How about Borg Human Resources Group?

Founded on June 5438+ 10, 2003, Borg Group is a human resources service organization approved by government departments earlier. Headquartered in Shanghai, Borg Group is committed to providing professional human resources solutions to customers.

Company name: bolger Group is headquartered in Shanghai. Date of establishment 2003 1 Scope of business Human resources company slogan: Innovation, diligence and sharing bolger's mission: to provide "source" power for customer growth.

catalogue

Introduction to 1 Bolger

2 bolger concept

3 Bortier honor

4 Borg Products-Talent Dispatch

5 Borg products-senior talent recommendation

6 Borg products-production outsourcing

7 Borg products-recruitment process outsourcing

8 Borg Products-Personnel Agency

Borg profile editor

As a leading human resources company in China, Borg focuses on human resources outsourcing/senior talent search/production outsourcing/online recruitment services.

Borg's nationwide service network has spread to 50 regions and cities in China, and there are molecular companies in large and medium-sized cities such as Beijing, Tianjin, Guangzhou and Wuhan. Bolger brings together elites from HR and other industries, relying on the ground platform and network platform covering the whole country to provide tailor-made intimate services for customers.

Bolger concept editor

Borg's mission: to provide "source" power for customer growth.

Provide energy for your sustainable development.

Bolger's vision: to become the most valuable human resources service provider in China.

Become the most valuable provider of human resources solutions.

Bolger's values: innovation, diligence and sharing.

Innovation, diligence and sharing

Bolger slogan: China's more international talent company

More international and more localized

Honorary editor of bolger.

Shanghai xindeguo talents service organizations

Shanghai Modern Service Industry Private Enterprises 100 Top Enterprises

Suzhou Top Ten Friends of Human Resources

Jiangsu province non-public professional intermediary A-level credit unit

China professional agency "AA" credit unit

Bolger Product-Talent Dispatch Editor

Talent dispatch, also known as talent leasing, refers to a new employment method in which employers select urgently needed talents through bolger, and we sign talent dispatch contracts and employee dispatch contracts with employers and dispatchers respectively to standardize the rights and obligations of the three parties during the dispatch period. At the same time, bolger pays employees, handles social insurance and manages files.

The dispatch of talents in bolger can be divided into two categories: one is the dispatch of experts, which is aimed at positions that are difficult for enterprises to recruit or whose recruitment cost does not match the importance of the position, such as professionals in certain industries and transactional talents in front desk administration and finance. The other kind is labor dispatch, which aims at hiring overstaffed personnel in public institutions, expanding employment in enterprise development and sharply increasing orders.

First, the dispatch of talents.

Talent dispatch service refers to the change of the employment relationship between the employer and the employee in the legal sense (the management relationship of daily work remains unchanged), and the human resource service provider becomes the employer in the legal sense of the employee, that is, the employee signs a labor contract with the human resource service provider.

Second, the service content

Dispatching consultation, employee recruitment, labor relations management, salary payment, social security payment, logistics management, employee relations management, employee training, legal services, etc.

Third, the advantages of bolger

1, intensive manufacturing and service industries for more than ten years.

2. Strong recruitment, timeliness and abundant resources.

3, standardized operation, transparency, rapid and timely response

Fourth, the types of dispatch

1. Full dispatch: bolger is responsible for all the work such as employee recruitment, entry procedures, daily service and resignation procedures.

2. Transfer dispatch: The employer is responsible for employee recruitment, and Borg only provides entry and exit procedures and daily services.

3. Staff reduction and dispatch: the original labor relationship of employees is in the employer. After consultation between the employer and bolger, the employee's labor relationship with the employer was dissolved first, and then the employee re-established a new labor relationship with bolger, and the employee still worked in the employer.

4. Project dispatch: The employer employs all kinds of talents for a temporary project, and the staff will be dismissed after the project is completed.

Bolger Products-Senior Talents Recommended Editor

The quantity and quality of senior management talents owned by enterprises are the core of enterprise development and innovation. Choosing a senior talent consulting company with professional qualifications can help enterprises save a lot of time and reduce the risk of recruitment cost loss. Borg focuses on the headhunting business of high-end management talents and high-end technical talents, and has established advantageous industries and resources with new energy, finance, electronics and electricity, machinery manufacturing, biopharmaceuticals, medical care, fast-moving consumer goods and general senior management positions as the core. With rich senior talent database, professional and efficient team, standardized workflow and advanced and fast information technology means, Borg has successfully established mutually beneficial cooperative relations with many well-known enterprises, and successfully found senior managers and special technical talents related to sales, marketing, production and operation, technology, finance and personnel for customers.

Bojie will provide you with meticulous service with professional, efficient and accurate service skills and honest, pragmatic and high-quality service concept. Bolger looks forward to developing with you.

