HRoot hr market watch 2013-may

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HRoot Global Human Resources Service Industry MarketWatch is released by Competitive Intelligence System (CIS) developed by HRoot, a leading Chinese human resources media & internet company. The CIS tracks intelligence of over 100 china-based HR service providers covering HR consulting, HR training, head hunting, recruitment, talent assessment, HRO, e-HR, eLeaning, HR media, and HR convention.
The Intelligence seamlessly tracks and monitors trend of developments of HR industry, the result of which is well collected, edited and sorted by our specialists. HRoot Human Resources MarketWatch covers intelligence on laws & policies of human resources, news & events, contracting information, financial statement, website traffic ranking, etc. HRoot Human Resources MarketWatch provides business managers with real-time and comprehensive information about competitors and competitive environment so that they make wise decisions and handle ever-changing markets with flexibility.

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HRoot hr market watch 2013-may

  1. 1. HRoot is a leading HR media and Internet company in China whose brands and services include:HRoot.com, a world’s leading HR management website; Human Capital Management magazine,a leading industry journal; Overclass, an elite club for HR professionals; the Annual HumanResources Awards in Greater China, a top-notch industry event with utmost authority, scale andinfluence; the China Human Capital Forum and the China HR Services Expo, each being thelargest event of its kind in the country. It has cloud media platforms with its iPhone, iPad and Androidapps in an effort of mobile marketing. HRoot releases the monthly white paper of MarketWatch ofGlobal HR Service Industry, and the annual reports of the “Global 50 Human Resources ServicesProviders” and the “Top 100 Human Resources Services Brands in Greater China”, each beingcelebrated as a barometer of this industry.The website of HRoot has some 1.5 million HR professionals as its registered user, and it registersmore than 500 million visits each year; HRoot has more than 10,000 people attending its off-lineevents each year, and 30,000 readers of its publication. HRoot serves over 20,000 customers now,including more than 95% of the Fortune 500 companies in China. It has more than 300 HR servicesproviders, business schools, associations as its ad clients and sponsors, and among them are nineout of the top ten global HR services providers.About The Publisher
  2. 2. 2012HRoot人力资源行业市场洞察HRoot Global Human Resources Service IndustryMarketWatch is released by CIS (CompetitiveIntelligence System) developed by HRoot, a leadingChinese human resources media & internet company.The CIS seamlessly monitors and tracks trend ofdevelopments of HR industries in real-time 24/365.Key data and information covering news, eventsand transformation of HR providers, competitors andcompetitive environment will be well collected, edited,sorted and delivered to readers on a monthly basis byour specialists.For more information please visit:http://marketwatch.hroot.com/ .Contact usSue Woo021-5821 5197 5821 5127021-5821 8663Suite 511, North Building, No. 77Eshan Road, Pudong, Shanghaimarketing@hroot.comhttp://www.hroot.comhttp://weibo.com/hrootchinahttp://www.linkedin.com/company/hrootView more activitiesvia iPhone App"HRoot Expo"View the report viaiPhone/iPod App"HRoot Lite"View the report viaiPad App "HRoot"View the report viaAndroid App "HRoot"HRoot Global Human ResourcesIndustry MarketWatch 2013
  3. 3. Marketing Events4.Contracting Information5.6.7.8. Appendix 2: Global Rankings of WebsiteTraffic of HR Service ProvidersAppendix 1: Ranking List of MarketCapitalization of Human ResourcesService ProvidersOthersLaws and Policies2.About HRoot GlobalHuman Resources IndustryMarketWatch 20131.Industry Trends● Recruitment Trends● Institutional and Personnel Changes● Lastest Business Development● Financial Status● Research Report● Awards & Honours3.CONTENTS
  4. 4. 2012HRoot人力资源行业市场洞察1.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficHRoot Global Human Resources Service Industry MarketWatch is released byCompetitive Intelligence System (CIS) developed by HRoot, a leading Chinesehuman resources media & internet company. The CIS tracks intelligence of over100 china-based HR service providers covering HR consulting, HR training, headhunting, recruitment, talent assessment, HRO, e-HR, eLeaning, HR media, and HRconvention.The Intelligence seamlessly tracks and monitors trend of developments of HRindustry, the result of which is well collected, edited and sorted by our specialists.HRoot Human Resources MarketWatch covers intelligence on laws & policies ofhuman resources, news & events, contracting information, financial statement,website traffic ranking, etc. HRoot Human Resources MarketWatch providesbusiness managers with real-time and comprehensive information about competitorsand competitive environment so that they make wise decisions and handle ever-changing markets with flexibility.Currently, the following contents and data are covered in this Intelligence:● Laws & Policies: Monthly updates on major laws of human recourses, policesand information issued or modified by national and/or local governments● News & Events: Monthly updates on recruitment trends, personnel changesat HR service providers, latest business development, financial statement, majorsurveys & reports, awards, M&A, and etc.● Market Events: Monthly updates on marketing promotions by HR serviceproviders, including summits, forums seminars, and etc.● Contracting Information: Monthly updates on information of clients entering intocontracts with information of HR service providers.● Ranking of Market Capitalization of Listed Companies: Monthly ranking oflisted HR companies by market capitalization. Data on market cap are calculatedfrom the monthly closing price of companies.● Ranking of Global Traffic of Websites: It is ranked according to the global trafficof websites, which was the mean of the monthly statistic collected from tool barsby Alexa. The number various with the daily PVs by independent IPs, and thusindicates the popularity of a website.HRoot Global Human ResourcesIndustry MarketWatch 2013
  5. 5. 1HRoot Global Human ResourcesIndustry MarketWatch 2013Department of Housing and Urban-Rural Development: Expandedcoverage of provident fund deposit may subject to rigid requirements **(May 13, 2013, Beijing) To fully ascertain the housing provident fund systemoperating conditions and potential risks, the Ministry of Housing and Urban-RuralDevelopment is researching on the housing provident fund system across thecountry. Among them, the housing provident fund coverage is one of the focusesof the research team. An officer involved in the research of the Ministry said thatfrom the preliminary investigation of the situation, there is a big difference in thehousing provident fund coverage, and it needs to be further expanded. Meanwhile,the amounts of housing provident fund are different between industries, andenterprises, while non-public enterprises, especially SMEs are generally low intheir amounts.Hainan fully implements monthly payment system of wages formigrant workers *(May 13, 2013, Haikou) Hainan has begun to implement in some cities andcounties real-name system management of migrant workers, and variousconstruction sites are required to submit the roster of migrant workers to the laborsecurity supervision departments each quarter,to while the system of payingmonthly salaries for migrant workers is also installed. Details include: makingmonthly payrolls, applying for bank cards for each migrant worker, the generalcontractors shall remit to bank cards the monthly salaries as per the gross amount.The implementation of real-name system management of migrant workers canprovide proofs to the arbitration department or the migrant workers once labordisputes arise.1.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites Traffic
  6. 6. 2HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficShanghai: The new version of a tax declaration form to be used inAugust **(May 16, 2013, Shanghai) From August 1 this year, it needs to fill in a new formwhen declaring personal income tax. Yesterday, the Shanghai tax authoritiespublished a revision of the countrys new tax declaration form in total of 12 pages,which has added two sheets, maintained three sheets, and revised 7 sheets. Thetwo sheets newly added are personal income tax base information table (Table A),and another is taxpayers personal income tax basic information table (Table B).The new version also integrates similar or comparable degenerate returns, andsimplifies reporting contents, effectively reducing the burden on taxpayers andwithholding agents, for example, it reduces the existing six tables of productionand management class into three tables, while reduces the existing five tables ofwithholding returns declaration into three.Chinese economic slowdown led to the slowdown in wage increase **(May 20, 2013, Beijing) In 2012 the annual income in urban non-privateorganizations was RMB 46,769, an increase of RMB4,970 from RMB41,799 in2011, or an increase rate of 11.9%. In contrast, the average wage of employees inprivate urban organizations was RMB28,752, showing an increase of RMB4,196from RMB24,556 from 2011, showing a nominal growth rate of 17.1%, which ishigher than the non-private sector. The rapid growth of income of the private sectorwas largely due to the adjustment of the minimum wage by the government.Tianjin: Each startup launched by students can receive a loan ofRMB300,000 **(May 25, 2013, Tianjin, /Xinhua.net/) Tianjin has strengthened institutionalmanagement secured loans and has substantially increased the maximum loanamount, according to the Tianjin Finance Bureau. University graduates who launchtheir own businesses, and self-employed persons can receive a maximum ofRMB300,000 as a gesture of support. Recently, the Tianjin Finance Bureau andthe Tianjin Human Resources and Social Security Bureau, Peoples Bank of ChinaTianjin Branch jointly issued the notice "On further improving management ofsmall loans to promote entrepreneurship and to create jobs," a document clearlyrequires further increase in investment to help with the optimization and upgradingof the small amount secured loan policy.
