第三方人力资源服务项目商业.doc
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1、图5-4 天拓公司的商标 第一章 执行概要1.1 项目执行内容 (Content)本项目注册成立“天拓第三方人力资源服务有限公司”及其网络载体“天拓第三方人力资源网()”。公司规模庞大,专家阵容强盛,专业管理技术先进,并且拥有政府以及权威机构的支持,是广东省首家专业的第三方人力资源服务机构。本项目主要着眼于解决“完成了原始积累、已经达到一定规模、正在逐步向正规化转型的中小型民营企业” 遇到的人力资源困境。在竞争日益激烈的市场环境下,我们通过接受企业与人才的综合需求,对企业和个人信息进行双向分析统计,建立一种新型的双向专业服务体系。一方面给为企业非自身核心营运领域但又非常重要的人力资源管理提供第
2、三方人力资源服务,协助企业更快更高效地完成如员工招聘、人才测评、工资福利、培训、绩效考评等重复性、繁琐性的工作;另一方面给个人客户提供职业介绍、人事关系、培训认证、能力测评等服务。1.2 项目执行背景 (Background)2004年2 -4月间,本创业团队通过对全国2000家各类中小企业的抽样调查结果发现,80%左右的企业存在不同程度的人力资源管理问题,成为了制约众多中小企业进一步发展的瓶颈;而在被调查企业中,有将近96%的外企一定会或会考虑选择人力资源外包服务,选择同样答案的民营企业、国有企业和合资企业百分比分别为62.4%、55%和88%,这为天拓第三方人力资源服务公司提供了庞大的潜在
3、市场。(调查报告见附录二)第三方人力资源服务(即人力资源外包服务),利用自身智力、信心、渠道等资源优势,为企业解决大量繁琐的程序化人力资源操作和管理,提高企业人力资源管理的质量和效率。第三方人力资源服务可以使企业集中精力开展核心业务;有效控制和降低运营成本,实现第一流的高效运作和服务;获取并保持领先行业优势以及权威。在中国,人力资源的外包管理仍处于初步阶段,但是随着社会分工的日益精细和市场竞争的白炽化,人力资源外包服务的市场空间将会逐渐扩大。目前,人力资源外包服务市场的平均增长速度已经超过了中国GDP平均增长速度的1.5倍,发展前景非常广阔。1.3 项目执行优势 (Superiority)(1
4、)行业优势变革性、前沿性、高效性 变革性第三方人力资源服务摆脱了传统的人力资源服务的“中介”特点,是传统人力资源管理的一次大变革。 前沿性将企业人力资源业务以不同层次、不同方式分割进行打包出售,从而推进企业人力资源管理的专业化、市场化。 高效性为企业的人力资源管理开辟了一条捷径,既实现企业人力资源管理的“更低成本,更优效果”理念,又实现了人才“更满意职业,更完善服务”的追求。(2)市场优势把握空白,抢占先机中国现在大约有80万完成了原始积累、已经达到一定规模、正在逐步进行正规化建设的中小型民营企业,他们当中大多数有专业人力资源管理的强烈需求,但实际难以承受独立去建设一个完善人力资源系统的昂贵成
5、本。目标市场的这种特征使得“第三方人力资源”与第三方物流有异曲同工的效应。 (5)资源优势政府背景,权威代理本项目的资源优势表现在三个方面:人事业务代理权优势、权威学术机构业务代理优势、庞大的资料数据库优势。 广州市中高级管理人才服务中心拥有广州市中高级管理人才服务中心以及广州市政府劳动部门的人事户口业务代理权,在开展业务时处于优势的竞争地位。 强大的专家阵容公司拥有一百多名国内外著名企业人力资源部门的职业培训师。公司取得了“全国高等院校市场学会”与“广东省商业经济学会”的业务代理权,获得全国各大高校百位知名管理与营销专家、教授的支持。 庞大的数据库系统公司专业资料数据库容量超过500G,内容
6、涵盖各种经济、管理、营销等各个领域的信息,各个行业的发展报告,以及大量企业案例。这是我们为企业和个人提供专业信息和咨询服务的基础。1.4 项目执行结果 (Result)(1)经济效益年均投资回报率28.2%本项目执行初期共需资金120万元人民币,其中包括风险投资基金90万元(75%)和高层经理自筹资金30万元(25%)。以较保守的态度估算未来得以实现的业务量,第一年预计销售收入为29.54742万元,前五年的平均资产报酬率将达到28.2%。本项目的投资回收期需要1.9年,如果市场前景比预测中好的话,投资回收期可以大大缩短。由于预估公司价值的高增长性和广阔的市场前景,因此我们将采用股权回购和寻求
7、战略投资者相结合作为风险投资退出的方式。根据公司发展战略,风险投资退出时间选择在收回投资后并且资产规模和盈利能力较强,具体时间为第五年末。风险投资按计划退出时的收益率大约为300%500%。(2)社会效益有利民企发展,缓解就业压力本项目的核心业务之一就是针对中小民营企业向正规化转型的过程中遇到的三大瓶颈,为企业提供定向跟踪式全面配套的人力资源服务,帮助企业成功地转型,与中小民营企业共同成长。同时,天拓公司在为企业设置岗位、配备人员时定向培训、定向推荐大学毕业生就职,为大学毕业生就业创建了一条绿色通道。1.5 人力资源 (Organization and Human Resource)公司性质为
8、有限责任公司,实行总经理负责制。天拓公司的管理团队拥有来自广东商学院、中山大学、以及香港科技大学,工商管理、人力资源、市场营销、财务管理、统计、国际贸易和计算机六大专业的本科生。他们具有完整的团队知识结构,优质的团队能力搭配、过硬的个人专业水平,丰富的实战经验以及创新能力,是项目成功的保障。1.6 项目执行结论(Conclusion)第三方物流的今天 = 第三人力资源的明天在我国企业对第三方人力资源服务的市场需求以几何速度增长下,天拓公司同时拥有同行内相对稀缺的资源和竞争对手难以模仿的竞争优势,我们坚信本项目能为投资者带来高额的回报!Introduction1.1 ContentThis pr
9、oject registered “10tops Third-Party HR Service Co.LTd” and its web carrier - “10tops Third-Party HR Servicing web” (). The corporation is huge in scale, flourishes in expertise resource, advanced in professional management technology, and supported by both government and authorized organization; it
10、 is the first Third-Party HR Service supplier in Guangdong province. Based on the increasing harsher competitive environment, this project provide corporations Third-Party HR Service, which is vital for their HR management but beyond their central regions, in order to help them fulfill the repeated
11、and trivial affairs such as recruiting management, , talent testing, salary and welfare management, training management, and achievement management with efficiency.Through systematic demands of both enterprises and talents, corporation takes two-side statistic analysis for these information and then