First of all, our commitment

We only serve the fields we are good at, and study and track the elite distribution, talent flow and industry development in these fields for a long time. We conduct an all-round and multi-angle survey of candidates, and ensure the interests of both candidates and enterprises in line with the principle of fairness and justice.

Second, our principles.

1, confidentiality principle. We will sign a confidentiality agreement with our customers to ensure that any business secrets of our customers will be protected by law.

2. The principle of adaptation. The principle of adaptation is the basic principle of our service. There is no best talent, only the most suitable talent. To this end, a deep understanding of the actual situation and essential needs of customers and candidates will run through the whole project progress process.

3. The principle of reliability. In the process of cooperation, we will not take an uncertain position, recommend immoral candidates, and hunt for talents from our partners.

4. The principle of legality. We don't undertake illegal business and don't recommend people who don't obey the law. A strong sense of social responsibility and public welfare is the basic requirement of Bojie for headhunting consultants.

Third, we will solve it for you.

1. The unique background investigation and evaluation system allows you to know the real strength and work background of candidates more transparently and comprehensively.

2. bolger's rich and professional human resources experience can provide you with reference market salary data according to the different characteristics of the industry, so as to protect elite talents from being easily lost.

3. We will cooperate with you for a long time, provide a strong reserve talent force at any time, and customize a personalized retention plan for the enterprise according to the characteristics of the hired talents.

Fourth, service expertise.

General manager, deputy general manager, director, manager (finance, marketing, sales, technology, procurement) and other senior management and professional and technical personnel.

The characteristics of verb (abbreviation of verb) service

1. Cross-regional service network: In addition to Shanghai and the Yangtze River Delta, we have set up branches in Beijing, Tianjin, Chengdu and other places, and established good strategic cooperative relations with first-class headhunting companies in Europe, America and the Asia-Pacific region.

2. Professional consultant team: There are many senior headhunting consultants who have been employed by Fortune 500 companies and have rich experience and extensive contacts in the industry.

3. Routine interview procedures: including initial contact with customers, feasibility study report, project proposal, contract signing, talent interview, interview arrangement, consultation suggestion, follow-up feedback, etc.

Sixth, our advantages.

1. professional team: most of Borg's headhunting consultants come from multinational companies, state-owned holding groups, large listed companies, famous private enterprises, industry elites, senior experts or human resources and psychologists. They have many years of profound corporate senior management and human resources management background and long-term practical experience in headhunting, with outstanding professional experience and extensive contacts.

2. Rich resources: strong database support, with hundreds of thousands of effective candidate resumes, providing you with rich candidate resources. From the customer's point of view, it is efficient and fast to really help customers find the right talents at the fastest speed.

3. Professional ethics: strictly abide by professional ethics, abide by industry norms, do not falsely package candidates, do not deliberately raise candidates' salaries for personal gain, and do not dig employees of client companies or provide false information to harm the interests of customers and candidates during cooperation.

Seven, service process

1. Initial intention: bolger fully communicated with customers and fully understood the job description, requirements, company background, organizational framework, corporate culture and main competitors. These materials will help us find potential candidates and share them with them.

2. Entrust recruitment: The client fills in the "Recruitment Power of Attorney" for the position of the required talents, and describes the specific requirements for the required personnel in detail.

3. Cost negotiation: The two parties judge the difficulty of talent service according to the recruitment power of attorney, and then negotiate the service fee paid by the customer after the talent recruitment service is successful.

4. Signing a contract: both parties sign a formal recruitment entrustment contract according to the negotiation results. .

5. Project operation: Once both parties confirm the direction, Borg will start a professional and systematic search process. We will provide advice to the target company, analyze relevant markets, interview/evaluate candidates and select suitable candidates, complete a report including personal summary, educational background, professional training, career introduction, career details, salary tips, application motivation, personal ability, headhunter evaluation and further suggestions, and submit it to customers. In addition, we also provide salary level reports of positions or personnel related to the submitted candidates for your reference.

6. Information provision: provide the selected personnel information to the customer for reference, and the customer will select the personnel who need to participate in the interview, and the two parties will determine the interview time through consultation according to the specific situation. .

7. Arrange interview: According to the determined interview time and place, arrange candidates to attend the interview at the time and place specified by the client. During the whole interview process, especially for orders for high-level positions, Borg will keep close contact and communication with customers and ask them to provide interview feedback as soon as possible, so that we can further investigate and compare the suitability of candidates. The search and interview will continue until the customer chooses a suitable candidate or a group of candidates.

8. Interview result: The customer determines the suitable candidate according to the interview. After determining the candidate, if necessary, we will continue to help the client and the candidate negotiate the salary and solve some other problems in the process.

