What are the four famous HR companies in the world?

I Huaxin Huiyue (Huiyue Consulting Company)

Wyatt Consulting is a world-renowned consulting firm engaged in human resource management and actuarial science, with 87 offices in 37 countries and more than 5,000 experts.

The company established business relations with Chinese mainland on 1985.

The company started its business and services in China from 1985, and formally established Wyatt Consulting (Shanghai) Co., Ltd. on 1998.

The company provides services in human resources strategy, finance, salary and welfare, performance management, employee exchange and retirement planning.

In the Asia-Pacific region, Wyatt's services include: employee welfare consulting, investment consulting services, human capital services, salary and performance management, data services and surveys, and insurance consulting.

2. Hewitt United Limited Liability Company (Hewitt Company)

Hewitt Associates LLC is one of the largest comprehensive human resource governance consulting companies in the world, specializing in providing strategic human resource governance solutions for enterprises, and its clients include more than 75% Fortune 500 enterprises.

In 20001year, the global turnover was USD 654.38+0.5 billion, and now it has opened 82 branches in 37 countries with more than 654.38+02,000 employees.

Hewitt is the largest and most experienced multinational consulting company in Greater China.

Three. Heyi Group Co., Ltd. (Heyi Management Consulting Co., Ltd.)

Heyi Group 1943 was established in Philadelphia, USA, and currently has more than 70 offices in 34 countries around the world.

The company provides comprehensive human resource governance and leadership consulting services for global customers, involving the establishment of human resource governance system.

The diagnosis and reconstruction of corporate culture, the cultivation of leadership, the selection and guidance of senior managers, the planning of reserve cadres and career development, the establishment of salary and incentive system, etc.

It has always been in the leading position in the world in salary system, performance management, job evaluation, corporate culture and emotional intelligence.

The company has provided professional services to nearly10,000 customers, including Fortune 500 companies and state-owned and private enterprises in various countries.

4. Mercer human resources consulting:

The history of Mercer human resource consulting can be traced back to 1937 when Marsh &; Amp Maclennan).

1959, Weidaxin Group merged with William M Mercer Co., Ltd. (1945, the company founded by William Manson Mercer in Canada) and began to adopt the name of "William M Mercer".

Since 1975, Visa has officially become a wholly-owned subsidiary of Weidaxin Group.

In 2002, the company was renamed Mercer Human Resources Consulting Company (Mercer Investment Consulting Company was also established, which also belongs to Weidaxin Group).

They share leading intellectual capital, show the charm of thinking and decision-making, and strive to maintain first-class service and technical standards no matter where they work.

Extended data

Four development stages of human resources:

The first stage: administrative and transactional human resources

In the first stage, it emphasizes the administrative management of human resources. At that time, HR (personnel department) paid attention to the terms of labor agreement, provided human resources services and ensured compliance with laws and regulations.

The distinctive feature of human resources is described as "administrative and transactional organization".

So as long as HR can provide consistent, low-cost and efficient basic services-salary settlement, pension management, attendance monitoring, employee recruitment, etc. This is considered a responsibility.

The second stage: functional and professional human resources

The second stage of HR emphasizes the innovative practical design of HR in talent search, reward and return, learning and communication.

For example, the executives of General Electric Company realized that whether the company can cultivate leaders who can support international business growth at all management levels quickly and with high quality will have a far-reaching impact on the company's long-term performance.

The third stage: strategic human resources

The focus of the third stage of human resources is to make individual employees and integrated human resources practice system promote the success of enterprises through strategic human resources management.

When the business strategy of an enterprise is determined, HR personnel should shoulder the heavy responsibility of evaluating and improving the level of talents, culture and leadership, with the aim of making these three elements enough to help the enterprise realize the strategy.

The fourth stage: HR from outside to inside

In the fourth stage of HR, practical activities such as HR policy process should be used to promote some changes in external operating conditions and respond to external changes in time.

This stage is called "human resources enter from the outside" stage.

"Outside-in" HR goes further than strategic HR, and they will adjust their work according to the business environment of the enterprise and the needs of stakeholders.