2014 Rankings and Whitepaper of TOP 100 HR Service Brands in Greater China by HRoot

Contents
O v e r v i e w
Thought and Action——Human Resource Service
Market Review in Greater China, 2013-2014
Branding and Marketing of HumanResource Service
C a s e S t u d y
CEB: 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
1 0 0 B r a n d s
Company Introduction
About the ranking list
Assessment Model and Procedure
Brand Evaluation Model
Acknowledgement
About the Research
About the Publisher
Disclaimer
Copyright Statement
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2 Top 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014

Overview
Top 100 Human Resource Service Brands Ranking and Whitepaper in Greater China 2014 1

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.

Case Study

CEB is the leading member-based advisory com-pany.
By combining the best practices of thou-sands
of member companies with our advanced
research methodologies and human capital ana-lytics,
we equip senior leaders and their teams
with insight and actionable solutions to transform
operations. The CEB member network includes
more than 16,000 executives and the majority of
top companies globally. CEB’ s SHL Talent Mea-surement
Solutions is an important part of our In-tegrated
Talent Management Services. CEB’ s
SHL Talent Measurement Solutions offer sci-ence-
based assessments, benchmark data, and
technology and consultancy services to help or-ganizations
assess, select and develop the right
people for the right roles.

CEB: Brand Practices of Close-loop Leads
Management and Emotion Marketing
Inspiration of 57%
“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 services.
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 pref-erence
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.
of tracking and locating of online users, and analyze digital body
languages of these potential users, to find out the user purchasing
preferences and habits, they will be more accurate to obtain sales
leads or have potential customer requirements?
In other words, the maximum use of tracking and identifying network
Inbound Marketing
nitiative Marketing
win attention from the market
Seeking known and
actively potential
customers
Through
self-consideration
clues
A further chance to
communicate
user's ability is also close-loop marketing. Close-loop concept originated from automatic control theory. Its core is building a feedback loop between
the input and output, through the feedback loop to obtain feedback analysis, and according to the results to adjust the input. 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 lacks of advanced ideas; passively performs; or don't know or care about the new modern marketing.
The second is the lack of a certain technology platform support.

CEB close-loop leads management
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 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 trail attracts potential customers by publishing high quality content in all channels of mar-keting,
making customers perceive the brand. CEB defines leads as customers who are interested in certain products, rather than registered partici-pants
of the conference, or groups receive a business card or download white paper. Marketing department by inbound and active marketing to gen-erate
sales leads, and to grade the clues to get high scores, which will be transferred to the sales department. Leads under standard will be nurtur-ing;
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).
Technology is icing on the cake
CEB marketing experts not only have an advanced set of market mar-keting
cognitive concept outside, while also borrowed integrated with
Eloqua, the marketing monitoring analysis tool of SaaS (software as a
service) platform. Through automatically capturing customer reply of
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.
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CEB's marketing team will also purchase customer relationship management system Salesforce, and consists of all platforms, including social
media, traditional media and other channels of sales leads or potential customer demand data are integrated into the platform. In short, the sharing
platform of CEB marketing team and sales team information--the same platform of customer profiles, on this platform, marketing and sales teams
identifying and nurturing leads, sharing the behavior of clues. Marketing and sales departments use the same language, on the same platform,
regularly updates schedule. Sales team can see how market based on sales targets to have a clue, and market sales team can better understand
how to follow up on sales leads.
Treating content-centric 360 degree marketing mode as nature
Marketing activities of the CEB is multiple and diverse, but the essence is the same--content-centric 360 degrees model. Through high qualified with
business insights content and education attracting potential customers, and it translates into 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, as well as the insights. While doing these activities before, CEB has created
customer profiles for Persona, published content and channels are based on those account types. These archives are not achieved in an action. It is
a step by step process with team cooperation. Line employees of each sector and each region on the same platform sharing their perception and
understanding for market and customer. Summarized and refined by marketing department, after wrote the content by headquarters according to
highly refined customer insight, regional market department will accord to the regional customer archives to amend and correct, which promises
content to trigger the pain of potential customers easily, and be more resonant and valuable.
Journey from Call to Action
After having the content and target customers, CEB can lead potential customers to a journey through the system, as shown in figure. During this
journey, CEB according to clues for activities’ reflection provides appropriate content for guidance. A variety of content, including the infographics,
report summary, the full report, directly contact the company, such different content and information. At the early stage, CEB may send human
resources managers infographics which are easy to understand; send a full report to the directors of human resources; send a summary report to
the human resources manages with their responses; or invite them to participate the seminar, and after get some feedback, continue to nurture and
guide the clues for this journey. During the journey, CEB through the Call to Action increases customer experience, so that customers can spend the
least amount of time to obtain the greatest value, capture customer behavior, and lead customers in time.