  7. 7. 3HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficMinistry of Human Resources and and Social Security issues the"2012 Annual Human Resources and Social Security DevelopmentStatistical Bulletin" **(May 28, 2013, Beijing) The website of the Ministry of Human Resources andSocial Security released today the "2012 Annual Human Resources and SocialSecurity Development Statistical Bulletin". The document says that in 2012, 25provinces adjusted the minimum wages, and the average margin of increasehitting 20.2%. The highest monthly minimum wage was RMB1,500 in Shenzhen,while the highest hourly minimum wage was RMB14 in Beijing. Data show that in2012 the average annual income of urban employees in non-private sector wasRMB46,769, showing an increase of RMB4,970 from RMB41,799 in 2011; it showsan increase rate of 11.9%, 2.5% lower than that of the previous year.Revenues of the five social insurance funds hit RMB2.8909 trillion **(May 28, 2013, Beijing) In 2012 the five social insurance funds (excluding urbanand rural residents social pension insurance) totaled RMB2.8909 trillion yuan,an increase of RMB486.6 billion over the previous year, showing a growthrate of 20.2%, said the Ministry of Human Resources and Social Security. Theexpenditures of the funds totaled RMB2.2182 trillion, up RMB412.7 billionover the previous year, showing an increase of 22.9%. By the end of 2012 thenumber of people participating in urban basic pension insurance was 30.427million, representing an increase of 20.36 million people. The number of insuredemployees hit 22.981 million, and 74.46 million retirees attended the insurances .By the end of the year the number of migrant workers participating in the basic old-age insurances hit 45.43 million people. They number of people participating inbasic corporate pension insurance hit 28.272 million.
  8. 8. 5HRoot Global Human ResourcesIndustry MarketWatch 201358.com and the Net for the Disabled launch recruitment platform **(April 28, 2013, /DoNews/) 58.com and the China Net for the Disabled haverecently reached a cooperation agreement on the recruitment of the disabled.58.com adds one question to the recruitment notices, "Are you willing to acceptpeople with disabilities?" If a hiring enterprise ticks this setting, 58.com will provideautomatically the resumes of the disabled coming from the China Net for theDisabled. In addition, 58.com has scheduled to launch on May 19, the InternationalHandicap Day Chinas first large-scale public service recruitment platform forthe disabled. The China Net for the Disabled, founded by the China DisabledPersons Federation, is the first large-scale service system linked to the portal ofthe disabled, and it has the most comprehensive database of disabled personsand resumes to ensure that the information is true and accurate. Through thispartnership, 58.com will combine its own platform resources with the Net for theDisabled, and will also provide employment opportunities to many people withdisabilities.ADP: U.S. companies add a meager 119,000 jobs in April ****(May 1, 2013, /Forbes/) Hiring at private businesses remained sluggish last month,as job growth continues to slow in the beginning of the year. Employers addedjust 119,000 workers last month, according to payroll giant ADP. The figure isconsiderably below economists’ forecasts. They’d expected closer to 155,000.March’s gains were revised lower (by 27,000) to 131,000.Stock futures dropped further this morning after this morning’s news. Dow Jonesindustrial average futures declined 5 points to 14,839.8. S&P 500 and Nasdaqcomposite futures were flat.There’s an important trend immediately apparent from the ADP data. Smallbusinesses are hurting. Once the engine for employment growth, small businesshiring is falling. Consider these figures: In January, small businesses added115,000 jobs in January as large ones lost 2,000. In April, small businesses added50,000 as large ones grew by 43,000. Observers chalk the decline in small-business strength to a number of factors, from increased Obamacare expenses tohigher taxes this year.1.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites Traffic
  9. 9. 6HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficEurozone youth unemployment hits 3.6 million *(May 1, 2013, /HR Magazine/) Almost a quarter of 16 to 25 years olds in theeurozone are unemployed, according to official figures published by statisticsagency Eurostat. Greece was the worst affected country, with 59.1% of under-25s unemployed. This is followed by Spain at 55.9% and Italy at 38.4%. Eurostatfigures revealed unemployment in the 17 countries hit 12.1% in March, up from12% in February - equivalent to 19.2 million jobseekers.Greece and Spain recorded the highest overall unemployment rates in theeurozone, at 27.2% and 26.7% respectively, while Austria, at 4.7%, and Germany,at 5.4%, had the lowest rates.The EUs employment and social affairs commissioner Laszlo Andor warned EUinstitutions and governments, business and social partners at all levels need to doall they can to avoid a "lost generation".Recruiter Robert Walters says UK hiring set for recovery **(May 23, 2013, /Reuters/) - A stable job market in Britain bodes well for an upturnin permanent recruitment that would mirror a recovery already under way in Asia,the founder of Robert Walters Plc (RWA.L) told Reuters.Robert Walters, the 58-year-old chief executive of the recruitment companythat bears his name, said he believed a decline in hiring people for permanentemployment in Britain had reached its lowest point. While the global recruitmentindustry has seen a decline in permanent placements in favor of lower-margintemporary hires - due in part to low business confidence in Europe - the reverse istrue in Britain, according to a study published this month.Permanent hiring in Britain has risen steadily over the last seven months, the studyon 400 recruitment companies by the Recruitment and Employment Confederationand auditing firm KPMG showed.
  10. 10. 7HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficSeeking help for China’s labor market *****(May 23, 2013, /cn.wsj.com/) A survey of more than 600 firms conducted in Marchby human resources consulting firm Mercer also pointed to a slowdown in hiringplans. The survey found 51% of firms planning to add to their headcount, and 16%planning layoffs, a move in the wrong direction from 55% and 9% respectively inthe fourth quarter of 2012.Cherry Xu, senior consultant at Mercer China, said employers are more cautiousthan the same period of last year, when the demand for hiring was notably higher.With China’s white-collar workers taking their job search online, recruitmentwebsites like Zhaopin.com have become one measure of labor market strength. InApril, the number of new job opportunities on Zhaopin.com plunged 23% from theprevious month. With the first quarter a seasonal peak for hiring, some decline inApril is normal. But Zhaopin still saw warning signs.“Slowing growth in economy and industries has resulted in job cuts. Since thesecond half of last year, waves of job cuts were seen in several industries,including IT, telecommunication, power, manufacturing, financial and onlineretailers. Companies that cut jobs range from large multi-internationals to state-owned enterprises,” a Zhaopin spokesman said.China’s purchasing managers’ indexes also pointed to job losses. The official PMIemployment index came in at 49 in April, down from 49.8 in March and the 11thstraight month below the 50 mark that separates hiring from firing. The preliminaryHSBC Markit PMI for May showed factories shedding workers for a second month.In a worrying sign, the HSBC survey also showed service sector firms starting toshed jobs in April, the first time they have done so since January 2009.
  11. 11. 8HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficRobert Walters: Number of Hong Kong IT jobs grew in Q1 **(May 29, 2013, Hong Kong, /cw.com.hk/) The number of several types of ITvacancies in Hong Kong was up 2.6% from 27,689 in Q4 2012 to 28, 417 in Q12013, according to a recently released report by recruitment firm Robert Walters.These vacant posts included IT supervisor, IT manager, programmer, and databaseadministrator. Robert Walter tracks advertisement volumes for various professionalpositions across leading job boards and national newspapers in China, HongKong, Japan, Malaysia, Singapore, and South Korea.Overall, job advertising figures in Hong Kong increased by 10.8% from theprevious quarter and 17.4% from January to March, according to the company. Thegrowth was backed by Hong Kongs quarterly GDP jump that leveraged on Chinasimproving economy, Robert Walters explained.
