotive, pets, tickets, yellow pages and other local services. Its online marketing services include listing services, such as real-time bidding and priority listing, and marketing services through collaboration with third-party Internet companies in China. The listings on its online marketplace cover a range of content categories, such as housing, jobs, used goods, automotive, tickets, homecare and relocation, renovation, wedding, business services, travel, education, food, beauty, entertainment, franchise, and other local services.
Company name in Chinese: 普华永道-人力资源咨询 Company name
in English:PricewaterhouseCoopers Human Resource Counsulting
Headquarters: London, United Kingdom Country: United Kingdom
Established: 1848 Website: www.pwccn.com
Main Business: HR consulting Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
PricewaterhouseCoopers Human Resource Counsulting
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 184,000 professionals in 157 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 17,000 employees work for PricewaterhouseCoopers after amalgamation, including 700-odd partners. The business team of PricewaterhouseCoopers Human Resources Consulting has 6,000 professional human resources experts, and a global network covering 157countries. 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.
NO.43
NO.44
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201462
Company name in Chinese: 大街网 Company name
in English: Dajie.com
Headquarters: Beijing, China Country: China
Established: 2008 Website: www.dajie.com
Main Business: Recruitment Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Dajie.com
Founded in 2008, Dajie.com, is a social network platform based on real-name registration and real business relations, focused on career development, business development and industry communication. Dajie.com is headquartered in Beijing. Over the advantage of the
Internet Technology, Dajie.com has become a leading business network platform. Dajie.com meets the demand of business social interaction and introduced the concept of social connection in business SNS. It adds one new user per second. Dajie.com aspires to establish the most user-centric and professional-driven business SNS eco-system to help its users to achieve success more efficiently. Connect China’s professionals (including “professionals to be”) to make them more productive and successful. Currently, Dajie.com has 27 million registered users.
Right ManagementNO.45
NO.46
Company name in Chinese: 睿仕管理 Company name
in English: Right Mangement
Headquarters: Pennsylvania, United States of America Country: United States of America
Established: 1980 Website: http://www.right.com
Main Business: Management training / HR con-sulting
Annual revenue of 2013: /
Stock Exchange: Nasdaq Stock Code: MAN
About:
Right Management is a global leader in talent and career man-agement workforce solutions within ManpowerGroup. The firm designs and delivers solutions to align talent strategy with busi-ness strategy. Expertise spans Talent Assessment, Leader De-velopment, Organizational Effectiveness, Employee Engagement,
and Workforce Transition and Outplacement. With offices in over 50 countries, Right Manage-ment partners with companies of all sizes – including more than 80% of the Fortune 500 – to help grow and engage their talent, increase productivity and optimize business performance.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 63
Company name in Chinese: 美国管理协会 Company name
in English: AMA
Headquarters: New York, United States of America Country: United States of America
Established: 1923 Website: www.amachina.com
Main Business: Management training Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
AMA
American Management Associat ion (AMA) is the largest management education institute in the world. Established in New York in 1923, it now operates business through offices in 26 urban cities in 14 countries around the world. Sticking to the principle
of “Practitioners Help Practitioners”, they develop programs promoting “Learning through Doing”, delivered by trainers from all industries who were former managers, senior managers, consultants or CEO. Of the Fortune 500 companies, 488 are AMA’s clients. Annually more than 200,000 people worldwide attend AMA seminars.
Company name in Chinese: 德博诺 Company name
in English: de Bono
Headquarters: Pennsylvania, United States of America Country: United States of America
Established: 1991 Website: www.debonogroup.com
Main Business: Management training Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
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.
NO.47
NO.48
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201464
Company name in Chinese: 易才 Company name
in English: CTG
Headquarters: Beijing, China Country: China
Established: 2003 Website: www.ctghr.com
Main Business: HR outsourcing and talent dispatch Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
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 resource service provider with international recognition with its largest worldwide service network in China.
Robert WaltersNO.49
NO.50
Company name in Chinese: 华德士 Company name
in English: Robert Walters
Headquarters: London, United Kingdom Country: United Kingdom
Established: 1985 Website: www.robertwalters.com
Main Business: Headhunting Annual revenue of 2013: 820 million dollars
Stock Exchange: London Stock Code: RWA
About:
Robert Walters, established in 1985 and listed on the London Stock Exchange (RWA) in 2000, is one of the world’s leading professional recruitment consultancies. Robert Walters recruits across the account-ing, finance, banking, IT, human resource, 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.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 65
Company name in Chinese: 毕马威企业咨询 Company name
in English: KPMG Consulting
Headquarters: Switzerland Country: Switzerland
Established: 1897 Website: www.kpmg.com
Main Business: HR consulting Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
KPMG Consulting
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.
Company name in Chinese: 赶集网 Company name
in English: Ganji
Headquarters: Beijing, China Country: China
Established: 2005 Website: www.ganji.com
Main Business: Recruitment Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Ganji
www.ganji.com is the largest classified information portal in China. The company is on a mission to help individuals have easier access to high-quality service information to provide all-around ,local classified information about life
and business services including job recruitment, housing rental, sale and purchase of second-hand goods, vehicles, pet ticketing, education & training and social activities. Founded in 2005,www.ganji.com, is headquartered in Beijing and currently has branches in Shanghai and Shenzhen to provide services in every area of people’s daily life.
NO.51
NO.52
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201466
Company name in Chinese: 网维 Company name
in English: NetDimensions
Headquarters: Hong Kong, China Country: Hong Kong, China
Established: 1999 Website: www.netdimensions.com
Main Business: Management training Annual revenue of 2013: 16.2 million dollars
Stock Exchange: London Stock Code: NETD
About:
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.
Antal InternationalNO.53
NO.54
Company name in Chinese: 安拓国际 Company name
in English: Antal International
Headquarters: London, United Kingdom Country: United Kingdom
Established: 1993 Website: www.antal.com
Main Business: Headhunting / Recruitment Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Antal International is a leading international British human re-source 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 pres-ent in China. Antal International is concentrated on the recruitment service for middle and high level management personnel, which is sub-divided into ten industries: media, IT, auto, indus-try, quick consumption, marketing, bank, accounting, laws, logistics, supplying deep, effective and high quality services to the clients in each professional field.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 67
Company name in Chinese: 海德思哲 Company name
in English: Heidrick & Struggles
Headquarters: Chicago, United States of America Country: United States of America
Established: 1953 Website: www.heidrick.com
Main Business: Headhunting Annual revenue of 2013: 481 million dollars
Stock Exchange: Nasdaq Stock Code: HSII
About:
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.