Interesting cases to assess clues
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.
Black part is the clue of market behavior that most companies be able to grab. Picture on the left shows disconnected sales calls, traditionally this
clue would be deemed as disqualified leads. But, through the help of technology, capturing the digital behavior of this clues, found the clues actually
had actively response—after the phone message, this clue browsed website for four pages; after sent email, this clue downloaded the related white
paper; then after the second sales phone message, clue browsed website for two pages, so it should be an qualified clues. Sales team saw the clue
used to access web pages, download reports, respond emails as well as by the platform, in order to determine the priority of tracking this clue, as
well as how to talk, lead and capture business opportunities.
A marketing activity will result in a lot of sales leads, may also have a sales leads which interacts with the CEB in the different activities, artificial
analysis of sales leads is good, but the effort, time and money spent are huge. Meanwhile, the clues are verified by phones several times before
given to the sales department which causes tiredness. Thus, the CEB's close-loop is an automatic evaluation system for clues--through the system,
the system will auto-evaluate and filter a number of clues that are not compliant.
CEB evaluates the clue from the 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 interaction and feedback of this clue and marketing activity, such as meetings, site visiting, and files downloading. According to Ms. Haijin Huang's
experience, the grading of each company is different. Even if competitors in the same industry, difference is there, because none of the company's
business operations, profits, sales tactics are the same. Meanwhile, grading standards between different industries, regions and products, you can
have several or even dozens of differences. More standard, higher maintenance costs. Maintenance costs are not real money, but in updating these
standards, especially in the rapidly developing or quickly upgrading products markets, customers in these markets may change quickly, then the
corresponding standard scores need to be restructured.

Return on investment
The vast majority of outcome measurement is the return on investment for
marketing activities. The income of close-loop leads marketing contribu-tion
can automatically generate digital effects, which are accurate and in
time with clear interface.
Marketing from promotion to emotion
always on the road
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 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 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.
Mobile Internet technology is not the absolute factor of brand main-taining,
traditional channels remain effective. Enterprises are eventu-ally
going to be customer-oriented, strengthening the quality of prod-ucts
and services. Meanwhile, ever-changing marketing strategies
maximize the ability to trace and locate network users, more accu-rately
capturing sales leads or potential customers’ requirements, in
order to fundamentally enhance the brand's competitiveness.

Love Inside,Brand Transformation of Guanaitong
The 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 Guanaitong
As the Chinese most famous comprehensive human resource service provider CIIC’ s subsidiary company, and China’ s first one-stop non-cash
incentive and recognition solution provider, 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 integra-tion
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 provider 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 innovation
Guanaitong 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 of the brand effect assessment 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 hot line, official Wechat account, 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 termi-nals
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, and its most business practices leave a mark on the enterprise internal and external network platform.
Everything can be traced back. Therefore, after years of development, Guanaitong also accumulated a large database. The next action of Guanai-tong
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 effect
Guanaitong 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, 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 final experience of Guanaitong is employees, 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 B2C marketing Wechat
account “aizaiqizhong” has tens of thousands of real fans, and they are all customer enterprise employees of Guanaitong. Guanaitong irregularly
launches 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
Payment Points
Corporate Employee
Supplier
Purchase Points
Collocation Points
Exchange of Goods
Cash Settlement
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Delivery

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 combi-nation
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 resources
management. Tale Base, meanwhile, is the only industry using IT technology to improve
effectiveness of personnel employment and decision-making processes. It is the com-prehensive
human resources management service provider for talent assessment,
headhunting, RPO recruitment and campus recruitment.

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. 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 the four parts constituting
the four pillars of talent supply chain management.
Broken, reinventing talent supply chain
Tale 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 strate-gy.
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.
Talent Supply Chain Management Model of Just-In-Time
Enterprise
Strategy
External
Environment
Dynamic Short-term
Talent Planning
ROI Maximizing
of Talent Training
Talent Supply
of JIT
Flexible and
Standardized
Talent Inventory
Talent Supply Without
Time Difference
Organizing
Ability
Enterprises
Performance
Source from: Tale Base Overview of the Present Situation Investigation Report on the Internal Talent Supply Chain Management in 2011
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 sustain-able
development of the enterprises, it is an important purpose for the enterprise creating the talent supply chain.

Locate locally intensive farming
Chinese 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 customer 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, develop 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 Cepin leader of intelligent recruitment
Talent assessment has become one of the magic keys for human resources management. With the professional talent assessment tools,
more and more human resources 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 the numerous customers for Tale Base. In
the meantime, the assessment has become a widely accepted concept in the process of
enterprise talent management. In the process, Tale Base also found that C-terminal custom-ers
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 Picture See through Your Sub-consciousness, and The Strongest Brain Challenge.
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.
Explicit Traits
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 viscosity
As 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 custom-er
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 addi-tion,
through some meetings and activities held by Ministry of Human Resources and Social Security, Tale Base establishes a cooperative rela-tionship
with many domestic and foreign well-known human resources 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 resources
On 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 resources industry, positioning itself based on system, plat-forms
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 resources 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 accu-mulation
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.
Seed
Soil
Implicit Traits

