2014 Best 100 HR Service Brands in Great China

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

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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.


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


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


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.


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.


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.


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.


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.


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


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


"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


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.)


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.)


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.


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.


“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%.


“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.


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.


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


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


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

Linkedin

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,HR Consulting

HR Consulting,Talent Assessment

e-HR

Recruiting

Recruiting


Headhunting,HR Outsourcing and Dispatch

HR Consulting

e-HR

Talent Assessment

HR Consulting,Management Training


e-HR



HR Outsourcing,Management Training

HR Outsourcing and Dispatch,Headhunting

Recruiting

HR Consulting


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


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.


e-HR Shanghai

NASDAQ

e-HR（Talent Management System）




Management Training,HR Consulting,Talent Assessment

Headhunting

Recruiting


Headhunting,Talent Management Consulting

HR Consulting,HR Outsourcing and Dispatch

e-HR（e-Recruitment System）

Management Training

e-HR

HR Consulting

Talent Assessment


Management Training,HR Consulting

Management Training

Management Training

Headhunting


Recruiting

HR Consulting

Recruiting

New York

/

/

London

NASDAQ

/

NASDAQ

New York

/

/

HongKong

/

NASDAQ

/

New York

/

NASDAQ

/

/

/

London

/

/


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

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2000

1994

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1995

1953

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1976

1969

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1983

KPMG Consulting

Antal International

Heidrick&Struggles

Ernst & Young

First Advantage

Korn/Ferry International

Cornerstone OnDemand

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Recruiting

Headhunting,Recruiting

Management Training

Headhunting



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Recruiting

Headhunting





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e-HR

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e-HR

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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.



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86

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90

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Amrop Group

workday

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Edenred

ZO

HJSoft

Egon Zehnder

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PenseeSoft

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Universum

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1987

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Assess Systems

Bluesea Group

YingJieSheng

Lloyd Morgan Executive

Russell Reynolds Associates

FranklinCovey

Empresaria Group



Talent Assessment,HR Consulting

HR Outsourcing and Dispatch,HR Consulting

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Recruiting,Recruitment Process Outsourcing

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*The following ICON represent the corresponding human resources management business.



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CIIC

Randstad

Aon Hewitt

FESCO

SFSC


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KNX

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Manpower Group

CDP Group

Accenture

CTG

Robert Half

Engma

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ALLEGIS-BN

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Antal International

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Amrop Group


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49 53 5.081985

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68 50 4.451969

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NASDAQ

NASDAQ

NASDAQ

New York

New York

Australia

London

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6.6518 19 KeyLogic

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Management Training,HR Consulting,TalentAssessment

NASDAQ

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New York




7 8 7.581999

12 12 7.261997

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59 / 4.751997

66 / 4.482013

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87 41 3.902005

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NASDAQ

NASDAQ

New York

New York

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London





7 8 7.581999

12 12 7.261997

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53 67 4.981993

59 / 4.751997

66 / 4.482013

67 69 4.471976

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87 41 3.902005

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51job

Zhaopin

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58.com

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NASDAQ

NASDAQ

New York

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London




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NASDAQ

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Towers Watson

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Beisen

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NormStar Group

Hudson

Accenture

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5 6 7.601970

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Beisen

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NormStar Group

ATA

Tale Base

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New York

NASDAQ











6 7 SAP

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Vanguard

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workday

HJSoft

KANgroup

PenseeSoft

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27 17 6.312011

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1995

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Frankfurt,New York

NASDAQ

New York

Shanghai

Shanghai

Honkong

NASDAQ

New York




65 90 4.511953First Advantage

Edenred

ZO

83

84

35

90

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HR Consulting



Company Profiles


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


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


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


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: /


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.


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.

NO.7

NO.8


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


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

NO.10

Company name in Chinese：北京外企 Company name

in English: FESCO


Established: 1979 Website: www.fesco.com.cn

Main Business: HR outsourcing and talent dispatch Annual revenue of 2013: CNY276 billion


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.


Company name in Chinese： IBM智慧团队 Company name

in English: IBM Smarter Workforce


Established: 1911 Website: www.ibm.com


Stock Exchange： New York Stock Code: IBM

About：


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


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.

NO.11

NO.12


Company name in Chinese：科锐国际 Company name

in English: Career International


Established: 1996 Website: www.careerintlinc.com

Main Business: Headhunting / HR outsourcing and talent dispatch



About：


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.

SFSCNO.13

NO.14

Company name in Chinese：上海外服 Company name

in English: SFSC


Established: 1984 Website: www.efesco.com

Main Business: HR outsourcing and talent dispatch Annual revenue of 2013: /


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.


Company name in Chinese：韬睿惠悦 Company name

in English: Towers Watson


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


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.