9. Payment of fees: The entrusting party pays the recruitment fees according to the contract. Bolger will continue to pay attention to the running-in progress of both parties after the candidates sign the employment notice and take up their posts, and is willing to provide necessary consultation at any time.

10. Follow-up service: During the three-month probation period, if the recommended person is proved not to meet the customer's requirements, Borg will continue to recommend the right person for free until the customer is satisfied.

Borg products-production outsourcing editor

A Good Platform for Enterprise Growth —— Production Outsourcing

Help enterprises reduce costs, improve efficiency and achieve industrial upgrading.

I. Introduction of production outsourcing business

As a new business outsourcing (BPO) mode, production outsourcing means that enterprises provide natural resources such as factory buildings, equipment and energy, and outsource the personnel/production tasks of non-core business to professional production outsourcing companies, thus improving the efficiency of enterprises and reducing costs to a certain extent.

Second, the history of bolger's production outsourcing business

Borg started with professional human resource management services and combined with the production characteristics of the service industry, and began to explore the production outsourcing business in the electronics industry in 2004. After more than five years' practice, we have served more than 65,438+00 enterprises in production outsourcing services, provided a reliable service platform for the production of non-core business of client units, and played a fundamental role in reducing costs and increasing efficiency and enhancing competitiveness of enterprises.

First, business advantages

1, rich practical experience, more than ten successful cases and long-term experience accumulation.

2. The professional team has more than 10 senior consultants with more than 10 years management experience in manufacturing field, dozens of senior consultants with more than 10 years management experience in human resources field, and nearly 100 front-line managers with more than 5 years on-site operation experience.

3. System integration ability to provide customers with "one-stop" integration services and become a reliable production manager.

4. Some cooperative enterprises.

B. Target area

Shanghai, Suzhou, Wuxi, Changzhou and Nanjing

C, target industry

Light industry: electronics, household appliances, semiconductors, food, molds.

Heavy industry: steel, machinery, chemical industry, shipbuilding.

Borg Products-Recruitment Process Outsourcing Editor

Borg talent recruitment process outsourcing is committed to providing comprehensive talent intermediary and consulting services for enterprises, covering senior talents, white-collar workers and blue-gray collars. Bolger has many years' experience in outsourcing service of enterprise recruitment process and a complete recruitment management service system. On the basis of traditional recruitment methods, it has created a brand-new online recruitment service model-China Youth Recruitment.

I. Type of service

1, outsourcing of long-term recruitment functions. That is, the client entrusts all or most of the recruitment and selection work to bolger, and bolger completes the recruitment work of the enterprise by using her own advantages in human resources, evaluation tools and process management. Borg signed a recruitment outsourcing agreement with customers for one year or more, becoming the only recruitment outsourcing service provider designated by customers.

2. Project team recruitment outsourcing. Enterprises often encounter temporary projects and need to recruit a large number of talents in a short time. Borg can use its huge talent pool, huge recruitment channels, excellent search ability, professional selection methods and experience to solve the problem of limited recruitment for customers.

3. Freshman campus recruitment outsourcing. Enterprises can outsource the preparation work of campus recruitment, such as information release, campus presentation, resume receiving and screening, first round interview and written examination, accommodation and itinerary arrangement to Borg, thus alleviating the time pressure of human resources department and improving recruitment efficiency.

4. Recruitment process integration consultation. Borg's recruitment process integration consultation can help large and medium-sized enterprises to optimize the recruitment process, integrate recruitment channels, rebuild the recruitment system, train and coach enterprise recruiters to improve their recruitment skills, build an enterprise talent echelon according to the enterprise development plan, and help them implement it, thus enhancing the support of talents to the competitive advantage of enterprises.

Second, the service content

1. Business scope: manufacturing, finance, insurance, power and telecommunications, electronic appliances, chemicals, fast-moving consumer goods, biopharmaceuticals, medical devices, IT, trade and other industries.

2. Services: job information release, resume screening, talent evaluation, interview organization, background investigation and physical examination.

Third, the service process

Understand the requirements:

Experienced RPO consultants are responsible for communicating job requirements and key requirements.

Clarify the recruitment conditions and assessment standards of candidates, and formulate the recruitment agency plan.

The RPO team determines the project manager by analyzing the job market, making a talent mining plan.

Sign an agency contract

Mining talents:

Publish information through multiple channels to find suitable talents.

Receive resumes and screen them.

Organize written test and interview.

Investigation and recommendation of talent background

Follow-up service:

Organize physical examination and sign a contract.

Labor relations management, social security payment, etc.

Fourth, our advantages.

1, a perfect recruitment system. The accumulation of talent information, reasonable recruitment process and perfect recruitment management system will provide customers with corresponding talent demand with both quality and quantity.