  12. 12. 9HRoot Global Human ResourcesIndustry MarketWatch 2013PwC eyes bid for Roland Berger **(Apr. 27, 2013, /FT.com/) PwC has emerged as a potential bidder for RolandBerger Strategy Consultants, the management consultancy that flirted with atakeover by Deloitte in 2010. Two people close to the situation said that PwC, theworld’s biggest auditor and consultant by fee income, was eyeing the Munich-headquartered group. Its interest comes amid broader talk that big auditors couldbe primed for a fresh burst of expansion in the consulting market, which has offeredthem stronger growth than their traditional businesses in recent years.One of the people said PwC had also expressed an interest in buying all or part ofBooz & Company, another management consultant.Northgate Arinso plans to raise head count in India by 25% *(May 1, 2013, Hyderabad, /mydigitalfc.com/) Northgate Arinso, the UK-basedhuman resources outsourcing and payroll business process outsourcing (BPO)services provider, said it was looking to increase its head count by 25 per cent thisfinancial year. At present, it has about 1,300 employees in India. Of these, around375 are in its Hyderabad centre and the remaining at its Kochi centre. These twocentres account for more than 15 per cent of its global employee strength. Indiawas strategic to it to address the growing global demand, said Monica Luzon, vice-president (global operations of delivery centres), Northgate Arinso. The graduatetrainee programme initiated by the company yielded good results in the past.Globally, it employs over 8,500 dedicated to delivery of human resource consulting,human resourceoutsourcing and human resource technology.1.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites Traffic
  13. 13. 10HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficHarvey Nash adds non-exec ahead of chair change *(May 3, 2013, /Recruiter magazine/) Recruitment and outsourcing group HarveyNash has taken on David Bezem as a non-executive director, ahead of the pre-announced appointment of a new chair of the company next month. Bezem joinsthe board on 1 June and has over 25 years’ experience providing corporatefinance advice, focusing on the support services and media sectors. He was mostrecently managing director at the corporate finance business of Altium.At Harvey Nash’s annual general meeting on 20 June, chair Ian Kirkpatrick is toretire, to be succeeded by Julie Baddeley, with non-exec Ian Davis also taking ona more senior role.Fiona Vickers to join Korn/Ferry International as senior client partner **(May 3, 2013, LOS ANGELES, /PRNewswire/) Korn/Ferry International(NYSE:KFY), a premier global provider of talent management solutions, todayannounced that Fiona Vickers will be joining the firm as a Senior Client Partner.She will be based in Korn/Ferrys London office.Ms. Vickers will work across the technology and consumer markets with clients inthe highly branded consumer services, media and digital sectors."Fiona brings to Korn/Ferry strong credentials, having had more than 20 years ofexperience in executive search," said Werner Penk, Senior Client Partner, GlobalMarket Managing Director, Technology, Korn/Ferry International. "Her ability todevelop C-level relationships in technology will be a strong asset to our practice."Throughout her career, Ms. Vickers has placed more 300 top executives, andhas been heavily involved in global and pan-European assignments assistingcompanies in the process of establishing and expanding European organizations.
  14. 14. 11HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficCorporate Resource Services acquires Summit Software, offers cloudbased enterprise apps **(May 6, 2013, NEW YORK, /BUSINESS WIRE/) Corporate Resource Services,Inc. (OTCBB: CRRS), a diversified staffing, recruiting, and consulting services firmproviding managed services and trained employees in the areas of Insurance,Information Technology, Accounting, Legal, Engineering, Science, Healthcare,Life Sciences, Creative Services, Hospitality, Retail, General Business and LightIndustrial work, has closed on its previously-announced acquisition of SummitSoftware, a division of Tri-Tel Communications, Inc."Summit Software is an exciting acquisition for CRS and we are diversifyingour portfolio of service offerings to the marketplace," said John Messina, theCompanys President and CEO.Founded in 1982 and based in Little Rock, Arkansas, Summit Software providesenterprise software applications and cloud-based hosting solutions for the PEOand staffing industries.Paychex names new Senior Vice President of Service **(May 17, 2013, ROCHESTER, N.Y.,/BUSINESS WIRE/) Paychex, Inc. (PAYX), aleading provider of payroll, human resource, and benefits outsourcing solutionsfor America’s small and medium-sized businesses, today announced that John B.Gibson will be the company’s new senior vice president of service. Most recently,Gibson was president and chief executive officer of AlphaStaff, a national providerof human resource outsourcing services to small and medium-sized businesses.Prior to that, Gibson was president of the HR Management division of Convergys(CVG), a global leader in technology, outsourcing, and business services withrevenues of $2 billion.Heidrick & Struggles announces new partners in Chicago and New York **(May 30, 2013, CHICAGO and NEW YORK, /GLOBE NEWSWIRE/) Heidrick& Struggles International, Inc. (Nasdaq:HSII), the premier professional servicesfirm focused on serving the leadership needs of top organizations globally, todayannounced the arrival of two new Partners; Chicago based, Patricia Coleman joinsthe Life Sciences Practice, and Jeff Cohn joins the Leadership Consulting Practicein New York.
  15. 15. 12HRoot Global Human ResourcesIndustry MarketWatch 2013Adecco staff reaches more than half a million people in 50 countries(May 2, 2013, Zurich) On Tuesday, over 10,000 Adecco employees in 50 countries,organized more than 1,000 actions in over 500 cities around the globe. Reachingmore than half a million youngsters in the streets, in public places, at schools anduniversities, they offered career guidance and free training workshops to supportthem in their job search and improve their employability.Given the current, dramatic employment prospects for young people--globally,almost 300 million 15 to 24 year-olds are unemployed or inactive and the Eurozoneyouth unemployment rate again hit a record-high of 24%–Adecco employeesworldwide gave a helping hand to school leavers and graduates in their search fora job; a particularly challenging task in today’s tough labour market environment.Driven by the belief that access to work is a fundamental right, over 10,000 Adeccoemployees in 50 countries kicked off the Adecco Way to Work™ programme onApril 30 and took to the streets, visited nearly 300 schools and universities to offercareer advice, guidance and free training workshops.Corporate Resource Service selects Accutrace as national provider ofbackground screening services *(May 3, 2013, NEW YORK, /BUSINESS WIRE/) Corporate Resource Services,Inc., a diversified staffing, recruiting, and consulting services firm providingmanaged services and trained employees in the areas of Insurance, InformationTechnology, Accounting, Legal, Engineering, Science, Healthcare, Life Sciences,Creative Services, Hospitality, Retail, General Business and Light Industrial work,today announced that it has selected Accutrace, Inc. as its Background ScreeningProvider throughout the United States."CRS is excited to work with Accutrace and consolidate all of our BackgroundScreening Services into one location," said Michael Golde, Chief Financial Officerof Corporate Resource Services. "This new relationship will enhance our ability toturn around employees quicker for our clients and offer a full spectrum of screenand verification services to our customers."Insperity Retirement Services extends 401(k) plan RecordkeepingServices to financial Institutions **(May 3, 2013, /4-traders.com/) Insperity, Inc.(NSP),a leading provider of human resources and businessperformance solutions for Americas best businesses,today announced that Insperity Retirement Serviceshas extended its 401(k) plan recordkeeping servicesto financial institutions seeking to further automate andstreamline their retirement plan offerings.Furthermore,this extension into the financial institution sectorprovides an additional opportunity for Insperity to servesmall and medium-sized businesses by supportingtheir 401(k) plans.1.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites Traffic
  16. 16. 13HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficEdenred launches mobile site for childcare vouchers *(May 14, 2013,/employeebenefits.co.uk/) Edenred, the leading childcare providerof childcare vouchers, has launched in UK a childcare voucher service forsmartphones offering increased flexibility and convenience to working parents. Asecure mobile site designed to work with all smartphones enables beneficiariescheck their balances, view statements and make payments on the go. The new sitedesigned for smartphones means parents no longer need a desktop computer tomanage their childcare vouchers.Kronos and SuccessFactors partnership helps organizations manage aglobal workforce in the Cloud ****(May 14, 2013, CHELMSFORD, Mass.,/fortmilltimes.com/) --Kronos Incorporatedtoday announced a partnership with SuccessFactors, an SAP company, and theleader in cloud-based business execution software, to allow global organizations tomanage their employees effectively. The partnership will help deliver on integratedworkforce management, human resources, payroll, and talent managementofferings in the cloud.The parties’offerings can help organizations to: leverage a solution for a globalworkforce – Building on successful deployments in many countries, Kronos andSuccessFactors offer global expertise and the ability to accommodate complexlabor rules, pay policies, and help ensure successful talent management. Deployingin the cloud enables these organizations to reduce administrative costs; shortenlearning curves for managers and employees; and expedite system-wide policychanges. As a result, organizations become more responsive globally as laborinformation flows quickly and can be viewed at a site, area, country, or enterpriselevel.
  17. 17. 14HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficCTG Group and SAP launch HRO big data cloud app***(May 15, 2013, /ce.cn/) The China Talent Group and SAP AG, the worlds largestenterprise management and collaborative business solutions provider, hasreached a comprehensive strategic partnership, which will combine advanceddata processing technology to promote implementation of talent strategies andmanagement transformation with more flexible, efficient and diversified humanresource management overall programs. At the "Big Data Era Salary Trends: 2013CTG remuneration report conference" held on April 24, SAPs global vice presidentCai Yanbin said that in 2012 CTG and SAP Group reached a global strategyagreement. CTG and SAP will cooperate in two main areas: one is based on theoverall talent management services solutions, to use CTG Group’s a nationwideservice network and SAP’s leading cloud computing services to provide customerswith the first HRO services covering the whole life cycle; Second, integratedmarketing terminal management solutions basing on SAP’s mobile technology, asolution to utilize the latest, timely and effective data to help companies achievebusiness improvement.Work Market announces $10,000,000 expansion financing to fundcontinued growth **(May 17, 2013, NEW YORK, /PRNewswire/) Work Market, the leading enterprise-class freelance labor platform and marketplace, announces on May 14 the close ofa $10 million Series Scale financing. The round was led by new investor SoftBankCapital with participation from existing investors Union Square Ventures and SparkCapital. Jordan Levy, General Partner with SoftBank Capital NY, will join the WorkMarket Board of Directors as an observer. Work Market, founded in 2010 by JeffreyLeventhal and Jeff Wald, provides hundreds of corporations such as Omnicom,Adecco, NCR and Lockheed Martin with an enterprise software solution tomanage freelancers and contractors. Clients access a marketplace of highly skilledfreelancers, in which nearly 10,000 people are engaged in work every day.