100Brands

IBM Smarter Workforce
NASDAQ
Shanghai
HR Consulting
HR Outsourcing and
Dispatch
e-HR
e-HR
Recruiting
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
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
New York
New York
New York
New York,
Paris,Zurich
HR Outsourcing and
Dispatch
HR Outsourcing and
Dispatch
HR Outsourcing,
HR Consulting
HR Consulting,Talent
Assessment
e-HR
Recruiting
Recruiting
HR Outsourcing and
Dispatch
Headhunting,HR
Outsourcing and Dispatch
HR Consulting
e-HR
Talent Assessment
HR Consulting,
Management Training
Assessment
e-HR
Assessment
HR Outsourcing and
Dispatch
HR Outsourcing,
Management Training
HR Outsourcing and
Dispatch,Headhunting
Frankfurt,
New York
NASDAQ
)3PPU5PQ)VNBO3FTPVSDF4FSWJDF#SBOETJO(SFBUFS$IJOB
3BOLJ
OH

3BOLJ
OH

$PVOUSZ
TUBCMJ
TIFE
:FBS
-0(0 $PNQBOZ/BNF .BJO#VTJOFTT #VTJOFTT 4UPDL
YDIBOHF 4DPSF
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 Survey； 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
e-HR Shanghai
/
NASDAQ
e-HR（Talent
Management System）
HR Outsourcing and
HR Outsourcing and
HR Outsourcing and
Dispatch
Management Training,HR
Consulting,Talent
Assessment
Headhunting
Recruiting
Assessment
Headhunting,Talent
Management Consulting
HR Consulting,HR
e-HR（e-Recruitment
System）
Management Training
e-HR
HR Consulting
Talent Assessment
System）
Recruiting
HR Consulting
Management Training,
HR Consulting
Recruiting
Management Training
Management Training
Headhunting
HR Outsourcing and
Dispatch
New York
/
/
London
NASDAQ
/
NASDAQ
New York
/
/
HongKong
/
NASDAQ
/
New York
/
NASDAQ
/
/
/
London
/
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
3BOLJ
OH

3BOLJ
OH

$PVOUSZ
TUBCMJ
TIFE
:FBS
YDIBOHF 4DPSF
Notes: 2. Weibo Talent Team is founded in 2009. *The following ICON represent the corresponding human resources management business.

e-HR
e-HR
e-HR
e-HR
Backgroud survey
Recruiting
Headhunting,Recruiting
Headhunting
Management Training
Management Training
e-HR
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 Base3
ALLEGIS-BN
5.04
5.03
4.98
4.97
4.95
4.85
4.84
4.79
4.75
4.73
4.65
4.63
4.58
4.56
4.51
4.48
4.47
4.45
4.44
4.43
4.42
4.41
4.38
4.34
4.33
1897
2005
1993
1999
1953
1948
2002
1894
1997
2000
1994
2011
1998
1995
1953
2013
1976
1969
2003
2009
1999
/
2010
2010
1983
KPMG Consulting
Antal International
HeidrickStruggles
Ernst Young
First Advantage
Korn/Ferry International
Cornerstone OnDemand
3BOLJ
OH

3BOLJ
OH

$PVOUSZ
TUBCMJ
TIFE
:FBS
YDIBOHF 4DPSF
HR Consulting
Recruiting
Management Training
Headhunting
HR Outsourcing and
Dispatch
HR Outsourcing and
Dispatch
HR Consulting
Recruiting
Headhunting
HR Outsourcing and
Dispatch
System）
Assessment
HR Outsourcing and
Dispatch
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.

/
e-HR
Headhunting
e-HR
Recruiting
Company Service
HR Consulting
e-HR
Recruiting
Headhunting
Headhunting
e-HR
Management Training
HR Outsourcing and
Dispatch
Talent Assessment
HR Consulting
HR Consulting
HR Consulting，
Recruiting
New York
75
76
76
78
79
80
81
82
83
84
85
86
87
88
89
90
91
92
93
94
95
96
97
98
99
100
74
70
74
78
98
/
/
35
90
72
89
41
/
79
85
/
/
/
/
/
/
/
/
/
/
HR-Channel
Amrop Group
workday
Wealink
Edenred
ZO
HJSoft
Egon Zehnder
KANgroup
BRecruit
PenseeSoft
TalentQ
Zuoyou
Universum
PinCN
inspur
4.28
4.28
4.27
4.23
4.13
4.05
4.03
4.00
3.93
3.92
3.91
3.90
3.86
3.85
3.84
3.75
3.68
3.59
3.58
3.55
3.48
3.47
3.43
3.40
3.39
2002
2001
1981
1977
1987
2005
2004
1962
2011
1998
2008
2005
2007
1969
1964
2013
2009
2003
1984
/
1998
1988
2004
1983
TACSEN
Management Consultants
Infor Global Solutions
Assess Systems
Bluesea Group
YingJieSheng
Lloyd Morgan Executive
Russell Reynolds
Associates
FranklinCovey
Empresaria Group
3BOLJ
OH

3BOLJ
OH

$PVOUSZ
TUBCMJ
TIFE
:FBS
YDIBOHF 4DPSF
HR Consulting,
Management Training
HR Outsourcing and
Dispatch
Talent Assessment,
HR Consulting
HR Outsourcing and
Dispatch,HR Consulting
Headhunting,Talent
Assessment
Recruiting,Recruitment
Process Outsourcing
e-HR
e-HR
New York
Paris
Australia
London
*The following ICON represent the corresponding human resources management business.