Company name in Chinese: 罗致恒富 Company name
in English: Robert Half
Headquarters: California, United States of America Country: United States of America
Established: 1948 Website: www.rhi.com
Main Business: HR outsourcing and talent dispatch Annual revenue of 2013: 4,246 million dollars
Stock Exchange: New York Stock Code: RHI
About:
Robert Half
Robert Half International Inc. 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.
NO.55
NO.56
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201468
Company name in Chinese: 安永-企业咨询 Company name
in English: Ernst & Young
Headquarters: Ohio, United States of America Country: United States of America
Established: 1894 Website: www.ey.com
Main Business: HR consulting Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Ernst & Young
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.
EngmaNO.57
NO.58
Company name in Chinese: 英格玛 Company name
in English: Engma
Headquarters: Suzhou, China Country: China
Established: 2002 Website: www.engma.net
Main Business: HR outsourcing and talent dispatch Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Founded in 2002, Engma is a leading outsourcing service insti-tution 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 27,000 employ-
ees. 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, lan-lingwang.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.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 69
Company name in Chinese: 中华英才网 Company name
in English: ChinaHR
Headquarters: Beijing, China Country: China
Established: 1997 Website: www.chinahr.com
Main Business: Recruitment Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
ChinaHR
ChinaHR.com was founded in 1997 and is one of the first online recruitment websites in China. In Feb. 2013, ChinaHR officially became a member of the global online recruitment network of Saongroup. The combined businesses integrated their strengths and complement each
other on brand, product, service, client database, to become the largest localized recruitment provider in China. ChinaHR.com provides comprehensive recruitment solutions to employers, including online recruitment services and customized offline recruitment solutions such as campus recruitment, RPO, IB and Headhunting. ChinaHR.com dedicates itself to helping clients and jobseekers find the best match for each other. ChinaHR.com will continue to lead the industry through constant innovation.
Company name in Chinese: 猎聘网 Company name
in English: Liepin
Headquarters: Beijing, China Country: China
Established: 2000 Website: www.liepin.com
Main Business: Headhunting Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Liepin
www.liepin.com is a brand of Wisest.com and also the largest and most professional high-end talent community-based jobsite. The company is devoted to provide a high quality interaction platform
among corporate, headhunter and talent. Currently, www.liepin.com has more than 10 million registered users, 8million effective resume and 3million active users.
NO.59
NO.60
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201470
Company name in Chinese: 瀚柏软件 Company name
in English: HRBoss
Headquarters: Singapore Country: Singapore
Established: 2011 Website: www.hrboss.com
Main Business: e-HR Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
HRBoss
At HRBoss they make products that change the way people use data to recruit talent and see their employees landscape. They focus on 2 key areas of the Human Capital spectrum: recruiting and workforce big data analytics. They believe that hiring the best talent, then using data analytics
to visualise how they fit into the bigger business picture is the foundation of any successful organization. HRBoss solutions have been designed with all end users - including those based in Asia - in mind. This drives exceptional user adoption for all their customers. More usage yields more data. Better data empowers their customers to execute on better decisions for their business.
PlatinumNO.61
NO.62
Company name in Chinese: 铂金软件 Company name
in English: Platinum
Headquarters: Atlanta, United States of America Country: United States of America
Established: 1994 Website: www.platinumchina.com
Main Business: e-HR Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Being a wholly-owned subsidiary of Aptean, Platinum is a leading Human Resource Management Solution provider, with Headquarters in Atlanta, Georiga USA. We entered into the Chinese market in 1994. Platinum is engaged in offering
professional human resource solutions to meet the business and regulatory requirements of Great China, with its comprehensive modules in Human Resource Management, Compen-sation and Benefits, Attendance Tracking Management, Employee Self-Service, Recruitment Management, Training Management, Performance Management, Competence Model, Group Management, Budge Management, Report Management and etc. The Human Resource Man-agement applications are used by more than 1,000 companies.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 71
Company name in Chinese: 万古科技 Company name
in English: Vanguard
Headquarters: Beijing, China Country: China
Established: 1998 Website: www.vgtech.com.cn
Main Business: e-HR Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Vanguard
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 resource consulting. Vanguard Technology has built its consulting and e-HR 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 resource 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 e-HR solutions in Asia-Pacific and the rest of the world.
Company name in Chinese: 嘉扬 Company name
in English: Kayang
Headquarters: Shanghai, China Country: China
Established: 1995 Website: www.kayang.com
Main Business: e-HR Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
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 resource 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%.
NO.63
NO.64
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201472
Company name in Chinese: 拉勾网 Company name
in English: lagou
Headquarters: Beijing, China Country: China
Established: 2013 Website: www.lagou.com
Main Business: Recruitment Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
lagou
www.lagou.com, a recruitment website mainly focused on IT industry, is based on plenty of high quality Internet resources to release insider jobs to provider jobseekers with humanization, personalized and professional information services.www.lagou.com is devoted to help IT talents make better career choices.
First AdvantageNO.65
NO.66
Company name in Chinese: 首优咨询 Company name
in English: First Advantage
Headquarters: Florida, United States of America Country: United States of America
Established: 1953 Website: www.fadv.com
Main Business: Background investigation Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
First Advantage, the largest provider of employment background screen-ing services in the Asia Pacific region, now provides a full spectrum of risk mitigating talent acquisition solutions. Established in Florida , The Unit-ed States, with 23 branches, more than 3,300 employees and more than 11,000 customers. Since June 2006, First Advantage has brought the
newest global company service platform” (CSPi). CSPi is currently the most advanced on-line service platform of background survey. In Asia-Pacific, First Advantage has 17 offices and over 2,100 employees in the Asia Pacific including Australia, China (Hong Kong, Beijing, Shanghai, and Zhuhai).