NO.15

NO.16


Company name in Chinese：凯洛格 Company name

in English: KeyLogic


Established: 2004 Website: www.keylogic.com.cn

Main Business: HR consulting / Management training Annual revenue of 2013: /


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.

CEBNO.17

NO.18

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.


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: /


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


Established: 1988 Website: www.yonyou.com


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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NO.20


Company name in Chinese：关爱通 Company name

in English: GUANAITONG


Established: 2008 Website: www.guanaitong.com



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

NO.22

Company name in Chinese：北森 Company name

in English: Beisen


Established: 1999 Website: www.beisen.com



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.


Company name in Chinese：肯耐珂萨 Company name

in English: KNX


Established: 2012 Website: www.knx.com.cn



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


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

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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Company name in Chinese：东软 Company name

in English: Neusoft

Headquarters： Shenyang, China Country: China

Established: 1991 Website: www.neusoft.com


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

NO.26

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


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.


Company name in Chinese：路敏思 Company name

in English: Lumesse


Established: 2011 Website: www.lumesse.com

Main Business: e-HR(Talent management software)Annual revenue of 2013: /


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


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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Company name in Chinese：薪得付 Company name

in English: CDP Group


Established: 2004 Website: www.cdpgroupltd.com



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

NO.30

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


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.


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



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


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


Established: 1998 Website: www.normstar.com



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

NO.34

Company name in Chinese：微博英才 Company name

in English: Weibo Talent


Established: 2009 Website: www.zhaopin.weibo.com

Main Business: Recruitment Annual revenue of 2013: /


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.


Company name in Chinese：翰德 Company name

in English: Hudson


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


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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NO.36


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: /


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


Established: 2007 Website: www.wintalent.com

Main Business: e-HR/ Recruitment management software



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.


Company name in Chinese：金蝶 Company name

in English: Kingdee

Headquarters： Shenzhen, China Country: China

Established: 1993 Website: www.kingdee.com


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: /


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


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



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


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.


Company name in Chinese： 58同城 Company name

in English: 58.com


Established: 2005 Website: www.58.com


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


Established: 1848 Website: www.pwccn.com



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.

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NO.44


Company name in Chinese：大街网 Company name

in English: Dajie.com


Established: 2008 Website: www.dajie.com



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


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.


Company name in Chinese：美国管理协会 Company name

in English: AMA


Established: 1923 Website: www.amachina.com



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



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


Company name in Chinese：易才 Company name

in English: CTG


Established: 2003 Website: www.ctghr.com



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


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.


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



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


Established: 2005 Website: www.ganji.com



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


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


Established: 1993 Website: www.antal.com

Main Business: Headhunting / Recruitment Annual revenue of 2013: /


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.


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


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


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


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



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



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.


Company name in Chinese：中华英才网 Company name

in English: ChinaHR


Established: 1997 Website: www.chinahr.com



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


Established: 2000 Website: www.liepin.com

Main Business: Headhunting Annual revenue of 2013: /


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


Company name in Chinese：瀚柏软件 Company name

in English: HRBoss

Headquarters： Singapore Country: Singapore

Established: 2011 Website: www.hrboss.com



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



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.


Company name in Chinese：万古科技 Company name

in English: Vanguard


Established: 1998 Website: www.vgtech.com.cn



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


Established: 1995 Website: www.kayang.com



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


Company name in Chinese：拉勾网 Company name

in English: lagou


Established: 2013 Website: www.lagou.com



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: /


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).


Company name in Chinese：米高蒲志 Company name

in English: Michael Page


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


Stock Exchange： New York Stock Code: KFY

About：


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


Company name in Chinese：中欧商业在线 Company name

in English: ECEIBS


Established: 2009 Website: www.eceibs.com



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


Established: 2003 Website: www.bridgehr.com

Main Business: HR outsourcing and talent dis-patch



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.


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



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


Stock Exchange： Nasdaq Stock Code: CSOD

About：


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


Company name in Chinese：倍智 Company name

in English: Tale Base

Headquarters： Guangzhou, China Country: China

Established: 2010 Website: www.talebase.com



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


Established: 2010 Website: www.ourats.com

Main Business: e-HR/ recruitment management software



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.


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



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: /


About：


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.

NO.75

NO.76


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



About：


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


Established: 2001 Website: www.hr-channel.com



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.


Company name in Chinese：安立国际 Company name

in English: Amrop Group

Headquarters： Belgium Country: Belgium

Established: 1977 Website: www.amrop.com



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


Established: 1987 Website: www.assess-systems.com

Main Business: Talent assessment / HR consulting Annual revenue of 2013: /


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.

NO.79

NO.80


Company name in Chinese：若邻网 Company name

in English: Wealink


Established: 2004 Website: www. wealink. com



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


Established: 2005 Website: www.workday.com


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.


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


Established: 2011 Website: www.zo365.com



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.