  18. 18. 15HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficTaleBase launches cepin.com ***(May 20, 2013, Guangzhou) www.cepin.com, a website that provides applicationsolutions given by TaleBase, was launched today. This website helps graduateswith inadequate knowledge about careers or do not have clear pictures aboutthemselves make their job decisions and take action, so that they can take thefirst steps in their job-seeking .The comprehensive solutions contain evaluationproducts, decision aid tables, corporate file packets and interview data packets.Those packet set has accurate understanding of user personality, interest andabilities, and recommends candidates to the most appropriate types of jobs anddelivers specific career proposals to them.TMC/Berlitz and DDI announce strategic partnership **(May 20, 2013, PRINCETON, NJ AND PITTSBURGH, PA) TMC, a BerlitzCompany and Development Dimensions International Inc. (DDI) will join forcesthrough a strategic partnership to bring the best of leadership and culturaldevelopment together for their clients, poising both world-class organizations todominate the global leadership development market.TMC/Berlitz will offer clients and prospects worldwide access to DDI’s industrygold-standard Interaction Management®: Exceptional Leaders developmentprograms for new supervisors and frontline leaders and its Business ImpactLeadership® programs for mid-level and senior leaders. Available through DDIwill be TMC/Berlitz’s industry-leading cultural and inclusive leadership programs,access to its Cultural Navigator® online learning platform and its CulturalOrientations Indicator® (COI) that enables users to effectively communicate andcollaborate in a global team environment.
  19. 19. 16HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficTechnology supporting development launched across Korn/Ferryorganisation **(May 23, 2013, /www.theglobalrecruiter.com/) Korn/Ferry International has launcheda career development management tool aimed at employees and organisations.The system, called Forte, was first showcased at HR Tech in October 2012. Now itis available in both browser and iPad version through Korn/Ferry and its subsidiarybusiness, Futurestep. Through an easy-to-use interface, Forte gives employeescontrol over their personalised career development plan and maps out a clear pathto the next level – focusing on the specific skills needed at each stage.“It has never been more important for companies to demonstrate their commitmentto employee development than it has today,” explains Byrne Mulrooney, CEO ofFuturestep.ManpowerGroup refines business model **(May 23, 2013, /www.biztimes.com/) ManpowerGroup, the Milwaukee-basedglobal leader in contingent and permanent recruitment workforce solutions, todayannounced it is differentiating and evolving its business model to deliver faster,higher quality matches to employers and job seekers. Market volatility is creatingmany challenges for employers including compressed cycles and margins,continual cost and pricing pressure, and increased competition. These pressureshave impacted workforce models too. In anticipation of the shifting businessenvironment, Manpowers service delivery approach evolved, and today marks theformal launch of the next chapter in Manpowers 65-year history.
  20. 20. 17HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficRobert Walters Korea unveils improved salary check app ***(May 28, 2013 - SEOUL, /ACN Newswire/) - Professionals in Korea can nowcompare their salaries to similar roles at multinational companies with theredesigned Salary Checker app, launched recently by recruitment consultancyRobert Walters. Robert Walters Korea helps bilingual professionals advance theircareer goals by matching them with opportunities in global businesses in Korea.The Salary Checker app draws upon the 14th annual Global Salary Survey, themost comprehensive review of recruitment market conditions and salary levelsavailable. The free app offers accurate salary ranges for thousands of job typesin Korea and worldwide. Since its launch in 2011, the app has received more than200,000 downloads. The Salary Checker is available on all tablets and smartphones (both Apple & Android devices), and has stormed the business app charts -hitting number two in the Google Play Store and number four in the iTunes store inthe UK.ADP innovative health plan preview tool **(May 30, 2013, Roseland, NJ) leading human resources, payroll and benefitsadministration services provider today announced the launch of ADP ADP healthassessment tools to help "ADP Retirement Services customers measure ofcorporate employee retirement readiness. This tool is growing ADP latest in asolution that helps employers of all sizes to measure the success of their retirementplans to help participants obtain financial security, and provide viable solutions.The program helps plan sponsors evaluate retirement plans, so that becomes easyto implement health programs to improve employee retirement.
  21. 21. 18HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficManpowerGroup hikes dividend 7% **(May 1, 2013, Milwaukee, /MarketWatch.com/) Staffing specialist ManpowerGroup(NYSE: MAN ) announced Tuesday it will pay a new, higher semiannual dividend of$0.46 per share on June 14 to shareholders of record at the close of business onJune 3.ManpowerGroup has paid a semiannual dividend consistently since 1994,with the just-declared payout representing a 7% increase, or $0.03 per share, fromits prior distribution of $0.43.ManpowerGroup places more than 630,000 individuals with 400,000 clientsacross 80 countries and territories. The most recent dividend payment equatesto a $0.92-per-share annual dividend yielding 1.7% based on the closing price ofManpowerGroups stock on April 30.Monster Worldwide reports Q1 2013 results ***(May 02, 2013,NEW YORK, /BUSINESS WIRE/) -Monster Worldwide, Inc. todayreported financial results for the first quarter ended March 31, 2013. Concurrently,Monster announced that its Board of Directors has authorized the repurchase of upto $200 million of the Companys outstanding shares over a period of 24 months.First Quarter 2013 Business Highlights:-- Non-GAAP Operating Expenses declined by 8% year over year--GAAP EPS from Continuing Operations of $0.10--Non-GAAP EPS from Continuing Operations of $0.08--Deferred Revenue increased to $356 million from $352 million at year end--Corporate Restructuring Efforts to Improve Profitability Substantially Completed--Board Authorizes Share Repurchase Program of Up to $200 MillionMonster continues to maintain its leadership traffic position in the U.S., and moreimportantly, the conversion of that traffic into quality job applies has increasedsignificantly. Monster renewed its focus on the global rollout of advanced andproprietary localized product offerings built on its 6Sense semantic searchtechnology, including the Netherlands and France. On a global basis, businessderived from the Companys advanced and proprietary product offerings, includingCareer Ad Network, Power Resume Search and SeeMore(R), continued tooutperform traditional product offerings, contributing approximately 20% toMonsters Global Careers business.
  22. 22. 19HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficZacks upgrades shares of Heidrick & Struggles **(May 2, 2013, /mideasttime.com/) Zacks upgraded shares of Heidrick & Struggles(NASDAQ: HSII) from an underperform rating to a neutral rating in a research notereleased on Tuesday morning, Stock Ratings Network reports. They currently have$13.40 price target on the stock.Shares of Heidrick & Struggles (NASDAQ: HSII) traded down 0.96% during mid-day trading on Tuesday, hitting $12.37. Heidrick & Struggles has a 52 week lowof $11.12 and a 52 week high of $20.47. The stock’s 50-day moving average iscurrently $14.0. The company has a market cap of $223.4 million and a P/E ratioof 36.74. The company also recently announced a quarterly dividend, which isscheduled for Friday, May 17th. Stockholders of record on Friday, May 3rd will bepaid a dividend of $0.13 per share. This represents a $0.52 annualized dividendand a dividend yield of 4.16%.LinkedIn announces Q1 result, outlook weak *****(May 2, 2013, /benzinga.com/)LinkedIn (NASDAQ: LNKD) released its fiscal first-quarter earnings results after the closing bell on Thursday. The company reportedboth earnings and revenue well above consensus estimates, but its Q2 guidancewas weak. As a result, the stock was trading down around 10 percent in late tradeto $181.60. Net income for Q1 was $22.6 million or $0.20 per share, compared to$5 million or $0.04 per share, in the year ago period. Adjused net income was $52.4million or $0.45 per share, versus $16.9 million or $0.15 per share, in last yearsfirst-quarter. This easily topped Wall Street consensus EPS estimates of $0.31.Net revenue for the quarter was $324.7 million from $188.5 million last year. Thisalso came in above Wall Street sales estimates of $317.08 million. Looking aheadto Q2, LinkedIn guided for revenue of $342 million to $347 million. This is wellbelow current consensus of $359.24 million. For the full-year, the company lifted itsrevenue outlook to a range of $1.43 billion to $1.46 billion versus its previous viewof $1.41 billion to $1.44 billion. This remains below consensus of $1.49 billion forthe full-year.
