What is the next software hotspot? - China HR Software Development Seminar Documentary Reporter Zheng Qi 01-6-12 01:47:17
Editor's note: May 24, we are very honored to invite the old generals of nearly 20 HR system providers from Beijing, Shenzhen, Shanghai, and have a relatively formal exchange in the development of HR software. It can be said that such a high-scale HR software development seminar is held in China. In China, the market of HR software has developed from the end of the 1980s and walked a very rugged road. This discussion is not only a retrospective and summary of more than a decade, and it is also a research and prospect for the next development. Participants conducted in-depth discussions on the market size and status of HR software, comparison with financial software, and sales model, core value, division of labor and cooperation, unified standards and interfaces.
HR software is "noble needs"?
Moderator (Wang Jingyong): The domestic HR software began to develop from the end of the 1980s, it was called personnel, labor software, developing to today, which step has been developed? How big is this market size?
Li Zhiqiang (President of Jinyi Kang): Jinyi Kang to do personnel software is relatively early, since 1989 began to cooperate with the Ministry of Personnel in 1989, has been committed to R & D and promotion in China's personnel management software. In 1996, in 1997, we have also begun to transform the concept of human resources. We believe that the market in China's personnel software and human resource management software is very large. According to the State Administration for Industry and Commerce, there should be nearly 10 million registered companies in China, which are potential markets. At present, whether it is agency unit, institution, or a corporate unit, the understanding of human resources is already, this demand begins, but talking about the deep development of HR, can only say that I just started, I think now Not too mature. At present, in 10 million companies, I think that reality is less than 10%, even 5%.
Jia Yuquan (Deloity): Deloitte's HR business has been around two years, and we feel that some subtle changes have occurred in the HR service field, and the consultation requirements in the field of human resources begin to heat up. Deloitte has received more and more human resources consulting projects received by the end of 1999 to the beginning of 2000, especially in the first half of this year. Among them, a very important customer base is from private companies, sales revenue is probably tens of millions of yuan to several hundred million groups, and the scale is two or three hundred people to hundreds. These companies are in the transition period of business or management, because from the initial original accumulation, development to the scale, they need further expansion, in this transformation, there will be difficulties in change management, many of whom have been Human resources field.
Jiang Wei (SAP China HR Business Development Director): SAP has been developing the global HR system in 1993, in China, starting to invest in early 1998, and began to develop human resource management systems suitable for China's local characteristics at the end of 1998. We divide HR's work into two blocks, namely PA (personnel management) and PD (human resource development). In 1998 and 1999, there were more than 150 ERP corporate customers in China. Most of them used only SAP some transactional management modules, such as salary management, pension, etc .; but this year, there are many China. Local high-tech enterprises, such as Huawei, Lenovo, etc., give us a request for implementing PD.
Ma Weiguo (deputy general manager of Beijing Langkin Tianzhu Company): We have been doing since 1997. At that time, we didn't call HR, called labor, and we worked with the Ministry of Labor (currently the Ministry of Labor and Social Security). We are cut from the perspective of enterprise users, our four years of market experience, can reflect the market development of HR software from the side. Information technology enters personnel labor management, starting with wages, personnel materials and personnel files, such as printing a resume, etc., this is also the product concept of traditional business customers. But this concept has changed at the end of 1999. At the end of 1999 to 2000, we feel more and more opponents encountered in the market, including Shanghai's Jiayang, Shenzhen's Shuoyang, Beijing's Qi Zheng , Wan, etc., and enterprises actively put forward some new ideas. Chen Hao (Shenzhen Shuoyang Company General Manager): We were established in October last year, and our current employees have reached more than 230. The needs of customers are pulling us. Our 2000 version may not be very perfect, we are optimistic about the next version, the next version is a division industry, it is estimated that there are dozens of categories. Although we are all customized templates, we still choose freely to choose the room for personalized settings.
Chen Yanyhong (General Manager, Shanghai Shitwei): We have more than 500 customers now, which is very helpful for continuous improvement of our system. Many of our customers are world famous companies, including the world's ranking consulting company. When I first entered this market in 1997, it was mainly positioned in large enterprises, and since 1999, the demand for small and medium-sized enterprises is getting bigger and bigger, which is a huge driving force for us.
Shen Gangzheng (General Manager of Beijing Bo Huihua Company): Bo Huisi's operations in human resource management systems, about five years of experience. I think the current launch of the domestic market is a phased. The first stage is limited. It is foreign-funded enterprises and joint ventures, including domestic advanced private, state-owned enterprises, and some of them are a large number of institutions, institutions and industry units. Markets and data statistics; the second stage I think is the large-scale "rise" of private enterprises, such a group of companies may pay more attention to human investment within the year or two, and will increase human resources. The budget of management, the time should be after China's accession to the WTO; the third stage is a large number of small and medium-sized businesses, starting the purchase of HR systems, then the service that may be ASP mode will be very common, this time should be in three or four years later.