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 73
Company name in Chinese: 米高蒲志 Company name
in English: Michael Page
Headquarters: London, United Kingdom Country: United Kingdom
Established: 1976 Website: www.michaelpageinternational.com
Main Business: Headhunting /Recruitment Annual revenue of 2013: 1,572 million dollars
Stock Exchange: London Stock Code: MPI
About:
Michael Page
Michael Page is a leading professional recruitment consultancy specialising in the recruitment of permanent, contract and temporary positions on behalf of the world’s top employers. The Group operates through 153 offices in 34 countries worldwide. First
established in London in 1976, they’ve been bringing job seekers and employers together for more than 30 years. They are listed on the London stock exchange and their turnover exceeds US$1 billion per year. They opened their first office in Shanghai in 2003 and currently have offices in all of the main business centres around the world including Hong Kong, London, New York, Paris, Tokyo, Toronto, Singapore and Sydney.
Company name in Chinese: 光辉国际 Company name
in English: Korn/Ferry International
Headquarters: Los Angeles, United States of America Country: United States of America
Established: 1969 Website: www.kornferry.com
Main Business: Headhunting Annual revenue of 2013: 996 million dollars
Stock Exchange: New York Stock Code: KFY
About:
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 resource consulting company to carry out business in China after
China joined 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.
NO.67
NO.68
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201474
Company name in Chinese: 中欧商业在线 Company name
in English: ECEIBS
Headquarters: Shanghai, China Country: China
Established: 2009 Website: www.eceibs.com
Main Business: Management training Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
ECEIBS
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.
BridgeHRNO.69
NO.70
Company name in Chinese: 博尔捷 Company name
in English: BridgeHR
Headquarters: Shanghai, China Country: China
Established: 2003 Website: www.bridgehr.com
Main Business: HR outsourcing and talent dis-patch
Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Established on January 18, 2003, Bridge HR is one of the earliest hu-man resource service 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 cit-ies. 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.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 75
Company name in Chinese: 汇思软件 Company name
in English: Cyberwisdom
Headquarters: Hong Kong Country: China
Established: 1999 Website: www.cyberwisdom.net.cn
Main Business: Management training Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
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.
Company name in Chinese: 希索软件 Company name
in English: Cornerstone OnDemand
Headquarters: Los Angeles, United States of America Country: United States of America
Established: / Website: www.cornerstoneondemand.com
Main Business: e-HR Annual revenue of 2013: 185 million dollars
Stock Exchange: Nasdaq Stock Code: CSOD
About:
Cornerstone OnDemand
Cornerstone OnDemand (NASDAQ:CSOD) is a global leader of cloud-based talent management software solutions. Over 14.5 million users across 191 countries rely on Cornerstone to maximize their potential, develop their skills and foster new levels of collaboration. Cornerstone empowers some
of the world’s leading organizations, including banking & finance, bio-technology, retailing, hospitality, manufacturing, automotive, network and software industry, to engage their workforces and leverage people performance for greater business results.Cornerstone’s unified talent management solution helps organizations manage the entire employee lifecycle, from hiring through retirement. The solution includes: Cornerstone Recruiting, Cornerstone Connect, Cornerstone Learning, Cornerstone Performance, Cornerstone Compensation and Cornerstone Succession. Cornerstone is headquartered in Los Angeles, California with offices in Shanghai, Hong Kong, Mumbai, Tokyo and Sydney.
NO.71
NO.72
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201476
Company name in Chinese: 倍智 Company name
in English: Tale Base
Headquarters: Guangzhou, China Country: China
Established: 2010 Website: www.talebase.com
Main Business: HR consulting / Talent assessment Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Tale Base
Tale Base provides human resource management consulting, evaluation, service, leadership development, and the use of IT technology integrated service. Headquartered in Guangzhou, it sets 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.
OurATSNO.73
NO.74
Company name in Chinese: 云招科技 Company name
in English: OurATS
Headquarters: Beijing, China Country: China
Established: 2010 Website: www.ourats.com
Main Business: e-HR/ recruitment management software
Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
OurATS 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.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 77
Company name in Chinese: 艾利安 Company name
in English: ALLEGIS-BN
Headquarters: Europe Country: United States of America
Established: 1983 Website: www.allegisbn.com
Main Business: HR outsourcing and talent dispatch Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
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. Ten-years 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 top-100 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 Resource Consultants Ltd. Allegis-BN’s offices in Shanghai, Beijing, Guangzhou and Chengdu.
Company name in Chinese: 得信咨询 Company name
in English:TACSEN Management Consul-tants
Headquarters: Hong Kong, China Country: Hong Kong, China
Established: 2002 Website: www.tacsen.com
Main Business: HR consulting / Management training Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
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 resource 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.
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NO.76
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201478
Company name in Chinese: 恩富 Company name
in English: Infor Global Solutions
Headquarters: New York, United States of America Country: United States of America
Established: 1981 Website: www.infor.com
Main Business: e-HR Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
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.
HR-ChannelNO.76
NO.78
Company name in Chinese: 中企人力 Company name
in English: HR-Channel
Headquarters: Shanghai, China Country: China
Established: 2001 Website: www.hr-channel.com
Main Business: HR outsourcing and talent dispatch Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
The Shanghai HR-Channel Consulting Co., Ltd. (HR-Chan-nel) 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.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 79
Company name in Chinese: 安立国际 Company name
in English: Amrop Group
Headquarters: Belgium Country: Belgium
Established: 1977 Website: www.amrop.com
Main Business: Headhunting Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Amrop Group
Amrop Group was established in 1977 to suit the demands for talent. It sources talent from around the world and 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.
Company name in Chinese: 海问联合 Company name
in English: Assess Systems
Headquarters: United States of America Country: United States of America
Established: 1987 Website: www.assess-systems.com
Main Business: Talent assessment / HR consulting Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Assess Systems
Haiwen United specializes in creative leadership training and development, talent assessment and management as the exclusive distributor In China for ASSESS Systems. Haiwen United provides full competency-based products and solutions, including the competency modelling, assessment,
development, coaching and evaluation. We aim at creating an unparalleled customer success and joy through our strong expertise, innovative product system and dedicated interactions with our customers. Haiwen United advocates a unique 3P® leadership assessment model (Performance, Potential, Proficiency) . Based on this model, we have established a concept of full self-awareness of leadership development and successfully set up SIAC Leadership Development Simulator, a new-generation model for leadership development, which includes full competency training and specific competency training.