  23. 23. 20HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficHarvey Nash Group plc PT raised to GBX 99 at Panmure Gordon (HVN) *(May 2, 2013, /utahpeoplespost.com/) Harvey Nash Group plc (LON: HVN) had itsprice target upped by Panmure Gordon from GBX 66 ($1.02) to GBX 99 ($1.53) ina research note released on Tuesday morning, StockRatingsNetwork reports. Theycurrently have a buy rating on the stock.Separately, analysts at Shore Capital Stockbrokers reiterated a buy rating onshares of Harvey Nash Group plc in a research note to investors on Friday, April26. Harvey Nash Group plc (LON: HVN) traded down 2.04% on Tuesday, hittingGBX 72.00. Harvey Nash Group plc has a 52-week low of GBX 46.50 and a 52-week high of GBX 81.25. The stock’s 50-day moving average is currently GBX56.18. The company’s market cap is £52.5 million.Monster Worldwide Inc. (NYSE:MWW) up by 5.14% *(May 5, 2013, /Nautilus Investment Strategies Magazine/) Monster Worldwide, Inc.(NYSE:MWW) closed at $4.91 up by 5.14%, and is currently 22.14% above its 52-week low of $4.02. The 52-week range of the stock is $4.02 and $9.63 and thestock traded throughout the day in a range of $4.71 and $5.07. At the current pricelevel the market capitalization of the stock is $573.67 million. The company has anEPS of$0.51 and at the current price levels the P/E ratio of the stock is 9.61. Thetrailing twelve month income of the company is $58.17 million with sales of $890.39million over the same period. The stock has an insider ownership of 2.86% whilethe institutional ownership in the company’s stock is 94.44%. The insiders havedecreased their ownership in the past six months by 3.84% while the institutionshave decreased their ownership over the past three months by 4.49%. The relativestrength index of the company’s stock is 63.47 at the current levels.
  24. 24. 21HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficADP Q3 profit rises 6.7% amid jump in new business ***(May 3, 2013, /MarketWatch.com/) Automatic Data Processing Inc. (ADP) sfiscal third-quarter profit rose 6.7% as the payroll and benefits-administrationcompany continued to add new clients. Widely recognized for its stamp onworker paychecks, ADPs business stretches from payroll management to theadministration of employee benefits and outsourcing of human resources tasks.Recent quarters have seen some of its strongest growth in new customers comefrom small to medium-sized companies. For the latest period, the companysaid new-business sales for employer services and professional employerorganizations services--a key metric for ADP--jumped 12% from a year earlier. Forthe quarter ended March 31, ADP reported a profit of $452.4 million, or 92 centsa share, compared with a year-earlier profit of $423.8 million, or 85 cents a share.Total revenue rose 6.8% to $2.92 billion. Analysts polled by Thomson Reutersexpected earnings of 91 cents a share on $2.92 billion in revenue. Revenue at thecompanys employer-services segment, by far its biggest by sales, rose 6.8% to$2.11 billion. The number of employees on ADPs clients payrolls in the U.S. rose3.3% during the period.Adecco SA’s “Sell” rating reaffirmed at Espirito Santo Investment Bankresearch **Espirito Santo Investment Bank Research reaffirmed their sell rating on shares ofAdecco SA (EU: ADI1) in a report issued on Thursday. They currently have a CHF41.90 target price on the stock.A number of other firms have also recently commented on ADI1. Analysts atDeutsche Bank reiterated a buy rating on shares of Adecco SA in a research noteto investors on Wednesday, April 24th. They now have a €56.00 ($73.68) pricetarget on the stock. Separately, analysts at AlphaValue reiterated an add rating onshares of Adecco SA in a research note to investors on Thursday, April 18th. Theynow have a €54.50 ($71.71) price target on the stock. Finally, analysts at HSBCdowngraded shares of Adecco SA from an overweight rating to a neutral rating in aresearch note to investors on Wednesday, April 17th.
  25. 25. 22HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficKronos Cloud growing at breathtaking rate; Kronos reports outstandingQ2 results **(May 8, 2013, CHELMSFORD, Mass.) Kronos Incorporated, the global leader indelivering workforce management solutions in the cloud, today announced financialresults, company advancements, and customer successes for the second quarterof Fiscal 2013. Kronos revenue for the quarter increased 13 percent to $234.4million. Earnings before interest, tax, depreciation, and amortization (EBITDA)increased 21 percent to $75.3 million.The Kronos Cloud is growing at a breathtaking rate. More than 8,000 organizationsnow leverage the Kronos Cloud, the industrys most robust and comprehensiveworkforce management cloud platform. "We delivered outstanding growth in oursecond quarter - including a 119-percent increase in workforce managementcloud revenue," said Aron Ain, Kronos chief executive officer. Kronos continuesto experience a tremendous customer response to its new Workforce Ready™suite in the Kronos Cloud for small and midsize businesses (SMBs), as well asits Workforce Central® suite in the Kronos Cloud for medium and large enterpriseorganizations.51job Q1 profit declines 9.7% on higher expenses; provides Q2outlook ****(May 9, 2013, Shanghai, /RTTNews.com/) Chinese integrated human resourceservices company 51job, Inc. (JOBS) reported Thursday a profit for the first quarterthat declined 10 percent from last year, reflecting revenue decline and loweroperating margins amid higher expenses. The company also provided earningsand revenue outlook for the second quarter of fiscal 2012."Although the late Chinese New Year holiday meaningfully delayed the recruitmentpeak season and affected the amount of revenues we were able to capture in thefirst quarter, we have observed a solid increase in hiring activity and improvedsentiment among employers in 2013," President and CEO Rick Yan said in astatement.The Shanghai, China-based company reported net income of 108.80 million yuanor $17.52 million for the first quarter, down 9.7 percent from 120.51 million yuan inthe prior-year quarter. Earnings per share declined to 1.82 yuan or $0.29 from 2.03yuan a year earlier.On American Depository share basis, earnings increased to 3.64 yuan or $0.59from 4.06 yuan last year.Excluding items, adjusted net income for the quarter was 123.65 million yuan or$19.91 million, compared to 132.33 million yuan in the year-ago quarter. Adjustedearnings per share was 2.07 yuan or $0.33, compared to 2.23 yuan a year earlier.On American Depository share basis, adjusted earnings was 4.14 yuan or $0.67,compared to 4.46 yuan last year.Total revenues for the quarter edged down 0.1 percent to 380.38 million yuan or$61.24 million from 380.81 million yuan in the same quarter last year.Online recruitment services revenues increased 8.3 percent, while averagerevenue per unique employer decreased 10.0 percent. From the year-ago quarter.
  26. 26. 23HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficAdecco SA upgraded to overweight by JPMorgan Chase **http://www.dailypolitical.com/)Adecco SA (EU: ADI1) was upgraded by analysts atJPMorgan Chase to an “overweight” rating in a research report issued to clients andinvestors on Monday, Stock Ratings Network reports. The firm currently has a CHF60.30 price target on the stock. ADI1 has been the subject of a number of otherrecent research reports. Analysts at Barclays Capital reiterated an “equal weight”rating on shares of Adecco SA in a research note to investors on Wednesday,May 8th. They now have a CHF 59 price target on the stock. Separately, analystsat Deutsche Bank reiterated a “buy” rating on shares of Adecco SA in a researchnote to investors on Tuesday, May 7th. They now have a CHF 56 price target onthe stock. Finally, analysts at Espirito Santo Investment Bank Research reiterateda “sell” rating on shares of Adecco SA in a research note to investors on Thursday,May 2nd. They now have a CHF 41.90 price target on the stock.Investors snap up $50 million in Halogen Software shares **(May 14, 2013, OTTAWA,/Ottwa Citizen/) Halogen Software Inc. is lighting up thespirits of technology investors with the sale of $50.2 million in shares. The Halogenlaunch on the Toronto Stock Exchange will be the best cash-raising performancefor a new public Ottawa company since Mitel Networks launched three years ago.Investment bankers sold the stock of the human resource management softwarecompany at a price of $11.50 per share, which is at the high end of the $10-to-$12target range. Halogen and early U.S. investor JMI Equity Fund VI sold 4.8 millionshares. The strong performance is a sign of renewed investor interest in Canadiantechnology companies after a long depressed period brought on by the collapse ofNortel and troubles at RIM/BlackBerry.