1
3
4
10
9
13
)30VUTPVSDJOHBOE%JTQBUDI
$PNQBOZ/BNF
HR Outsourcing and
Dispatch
HR Outsourcing and
Dispatch
HR Outsourcing and
Dispatch
HR Outsourcing and
HR Consulting
HR Outsourcing and
Dispatch
HR Outsourcing and
Dispatch
Headhunting,HR
New York
Amsterdam
New York
14 1996 6.85
80
27
ADP
CIIC
Randstad
Aon Hewitt
FESCO
SFSC
guanaitong
KNX
FESCO Adecco
HR Outsourcing and
Dispatch
HR Outsourcing,
Management Training
HR Outsourcing and
HR Outsourcing and
HR Outsourcing and
HR Outsourcing and
Dispatch
HR Consulting,HR
HR Outsourcing and
Dispatch
HR Outsourcing and
Dispatch
2012 6.35
New York,
Paris,Zurich
26 1957 6.33
Kelly Services
NASDAQ
23 1946 6.21
Manpower Group
5 1948 6.19
CDP Group
New York
38 2004 6.12
Accenture
18 1989 5.74
CTG
New York
43 2003 5.06
Robert Half
New York
58 1948 4.85
Engma
HR Outsourcing and
Dispatch
HR Outsourcing and
Dispatch
HR Outsourcing and
Dispatch
HR Outsourcing and
Dispatch
HR Outsourcing and
Process Outsourcing
HR Outsourcing and
Dispatch
33 2002 4.84
BRIDGE HR
74 2003 4.44
ALLEGIS-BN
81 1983 4.33
HR-Channel
70 2001 4.28
Bluesea Group
89 2008 3.91
BRecruit
/ / 3.68
Empresaria Group
8.40
8.36
7.71
7.69
7.55
1949
1987
1960
2010
1979
1984 7.24
2008 6.45
London
/ 1996
3.55
3BOL
JOH

3BOL
JOH

-0(0 $PVOUSZ
TUBC
MJTIFE
:FBS
.BJO#VTJOFTT #VTJOFTT
4UPDL
YDIBOHF
4DPSF
Notes: *The following ICON represent the corresponding human resources management business.

)FBEIVOUJOH
$PNQBOZ/BNF
3BOL
JOH

-0(0 $PVOUSZ
TUBC
MJTIFE
:FBS
4UPDL
YDIBOHF
14 1996 6.85
26 1957 6.33
FESCO Adecco
23 1946 6.21
Kelly Services
5 1948 6.19
Manpower Group
3BOL
JOH

New York
32 34 1867 5.84
35 56
Hays
Hudson
Robert Walters
London
London
49 53 1985 5.08
53 67 1993 4.98
Antal International
55 45 HeidrickStruggles
1953 4.95
60 / Liepin
2000 4.73
67 69 Michael Page
1976 4.47
Korn/Ferry International
London
68 50 1969 4.45
79 78 Amrop Group
1977 4.23
88 / Lloyd Morgan Executive
2007 3.86
89 79 1969 3.85
90 85 Egon Zehnder
1964 3.84
Headhunting
1967 5.75
Headhunting
Headhunting
Headhunting
Headhunting
Headhunting
Headhunting
Headhunting
Notes:*The following ICON represent the corresponding human resources management business.
4DPSF
Russell Reynolds
Associates
Headhunting,HR
New York,
Paris,Zurich
NASDAQ
NASDAQ
NASDAQ
New York
Australia
HR Outsourcing and
HR Outsourcing and
HR Outsourcing and
Headhunting,Talent
Headhunting,
Talent Assessment

$PNQBOZ/BNF
HR Consulting,
Management Training
HR Outsourcing,
Management Training
Assessment
HR Consulting
NASDAQ
London
71 64 1999 4.42
TACSEN Management
Consultants
HR Consulting,
Management Training
3BOL
JOH

3BOL
JOH

-0(0 $PVOUSZ
TUBC
MJTIFE
:FBS
4UPDL
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18 19 KeyLogic 6.65
KNX
Martinsen Group
Cegos
RIGHT MANAGEMENT
AMA
de Bono
NetDimensions
ECEIBS
Cyberwisdom
FranklinCovey
Management Training
Management Training
Management Training
Management Training
Management Training
Management Training
Management Training
2004
23 27 2012 6.35
31 25 1981 6.11
38 45 1926 5.61
45 62 1980 5.36
47 / 1923 5.30
48 42 1991 5.25
54 73 1999 4.97
70 54 2009 4.43
76 74 2002 4.28
94 / 1984 New York
3.58