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Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201480
Company name in Chinese: 若邻网 Company name
in English: Wealink
Headquarters: Shanghai, China Country: China
Established: 2004 Website: www. wealink. com
Main Business: Recruitment Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Wealink
Founded in 2004, Wealink, is a pioneer in innovation of social recruitment model, making social behavior will be in the whole process of job applying and recruitment to make recruitment more effective, accurate and
transparent. Wealink provide job hunting and recruitment service for over 561 provinces, municipalities and autonomous regions including Shanghai,
Beijing, Shenzhen, Guangzhou, Hangzhou, Tianjin, Dalian, Chengdu, Chongqing ,Nanjing, etc., covering 71 industries. www.wealink.com is a comprehensive social recruitment platform.
workdayNO.81
NO.82
Company name in Chinese: / Company name
in English: workday
Headquarters: California, United States of America Country: United States of America
Established: 2005 Website: www.workday.com
Main Business: e-HR Annual revenue of 2013: 469 million dollars
Stock Exchange: New York Stock Code: WDAY
About:
Workday is a leading provider of enterprise cloud applications for
human resource and finance. Founded in 2005 by PeopleSoft vet-
erans Dave Duffield and Aneel Bhusri, Workday delivers human
capital management, financial management, and analytics appli-
cations designed for the world’s largest organisations. Hundreds
of companies, ranging from medium-sized businesses to Fortune 500 enterprises,
have selected Workday.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 81
Company name in Chinese: 艾登瑞德 Company name
in English: Edenred
Headquarters: Paris, France Country: France
Established: 1962 Website: www.edenred.com
Main Business: Corporate services Annual revenue of 2013: /
Stock Exchange: Paris Stock Code: AC
About:
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.
Company name in Chinese: 修齐 Company name
in English: ZO
Headquarters: Shanghai, China Country: China
Established: 2011 Website: www.zo365.com
Main Business: HR consulting Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
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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Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201482
Company name in Chinese: 蓝海集团 Company name
in English: Bluesea Group
Headquarters: Shanghai, China Country: China
Established: 2008 Website: www.blueseahr.com
Main Business: HR outsourcing and talent dispatch / HR consulting
Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Bluesea Group
Bluesea Group is a talent service industry in Shanghai, focused on HR outsourcing, human resource 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 RMB, the overall investment of CNY 100 million, the Shanghai talent services Industry Association Council. Bluesea Group for the national enterprises and institutions to provide comprehensive, multi-level human resource service, including temporary staffing/personnel agency, compensation and benefits management, RPO & headhunting services, human resource management consulting, legal consulting, experiential training and growth enterprises stop type HRO solutions, professional services.
HJSoftNO.85
NO.86
Company name in Chinese: 宏景 Company name
in English: HJSoft
Headquarters: Beijing, China Country: China
Established: 1998 Website: www.hjsoft.com.cn
Main Business: e-HR Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
HJSoft 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 resource
management information promotion. HJSoft will continue to study human resource management and talent management concept and the latest do-mestic and foreign outstanding enterprise management mode, to guide the sustainable development of products, to become the industry’s most trusted human resource infor-mation management experts and talent management information services.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 83
Company name in Chinese: 应届生求职网 Company name
in English: YingJieSheng
Headquarters: Shanghai, China Country: China
Established: 2005 Website: www.yingjiesheng.com
Main Business: Recruitment Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
YingJieSheng
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 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.
Company name in Chinese: 首要资源 Company name
in English: Lloyd Morgan Executive
Headquarters: Australia Country: Australia
Established: 2007 Website: www.lloydmorgan.com
Main Business: Headhunting Annual revenue of 2013: /
Stock Exchange: ASX Stock Code: CND
About:
Lloyd Morgan Executive
Lloyd Morgan Executive is the local entity of the Australian Stock Exchange listed Clarius Group (ASX: CND), has over 20 years' experience providing Executive Search & Selection services to organizations across a wide variety of industries throughout the Asia Pacific region. In that time we have earned a reputation for delivering high-value, ethical business solutions to complex
human capital and business practices. Lloyd Morgan Executive specializes in sourcing and placing middle to senior level executives in a wide range of occupations, specialty areas include Retail & Luxury, FMCG, Industrial Sales & Marketing, Banking & Financial Services, HR, Supply Chain & Manufacturing, and Accouting & Finance.
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NO.88
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201484
Company name in Chinese: 亿康先达 Company name
in English: Egon Zehnder
Headquarters: Zurich, Switzerland Country: Switzerland
Established: 1964 Website: www.egonzehnder.com
Main Business: Headhunting Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Egon Zehnder
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.
Russell Reynolds AssociatesNO.89
NO.90
Company name in Chinese: 罗盛咨询 Company name
in English: Russell Reynolds Associates
Headquarters: New York, United States of America Country: United States of America
Established: 1969 Website: www.russellreynolds.com
Main Business: Headhunting / Talent assessment Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
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 Reyn-
olds 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 cli-
ents. 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 Com-
pany, which is one of the first Sino-Foreign joint venture agencies in China.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 85
Company name in Chinese: 凯桉华 Company name
in English: KAN group
Headquarters: Shanghai, China Country: China
Established: 2013 Website: www.kangroup.com.cn
Main Business: e-HR Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
KANgroup
KAN group is a global servicing, information technology, consulting and outsourcing
company with more than 500 employees serving over 50 + clients in Middle East,
Asia, Europe countries. They help their customers by providing deep technology
expertise, comprehensive portfolio of services and a vertically aligned business
model. Their expertise and well trained team enable them to harness the latest
technology for delivering business capability to their clients. KAN Group established
in 2005 and extended to all over Middle East including Qatar, UAE, Oman, Bahrain, Kuwait, India and
Europe’s and having association with leading companies in India and Abroad.
Company name in Chinese: 英智 Company name
in English: BRecruit
Headquarters: Shanghai, China Country: China
Established: 2009 Website: www.brecruit.com
Main Business: Recruitment / Recruitment process outsourcing
Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
BRecruit
BRecruit, a leading recruitment service provider in China, is a wholly-owned subsidiary of Recruit Holdings Co., Ltd, the world’s fourth largest HR service provider (according to the most recent ranking in 2014). Their consultants leverage their extensive global connections for customized HR services which guarantee recruitment of the most
qualified and reliable candidates for their clients’ unique business needs. Their global network spans more than 50 cities worldwide, including 27 cities throughout Asia and 9 major cities in China. BRecruit has worked with over 820 reputable companies – 65% of which are multinational corporations, and 35% of which are large to medium-sized domestic companies.
