Company Name Bolger Group Headquartered in Shanghai Founded in January 2003 Business Scope Human Resource Company Company Slogan Innovation, Diligence, Sharing Bolger's Mission: Provide the "source" of power for our clients' growth
Contents
1 Brief Introduction of Bolger
2 Bolger's Philosophy
3 Bolger Honors
4 Bolger Products - Talent Dispatch
5 Bolger Products - Senior Talent Recommendation
6 Bolger Products - Production Outsourcing -Production Outsourcing
7 Borgie Products - Recruitment Process Outsourcing
8 Borgie Products - Staffing Agency
Borgie in Brief Editorial
As a leading human resources company in China, Borgia specializes in human resources outsourcing/executive search/production outsourcing/online recruitment services.
BORGER's nationwide service network has spread to 50 regions and cities in China, with branch offices in Beijing, Tianjin, Guangzhou, Wuhan and other large and medium-sized cities. With a nationwide ground and network platform, Borgia provides tailor-made services to clients by bringing together HR and other industry elites.
Boerger's Philosophy
Boerger's Mission: Provide Energy For Your Sustainable Growth
Provide Energy For Your Sustainable Growth
Boerger's Vision: To be China's most valuable human resources service provider
Boerger's vision: To be China's most valuable human resources service provider
Boerger's mission is to be the best provider of HR services in the world. Be the Most Valuable HR Solution Provider
Be the Most Valuable HR Solution Provider
Boerger Values: Innovation, Diligence and Sharing
Innovation, Diligence and Sharing
Boerger Motto: A More International Chinese Talent Company
More international More Localized
BORGET Honors
Shanghai Trusted Talent Service Organization
Shanghai Top 100 Private Enterprises in Modern Service Industry
Suzhou "Top Ten" Friends of Human Resources
Jiangsu Province non-public **** employment intermediary A-level credit unit
China's employment intermediary "AA" credit unit
Bolger products - talent dispatch editor
Talent dispatch is also known as talent leasing. Talent Dispatch, also known as Talent Leasing, is a new type of employment in which the employer selects and hires the talent it needs through Bolger, and we sign a Talent Dispatch Contract and a Dispatched Employee Contract with the employer and the dispatched employee respectively, in order to regulate the rights and obligations of the three parties during the dispatch period, and at the same time, we pay the salary of the hired employee, do the social insurance on behalf of the employer, and manage the file.
Boerjie's talent dispatching is divided into two categories, one is specialized talent dispatching, which is oriented to the positions that are more difficult to recruit or the recruitment cost does not match the importance of the position, such as specialists in certain industries, front office administration and finance and other transactional talents, etc.; and the other is labor dispatching, which is oriented to the over-establishment of the employment of institutions, the expansion of enterprise development, and the urgent increase in the number of orders for the use of personnel.
I. Talent Dispatch
Talent Dispatch Service refers to the employer and the employee to change the legal sense of the employment relationship (the management of day-to-day work does not change), the human resources service provider to become the employee's employer in the legal sense of the employee, that is, the employee signed a labor contract with the human resources service provider.
II. Services
Dispatch consulting, employee recruitment, labor relations management, payroll, social security payment, logistics management, employee relations management, employee training, legal services and so on.
Three advantages of Boerjie
1, more than ten years of meticulous cultivation in the manufacturing industry and service industry
2, recruiting efforts, timely, rich resources
3, standardized and transparent operation, rapid and timely response
Four types of dispatching
1, the whole process of dispatching: Boerjie is responsible for all aspects of the employee recruitment, onboarding procedures, daily services, separation procedures, and the entirety of the dispatching process. The company is responsible for employee recruitment, onboarding procedures, daily services, and departure procedures.
2. Transfer Dispatch (Transfer Dispatch): The employer is responsible for recruiting employees, while Boerger only provides entry and exit procedures and daily services.
3. Reduction Dispatch: The employee's original labor relationship is with the employer, and after negotiation between the employer and Boerger, the employee's labor relationship with the employer will be terminated, and then the employee will re-establish a new labor relationship with Boerger, and the employee will still work in the employer.