12、 builds a new system of two-side professional service: on one hand, we provide a series of services, such as recruiting management, training management, talent testing, achievement management, salary management, and welfare management, to our enterprise clients; on the other hand, we supplies variou
13、s services, which includes career introduction, personnel relationship, training authentication, and ability testing, to our individual clients. This project aims at “the private capitals that after start stage and completed the primitive accumulation, reach a certain scale and take in steps gradual
14、ly to turn to be normalized”.1.2 BackgroundOur survey, which is based on more than 2000 private capitals in China in February 2004, illustrates that more than 80 percent of these enterprises exist HR managing problems in different levels. Especially those small private capitals, who aim at further d
15、evelopment, always face three HR obstacles: 1 the strategic plan is not scientific 2. the organization is not standard 3.the storage of talents is limited. However, present HR service suppliers cannot satisfy the demands of these enterprises. So this market of HR service is vacant. 1.3 Superiority1.
16、3.1 Occupational superiority Revolutionary- Third-Party HR Service is the watershed of conventional HR service and modern HR service, the revolution of conventional HR management and service flow. It get rid the “agency” character of conventional HR service. Original - Third-Party HR Service stimula
17、tes enterprises to differentiate HR service in different regions by various levels and methods and sell them compacted, then it prompts the professional and market-oriented HR management of enterprise. From this point of view, it is comparable with “Third-party logistics”. Effectively It develops a
18、highway of HR management in enterprises, in order to focus on exploiting central competencies; accomplish a desirable connection between the improvement of employees professional ability and the development of enterprises. Fulfill the concept of HR management “lower cost, higher effect” as well as t
19、he pursuing purpose of talent“better occupation, better service”.1.3.2 Market superiorityThe private capitals that after start stage and completed the primitive accumulation, reach a certain scale and take in steps gradually to turn to be normalizedStart from resolving “two difficulties”, grasp the
20、vacant point on HR service market to enter the market in advance. And aiming at two elemental markets to provide series of services and build two competitive brands.1.3.3 Service superiority The specialty of this project is concentrated to provide small scaled private capitals more systematic and ad
21、aptable HR services.The private capitals, which in turning process, need different organization structures, different personnel allocation, and different required qualities according to their demands. 10tops Third-Party HR Service Co.LTd will provide suitable services to them and satisfy their deman
22、ds. 1.3.4 Superiority of operation Concentrating to be the agency of HR management business and scale operation of numerous enterprises can reduce the cost of management; professional and sleight operation make the HR management in corporations more effective. The development of private capital will
23、 provide numerous opportunities to the graduated students. Consequently, 10tops Third-Party HR Service Co.LTd will reduce the graduated students cost of entering the work market by offering them oriented recommendation. At the same time, corporation will gain high profit per se. 1.3.5 Resource advan
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