NO.91
NO.92
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201486
Company name in Chinese: 富兰克林柯维 Company name
in English: FranklinCovey
Headquarters: United States of America Country: United States of America
Established: 1984 Website: www.franklincovey.com
Main Business: Management training Annual revenue of 2013: /
Stock Exchange: New York Stock Code: FC
About:
FranklinCovey
FranklinCovey (NYSE: FC) is the global consulting and training leader in the areas of strategy execution, customer loyalty, leadership and individual effectiveness. Clients include 90 percent of the Fortune 100, more than 75 percent
of the Fortune 500, thousands of small and mid-sized businesses, as well as numerous government entities and educational institutions. FranklinCovey has 46 direct and licensee offices providing professional services in 147 countries.
PenseeSoftNO.93
NO.94
Company name in Chinese: 磐哲科技 Company name
in English: PenseeSoft
Headquarters: Shanghai, China Country: China
Established: / Website: www.penseesoft.com
Main Business: e-HR Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
PENSEE eHR-Station HRM is a HR information man-
agement solution product of Pensee company which is
based on Microsoft .NET framework. Pensee’s clients
cover the industry of manufacturing, food & beverage,
financial services, retail, pharmaceutical, IT, real estate, and wholesale etc. We has
established long term strategic partner relationship with key clients.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 87
Company name in Chinese: 英飞集团 Company name
in English: Empresaria Group
Headquarters: West Sussex, United Kingdom Country: United Kingdom
Established: 1996 Website: www.empresaria.com
Main Business: HR outsourcing and talent dispatch Annual revenue of 2013: 304 million dollars
Stock Exchange: London Stock Code: EMR
About:
Empresaria Group
Empresaria is an international specialist staffing group, with a strategy to be diversified and balanced across geographies and sectors, with a focus on
high-growth markets. The Group follows a multi-branded approach with 20 brands operating in 20 countries. The Group is organised across three regions: UK, Continental Europe and Rest of the World and operates across six sectors. They target a balanced and diversified spread of operations across our regions and sectors to minimise the dependence on any single market, so reducing the impact from market fluctuations and external shocks. They also target professional and specialist job levels where our brands can offer value added services to clients.
Company name in Chinese: 汇思才商 Company name
in English: TalentQ
Headquarters: United Kingdom Country: United Kingdom
Established: / Website: www.talentqgroup.cn
Main Business: Talent assessment Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
TalentQ
TalentQ is part of Hay Group, the global management consultancy firm. They design and deliver innovative online psychometric assessments, training and consultancy, to help organisations make better, more informed decisions about their people.They work
with national and international organisations across all sectors. With offices covering over 50 countries and assessments in over 40 languages, they’re able to deliver assessment, training and consultancy solutions to clients across the world.
NO.95
NO.96
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201488
Company name in Chinese: 优兴咨询 Company name
in English: Universum
Headquarters: Stockholm, Sweden Country: Sweden
Established: 1998 Website: universumglobal.com
Main Business: HR consulting Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Universum
Universum is the global leader in employer branding*. The company was founded by Lars-Henrik Friis Molin in 1988 while he was still an MBA student. He began with a local student survey and an ambition to improve
communication between students and the employers who want to recruit them. Today, that idea has transformed into an international corporation that surveys 700,000 students and professionals and provides Ideal Employer research, full-service communication and strategic consulting services to more than 1,200 clients worldwide.
zuoyouNO.97
NO.98
Company name in Chinese: 佐佑咨询 Company name
in English: /
Headquarters: Beijing, China Country: China
Established: 1998 Website: www.zuoyou.com
Main Business: HR consulting Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
Founded in 1998, www.zuoyou.com, is one of the oldest manage-
ment consulting organization. www.zuoyou.com is headquartered
in Beijing and is a leading management consulting company in
China. Currently, the company has over a hundred of professional
consultant and also established cooperative relations with academic research insti-
tutions including Ministry of Personnel, Ministry of Labor and Renmin University.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 89
Company name in Chinese: 集聘科技 Company name
in English: pinCN
Headquarters: Beijing, China Country: China
Established: 2004 Website: www.pincn.com
Main Business: HR consulting / Recruitment Annual revenue of 2013: /
Stock Exchange: / Stock Code: /
About:
pinCN
PinCN, an employer brand authority! We provide digital, social, and mobile talent acquisition solutions including EVP establishment, Social media recruitment marketing, Campus recruitment, Application Tracking System (ATS), Employee Referral System (ERS & ERP), Career Site establishment (Web & Mobile and Wechat Career Site),
and etc.. As a leading employer brand agency and the exclusive partner of TMP in China, PinCN’s clients will be able to achieve first-class employer brand promotion and recruitment marketing services via TMP global resources pool of professionalism and creative.
Company name in Chinese: 浪潮 Company name
in English: inspur
Headquarters: Jinan, China Country: China
Established: 1983 Website: www.inspur.com
Main Business: e-HR Annual revenue of 2013: CNY 451Billion
Stock Exchange: / Stock Code: /
About:
inspur
As a leading cloud computing overall solution supplier and cloud service provider in China, Inspur has developed the capacity of overall solution service covering the three levels of IaaS, PaaS
and SaaS. Inspur establishes a leading cloud computing infrastructure platform for customers by its high-end server, mass storage, cloud operating system and information security technology and comprehensively supports construction of smart government, enterprise cloud and vertical industry cloud based on its E-government, enterprise, industrial informatization software, terminal products and solutions.
NO.99
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About Rankings
It is the ninth year for HRoot to release the annual report “The Best 100 HR brands in Greater China 2014” from 2006. Data collection of the research began from May 20, 2014 to July 20, 2014. The ranking is non-profitable, which guarantees that its openness, fairness, and authority.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 91
About Rankings
It is the ninth year for HRoot to release the annual report “The Best 100 HR brands in Greater China 2014” from 2006. Data collection of the research began from May 20, 2014 to July 20, 2014. The ranking is non-profitable, which guarantees that its openness, fairness, and authority.
Our evaluation model integrates such methods as monitored data in the HR Competitive Intelligence System, sampling survey, and
frequency of references or citations on the Internet and media, value evaluation model, among others. In the evaluation of the value of
brands, we use a combo of 11 assessment indexes: financial support, market activity, media exposure, researches, advertisements and
sponsorship, geographic spread, branding protection, social media marketing, mobile marketing, website competitiveness and customer
evaluation. The index system in this assessment is divided into two parts, i.e., primary and secondary indexes.