4. Project Dispatch: The employer hires a variety of talents for a temporary project and then disbands the staff once the project is completed.
BORGET Products--Senior Talent Recommendation Editor
The quantity and quality of senior management talent owned by an enterprise is the core of its development and innovation, and choosing a professionally-qualified senior talent consulting firm can help an enterprise to save a lot of time and reduce the risk of loss of recruitment costs. BORGET specializes in executive search for top management and technical talents, and has established a core of advantageous industries and resources in the fields of new energy, finance, electronics, machinery manufacturing, biopharmaceuticals, healthcare, fast moving consumer goods, and general-purpose senior management positions. With a rich database of senior talents, a professional and efficient team, standardized workflow, and advanced and fast information technology, BORGET has successfully established mutually beneficial relationships with many well-known enterprises, and successfully searched for sales, marketing, production and operation, technology, finance, personnel, and other related middle and senior management and special technical talents for our clients.
Bolger will provide you with meticulous services with professional, efficient and precise service skills, honesty, pragmatism and the pursuit of quality service concept. We are looking forward to developing with you.
Our Commitment
We only serve in the fields we specialize in and conduct long-term research and tracking of the distribution of elites in these fields, talent changes and industry development. We investigate the candidates from all angles, based on the principle of fairness and impartiality, and to ensure that the interests of both candidates and enterprises.
Two, our principles
1, the principle of confidentiality. We will sign a "confidentiality agreement" with the client to ensure that any business secrets of the client will be legally protected.
2, the principle of adaptability. The principle of fit is the basic guideline of our service. There is no best talent, only the most suitable talent. For this reason, a deep understanding of the actual situation of the customer and the candidate, the essence of the needs will be throughout the entire project progress.
3, the principle of reliability. In the process of cooperation, we will not take up positions that we are not sure of, we will not recommend candidates without morals, and we will not hunt for the talents of our partners.
4. Legal principle. We do not undertake illegal business, do not recommend law-abiding talent. A strong sense of social responsibility and public welfare is the basic requirement for executive search consultants.
Three, we solve for you
1, unique background investigation and assessment system so that you can be more transparent and comprehensive understanding of the real strength of the candidate and work background.
2. BORGET's rich and professional human resources experience can provide you with market salary data for reference according to the different characteristics of the industry, and protect the elite talent from being lost.
3, and your long-term cooperation, at any time to provide a strong reserve force of talent, but also according to the characteristics of the hired talent for enterprises to customize personalized retention program.
Four, service specialties
General manager, deputy general manager, director, manager (finance, marketing, sales, technology, procurement) and other senior management and professional and technical personnel.
Fifth, the characteristics of the service
1, cross-regional service network: in addition to Shanghai and the Yangtze River Delta region, were set up in Beijing, Tianjin, Chengdu and other branches, and with Europe, America and the Asia-Pacific region's first-class headhunters to establish a good strategic cooperative relationship.
2, professional consultant team: there are several senior executive search consultants who have been employed in the world's top 500 companies, with rich experience and a wide range of industry contacts.
3, the formal search process: including initial contact with the client, feasibility study report, project proposal, contract signing, talent search, arrange interviews, consulting advice, tracking feedback.
Six, our advantages
1, professional team: Boerjie's headhunting consultants are mostly from multinational corporations, state-controlled groups, large-scale listed companies, famous private enterprises and industry executives and elites, senior experts or human resources, psychology experts, who have many years of senior management, human resources management of the deep background and long-term headhunting experience, with outstanding career experience and extensive network of resources. They have many years of senior management, human resources management background and long-term executive search practice experience, with outstanding professional experience and a wide range of human resources.
2, rich resources: a strong database support, with more than 100,000 effective candidates resume, to provide you with a wealth of candidates to choose. From the customer's point of view, the fastest speed to really help customers find the right talent, efficient and effective.