NO.83

NO.84


Company name in Chinese：蓝海集团 Company name

in English: Bluesea Group


Established: 2008 Website: www.blueseahr.com

Main Business: HR outsourcing and talent dispatch / HR consulting



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


Established: 1998 Website: www.hjsoft.com.cn



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.


Company name in Chinese：应届生求职网 Company name

in English: YingJieSheng


Established: 2005 Website: www.yingjiesheng.com



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


Stock Exchange： ASX Stock Code: CND

About：


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.

NO.87

NO.88


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



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


Established: 1969 Website: www.russellreynolds.com

Main Business: Headhunting / Talent assessment Annual revenue of 2013: /


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.


Company name in Chinese：凯桉华 Company name

in English: KAN group


Established: 2013 Website: www.kangroup.com.cn



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


Established: 2009 Website: www.brecruit.com

Main Business: Recruitment / Recruitment process outsourcing



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


Company name in Chinese：富兰克林柯维 Company name

in English: FranklinCovey


Established: 1984 Website: www.franklincovey.com


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


Established: / Website: www.penseesoft.com



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.


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: /


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


Company name in Chinese：优兴咨询 Company name

in English: Universum

Headquarters： Stockholm, Sweden Country: Sweden

Established: 1998 Website: universumglobal.com



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: /


Established: 1998 Website: www.zuoyou.com



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.


Company name in Chinese：集聘科技 Company name

in English: pinCN


Established: 2004 Website: www.pincn.com

Main Business: HR consulting / Recruitment Annual revenue of 2013: /


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


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

NO.100

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.


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.


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)


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


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


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


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


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


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


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


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


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


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


Customer Evaluation Market Activity

Website Competitiveness

Mobile Marketing


Branding Protection Advertising&Sponsorship

Geographic Spread

Researches

Media Exposure


Average Score of Headhunting Industry


Financial Support

Headhunting Recruiting e-HRHR

Consulting Talent

AssessmentManagement

Training HR Outsourcing

and Dispatch



Mobile Marketing



Geographic Spread

Researches

Media Exposure


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.


Consulting Talent



and Dispatch

Financial Support


Consulting Talent



and Dispatch



Mobile Marketing



Geographic Spread

Researches

Media Exposure

Financial Support



Mobile Marketing



Geographic Spread

Researches

Media Exposure



Average Score of Recruiting Industry 51job

Average Score of Training Management Industry

KeyLogic


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



Customer Evaluation

Customer Evaluation

Market Activity

Market Activity



Mobile Marketing

Mobile Marketing



Branding Protection

Branding Protection

Advertising&Sponsorship

Advertising&Sponsorship

Geographic Spread

Geographic Spread

Researches

Researches

Media Exposure

Media Exposure



Average Score of Talent Assessment Industry DDI

Average Score of HR Consulting Industry Aon Hewitt


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.


Consulting Talent



and Dispatch

Financial Support

Market Activity

Media Exposure

Researches

Geographic Spread

Advertising&SponsorshipBranding Protection


Mobile Marketing


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.


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


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.

About Us


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.

The website of HRoot has two million HR professionals as its registered users, offering more than 500 million visits in total each year, inviting more than 50,000 people to attend its off-line events each year, and having 30,000 readers of its publications. HRoot serves over 50,000 customers now, including more than 95% of the Fortune 500 companies in China. Besides, It has more than 500 HR services providers, business schools, associations as its ad clients and sponsors, including nine of the top ten global HR services providers: IBM, the largest science and technology corporation in the world; Aon, the largest insurance brokerage corporation in the world; Mercer, the largest human resource consulting corporation in the world; Adecco, the largest human resource services corporation in the world; ADP, the largest human resource outsourcing corporation in the world; LinkedIn, the largest business SNS website in the world; HBS, ranked first among all the business schools in the world; SAP, the largest enterprise management software solutions provider in the world; Oracle, the largest corporation of enterprise software and database in the world.

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Disclaimer

The information listed in this document represents the views of HRoot Corporation on the matters discussed as of the date of release. HRoot must respond to the changing market conditions, hence, such information cannot be interpreted as promises of HRoot. HRoot cannot guarantee the accuracy of any information after the release date. This document is for reference only.

HRoot does not make any explicit or implicit warranty contained in this document. Users are responsible for complying with all applicable copyright laws. Under the conditions of unrestricted rights of copyright license, no matter for what purpose, or in any form or by any means (including electronic, mechanical, photocopying, recording, or other forms) no part or all of this document, can be copied or disseminated, or stored in or introduced into any retrieval system without written permissions of HRoot Corporation. The patents, patent applications, trademarks, copyrights, or other intellectual property rights of HRoot may involve copyright issues in this document. Unless any written license agreement by HRoot makes clear, the provision of this document does not mean giving you any license of these patents, trademarks, copyrights, or other intellectual property rights.


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