2. Efficient recruitment team. Borg's recruitment team consists of a group of human resources recruitment experts with international vision and rich experience. Years of recruitment experience enable them to quickly understand customer needs, efficiently integrate various resources, and provide customers with "high-quality, efficient and accurate" personalized services.

3. National service network. At present, Borg has established molecular companies in Shanghai, Beijing, Tianjin, Guangzhou, Wuhan, Chengdu, Shenzhen, Nanjing and Suzhou. Based in Shanghai, the company will build a nationwide recruitment service network to provide in-depth services to customers all over the country.

4. Online recruitment. In order to expand the recruitment scope, enrich the recruitment structure and provide an interactive platform for recruitment enterprises and candidates, bolger has launched a professional recruitment service website-Zhongqing Recruitment.

Borg Products-Personnel Agent Editor

Personnel agency refers to a human resources company that is authorized by the personnel department of the government and entrusted by units or individuals in accordance with the requirements of relevant national personnel policies and regulations, and provides all-round services such as personnel file management, professional title evaluation, social endowment insurance collection, and political examination abroad for all kinds of talents in various ownership economies, especially non-public economic units and their service scope. It is a new measure of personnel reform to realize the separation of personnel use and personnel relationship management. Personnel agency can be entrusted by the unit or by the individual. It can be entrusted by multiple companies, such as personnel relations, wage relations, personnel files, and social pooling of endowment insurance, or it can be entrusted by a single company, such as personnel files.

Borg provides customers with a one-stop service platform for public affairs and personnel, handles the relationship with government departments and simplifies the workflow. Customers save the trouble of direct contact with government departments, greatly reduce the communication cost with government agencies, and can concentrate on developing markets and business.

First, the service content

1. Handle employee recruitment procedures: handle employee recruitment procedures for customers, including personnel transfer, graduate employment declaration, worker recruitment, foreign employment, employment filing, labor contract appraisal, etc.

2. Handling employee resignation procedures: If a customer employee fails to renew the labor contract upon expiration, resigns, dismisses or terminates the labor contract within the contract period, Borg will handle relevant procedures such as dismissal and resignation.

3. Acting as an employee's personnel relationship and personnel file: responsible for the personnel file management of customer employees, issuing personnel certificates, job transfer and file transfer.

4. Establish employee work files: establish work files for customers' employees, including work situation, performance situation, training, health and assessment.

5. Payroll payment and personal income tax declaration: pay employee salaries and declare personal income tax on behalf of customers. At the same time, it also handles the application and approval procedures of salary manual for customers.

6. Acting as an agent for social security and provident fund: Acting as an agent for employees' social insurance participation and change procedures, and for the increase and decrease of housing provident fund, and paying supplementary pension, supplementary provident fund and employment security fund for the disabled on behalf of customers.

7. Provide various commercial insurance, welfare and training programs, rules and regulations design, salary design, etc.

8. Handling of industrial accidents: assist customers to handle industrial accident claims.

9. Organize employee physical examination: organize employee physical examination according to customer requirements.

10, providing consultation on labor policies and regulations: providing consulting services on personnel and labor-related policies and regulations to customers.

1 1. Acting as an agent for labor mediation, labor arbitration and labor litigation.

12, others: collective hukou, professional title evaluation, marriage and childbearing, one-child certificate, transfer of party and group relations, notarization of political examination abroad, resettlement of returned students, etc.

Second, the advantages of personnel agency

1, customer company. Personnel agency for client companies, especially for non-state-owned enterprises and state-owned enterprises and institutions in the process of restructuring, realizes the socialization of personnel management affairs, helps customers get rid of specific trivial personnel management affairs and devote themselves to enterprise management and market competition. Personnel agency can reduce the establishment of personnel institutions and personnel costs, thus achieving the effect of reducing costs and increasing efficiency. At the same time, the personnel agency can quickly handle all kinds of welfare and personnel labor affairs related to employees, solve personal worries, let employees focus on their jobs, and enhance their satisfaction and loyalty to the enterprise.

2. Individual employees. Personnel agency services guarantee employees' legitimate rights and interests, due social and political treatment and personnel services, such as unchanged identity, continuous length of service, file salary increase stipulated by the state, full employment grading, professional title evaluation, overseas acceptance, party and mass management, social insurance agency, housing accumulation fund, annual examination of various certificates, etc.

Third, the personnel agency procedures

1. The principal applies to the agent and provides relevant materials.

2. The agency shall review the materials declared by the entrusting party.

3. The entrusting party signs a personnel agency contract with the agent.

4. The agent asks the relevant parties for personnel files, administration, salary, organizational relations and other information, and goes through the relevant formalities.

5. The rights and obligations of both parties of personnel agency shall be clearly stipulated by both parties in the form of agreement, and shall be observed jointly.