3, professional ethics: strict adherence to professional ethics, comply with industry norms, not false packaging candidates, will not seek personal gain intentionally increase the candidate's salary, during the period of cooperation, not digging the customer's company employees, do not provide false information to victimize the interests of customers and candidates
seven, the process of service
1, the initial intention: Boerjie and the customer to fully communicate with the full understanding of the description of the position, requirements and the company background, organization, and the job description. We will also provide the client with information about the company's background, organizational framework, corporate culture and major competitors. This information will help us to search for potential candidates and share with them.
2, commissioned by the recruitment: the client for the required talent positions, fill out the "recruitment commission", describing in detail the specific requirements of the personnel needed.
3, cost negotiation: the two sides according to the Recruitment Commission to determine the degree of difficulty of the talent service, and thus the specific negotiation of talent recruitment services after the success of the customer to pay the service costs.
4, the signing of the contract: the two sides according to the results of the negotiations, the signing of the formal recruitment contract.
5.
5. Project operation: Once both parties confirm the direction, Bolger will start a professional and systematic search process. We will suggest target companies, analyze the relevant market, interview/evaluate candidates and screen out suitable candidates, complete a report including personal overview, educational background, professional training, career profile, career details, salary tips, motivation to apply, personal competence, headhunting evaluation and further recommendations, etc., and submit it to the client. In addition to this, we also provide a report on the salary level of the position or person related to the submitted candidate for reference.
6, the information provided: the selected information will be provided to the client for reference, the client selected to participate in the interview, the two sides according to the specific circumstances of the negotiation and determine the time of the interview.
7.
7. Arranging interviews: According to the time and place of the interview, arrange for candidates to attend the interview at the time and place specified by the customer. Throughout the interview process, especially for orders for high-level positions, Bolger will maintain close contact and communication with the client and ask the client to provide feedback on the interview as soon as possible, so that we can further examine and compare the suitability of candidates. The search and interviews will continue until the client has selected a suitable candidate or group of candidates.
8. Interview results: The client determines the suitable candidate based on the interview. After the candidate is identified, we will continue to help the client and the candidate, if needed, to negotiate the salary and resolve other issues that arise in the process.
9. Fee payment: The client pays the commissioned recruitment fee according to the contract. After the candidate signs the offer letter and is in place to start the job, Borgia will continue to pay attention to the progress of the two sides of the friction, and is always willing to provide the necessary advice.
10, follow-up services: If the recommended personnel within the three-month probationary period proved to be not in line with the client's requirements, Boerger will continue to recommend a suitable candidate free of charge until the client is satisfied.
Products of Bolger--Production Outsourcing Editor
A good platform for enterprise growth--Production Outsourcing
Helping enterprises to reduce costs, improve efficiency, and industrial upgrading
One. Introduction to Production Outsourcing
Production Outsourcing, as an emerging Business Process Outsourcing (BPO) model, refers to the fact that enterprises provide plant, equipment, energy and other inherent resources, and outsource the personnel/production tasks of non-core business to professional production outsourcing companies to improve the efficiency of the enterprise and to a certain extent, reduce the cost of the purpose.
The history of BORGET's production outsourcing business
BORGET takes professional human resource management services as a starting point, combining with the production characteristics of the service industry, and started the pioneering exploration of production outsourcing in the electronics industry from 2004, and after more than 5 years of practice, we have served more than 10 enterprises in production outsourcing services, providing the customer with the production of non-core business operations, and the production outsourcing services for the customer. We have served more than 10 enterprises in production outsourcing services after more than 5 years of practice, providing a reliable service platform for the operation of non-core business of customer units, and playing a fundamental role in reducing costs and increasing efficiency, and enhancing the competitiveness of enterprises.
A, business advantages
1, rich hands-on experience, more than ten successful cases, long-term experience accumulation.
2 、Professional team of more than ten senior consultants with more than 10 years of management experience in the field of manufacturing dozens of senior consultants with more than 10 years of management experience in the field of human resources, nearly one hundred with more than 5 years of field operation experience in the first-line managers.
3, system integration capabilities to provide customers with "one-stop" integration services, to become a trusted production operations manager.