Among the evaluation index of “ Best 100 Human Resource Service Provider in Greater China 2014”, the secondary indexes have been
adjusted, and increased the number of part of the secondary indicators, and reduces the value of the secondary index as a whole in the
score of each item. Such as under the level of social media marketing index, increasing the vitality of WeChat, namely the enterprise
average weekly distribution frequency. In addition, the score of the enterprise mobile applications (including iOS and Android application) is
from 3 to 5 each.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201492
2 Market Activity
Media Exposure
1. No. of events
0-10 1
10%
11-20 2
21-35 3
36-50 4
5
2. Geographic covered
1. First-tier cities (e.g., Beijing, Shanghai, Guangzhou, Shenzhen, Hong Kong, Macao, and Taiwan)
2
2.Provincial capitals and three economic zones 1
3.Second-and third-tier cities 1
3. No. of attendees
1-1000 2
1000-3000 4
3000-8000 6
8000-15000 8
10
3
1. Press releases
0-10 1
5%
11-30 2
31-50 3
51-100 4
52. Interview, features,
and articles published by
leading media
Reported by Fortune, Harvard Business Review, Global Entrepreneur and other leading media
5
3.Media citation
0-10 1
11-30 2
31-50 3
51-100 4
5
4 Researches 1.No. of reports
0-5 1
10%
6-10 2
11-15 3
16-20 4
5
5 Advertising & Sponsorship
Geographic Spread
Branding Protection
1. Advertisement Advertising 315%
2.Sponsorship Sponsoring 3
6
1.No. of branches
and locations
1.First-tier cities (e.g., Beijing, Shanghai, Guangzhou,Shenzhen, Hong Kong, Macao, and Taiwan)
5%
2.Provincial capitals
3.Second-and third-tier cities
2. Customer coverage
1.First-tier cities (e.g., Beijing, Shanghai, Guangzhou,Shenzhen, Hong Kong, Macao, and Taiwan)
1
2.Provincial capitals 1
3.Second-and third-tier cities 1
71.Negative news Total scores: 3; in case of negative news -2
10%2. Trademark protection
Total scores: 3; in case of similar trademarks or brands
-1
No. Primary indexes Secondary indexes Project and score points Percent-age
more than50
More than 15000
More than 100
More than 100
More than 20
+1 for each city
+0.5 each city (Max: 10)
+0.5 every 2cities (Max: 5)
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 93
Social Media Marketing
1.Social media (e.g., Weibo,LinkedIn, Renren,Kaixin)With 5
5%
Without
With
Without
With
Without
With
Without
0
2.Weibo (Sina and Tencent)
1)No. of followers*
1-5000 1
5001-10000 2
10001-30000 3
30001-50000 4
More than 50000
More than 200
More than 50000
More than 100000
5
2)Activeness(No. of
forwards and comments)
1)Channels
2)Activeness(Posts per week)
0-10 1
11-50 2
51-100 3
101-200 4
5
3. Wechat
5
2 times or more per week
Less than 2 times per week
0
5
0
4.Video Click rate ((Youku and YouTube)
0-10000 1
10001-20000 2
20001-30000 3
30001-50000 4
5
5 .LinkedIn No. of members
0-10000 1
10001-30000 2
30001-50000 3
50001-100000 4
5
9 Mobile Marketing
1.iOS app5
5%0
2. Android app5
0
10 Website
Competitiveness
1.No. of indexes on search engines (Unit: 10,000)
Under 1 0
5%
1-5 1
6-10 2
More than 11 3
2. No. of website backlinksLess than 100 0
More than 101 1
3. Website flow ranking (Unit: x10,000th)
0-5 3
6-10 2
11-20 1
More than 20 0
4. Average time per visit per day (Unit: minute)
Under 1 0
1-3 1
More than 3 2
5. Average page load time(Unit: second)2 or above 0
Under 2 1
11 Customer Evaluation1.Customer
satisfactionTotal score: 5, min.: 1, max.: 5 7%
* The total of number of followers on the V-certificated corporate weibo accounts.
No. Primary indexes Secondary indexes Project and score points Percent-age
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201494
Our evaluation method integrates such the monitored data in the HR Competi-tive 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 Inter-net or through other media and channels)
Database buildingSetting up databases for shortlisted brands (selecting the best 150 enterpris-es by analyzing feedbacks)
ResearchingResearch on the three metrics of the brands (popularity, satisfaction and reputation) via online or e-mail ques-tionnaires, telephone interviews, faxes, or written documents
Model BuildingSetting up the value-evalution model (including 11 indexes, i.e, financial support, market activity, media exposure, researches, advertisement and sponsorship, geographic spread, branding protection, social media marketing, mobile marketing, website competitiveness, and customer evaluation.)
Analyzing & Ranking Analyzing the information collect-ed in the above four procedures and working out the ranking list
PublishingReleasing the ranking and the research by each industry, and ultimately releasing the report and the White Paper
Our evaluation method integrates such the monitored data in the HR Competi-tive 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 Inter-net or through other media and channels)
Database buildingSetting up databases for shortlisted brands (selecting the best 150 enterpris-es by analyzing feedbacks)
ResearchingResearch on the three metrics of the brands (popularity, satisfaction and reputation) via online or e-mail ques-tionnaires, telephone interviews, faxes, or written documents
Model BuildingSetting up the value-evalution model (including 11 indexes, i.e, financial support, market activity, media exposure, researches, advertisement and sponsorship, geographic spread, branding protection, social media marketing, mobile marketing, website competitiveness, and customer evaluation.)
Analyzing & Ranking Analyzing the information collect-ed in the above four procedures and working out the ranking list
PublishingReleasing the ranking and the research by each industry, and ultimately releasing the report and the White Paper
Evaluation Model Introduction
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201496
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 reflects 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.
Three Factors of Brand Equity Evaluation
Classification of brand equity evaluation methods
Factors Essential points of evaluation methods Representative methods
Financial factor Brand equity is part of the intangible assets
Cost methodReplacement cost methodMarket value method
Financial factor + market factor
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
Interbrand methodFinancial World method
Financial factor + consumer factor
Brand equity refers to the extra price that consumers are willing to pay versus products without brand or competitive brands
Premium methodBrand price trade off (BPTO)Conjoint Analysis
Consumer factor + market factor
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.
