Liu Hong: The next gap or a human resource service agency giant

Liu Hong: The next gap or a human resource service agency giant

Gong Ying, a reporter from China Renren News Agency

Man is the most active productivity element. my country has a population of over 1.4 billion, of which the labor age population is nearly 900 million. It is the country with the world's largest population and the most rich human resources. How to think of the reform and opening up, yesterday, today, and tomorrow of my country's human resources service industry? Standing at the second century -old struggle goal new starting point, how will the human resources service industry adapt to the new format and write a new chapter? In this regard, the reporter specially interviewed The founder and chairman of the first resource, Ms. Liu Hong, the development path of the pulse industry.

Reporter: It has been more than 20 years since entering the trip since 2001. It can be said that you are both a witness and participant in the development of the human resources service industry, but also the promoter and watcher of the industry's development. In your opinion, since the reform and opening up, especially since the 18th National Congress of the Communist Party of China, what are the important stages of the development of the human resources service industry? In the past ten years, what new trend has the development of the human resources service industry?

Liu Hong: The human resources service industry in my country has gone through four development stages, which are the starting exploration period (1979-1992), the period of format development (1993-2006), and industry molding period (2007-2017). And the cooperative development period (2018 to the present).

Since the 18th National Congress of the Communist Party of China, China's human resources service industry has developed rapidly, and annual operating income growth has basically maintained double digits. Wanjia. In the past ten years, the application of new technology has become a global trend. New technologies such as cloud computing, big data, artificial intelligence, virtual reality, and blockchain have been closely linked to the human resources service industry. At the same time, the level of digitalization such as recruitment, flexible employment, and human resources management in the human resources service industry has continued to strengthen, and online services are becoming more and more complete. Especially since the outbreak of the epidemic, the traditional offline recruitment service business has been blocked, and the technology empowering industry services has ushered in new opportunities. At present, the human resources service industry has gradually changed the traditional offline market development method. Promotion has become a new development trend.

Reporter: Industry is the "aorta" of the country's and urban economic development. In your opinion, how can human resources better serve the development of the industry, promote industrial upgrading, and truly realize the integration of production?

Liu Hong: The Fifth Plenary Session of the Eighteenth Central Committee of the Communist Party of China clearly put forward the five major development concepts of "innovation, coordination, green, openness, and sharing". Innovative development, as the first concept of the five major development concepts, focuses on higher quality and higher benefits. It has proposed a clear direction and path for how human resources promote the development of the industry.

In the direction, demand is the fundamental factor that determines the development of the industry. Only by market demand and promoting industrial development management innovation, technological innovation, service innovation, and product innovation through talent development, can we win the opportunity and achieve sustainable development.

On the way, one is to vigorously develop headhunting services. The international headhunting industry is very mature, and my country's headhunting industry is still in the preliminary stage of development and has huge room for growth. The second is to vigorously develop high -tech and high -tech content such as human resource management consulting, talent assessment, training, etc. At present, many talent services in my country still stay in traditional and single products such as on -site recruitment, personnel agency, archives management, social security funding, and other traditional and single products. The road of human resources service format. The third is to implement the "New Technology+Human Resources Services" operation. Promote the combination of new technologies and traditional talent services to meet the level of continuous improvement of talents. In addition, supporting human resources service agencies to expand the scope of operations in the relevant subdivisions of modern service industries, and support leading human resources service leading enterprises to strengthen and excel, is also an important way to promote industrial upgrading and achieve production talent integration and development.

Reporter: In recent years, with the rise of flexible use of workers, what new requirements have been put forward on the traditional service model of the human resources service industry? The 20th National Congress of the Communist Party of China is about to be held. In order to adapt to the new stage of development, what do you think of the industry can make efforts from?

Liu Hong: At present, the rise of flexible use of workers can solve the problems that the human resources department cannot solve, help the employer to obtain commercial value, and provide service products with market demand. Therefore, it also puts forward new requirements for the traditional service model of the human resources service industry, which can work hard from the following three aspects.

The first is integrated human resources service capabilities. Starting from the actual needs of enterprise employment, it is necessary to solve the integrated work of fast recruitment, skills training, performance management, labor management, and employment risk management and control. In the future, human resource service agencies are required to provide an integrated solution for enterprise employment and form a community of interests with customers. They are guided by business results to help customers succeed in the external market competition.

The second is the efficient technical service platform. Due to the diversity, complexity and professionality requirements of employment enterprises, human resources service agencies need to have more efficient, more professional, and lower cost than the human resources department of the enterprise. They must rely on technology to drive services, improve their professionalism, reduce costs, and resolve talent management. Various problems encountered in the service.

The third is a highly professional service team. Human resource service agencies are modern service companies. They need advanced service concepts, and professional project management, business process management, target management and other systems are required as support. It also requires professional employee teams. These factors are indispensable. Reporter: Talent is the first factor in development. Do you think that the human resources service industry must achieve good and high -quality development. How to link and play the role of the government's "tangible hands" and the market "invisible hand"?

Liu Hong: Give full play to the decisive role of the market in resource allocation, and vigorously cultivate independent and independent market entities in accordance with the principles of "non -prohibited or not" and "non -prohibited." Driven functions of market mechanisms such as supply and demand, price, competition, and risks to form a unified, open, competitive and orderly market system; use the incentive role of market mechanisms, enhance supply capacity, improve supply efficiency, and make up for the lack of government supply.

To better play the role of the government, you need to play two characters: "makers" of institutional rules, improve the design and planning system of the market economy system, and create a fair and competitive market environment and system environment; Legal, unsatisfactory, and irrational market behaviors, make up for the lack of spontaneity, blindness and lagging of market regulation, and maintain the healthy operation of the market economy.

With the continuous development of economy, technology, and management, the government's "tangible hand" and the "tangible hand" of the market have also changed the effect of effective role, and the significance and effectiveness of the collaboration between the two are increasingly prominent.

Reporter: What do you think is the opportunity for the next change of the human resources service industry, or where is the next air outlet?

Liu Hong: After more than 40 years of development, the human resources service industry has made a new pattern coexisting from a single personnel service to mid -to -high -end headhunter, service outsourcing, flexible employment, HRSAAS and other multi -formats, but the market competition pattern is still relatively scattered. For example, the 2021 annual report disclosed by the first domestic A -share human resources service company Kerui International (300662) showed that its operating income and net profit of that year hit a record high, reaching 7.010 billion yuan, a year -on -year increase of 78.29%, but its market share did To 0.3%. The human resources service industry market is highly scattered, and it is still based on the service area and lacks national human resources service giants.

In the next time, there may be giants from capital to help human resources service agencies. In April 2022, the State Council issued the "Opinions on Accelerating the Construction of the National Unified Market", which provided an action program for the construction of a national unified market in the future from a global and strategic height. In the future, there will be more and more human resources service agencies in cross -regional cross -regional regional, and the stronger the market will be stronger. The unified large market will create more large -scale human resources service institutions, which will be more conducive to the integration of the industry and promote the development of the industry. At the same time, the traditional business of human resources services will gradually shrink, and the emergence of flexible employment forces the industry to explore new business models and products, and improve service efficiency through technology upgrades. The market will gradually eliminate irregular companies that rely on low -cost operations in the industry. Compliant operation, lean operations, professional services, and technological innovation will become the main theme of the industry. The era of "new cross -border competition" is coming, and the human resources service industry will inevitably usher in new changes.

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