3FDSVJUJOH
$PNQBOZ/BNF
3BOL
JOH

3BOL
JOH

-0(0 $PVOUSZ
TUBC
MJTIFE
:FBS
4UPDL
YDIBOHF
4DPSF
7 8 51job
1999 Recruiting
NASDAQ
7.58
12 12 1997 7.26
Zhaopin
Recruiting
New York
24 / 2002 6.34
Linkedin
Recruiting
New York
33 / Weibo Talent
2009 Recruiting
NASDAQ
5.78
43 / 58.com
2005 Recruiting
New York
5.38
46 / 2008 5.35
Dajie
Recruiting
52 / Ganji
2005 Recruiting
5.03
53 67 Antal International
1993 Headhunting,Recruiting
4.98
59 / ChinaHR
1997 Recruiting
4.75
66 / lagou
2013 Recruiting
4.48
67 69 1976 4.47
Michael Page
London
82 / Wealink
2004 Recruiting
4.03
87 41 YingJieSheng
2005 Recruiting
3.90
Process Outsourcing
92 / BRecruit
2009 3.68
HR Consulting,
Recruiting
99 / PinCN
2004 3.40

)3$POTVMUJOH
HR Outsourcing and
HR Consulting,
Talent Assessment
HR Consulting,
Management Training
HR Consulting,
Talent Assessment
HR Consulting,
Talent Assessment
HR Consulting,
Talent Assessment
HR Consulting,
Talent Assessment
Headhunting,Talent
HR Consulting,HR
HR Consulting
HR Consulting,
Talent Assessment
HR Consulting,
Management Training
Talent Assessment,
HR Consulting
HR Outsourcing and
New York,
Chicago,
London
NASDAQ
Aon Hewitt
DDI
Mercer
Towers Watson
KeyLogic
Hay Group
Beisen
Martinsen Group
NormStar Group
Hudson
Accenture
RIGHT MANAGEMENT
KPMG Consulting
Ernst Young
Tale Base
Assess Systems
Bluesea Group
zuoyou
Universum
PinCN
4
5
10
6
7.69
7.60
2010
1970
8 15 1937 7.57
15 2 2010 6.84
18
19
19
38
6.65
6.50
2004
1943
21 19 1999 6.48
31 25 1981 6.11
34
35
36
45
56
18
5.76
5.75
5.74
1998
1967
1989
40 27 1868 5.47
44
45
59
62
5.37
5.36
1848
1980
51 51 1897 5.04
58 32 1894 4.79
74 82 2010 4.34
76 74 2002 4.28
80 98 1987 4.13
86 89 2008 3.91
97
98
99
/
/
/
3.47
3.43
3.40
1998
1988
2004
$PNQBOZ/BNF
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Deloitte
Human Capital Consulting
PricewaterhouseCoopers
Human Resource Consulting
TACSEN Management
Consultants
HR Consulting
HR Consulting
HR Consulting
HR Consulting
HR Consulting
HR Consulting
HR Consulting
HR Consulting
HR Consulting,Recruiting
New York
New York
New York
NASDAQ

5BMFOUTTFTTNFOU
$PNQBOZ/BNF
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JOH

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5 6 DDI
1970 7.60
17 21 CEB
1979 Talent Assessment
6.82
19 38 Hay Group
1943 6.50
21 19 1999 6.48
HR Consulting,
Talent Assessment
1981 11
Talent Assessment
Talent Assessment
31 25
34 45
Beisen
Martinsen Group
NormStar Group
ATA
Tale Base
Assess Systems
Russell Reynolds Associates
6.
5.76
1998
41 61 1999 5.45
74 82 2010 4.34
80 98 1987 4.13
89 79 1969 3.85
96 / TalentQ
/ 3.48
HR Consulting,
Talent Assessment
New York
NASDAQ
HR Consulting,
Talent Assessment
HR Consulting,
Talent Assessment
HR Consulting,
Talent Assessment
HR Consulting,
Talent Assessment
Talent Assessment,
HR Consulting
Headhunting,
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TUBC
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Frankfurt,
New York
10 16 1977 7.54
ORACLE
IBM
Smarter Workforce
NASDAQ
11 24 191 7.40
Kronos
New York
16 21 1977 6.83
yonyou
Shanghai
20 11 1988 6.49
26 27 1991 6.32
Neusoft
Shanghai
27 17 2011 6.31
Lumesse
Dayee
喍Talent Management System喎
37 / 2003 5.72
喍e-Recruitment System喎
39 30 1993 5.50
Kingdee
Honkong
42 45 2008 5.39
Hirede
61 / 1994 4.65
Platinum
HRBoss
62 / 2011 4.63
Vanguard
Kayang
Cornerstone OnDemand
OurATS
Infor Global Solutions
workday
HJSoft
KANgroup
PenseeSoft
inspur
1972 7.59
NASDAQ
New York
63
64
74
66
4.58
4.56
1998
1995
72
73
/
85
4.41
4.38
/
2010
78 74 1981 4.27
81 / 2005 4.05
85 72 1998 3.92
91 / 2013 3.75
93 / 2003 3.59
100 / 1983 3.39