  27. 27. 24HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites Traffic51job’s “Overweight” rating reaffirmed at Morgan Stanley ***(May 14, 2013, SHANGHAI, /mideasttimes.com/) Morgan Stanley reissued theiroverweight rating on shares of 51job (NASDAQ: JOBS) in a research reportreleased on Friday morning, Analyst Ratings Network reports. Morgan Stanleycurrently has a $66.20 price target on the stock, up from their previous price targetof $65.70. “We believe 51job, a leading online recruiting player in China with~40% market share, should continue to benefit from the online recruiting marketexpansion in China. Its penetration into other HR services (i.e. outsourcing andtraining) should lead to further upside, as less than 3% of 51job’s online customershave purchased other HR services, implying further cross-selling opportunities.Strong cash will support the stock price with net cash accounting for over 30% ofits market value.,” Morgan Stanley’s analyst commented.Shares of 51job (NASDAQ: JOBS) opened at 57.22 on Friday. 51job has a oneyear low of $34.00 and a one year high of $61.74. The stock’s 50-day movingaverage is currently $58.33. The company has a market cap of $1.667 billion and aP/E ratio of 23.27. 51job, Inc. is a provider of integrated human resource servicesin China. As of December 31, 2009, the Company had print operations across 19major cities in China.Marsh & Mclennan PT raised to $44.00 **(May 14, 2013, /www.mideasttime.com/) Marsh & Mclennan Com (NYSE: MMC),a worlds leading global advice and solutions providers in risk, strategy and humancapital.had its price target boosted by Deutsche Bank from $40.00 to $44.00 in aresearch note released on Thursday morning, Analyst Ratings Network reports.They currently have a buy rating on the stock.Marsh & Mclennan Com (NYSE: MMC) traded up 0.94% on Thursday, hitting$39.84. Marsh & Mclennan Com has a 1-year low of $30.74 and a 1-year high of$39.85. The stock’s 50-day moving average is currently $37.9. The company has amarket cap of $21.912 billion and a price-to-earnings ratio of 17.64.A number of other analysts have also recently weighed in on MMC. Analystsat Zacks reiterated a neutral rating on shares of Marsh & Mclennan Com in aresearch note to investors on Monday, May 6th. They now have a $41.00 pricetarget on the stock. Finally, analysts at BMO Capital Markets initiated coverageon shares of Marsh & Mclennan Com in a research note to investors on Thursday,April 18th. They set a market perform rating on the stock.
  28. 28. 25HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficFortune Industries, Inc. reports Q3 earning **(May 15, 2013, INDIANAPOLIS, /PRNewswire/) Fortune Industries, Inc. (NYSEMKT: FFI) announced today results for the third quarter ended March 31, 2013.Highlights:Except for a non-cash charge to goodwill, the Companys operations for the threemonth period ended March 31, 2013 were relatively consistent with the prior threemonth period ended March 31, 2012.Revenue for the third quarter ended March 31, 2013 was $14.888 million ascompared to revenue of $16.038 million for the third quarter ended March 31,2012, representing a $1.150 million (7.2%) decrease in revenue. Revenuedecreased primarily due to a slight reduction in total worksite employees of 1.1%which resulted in a decrease of $9.6 million in direct gross wages. Despite this 7.2%decrease in revenue, the Company reported gross profit of $3.444 million in theMarch 31, 2013 quarter compared to $3.278 million gross profit in the comparativeMarch 31, 2012 quarter. This increase in gross profit resulted from the Companysability to reduce its workers compensation and benefits expense.Marsh & McLennan Companies, Inc. : Marsh & McLennan CompaniesHolds 2013 Shareholder Meeting **(May 16, 2013) Marsh & McLennan Companies, Inc. (NYSE: MMC) today held itsannual meeting of shareholders at which the Company announced that its Board ofDirectors voted to increase both the Companys quarterly cash dividend and sharerepurchase program.The Board of Directors increased the quarterly cash dividend by 9% to $.25 pershare on outstanding common stock. The dividend is payable on August 15, 2013to shareholders of record on July 11, 2013.The Board also authorized an increase in the Companys share repurchaseprogram, allowing management to buy back up to $1 billion of the Companyscommon stock. Marsh & McLennan Companies also announced that shareholdersre-elected the entire slate of 2013 director nominees for a one-year term expiring atnext years annual meeting. In further business at the annual meeting, shareholdersratified the selection of Deloitte & Touche LLP as the Companys independentregistered public accounting firm for 2013 and approved, by nonbinding vote, thecompensation of the Companys named executive officers.
  29. 29. 26HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficHalogen Software completes initial public offering ***(May 17, 2013, OTTAWA, /CNW/) - Halogen Software Inc., a leading provider ofcloud based talent management solutions, announced today that it has completedits initial public offering (IPO) and secondary offering of its common shares (the"Offering"). Halogens common shares will begin trading today on the TorontoStock Exchange under the symbol "HGN"."Were very proud to have completed our IPO so successfully, especially withsuch strong interest and support from the investment community," said Halogensexecutive chairman and co-founder, Michael Slaunwhite. "This is an importantmilestone for us, one that will accelerate our position as a leading global providerof talent management software solutions for mid-market organizations."Pursuant to the Offering, Halogen issued 4,365,218 common shares at a price of$11.50 for total gross proceeds to Halogen of just over $50 million . In addition,434,782 common shares were sold by JMI Equity Fund VI, L.P. (the "SellingShareholder") at a price of $11.50 per share, for total gross proceeds to the SellingShareholder of approximately $5 million .Insperity expands stock buyback program *(May 17, 2013, /RTTNews.com/) Insperity, Inc. ( NSP ) said Thursday that its board ofdirectors has authorized an expansion of its stock repurchase program by an additional1 million shares.The company has repurchased over 415,000 shares under the plan in 2013, and as aresult of the expansion now has about 1.4 million shares available for repurchase.The company also declared a quarterly cash dividend of $0.17 per share, payable onJune 21 to all shareholders of record as of May 31.Insperity said it is currently analyzing its investment in The Receivable Exchange, anonline marketplace for the sale of accounts receivable. In 2011, Insperity acquireda minority interest in Receivable Exchange for $2.8 million. Insperity has recentlybeen informed that Receivable Exchanges current valuation estimate is significantlybelow Insperitys carrying value. Accordingly, Insperity expects to record a non-cashimpairment charge in the second quarter of 2013 at an amount up to $2.8 million, or $0.11per share.
  30. 30. 27HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficNYSE has not received annual report from Ambow **(May 20, 2013, /sootoo.com/) Ambow (NYSE: AMBO) today announced that it hasreceived notice from the New York Stock Exchange, saying that it is not able tosubmit its 20-F annual report ending on December 31, 2012. On April 30, 2013,Ambow has submitted its 12b-25 file to the U.S. Securities Exchange Commission(SEC) about its late submission of the 2012 Annual Report, claiming that companyneeded more time to complete the annual report because of the change of itsindependent auditor. Ambow is stepping up efforts to complete its report to theNew York Stock Exchange.ATAI releases quarterly and full year earnings **(May 30, 2013, Beijing, /Tencent.com/) ATA Software (ATAI-US) today announcedthe earnings of the fourth quarter and full year ending March 31, 2013. TheQ4 2012 results: net revenues hit RMB52.2 million ($ 8.4 million), compared toRMB60.5 million in Q4 2011; net loss was registered RMB6.1 million yuan ($1million), compared to net profit of RMB3.3 million. The annual report of Fiscal 2013results: net revenue hit RMB366.7 million ($59 million), an increase of 4.1%; netprofit of RMB23.2 million ($ 3.7 million), compared to its net profit of RMB55.8million in Fiscal 2011.