Brand Asset Valuator Brand EquityTen EquiTrend Brand Equity Engine
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 97
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.
Two familiar methods of evaluating brand equity are the Interbrand and the Financial World methods, which includes 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, brand 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 deducts the
brand-irrelevant profit, such as net capital gain (return on capital experts estimated) and taxes from the total profit. It uses the Interbrand
method to work out the coefficient of the brand strength, and gets the formula of brand value = net profit x brand strength coefficient.
This method defines brand equity as such: when compared with 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 brands 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 judgment and computer
statistics process.
I. Evaluation based on the financial factor
II. Evaluation based on the financial and market factors
III. Evaluation based on financial and consumer factors
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 201498
2 - Equit Trend model >
The model requires consumers to measure three attributes: 1) salience, 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, using 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.
3 - Aaker 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 Aaker model
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 status—a product of multiplication of brand position and brand awareness, forming the brand matrix
that is used to judge the development stage of the brand.
IV. Evaluation based on the consumer and the market factors
Evaluation dimensions Factors
Evaluation of brand loyalty Friendliness of price, satisfaction or loyalty
Perceived quality or leadership of the brand on product trend
Perceived quality, leadership in trend or popularity
Evaluation of brand association or differentiation
Perceived value, brand personality and organizational associations
Evaluation of awareness Brand awareness
Evaluation of market behavior Market share, market price and distribution coverage
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 99
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, or the brand image.
The model divides the brand image attributes into two categories: 1) “hard” attributes, or the functional benefits delivered by the brand
(performance), 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 item, 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.
Brand authority
Brand affinity
Brand equity
Brand price
Brand valueBrand performance(functional benefits)
Brand identity
Brand approval
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014100
The Evaluation Model of the “Best 100 Human Resource Service Brands in Greater China 2014”
With reference to the available methods of brand evaluation, we weigh their pros and cons, and establish the evaluation
model for the“2014 Best 100 Human Resource Service Brands in Greater China”. We evaluate the brands from the 11
factors, i.e., financial support, market activity, media exposure, researches, advertisement, geographic spread, brand
protection, social media marketing, mobile marketing, website competitiveness, and customer evaluation.
“Top 100 Human Resource Service Brands in Greater China 2014” list shows that there are some
fresh companies every year joining the top ranks. This year there are a total of 27 new entrants,
mostly concentrated in the area of recruitment and e-HR.
Ranking 2014 Company Headquarter location Main business
24 LinkedIn U.S. Recruitment
33 Weibo Talent China Recruitment
37 Dayee China e-HR(e-Recruitment system)
43 58.com China Recruitment
46 Dajie.com China Recruitment
47 AMA U.S. Management Training
52 Ganji.com China Recruitment
59 ChinaHR China Recruitment
60 Liepin.com China Headhunting
61 Platinum U.S. e-HR
62 HRBoss Singapore e-HR
66 lagou.com China Recruitment
72 Cornerstone OnDemand U.S. e-HR
81 workday U.S. e-HR
82 Wealink China Recruitment
88 Lloyd Morgan Executive Australia Headhunting
Those new to the Best 100 HR Brands 2014
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014101
91 KANgroup China e-HR
92 BRecruit China Recruitment, RPO
93 PenseeSoft China e-HR
94 FranklinCovey U.S. Management Training
95 Empresaria Group U.K. Human Resources Outsourcing and Dispatch
96 TalentQ U.K. Talent Assessment
97 zuoyou China Human Resource Consulting
98 Universum U.S. Human Resource Consulting
99 pinCN ChinaHuman Resource Consulting and
Recruitment
100 Inspur China e-HR
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014102
Native Chinese human resource service 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 49 Chinese human resource service providers on the list, a
record number in the history of the list. In addition, from the point of view of the ranking in 2014, the
fastest increase brand are GUANAITONG, First Advantage, and Hudson.
The fastest rising brands in 2014Ranking
2014Ranking
2013Rise in ranking Company Main Business Country
22 80 58 GUANAITONGHuman Resource
Outsourcing and Talent Dispatch
China
65 90 25 First Advantage Background Screening U.S
35 56 21 HudsonHeadhunting Talent
andManagement Consulting
U.S
41 61 20 ATA Talent Assessment China
19 38 19 HayGroupHuman Resource
and Consulting Talent Assessment
U.S
54 73 19 NetDimensions Management Training U.S
80 98 18 Assess SystemsTalent Assessment
and Human Resource Consulting
U.S
45 62 17 RIGHT MANAGEMENT
Management Training and Human Resource
ConsultingU.S
44 59 15 PwC-HR Consulting
Human Resource Consulting U.K.
53 67 14 Antal International
Headhunting and Recruitment U.K.
73 85 12 OurATS e-HR(e-Recruitment system) China
34 45 11 NormStar GroupHuman Resource
Consulting and Talent Assessment
China
63 74 11 Vanguard e-HR China
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014103
The value of each human resource niche
brand is relatively equal, but there are
differences in individual items, such as a
best-performing site in recruiting industry
competitiveness, while human resource
outsourcing and dispatch industries
are leading in the area of marketing
activities, financial performance, and
other projects. These are closely related
with their features of the development of
the industry.
For human resource outsourcing and dispatch
industry, as a whole, it is more emphasizing
on brand construction. In the marketing
activities, geographic spread, advertising
and sponsorship and other indicators are
higher than the average score in best
100 companies. Among them, ADP was
higher than the average score of best
100 companies on the indicators, also ahead of other human resource outsourcing and dispatched enterprises.
For headhunt ing indust ry, the
overa l l inves tment on marke t
activities slightly drops, and the
indexes of mobile marketing, social
media marketing, and websites on
competitiveness are under best 100
enterprises’ average score, of which
the Career International attaches
great importance to the shaping of
the brand. The geographic spread,
marketing activities, media exposure
were significantly higher than the
average input of the industry.