$PNQBOZ/BNF
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65 90 First Advantage 1953 4.51
Edenred
ZO
83
84
35
90
4.00
3.93
1962
2011
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Backgroud Survey
Company Service Paris
HR Consulting

Company Introduction

NO.1 ADP
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 bil-lion
USD and 620, 000 customers all over the world, is one of the world largest
outsourcing solution providers. With nearly 60 years’ senior experience in the
industry, ADP provides the most comprehensive human resources, remuner-ation,
taxes and welfare management solutions in the industry. ADP also provides world’s leading
integrated 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 hu-man
Resource Serviceand dealer services to companies in China through products of GlobalView®
and Autoline®. In 2009, ADP successfully purchased China Link with an aim to bring more compre-hensive
localized human resources outsourcing solutions to Chinese market.
CIIC
NO.2
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：
Founded in 1987, the China International Intellectech Corporation,
or CIIC, is one of the state-owned stellar enterprises under the di-rect
management of the Central Government of China. Headquartered in Beijing, it has 91 subsid-iaries
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
development 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.

randstad
NO.3
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
Stock Exchange： Amsterdam Stock Code: RAND
About：
Randstad (AMS:RAND), founded in 1960 and headquartered
in Amsterdam, the 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
resources 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 resources 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.
Aon Hewitt
NO.4
Company name
in Chinese：怡安翰威特Company name
in English: Aon Hewitt
Headquarters： London, Britain Country: Britain
Established: 2010 Website: www.aonhewitt.com
Main Business: HR outsourcing and talent dispatch/
HR consulting
Annual revenue
About：
Aon Hewitt, resulting from the acquisition of Hewitt Associates by
Aon Consulting in 2010, is the world’s largest comprehensive
HR outsourcing and management consulting company. It is
doing business in 90 countries and regions in the world with
some 29,000 employees. It registered USD4.3 billion in combined income in 2010. Aon
Hewitt provides consulting, payroll and benefit management services to more than half of the
Fortune 500 companies. Locating its China headquarters in Shanghai, Aon Hewitt has over
300 employees in six offices in Greater China, i.e., Shanghai, Beijing, Guangzhou, Shenzhen,
Chengdu and Hong Kong, playing a leading role in human resources management consulting
in China.

NO.5 DDI
Company name
in Chinese：智睿咨询Company name
in English: DDI
Headquarters： Pittsburgh, United States of
Established: 1970 Website: www.ddiworld.com
Main Business: HR consulting / Talent assess-ment
existent staff and to cultivate them into an essential force to carry out the company’s future busi-ness
to help companies recruit excellent talent quickly, and discover and develop outstanding leaders
to lead high-performance teams.
SAP
About：
NO.6
Annual revenue
of 2013: /
The Development Dimension International (DDI), founded in 1970 and
headquartered in the US, is a global leading human resources consult-ing
company with over 1,000 consultants and support staff in 42 offices
in 26 countries all over the world. DDI boasts unique and systematic
innovative means to help companies rapidly enhance the abilities of
strategies. DDI has the strength in the design and implementation of talent selection system
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：
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.

51job
NO.7
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 (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.
MERCER
NO.8
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
Stock Exchange： New York/Chicago/London Stock Code: MMC
About：
Mercer, founded in 1937 and headquartered in America, is a
world leading consulting outsourcing and investment service
provider, and is world largest human resources management
consulting company and world largest benefits outsourcing provider with 25,000 customers.
Mercer helps its customers to maximally enhance performance of their staff’s health,
benefits and retirement plan, and optimize labor force performance while managing costs.
Mercer also provides customized management, technical and overall benefits outsourcing
solutions. The investment services of Mercer include world leading design and management
of investment, consulting and retirement as well as investment management of multiple
managers. Mercer has over 20,000 employees in over 40 countries. As wholly-owned
subsidiaries of MMC, Mercer together with Marsh, Kroll and Guy Carpenter provides overall
services to customers. Mercer entered Chinese market in 1995, and currently it has 7
branches in Beijing, Shanghai, Guangzhou, Shenzhen, Dalian, Hong Kong and Taiwan with
over 600 consultants and over 3,000 cu stomers in China.

NO.9 FESCO
Company name
in Chinese：北京外企Company name
in English: FESCO
Established: 1979 Website: www.fesco.com.cn
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
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.
Oracle
About：
NO.10
of 2013: 276 billion yuan
human Resource Service in the fields of recruitment, dispatch, welfare outsourc-ing,
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
of 2013: /
Stock Exchange： Nasdaq Stock Code: ORCL
About：
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.