  31. 31. 28HRoot Global Human ResourcesIndustry MarketWatch 2013Monster: More people believe it important to scrub their online personabefore starting a job search **(May 1, 2013, MAYNARD, Mass., /BUSINESS WIRE/)--A recent U.S. pollconducted by Monster.com, the worldwide leader in successfully connecting peopleto job opportunities and flagship brand of Monster Worldwide, Inc. (NYSE: MWW),reveals that 73% of respondents believe it is important to clean up their onlinepersona before looking for a job.Monster asked visitors to its U.S. site, "How important do you feel it is to clean upyour online profile (posts, pictures, status updates, etc.) before conducting a jobsearch?", and resulted in the following findings:-- It is very important to clean up my online profile before I look for a job -- 64%-- It is somewhat important to clean up my online profile before I look for a job -- 9%-- It is slightly important to clean up my online profile before I look for a job -- 4%-- It is not at all important to clean up my online profile before I look for a job -- 7%-- I do not have an online profile -- 16%The results of the current Monster Poll are based on votes cast by MonsterU.S. site visitors from: March 18 -- April 1, 2013. The poll, which received 1,275responses, is part of the Monster Meter, an ongoing series of online polls thatgauge users opinions on a variety of topics relating to careers, the economy andthe workplace. This poll is not scientific and reflects the opinions of only thoseInternet users who have chosen to participate.The war on talent is still a danger to staff retention levels, says KellyServices HR director **(May 2, 2013, /HR Magazine/) UK employers are still facing dangers in retainingstaff because the war on talent is "still very much alive", according to HR directorat recruitment firm Kelly Services, Katie Ivie.Responding to research published today that shows two thirds (66%) of employeesare seeking training outside their workplace in order to advance their careers, Ivietold HR magazine workers no longer want "old-fashioned" training methods. "Thetraining budget is always the first to be hit when companies are cutting budgetsbut employers need too open up their mindset and get away from worn-out trainingmodels," Ivie added. The Kelly Global Workforce Index (KGWI) revealed only 50%of employees believe the training offered by their employer is good enough to helpthem upgrade their skills and progress in their careers. It found as many as 57% ofemployees are seeking training in order to pursue a completely new field of work.The research also found employers are frequently missing opportunities by notoffering appropriate training tailored to their workforce.1.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites Traffic
  32. 32. 29HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficClarius Group Limited : Shortage of business managers across fivediverse business sectors **(May 7, 2013, /4-traders.com/) Despite an oversupply of skilled labour in manysectors, there was a significant shortage of managers across a diverse rangeof industry sectors in the March quarter 2013, according to the new ClariusSkills Indicator, released today. The Indicator reveals a shortage of 3,200skilled managers in hospitality, retail and service managers and a shortfall of2,200 skilled advertising and sales managers. Kym Quick, CEO of the ClariusGroup of recruitment companies, said the numbers reflected a shortage of keymanagement skills and the urgent need to build revenue streams across thesesectors. "Demand for managers is usually less sensitive to the fluctuations in thecycle of economic conditions as they tend to have high skill levels and extensiveexperience that employers are keen to retain," she said.Aon Hewitt released 2013 Global Cities personnel risk index,manufacturing moving inland may incur personnel risks *****(May 7, 2013, Shanghai) Aon Hewitt, the leading global human resourcesconsulting and outsourcing firm of Aon Group (NYSE: AON), released the 2013Personnel Risk Index of Global Cities. Among the 20 Chinese mainland citieson the list, Beijing, Shanghai and Hangzhou are ranked the top three, whileChongqing appear at the end. In the global 138 cities researched, Beijing,Shanghai and Hangzhou were ranked 55th, 56th and 60, and they are also the 20Chinese cities of the lowest risk considered by the survey. The research evaluatesthe five risk categories of demographics, educational resources, governmentsupport, personnel training and hiring practices. The remaining 17 mainland citiesare ranked between 62 to 106; educational resources and employment practicesin most cities in China are still the biggest challenge of talent.Global score1City Score255 Beijing 11856 Shanghai 12060 Hangzhou 12862 Guangzhou 12967 Shenzhen 13570 Tianjin 13872 Nanjing 14074 Wuhan 14178 Xiamen 14380 Dalian 144Global score1City Score280 Suzhou 14483 Shenyang 14586 Wuxi 14688 Chengdu 14792 Harbin 15096 Hefei 15296 Xi’an 152101 Changchun 153101 Changsha 153106 Chongqing 156Rankings and scores of personnel risks of mainland Chinese cities1 Ranking in all the 138 cities examined by the Index2 Score basing on 30 risk factors in five categories
  33. 33. 30HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficKronos survey reveals dining industry’s urgent workforce managementpriorities **(May 11, 2013, LAS VEGAS,/BUSINESS WIRE/) A new survey titled “Strategiesfor Workforce Management in Dining”, commissioned by Kronos Incorporated andconducted by Gatepoint Research, a subsidiary of SimplyDIRECT, reveals that themajority of dining executives are concerned about their ability to improve guestsatisfaction, minimize employee turnover, and prepare for the Affordable Care Actwith the use of their current technology, with many only relying on Point-of-Sale(POS) systems. The survey also found that the majority of respondents expectthat a new workforce management system will help improve hiring and scheduling,and reduce turnover.The survey also revealed that the majority of respondents– 44 percent – currently use a POS application to manage their workforces andonly 13 percent of all respondents are highly satisfied with their existing workforcemanagement system or processes. Respondents from large organizations arefurther dissatisfied with their existing system or processes, with 34 percent ofrespondents from organizations with more than 5,000 employees stating that theyare completely dissatisfied.Towers Watson survey: American CEOs see more green, but 2012 bumponly 1.2% ***(May 15, 2013, /workforce.com/) Total pay for CEOs at the nations largestcorporations only grew slightly in 2012, suggesting that boards of directors may betaking a more conservative approach to compensation, according to a new analysisof company proxy statements by professional services company Towers Watson &Co.The Towers Watson analysis, released April 16, found that total pay for CEOsincreased 1.2 percent in 2012, down from the 6.7 percent median increase CEOsreceived in 2011. Total pay, as reported in company proxy statements, includesbase salary, actual annual and long-term cash bonuses, and the grant-date valueof long-term incentive stock options, restricted stock and long-term performanceshares.Salary increases alone declined slightly—from 3 percent in 2011 to 2.8 percent in2012—but annual bonuses to CEOs dropped by 16 percent at the median overlast year. That bonus figure surprised Towers Watsons Todd Lippincott, managingdirector of executive compensation in the Americas. The Towers Watson analysisis based on 270 Standard & Poors Composite 1500 companies that filed proxiesdisclosing 2012 pay by late March.
  34. 34. 31HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficHydrogen:UK Advances to no. 2 global destination for professionals towork **(May 15, 2013, LONDON, /PRNewswire/) The UK is now the second mostattractive location in the world, after the United States, for high-flying professionalsto relocate to, says a new report. The research, carried out by global recruitmentspecialists Hydrogen, shows that the UK is establishing itself as a favourite amongforeign workers, particularly within technology.The Global Professionals on the Move 2013 report, which surveyed over 2,000people across 90 countries, has shown that despite the challenges with itseconomy, the country still has an attraction that draws professionals from aroundthe world. One reason for this might be because the UK is now the second mostprominent global technology hub.Hydrogens report looks at the experience, attitudes and priorities of highly qualifiedprofessionals with regard to working abroad. Other key findings of the fourth annualreport were:• 83% of respondents who had relocated believed it had accelerated theirpersonal development;• 77% said it had benefitted their career prospects;• 72% said it had enhanced their salaries;• 43% said family would be their main potential barrier to relocating;• 12% thought there were no barriers to relocating at all (up from 4% lastyear).
  35. 35. 32HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites Trafficzhaoxianhr.com and Kelly Services survey: Chinese staff are notoptimistic about career development ***(May 15, 2013, /hexun.com/) Signs of waves of resignation have appeared inChina; less than half of the respondents express satisfaction with the employerspayroll, and more than a third say they are considering of resignation, accordingto a joint survey released by zhaoxianhr.com, Chinas human resources serviceprovider famous for headhunting in the architectural sector, and Kelly Services, aglobal workforce solutions specialist."Because the staff has undergone a period of economic instability, leading to theirfuture career development situation uneasy and some staff’s work not assigned byemployers are more meaningful and can ensure long-term growth opportunities,otherwise they are more willing to harbor a mentality of looking new jobs whileworking on the current position half-heartedly,” says Mark Hall, general managerof Kelly Services said, This information is from the latest findings of Kelly Servicesannual survey, the “Kelly Global Workforce Index (KGWI)”. Nearly 170,000 peoplefrom 30 countries worldwide participated in the survey, including about 5,600people in China.Hay Group report: CEOs get a bigger pay raise than you did last year ***(May 15, 2013, /The Huffington Post/) When CEOs get raises, their pay goes upto $10 million. That was the median pay of 300 U.S. CEOs in 2012, according toa study by the consulting firm Hay Group for the Wall Street Journal (subscribersonly). This is a raise of 3.6 percent, or basically "flat," as the WSJ describes it.Here is another difference between CEO pay and yours: That "flat" 3.6 percentyear-over-year raise for the boss was still better than last years 2.1 percentincrease in average weekly pay for those of us in the ranks of the employed,according to the Bureau of Labor Statistics. And it was better than the 2.1 percentincrease in net income last year for the companies in the study.In three of the six years the Hay Group has tracked CEO pay, CEO raises haveoutpaced profit gains, the Hay Group told The Huffington Post.Spencer Stuart: American CMO average tenure nears four years **(May 16, 2013, Chicago,/btobonline.com//)—The average tenure for chiefmarketing officers among the top 100 advertised brands rose to 45 months lastyear, a two-month gain over the 2011 average, according to the ninth annual CMOtenure study from executive search consultancy Spencer Stuart. The averagetenure is now nearly double what it was in 2006, when it slipped below two years,to 23.2 months, the lowest tenure since Spencer Stuart initiated the study in 2004.Among business verticals, the study found tenure is longest in industrialcompanies, averaging more than nine years (111 months), and shortest in thehealthcare, automotive, restaurant and communications/media sectors, averagingbetween 28 and 32 months. CMOs of top technology companies had an averagetenure of five years (60 months) last year, while chief marketers at leading financialservices companies averaged four and a half years (54 months).
  36. 36. 33HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficMercer: Economic malaise causes employees to be cautious aboutresignation, blue-collar staff turnover rate remains high ***(May 15, 2013, /Caixin/) Global human resources consultancy Mercers latestsurvey data shows that, due to the Chinese market is expected to be poor this year,half companies in China will take measures to control the cost of human resources,including reducing salary increases and control of the headcounts. Due to thesluggish economy, job-hopping also tends to be cautious, but blue-collar workersare still the most active forces of resignation. Mercer comes to this conclusionin its China Monitor research in Q1, 2013; the survey interviewed a total of 634companies, of which 90 per cent foreign-owned and joint ventures. The enterprisescovers a variety of industries, e.g., hi-tech, machinery and electronics, automotive,consumer goods, chemicals, medical and medical devices, retail, and real estate,mainly in Beijing, Shanghai, Guangzhou, Shenzhen, southern China (includingSuzhou, Nanjing, Tianjin, Wuxi, Changzhou, Fuzhou, Xiamen and others).Harvey Nash Group:CIO Challenges: IT skills gap, growing cloud, mobiledemands **(May 17, 2013, /e-weeek.com/) CIOs operate in a more complex environment thanever, which calls for shifting priorities and changes in IT management practices,according to a new report from recruitment and employment firm Harvey NashGroup. The study, based on a poll of more than 2,000 CIOs, examines technologyand market changes and their impact on CIOs and other IT pros. Respondentspoint to continuing growth in outsourcing and offshoring, the surge in demandfor mobile and cloud computing skills and the battle for top talent, among otherkey challenges. According to the study, 68 percent of those surveyed said theywill invest more in mobility in 2013, while 58 percent will invest more in cloudcomputing, and half will invest more in collaboration. More than nine in 10respondents cited talent retention as a concern.