The HR brands analysis in Greater China
Financial Support
Average Score of Best 100 HR Service Brands
Average Score of HR Outsoucing and Dispatch Industry
ADP
Headhunting Recruiting e-HRHRConsulting
Talent Assessment
Management Training
HR Outsourcing and Dispatch
Customer Evaluation Market Activity
Website Competitiveness
Mobile Marketing
Social Media Marketing
Branding Protection Advertising&Sponsorship
Geographic Spread
Researches
Media Exposure
Average Score of Best 100 HR Service Brands
Average Score of Headhunting Industry
Career International
Financial Support
Headhunting Recruiting e-HRHR
Consulting Talent
AssessmentManagement
Training HR Outsourcing
and Dispatch
Customer Evaluation Market Activity
Website Competitiveness
Mobile Marketing
Social Media Marketing
Branding Protection Advertising&Sponsorship
Geographic Spread
Researches
Media Exposure
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014104
The indexes of management training
industry on researches and development,
advert is ing and sponsorship on
indicators are higher than the average
score of top 100 companies, but on
mobile marketing and social media
marketing consciousness are also
slightly insufficient, including scores
of KeyLogic on marketing activities,
media exposure, the research and
development, and advertising and
sponsorship are higher than the
average score of the industry.
Indexes of websites competitiveness
and mobile marketing of recruiting
industry are higher than the average
score of top 100 enterprises, but in
the advertising and sponsorship,
consciousness about researches is
also slightly insufficient, including
the scores of 51job in the research
and development, media exposure,
geographic spread, mobile marketing
and website competitiveness are
higher than the average score of the
industry.
Headhunting Recruiting e-HRHR
Consulting Talent
AssessmentManagement
Training HR Outsourcing
and Dispatch
Financial Support
Headhunting Recruiting e-HRHR
Consulting Talent
AssessmentManagement
Training HR Outsourcing
and Dispatch
Customer Evaluation Market Activity
Website Competitiveness
Mobile Marketing
Social Media Marketing
Branding Protection Advertising&Sponsorship
Geographic Spread
Researches
Media Exposure
Financial Support
Customer Evaluation Market Activity
Website Competitiveness
Mobile Marketing
Social Media Marketing
Branding Protection Advertising&Sponsorship
Geographic Spread
Researches
Media Exposure
Average Score of Best 100 HR Service Brands
Average Score of Best 100 HR Service Brands
Average Score of Recruiting Industry 51job
Average Score of Training Management Industry
KeyLogic
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014105
Indexes of consul t ing industry
in research and development ,
mobile marketing, advertising and
sponsorship performs well. As a
whole, they are higher than the
average score of top 100 companies.
Among them, the scores of Aon
Hewit t on market ing act iv i t ies,
media exposure, the researches,
advertising and sponsorship, mobile
marketing, website competit ive
investment are above the average
score of industry level, and i ts
investment in brand and attention
enhance the whole competit ive
strength in the consulting industry.
Scores of evaluat ion industry
in mobi le market ing, webs i te
c o m p e t i t i v e n e s s o n t h e t w o
indicators are slightly higher than
the average score in top 100
companies. Among them, DDI pays
most attention to brand shaping and
protection. Its scores on marketing,
media exposure, the research
and development, advertising and
sponsorship, mobile marketing and
other indicators are significantly
higher than the average score of
industry.
Financial Support
Financial Support
Headhunting
Headhunting
Recruiting
Recruiting
e-HR
e-HR
HRConsulting
HRConsulting
Talent Assessment
Talent Assessment
Management Training
Management Training
HR Outsourcing and Dispatch
HR Outsourcing and Dispatch
Customer Evaluation
Customer Evaluation
Market Activity
Market Activity
Website Competitiveness
Website Competitiveness
Mobile Marketing
Mobile Marketing
Social Media Marketing
Social Media Marketing
Branding Protection
Branding Protection
Advertising&Sponsorship
Advertising&Sponsorship
Geographic Spread
Geographic Spread
Researches
Researches
Media Exposure
Media Exposure
Average Score of Best 100 HR Service Brands
Average Score of Best 100 HR Service Brands
Average Score of Talent Assessment Industry DDI
Average Score of HR Consulting Industry Aon Hewitt
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014106
As a whole, average spending on brand
of e-HR industry is relativdy equal to
that of the top 100 companies. Among
them, the scores of SAP in social media
marketing, mobile marketing, website
competitiveness, media exposure, the
researches are significantly higher than
the average score of industry, but in the
geographic spread and brand protection
is slightly insufficient.
Headhunting Recruiting e-HRHR
Consulting Talent
AssessmentManagement
Training HR Outsourcing
and Dispatch
Financial Support
Market Activity
Media Exposure
Researches
Geographic Spread
Advertising&SponsorshipBranding Protection
Social Media Marketing
Mobile Marketing
Website Competitiveness
Customer Evaluation
Average Score of Best 100 HR Services Brands
Average Score of e-HR SAP
Acknowledgements
Human Capital Management and HRoot would like to thank the below organizations for contributing relevant data and ex-periences to this research.
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014108
This research is based 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 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 responsible for any error, incompleteness, and 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 on the list are those of the fiscal year that ends by or before of July 20, 2014.
4. The “Best 100 Human Resource Service Brands in Greater China” list refers to the organizations with branches in the Greater China (mainland China, Hong Kong, Macao, Taiwan) and their businesses are related to human resource (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 resource; while such companies as Paychex, Labor Ready perform businesses related to human resource, they are not included here because they have no branch offices in the Greater China .
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, Taiwan and Chicago, and the financial statements on the websites of relevant enterprises.
About Research
Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014109
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, the largest human resource media company in China.
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Best 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014110
HRoot is the largest human resource media company in China, with such brands and services as HRoot.com, a world’s leading human resource management website; Human Capital Management magazine, a leading industry journal in China; Overclass, an elite club for HR professionals; Society for HR Executives (SHRE), the most influential premium non-profit society of HR executives in China; Annual Human Resource Awards in Greater China, the top-notch industry event with utmost authority, scale and influence; China Human Capital Forum, the leading annual human resource summit in China, and China Human Resource Service EXPO, the EXPO with the largest scale of the industry in the world, which may register over 30,000 visitors in 2014. HRoot also owns Apps with the most downloads and the largest number of users, the Human Capital Management magazine and “Human Resource Service Providers Dictionary”, based on iPad. HRoot releases annual reports of the “Best 100 Human Resource Service Brands in Greater China” and the “Global 50 Human Resource Service Providers”, which has been celebrated as a guidepost of this industry. Based on assembled competition information of the industry and the monitoring platform, HRoot has built the first marketing analysis platform of human resource services industry, the HR-MarketWatch, which has been the main way to rapidly achieve global information and trends of human resource services industry for its elites.
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