Shi Bin [ZHAOPIN.COM) Deputy President]: I think the market demand for HR software is not too bright. The demand for this market is not very popular, and it can be said that there must be a certain "noble demand" means. Why is China's online recruitment market compare fire, and so many companies and investors have emerged? It is because network recruitment first solves the most important thing in the HR system, and the development of the recruitment management system has been in the forefront, and the ASP service model is first used. According to IDC's latest statistics show that the network recruitment market in Greater China has reached $ 500 million. Why is the overall solution of the HR system? I think it is because the customer has not yet purchased the HR system, it is unable to continue to operate, and it is impossible to continue to fight against competitors. So everyone's efforts should be close to the market's most needed, see what kind of features need to add more in our software, and then make this market extreme.
Yunjingchun (Beijing Hengqiang Company Market Manager): I published our views on behalf of our Hengqiang Company. Although HR software is still immature, huge market demand has placed in front of us, "I have a hero", this immature market environment is the opportunity we started to compete, and the opportunity to survive and develop.
Management mode maximum money
Moderator: What is its core value for a set of HR software?
Cai Zhiping (Deputy General Manager of Shanghai Jiayang Company): Is the core value of HR software Is it just a tool for HR management? I think, a good HR system is to reflect certain management ideas and patterns, which is exactly a different place in HR software and HR software. Yun Sheng: The core value of HR software is that it provides management philosophy and processes, excellent HR software is a summary of excellent management processes and methods. I think the difference in HR software is that the understanding and identity of the HR system is different, and there is also the choice of IT technology to design this software.
Jia Yuquan: What value does HR software bring to customers? I don't think it is in the software foundation, but in the concept, a very important factor is to nested in the management mode inside, this set value value. The process of implementing the HR system of customers is a very long stage. This phase is a process of transplanting such a management system to the customer's management.
Financial software allows HR software
Moderator: In contrast to financial software, why did HR software do not form a strong market like financial software?
Li Zhiqiang: Compared with financial software, the price we sell is lower than finance software; but from complexity, I think it is not less than financial software. I think it is the diversification of customer needs, resulting in the non-standardization of the product, making the market in a state of dispersing and unclear.
Cai Zhiping: I think that the HR software and financial software are different. Financial software is standardized. There are national norms or international norms. HR software seems to have no norms, it is difficult to say what it is specified. HR is dynamically developed, there will be new management methods and philosophy, which requires constant update and upgrade. I think the imbalance of customer demand level has led to complex diversification of this market.
Shen Gangzheng: HR software sales and finance software distinguish, sales finance software as long as you teach customers how to install, how to use it, and sales HR software needs HR professional background, like sales engineers, sometimes you still It is costly to train and consult.
Jia Yuquan: Implementing the HR system must make the customer's human resources management system, help him norm, this is the double mission of the HR system manufacturer, unlike financial software, so this is very high, this sales It is a professional sale. But in the process of communicating with customers, you must understand that you are HR system suppliers, you are not a professional consulting company, sometimes it is right? Can you recover costs?
Masters: We examined the law of the US management software market, found that foreign financial software began from the end of the 1970s, then the logistics, the next is HR, the HR software in the early 1980s began to grow rapidly. Therefore, the next step should be the stage of HR software development.
Li Zhiqiang: Compared with financial software, personnel software or human resources management software has a high level of standardization, in addition, chief awareness or leadership is dominant, so in China to import HR concept and product, it is necessary to have a long time "brainwash" The process, this process requires consulting companies, HR software companies, and various media, including the government's up and down, and implement this consciousness, and clear the obstacles in this market. Only in this way, the era of HR software can come.
Not just selling software and selling consultation
Moderator: Can you talk about the problems from HR software sales? Is HR software sales difficult? How do we communicate with our customers when new customers have some very personal demand?
Chen Hao: Many customers can't mention good ideas. They are all our consultants to investigate them to establish a relatively perfect HR system, and then provide system solutions. So, we are guiding the needs of our customers. Delay (Cisco System China Human Resources Director): Tell the user's needs, I would like to express our views on behalf of Cisco Systems. The development of human resources software can be divided into three stages. The first stage is a large number of personnel basic data and data processing. This workload is particularly large; the second stage is the development of human resources, this is quite important; For Cisco, we are in the third stage, this is the stage of knowledge management. Everyone knows that the new economy ultimately depends on the competition of talents, talent competition can't be said, but leaned by this person in the company to compete, and is based on effective management and dissemination of knowledge, and produces a lasting competition formed by production. force.
First Shusen [Platinum Software System (Shanghai) Company General Manager]: Then you think HR software is completely complete, what do you expect HR's system supplier to bring you?
Delay: I just talked about three levels, we are now in the middle, all HR work is basically networked and software, as a tool for human resources development. For our other challenges in this area, we have come to halfway, that is, three levels we involved, but they have not been very deep, I think there is also a space that continues to work hard.
Chen Yuhong: For HR software, we will constantly improve this system according to customer needs, but in actual work, we must think that some of the questions raised by customers are universal, and the value is not worth it in this software. Further improvement. This is a very important issue for HR software developers.