  37. 37. 34HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficNormStar publishes book on campus recruitment ***(May 21, 2013, Shanghai) China lays talent assessment industry and leader NoamSida in its 15th anniversary, has released its campus recruitment rally experiencenew book --- "campus recruitment 33 days." As Noam four wisdom precipitationfor 15 years one of the outcomes of the "psychological test" and "competencymodeling and application" fine books also will soon release. A series of books beingreleased industry professionals, will further consolidate and enhance Nome Sidabrand in the industry as the Chinese people and the leadership position. "CampusRecruitment 33 days" with "I - Miss Promise" for the first person to show up oncampus recruiting HR in real working conditions, are described, there is sentiment,have concluded, intended to recruit for HR encountered when operating the schoolthe difficulties Weapon.Russell Reynolds: U.S. boards most digital savvy **(May 24, 2013, /staffingindustry.com/) U.S. companies lead their European andAsian counterparts in attracting board directors with digital savvy, according to astudy by executive search firm Russell Reynolds Associates. Eighty-eight percentof the highly digital boards are in the United States.Of the 300 companies assessed, 18 had highly digital boards, 69 had digitalrepresentation on boards (at least one digital member but not enough to beconsidered highly digital) and 210 had no digital board members.Sixteen of the highly digital boards are in the U.S.; nine are companies in thetechnology sector and seven are from a range of non-technology sectors: Wal-Mart, Berkshire Hathaway, P&G, FedEx, Coca-Cola, Allstate and AmericanExpress. Russell Reynolds Associates’ analysis suggests that Europe and Asialack the strong pool of digital talent regularly funneled into U.S. companies fromSilicon Valley. The 2012 survey comprised 300 companies in the U.S. Fortune 100,as well as Global Fortune 500 companies in Europe and Asia.
  38. 38. 35HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficRight Management: Low levels of engagement and productivity posingproblems for British managers **(May 24, 2013, /managers.org.uk/) UK managers will need to work harder to boostproductivity and morale in the workplace, according to new findings. Around 31per cent of UK companies said that their biggest HR challenges were low levels ofengagement among employees and decreased productivity. The study, conductedby Right Management showed that this lies in stark contrast with firms in othercountries, where only 21 per cent of HR bosses had concerns about low moraleand efficiency among workers. Mark Hodgson, talent management practice leader,Right Management, told HR Magazine: "It seems many organisations in the UK arestill stuck in recession mode but the fact is, the economy is in recovery.Lawyers are workaholics, Robert Walters survey says **(May 24, UK, /www.thelawyer.com/) Lawyers are the most loyal and hardworkingprofessionals in the UK, new research by legal recruiter Robert Walters claimstoday. The recruiter questioned 1,420 professional about their attitudes to work andconcluded that 68 per cent of lawyers believed they should dedicate themselvesto an employer for at least three years before moving on. By comparison, theresearch said, only 59 per cent accountants, 52 per cent of compliance specialistsand 51 per cent of IT workers, are of the opinion their employer deserves the samedegree of loyalty. Lawyers are the hardest workers, the survey said, clocking up45.9 hours per week, compared with office workers who apparently cruise througha comparably poor 44.6 hours at their desk. 38 per cent of lawyers who found thetime to respond to the survey claimed they worked more than 50 hours per week,up eight per cent on last year.
  39. 39. 36HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficRight Management: Pipeline for U.S. managers lags most countries **(May 24, 2013, PHILADELPHIA) Only 4% of U.S. employers report having anample pipeline that will cover most of their leadership and management needs,according to a global survey of more than 2,000 senior human resources executivesin 14 countries by Right Management, the talent and career management expertswithin ManpowerGroup. Most of the 650 U.S. executives participating in thesurvey (85%) indicated they instead expect to rely on a combination of internaltalent development and outside recruitment. In addition, 11% U.S. organizationsroutinely look externally before filling critical roles. According to the findings,employers outside the U.S. are somewhat more likely to feel confident about theirmanagement pipeline, while American companies lag industrialized countries.Career International releases "2013 China Real Estate Talent VibrancyReport" *****(May 27, 2013, Shanghai) Career Internatinal, a leading recruitment solutionprovider, recently released the "2013 Chinas Real Estate Talent Vibrancy Report,"and the recruitment needs of the real estate industry ranked highest among allindustries, while commercial real estate is the most favored areas. The surveycovered the cities of Beijing, Shanghai, Guangzhou, Shenzhen, and Suzhou,Hangzhou, Nanjing, Chengdu and other hot second and third tier cities; a total of123 real estate companies and 761 professionals were interviewed. Meanwhile,Career International has surveyed the recruitment needs of 2042 enterprises,showing that 75 percent of respondents are planning enrollment this year, and thereal estate companies are right at the top among all industries.
  40. 40. 37HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficManpowerGroup today releases the results of its eighth annual TalentShortage Survey ***(May 28, 2013, MILWAUKEE, /PRNewswire/) ManpowerGroup today releasedthe results of its eighth annual Talent Shortage Survey, revealing 39 percent ofU.S. employers are having difficulty finding staff with the right skills, down from 49percent in 2012. U.S. employers report a slightly more pronounced talent shortagethan their global peers, 35 percent of whom report difficulty finding the right peoplefor key roles. According to the survey, nearly half (49 percent) of U.S. employersrecognize that talent shortages impact their ability to serve clients and customers.U.S. employers report that skilled trades positions are the most difficult to fill, thefourth consecutive year this job has topped the list. The top 10 hardest jobs to fillare:U.S. Hardest Jobs to Fill in 20131. Skilled Trades2. Sales Representatives3. Drivers4. IT Staff5. Accounting & Finance Staff6. Engineers7. Technicians8. Management/Executives9. Mechanics10. TeachersRobert Walters: Financial services workers value an interesting job overmoney **(May 28, London, /cityam.com) More than half of financial sector workers are lessconcerned with money than they are with having an interesting job, according toa survey. The report from recruitment firm Robert Walters said that 52 per centof financial services professionals prioritized “the interestingness of their day-to-day work” to their job satisfaction. Yet many staff still value their remuneration andbenefits as very important to job satisfaction.Among projects professionals in financial services, 57 per cent cited money as akey factor, while 53 per cent of lawyers agreed. Yet the results show that employerscannot just motivate staff by throwing cash their way, says Peter Milne, director offinancial services recruitment at Robert Walters.
  41. 41. 38HRoot Global Human ResourcesIndustry MarketWatch 20131.About HRoot Global HumanResources Service IndustryMarketWatch 20132. Laws and Policies3. Industry TrendsRecruitment TrendsInstitutional and Personnel ChangesLastest Business DevelopmentFinancial StatusResearch ReportAwards & Honours4. Marketing Events5. Contracting Information6. Others7.Appendix 1: Ranking List ofMarket Capitalization of HumanResources Service Providers8.Appendix 2:Global Ranking of Websites TrafficTowers Watson: Just over half of employers using social media tools forinternal communication ***(May 24, 2013, NEW YORK) Despitethe explosion of social media in thepersonal lives of many people, a newsurvey by global professional servicescompany Towers Watson (NYSE,NASDAQ: TW) shows that just overhalf of employers are using socialmedia tools to communicate and buildcommunity with employees. Further,among those employers that haveembraced social media technology,there is little consensus as to whichones are most effective.The 2013 Towers Watson Change andCommunication ROI Survey foundthat 53% of the employers surveyedcurrently use various social media tools as part of their internal communicationinitiatives to build community — creating a sense that employees and leaders arein it together, and sharing both the challenges and rewards of work. However,when asked how they would rate the effectiveness of social media tools, only 30%to 40% of respondents rated most of the tools as highly effective. And only four in10 (40%) rated the use of social media technology as cost effective. % THAT USE% OF THOSE THAT USEAND FIND IT EFFECTIVEInstant messaging 73% 48%Streaming audio or video 61% 48%HR or other function journal or blog 55% 35%Enhanced online employee profiles 54% 37%Social networks 53% 29%Employee journals or blogs 52% 37%SMS messaging 51% 39%Leadership journal or blog 48% 36%Collaboration sites 45% 33%Video-sharing site 44% 36%Apps or other mobile approaches 44% 39%

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