IBM Smarter Workforce
NO.11
Company name
in Chinese： IBM智慧团队Company name
in English: IBM Smarter Workforce
Established: 1911 Website: www.ibm.com
of 2013: /
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.
Zhaopin
NO.12
Company name
in Chinese：智联招聘Company name
in English: Zhaopin
Established: 1997 Website: www.zhaopin.com
Stock Exchange： New York Stock Code: ZPIN
About：
zhaopin.com founded in 1997 is one of the earliest and most professional
human resources service provider in China that grew out of Alliance Company,
a headhunting company established in 1994. zhaopin.com targets large-scale
companies and fast-growing medium-and-small companies to provides one-stop
professional human 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.13 SFSC
Company name
in Chinese：上海外服Company name
in English: SFSC
Established: 1984 Website: efesco.com
of 2013: /
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.
About：
NO.14
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
Annual revenue
of 2013: /
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 1000 professional
recruiting consultants. Since its inception, Career International has been committed to the
recruitment demand by customers in 17 relevant industries and sectors; 80% of Career
International’s customers are world-renowned enterprises, while 20% are listed companies,
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.

TOWERS WATSON
NO.15
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
Stock Exchange： New York Stock Code: TW
About：
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 offer
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.
KRONOS
NO.16
Company name
in Chinese：克罗诺思Company name
in English: KRONOS
Headquarters： Massachusetts, United States of
Established: 1977 Website: www.kronos.com
About：
Founded in 1977 and headquartered in Chelmsford, Massachusetts,
Kronos is the world’s largest workforce management solution provider.
Today, it has developed into a global company, offering services,
through its offices, subsidiaries, distributors, and partners, for tens of
thousands of customers in over 60 countries and regions, so as to help global enterprises control
their workforce cost, minimize compliance risks, and improve labor productivity. Its professional
time and attendance, duty roster, staff activity and analysis solutions help global enterprises to carry
out effective management of its workforce. Kronos set up its China office in 2007. With its China
headquarters in Beijing, it has branch offices in Shanghai and Guangzhou, and has an Asian-Pacific
holding company based in Hong Kong.

NO.17 CEB
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
Stock Exchange： New York Stock Code: CEB
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.
KeyLogic
About：
NO.18
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
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：
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.

Hay Group
NO.19
Company name
in Chinese：合益集团Company name
in English: Hay Group
Headquarters： Philadelphia, United States of
Established: 1943 Website: www.haygroup.com
Main Business: HR consulting / Talent assessment Annual revenue
of 2013: /
About：
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.
yonyou
NO.20
Company name
in Chinese：用友Company name
in English: yonyou
Established: 1988 Website: www.yonyou.com
of 2013: /
Stock Exchange： Shanghai Stock Code: 600588
About：
Established in 1988 and headquartered in Shanghai, Yonyou[600588.SH]
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 province and abroad, built the largest human resource management
information-based service system in China.

NO.21 Beisen
Company name
in Chinese：北森Company name
in English: Beisen
Established: 1999 Website: www.beisen.com
Main Business: HR consulting / Talent assessment Annual revenue
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.
guanaitong
About：
NO.22
of 2013: /
Founded in 2002, Beisen is the only talent management solution pro-vider
in China can perfectly combine talent management technologies,
consulting services and software platforms. Beisen provides not only
talent management software services but also assessment mod-els
Company name
in Chinese：关爱通Company name
in English: guanaitong
Established: 2008 Website: www.guanaitong.com
of 2013: /
About：
Guanai Tong is China’s first one-stop non-cash incentive
and recognition solution provider, under the brand of CIIC.
Guanai Tong 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.

KNX
NO.23
Company name
in Chinese：肯耐珂萨Company name
in English: KNX
Established: 2012 Website: www.knx.com.cn
of 2013: /
About：
Founded 2012, KNX, a leading provider of human resources
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.
LinkedIn
NO.24
Company name
in Chinese：领英Company name
in English: LinkedIn
Headquarters： California, United States of America Country: United States of America
Established: 2002 Website: www.linkedin.com
Stock Exchange： Nasdaq Stock Code: LNKD
About：
LinkedIn Corporation (NASDAQ: LNKD), established in December
2002 and launched in 2003, headquartered in Mountain View,
California (Mountain View). On May 20, 2011, LinkedIn listed.
Currently, LinkedIn has over 100 million users in more than 200 countries and regions. On
LinkedIn platform, users can produce, manage and share their professional identity online, and
establish or participate in professional networks. Users can access shared knowledge and
insights, looking for business opportunities, and improve their productivity and success.

NO.25 FESCO Adecco
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
employees and 100,000 companies headhunting services of middle and senior management posi-tions,
temporary staffing, permanent placement, outsourcing, outplacement, training and consulting.
Since April 2, 2014, Adecco China’s business integrate to FESCO Adecco.
Neusoft
About：
NO.26
Annual revenue
of 2013: /
Founded in 1957, headquartered in Switzerland, Adecco (SWX: ADEN;
EURONEXT: ADE) is the world’s leading provider of HR solutions
and ranked No. 387 on the Fortune Global 500 list in 2012, up from
No. 391 in 2011. Adecco has over 5,000 offices in over 60 countries,
with over 31,000 employees. Every day, Adecco provides 650,000
Company name
in Chinese：东软Company name
in English: Neusoft
Headquarters： Shenyang, China Country: China
Established: 1991 Website: www.neusoft.com
of 2013: /
Stock Exchange： Shanghai Stock Code: 600718
About：
Founded in Northeastern University of China in 1991, Neusoft (SHA:
600718) is a leading IT solution and service provider in China, mainly
specializing in industry solutions, product engineering solutions
and related software products, platforms and services. Nowadays, Neusoft has more than 20,
000 employees, and has set up 6 software RD 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.