Chen Wei: I think we should not be centered on the product direction. We should guide our customers, tell him that our process is excellent, which is to guide customers with our best product. If you follow the customer's ideas, you will only fall into a continuous secondary development, which is not conducive to the standardization and cost of the product. I believe that there is no idea for the formation of human resources management for domestic enterprises in China, which is unfavorable, but each manufacturer should persist in improving their HR system, guide customers rather than follow Customers walk, so it is beneficial to the development of the industry.
Jiang Wei: We have this experience, we often spend great efforts to train our customers in China. Especially if you don't know what you need, you don't know what you need. But for other customers, they are very clear about their own needs, often proposing some personalized demand, whether these are integrated into their own products? Do not! We also often "quarrel" with our customers, saying that it is a compromise. The customer said that I want to do this, then SAP says that you can do it, but you have to do the old way to the system, and I have a good process. Do you want this good process? Therefore, helping customers analyze their needs, learn to communicate with customers, and is very important to HR system merchants.
Jia Yuquan: We believe that domestic consulting companies should combine some software companies together, we can handle problems on some of the system frameworks, clear these needs, HR system providers, follow up. So a lot of consultation projects are composed of two parts, part of the consulting service, part of the software service. This may be inspired by Sales of HR.
Chen Hao: Sports Company has been comprehensively, and our consultants have reached 68. We acquired two consultants, because we provide customers with implementation plan, there are many times in the previous period, defining their needs, regulating their processes, telling him what HR is like, why is this, then Tell him that the product of Shuoyang is doing, and listed existing products on the market and points out their own weakness, let him wear. More cooperation than competition
Moderator: Do you have more competitors encountered in the process of sales? What are you? Is there any possible possible possible?
Li Zhiqiang: This market has great potential, but the company who do HR software, I think it is too small, especially the company specializes in this field to explore this market, and we feel a little thin. We are not afraid to have more competitors, but hope to have more competitors to open this market and make a big cake together.
Jia Yuquan: In fact, Deloity has been actively seeking this product in this year, as our customers clearly propose to implement HR systems. However, we are not very familiar with the domestic HR software, we have wanted to do some work in this area, but it is difficult to get started, and the resources and information in this regard are not very sufficient.
First Sen: Today's companies are our well-competition partners, HR software has many levels and segments, you have to know which piece you can do can survive.
Ma Weigan: We have never thought that we are competitors, we are partners in China, because only joint efforts, labor cooperation, can do this market. I am very optimistic about the HR software market.
First Senson: We often participate in some HR seminars organized by some HR clubs or Metropolitan Commerce. In exchange we have discovered that every type of business has very special requirements, each type of enterprise may be a very Explanatory market, we do a considerable investment in this market, and then there will be quite returns.
Chen Hao: Human resource system providers do reasonable division of labor. Our current feelings are many times, customers pulling us forward, we can't keep up, our after-sales service can't keep up, this time is very hard, because customers' demand is too much. If we can take the initiative to analyze where your strength is, where is my strength, and then carry out partnership, and everyone's benefits will increase, and it will not be so tired. The cost of more than 200 people in our company, recovered investment and profit, and the pressure is very large.
Shen Gang is: I think the assistance between our manufacturers is indispensable. First of all, if there are some communication and tacit understanding in the price, users will be very peaceful after seeing the price, not now surprising, because we have a varying quote from each other; the second, HR system products are mostly positioned Accurate, including price, performance, which not only meets the basic needs of customers, but also guides them to manage the improvement, but I think all of our vendors can meet all customer HR solutions, we will inevitably follow The respective specialties are divided into labor, so do our products have to form a comparative specification data interface and the agreement on the process?
First Senson: If everyone can have a track, form a division of labor, it is very good, which is conducive to each of us paying attention to the aspect of their own, forming their core value, also alleviating survival and profit. pressure.
Cheng Time: The market of small and medium-sized enterprises is also very large, or you can subdivide a lot of markets. Each manufacturer can find the location suitable for yourself, and the demand level of different small and medium-sized enterprises is different. In bed, think about which specific market you are suitable for, which direction will be developed in the future. Really realize EHR
Moderator: We know that a simple HR system can make the HR management of the customer electronic, networked, but to make HR management's external environment to network, such as government labor management, consulting company, recruitment website, etc. Realize the connection, can the current HR system product meet the requirements?
Li Zhiqiang: There is still a problem that there is still a problem with the HR system of the vendor, so the urgent problem in front of us is how we have a standard interface between us. There are questions such as consistency. Everyone is currently all, it is very inconsistent, can it meet the electronic needs of government labor management? This is the issue we should think and discuss.
Delay: I want to say about HR software now, a challenging job is when a company has so many human resource applications, we need a software to manage so many applications; the second challenge may be When the government and other agencies slowly can more data, how to interact with the outside world, such as the outside of the Tax Office, Personnel Bureau, and the Ministry of Labor, etc. It is in the future.
Jiang Wei: One problem I think should also consider is how the HR software system is integrated and integrated with existing financial software. Today, users, Kingdee didn't come, but they developed ERP must do HR systems, they want to work with generators from Zero?
