Development prospects of the human resources industry

For many companies, human resources issues have become one of the bottleneck factors in corporate development in 2012. With the frequent flow of talents in various industries, companies have an increasing need to provide various trainings for employees. As a result, companies need to bear higher additional costs; many companies are even more difficult to find management or technical personnel who meet the job requirements. Therefore, more and more companies hope to seek the services of professional human resources service agencies to improve the efficiency of human resources management.

In terms of job search demand, the number of job seekers for university graduates nationwide increased from 4.95 million in 2007 to approximately 6 million in 2011, and may reach approximately 7 million in 2012. Coupled with the increasing mobility of talent in our country, the number of people seeking jobs and changing jobs through human resources service agencies is also increasing. The demand for human resources services in our country is increasing day by day.

Statistical data shows that in 2010, various human resources service agencies across the country held 147,000 on-site job fairs (exchange meetings), with 102.18 million job seekers participating, and participating units 6.21 million times, providing 93.44 million recruitment position information. Various human resources service agencies held 120,000 training courses of various types and trained 6.97 million people of various types. In addition, they provided talent assessment services to 980,000 people and provided various human resources management consulting services to 630,000 employers. Through headhunting services, 870,000 senior talents of various types were successfully recommended and hired.

The "China Human Resources Service Industry In-depth Research and Investment Strategic Planning Analysis Report" by the Qianzhan Industry Research Institute shows that at present, my country has initially formed a multi-level and diversified human resources market service system. The internal integration of resource services also extends from initial job introduction, training and migrant population file management to a complete human resources service industry chain, including policy consultation, job recruitment, labor and personnel agency, employment guidance, vocational training, entrepreneurship guidance, and social security , labor dispatch, talent assessment, talent search, management consulting and service outsourcing and other businesses.

However, although it has achieved rapid development, my country's human resources service industry is still in an extensive stage of development. At present, my country's human resources services mainly focus on primary services such as talent recruitment, dispatch, and administrative affairs agency, while mid-to-high-end services such as management information, education and training, and function outsourcing are still relatively weak.

In addition, the domestic human resources service industry is not highly specialized and the product structure is unreasonable and cannot be ignored. China's human resources services mainly focus on primary services such as talent recruitment and dispatch. There are fewer high-end services such as headhunting, human service outsourcing, human resources management consulting and other high-value businesses. The level of professional services is low and there is a lack of talents.

As for lower-end labor dispatch, it also faces various problems, such as tens of thousands of labor dispatch units, widespread irregularity, lack of legal regulations, and lack of rights and interests of dispatched workers. There are many problems such as lack of reasonable guarantees. For higher-end human resources services, such as the human resources consulting industry, the biggest problem is that the level of professionalism needs to be improved.

Take the American RAND Corporation as an example. The company's experts account for 88% of the total number of employees, including 28% engineering technicians, 12% physicists, 14% mathematicians, 9% planning and statistics experts, 15% economists, 6% sociologists, operations researchers 4% of the total number of employees, all of whom have business management experience and are proficient in business operations. The same goes for human resources consulting, which requires professionals with proficiency and rich practical experience. However, the development of domestic human resources consulting has just started, the institutions are complex but not sophisticated, and there is a lack of talents.

At present, some excellent human resources service companies with a certain scale have initially emerged across the country. In the human resources recruitment industry, as the recruitment market expands year by year, several major recruitment companies account for more than 80% of the market. Before Chengwuyou Online Recruitment, its online recruitment business accounted for 58.6% of total revenue in 2011, making it the main source of revenue. In 2011, the total revenue of China's online recruitment market reached 2.18 billion yuan, a year-on-year increase of 28.6%. Among them, 51.51, Zhaopin Recruitment, and China Talent Network generated online recruitment businesses of 800 million yuan, 630 million yuan, and 340 million yuan respectively. The revenue scale ranks among the top three, accounting for a total of 81.2%. However, several companies have a single profit model, and the homogenization trend of business competition is serious. Each company needs to innovate its service model and clearly define its positioning.

In response to the increasingly huge human resources market demand, the domestic human resources service industry must be committed to changing the extensive development mode, innovating business models, improving the level of specialization, broadening and extending the industrial chain, and achieving industry professionalism , proficiency, and in-depth development.