Lumesse
NO.27
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：
In May 2011, StepStone (LSE:STPS) was renamed Lumesse. Established in 1996
in Norway, Lumesse is the world’s leading human capital management software
provider, helping enterprises to attract, manage, and retain talents. Lumesse has 23
offices in 17 countries around the world, with a staff of over 900 people. It is the only
all-rounded talent solutions provider capable of offering e-recruitment, HR analysis, skill and competency
management, performance management, 360 degree feedback, learning management, and succession
planning and management modules, as well as the only European supplier recognized as Leader in Gartner
“Magic Quadrant for E-Recruitment”. Currently, over 1,600 organizations around the world, including the
many leading enterprises worldwide, are using Lumesse software and service.
KELLY
NO.28
Company name
in Chinese：必胜Company name
in English: KELLY
Headquarters： Michigan, United States of America Country: United States of America
Established: 1946 Website: www.kellyservices.com
Main Business: HR outsourcing and talent dis-patch/
Headhunting
Annual revenue
Stock Exchange： Nasdaq Stock Code: KELYA，KELYB
About：
Kelly Services (NASDAQ: KELYA) founded in 1946, headquartered in Michigan,
the USA. As the world’s leading HR solutions provider and workforce
management service consulting firm, Kelly Services can meet the wide range and
cross-departmental HR management demands of enterprises, including office
management, marketing, finance, engineering, law, science, IT, education, and
outsourcing consulting. Kelly Services has 2,600 branches in 37 countries and provides job opportunities
for over 550,000 people each year. It provides services for over 90% of the Fortune 500 companies.
After it entered China in 2002, it has set up a service network covering Beijing, Shanghai, Guangzhou,
Suzhou, Chengdu, Nanchang, Tianjin, Shenzhen and Hong Kong. Kelly Services China provides all-rounded
HR solutions, including middle- and senior-level talent selection, outsourcing, and third-party
management, for famous enterprises.

NO.29 Manpower Group
Company name
in Chinese：万宝盛华集团Company name
in English: Manpower Group
Headquarters： Wisconsin, United States of
Established: 1948 Website: www.manpowergroup.com
Main Business: HR outsourcing and talent dis-patch/
Headhunting
Stock Exchange： New York Stock Code: MAN
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
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
company in 2012.
CDP
About：
NO.30
Annual revenue
Founded in 1948, ManpowerGroup (NYSE:MAN) , a world leader in global
innovative human resources solutions, seeks to create and deliver ser-vices
to help customers achieve their business goals and human resources
objectives, and enhances their competitiveness. With an annual revenue
of USD22 billion, ManpowerGroup provides a range of services that cover
their whole employment and business life-cycles, e.g., talent search and
launched its business in Great China for the first time, and so far it has over 3,500
Company name
in Chinese：薪得付Company name
in English: CDP Group
Established: 2004 Website: www.cdpgroupltd.com
of 2013: /
About：
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.

Martinsen Group
NO.31
Company name
in Chinese：马丁森集团Company name
in English: Martinsen Group
Headquarters： Marlow, Britain Country: Britain
Established: 1981 Website: www.martinsenchina.com
Main Business: Management training/ HR consult-ing/
Talent assessment
Annual revenue
of 2013: /
About：
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 resources, 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.
HAYS
NO.32
Company name
in Chinese：瀚纳仕Company name
in English: HAYS
Established: 1867 Website: www.haysplc.com
Main Business: Headhunting Annual revenue
Stock Exchange： London Stock Code: HAS
About：
As a professional human resources consulting service
provider, Hays(LON:HAS), headquartered in Great
Britain, is the largest headhunting company in Great
Britain. Hays has some 7800 employees working in 245 offices in 33 countries. Hays has market-leading
positions in the UK, Asia Pacific, Continental Europe and Latin America. Hays is the largest
professional recruitment consulting company in Asia Pacific and it has set up 48 branches in the Asia
Pacific region including 10 offices in Asia. Hays provides long-term jobs for 15,000 people every year,
and temporary staffing for 12000 people. It raked in GBP3256 million in revenue in Fiscal 2011.

2014 Rankings and Whitepaper of TOP 100 HR Service Brands in Greater China by HRoot

2014 Rankings and Whitepaper of TOP 100 HR Service Brands in Greater China by HRoot

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2014 Rankings and Whitepaper of TOP 100 HR Service Brands in Greater China by HRoot