4, part of the cooperative enterprises.
B, the target area
Shanghai, Suzhou, Wuxi, Changzhou, Nanjing
C, the target industry
Light industry: electronics, home appliances, semiconductors, food, mold
Heavy industry: iron and steel, machinery, chemical industry, shipbuilding
Bolger products- Recruitment Process Outsourcing Editor
Boerjie Talent Recruitment Process Outsourcing is committed to providing comprehensive talent intermediary and consulting services for enterprises, covering senior corporate talent, white-collar, blue and gray collar in various fields. With many years of experience in recruitment process outsourcing, BORJIE has a complete recruitment management service system, and has created a new network recruitment service model - CYC Recruitment - on the basis of traditional recruitment methods.
I. Types of services
1. Long-term outsourcing of recruitment functions. That is, the client entrusts all or most of the recruitment and selection work to Bolger, and Bolger utilizes its advantages in human resources, evaluation tools and process management to complete the corporate recruitment work in a way. Borgia signs a one-year or multi-year recruitment outsourcing agreement with the client and becomes the only recruitment outsourcing service provider designated by the client.
2. Project team recruitment outsourcing. Enterprises often encounter temporary projects and need to recruit a large number of talents within a short period of time. Bolger can utilize its vast talent pool, huge recruitment channels, excellent interviewing capabilities, professional selection methods and experience to solve the time-limited recruitment problems for clients.
3. Freshman campus recruitment outsourcing. Enterprises can outsource the preliminary preparatory work of campus recruitment, such as information release, campus preaching, resume receiving and screening, the first round of interviews and written tests, as well as accommodation and travel arrangements, to Borger, thus easing the time pressure on the human resources department and improving the efficiency of recruitment.
4. Recruitment process integration consulting. Boerger's recruitment process integration consulting can help large and medium-sized enterprises to optimize the recruitment process, integrate recruitment channels, rebuild the recruitment system, train and coach corporate recruiters to improve their recruitment skills, build a talent ladder according to the corporate development plan and coach the implementation, and enhance the support of talent for the competitive advantage of the enterprise.
Services
1, business scope: manufacturing, finance, insurance, electricity and telecommunications, electronics and electrical appliances, chemicals, fast moving consumer goods, biopharmaceuticals, medical devices, IT, trade and other industries.
2. Service items: job posting, resume screening, talent assessment, interview organization, background check, onboarding physical examination and other services
3. Service process
Understanding the needs:
Experienced RPO consultants are responsible for communicating the job requirements and the key points of the needs
Clearly define the candidate's recruitment conditions, evaluation criteria, and develop a Recruitment agency plan
The RPO team analyzes the job seeker market, develops talent excavation plan and determines the project manager
Signs the commissioned agency contract
Exploring talents:
Multi-channel information dissemination, searching for suitable talents
Receiving CVs and screening
Organizing written tests, interviews
Background investigation
Follow-up services:
Organization of physical examination and signing of contract
Labor relations management, social security payment, etc.
Four, our advantages
1, perfect recruitment system. The accumulation of talent information, reasonable recruitment process, perfect recruitment management system, all of these will provide customers with the appropriate quality and quantity of talent needs.
2. Efficient recruitment team. The recruitment team of BORGET consists of a group of human resources recruitment experts with international vision and rich experience, and their years of recruitment experience enable them to quickly understand the needs of clients on the basis of the characteristics of the enterprise, efficiently integrate all aspects of resources, and provide clients with "high-quality, efficient and accurate" personalized services.
3. Nationwide service network. At present, Borgate has set up molecular companies in Shanghai, Beijing, Tianjin, Guangzhou, Wuhan, Chengdu, Shenzhen, Nanjing, Suzhou and other places. Based on Shanghai, the company will build a nationwide recruitment service network to provide customers with nationwide in-depth services.
4. Network Recruitment. In order to expand the scope of recruitment, enrich the recruitment structure, and provide an interactive communication platform for recruiting enterprises and applicants, BORGET has launched a professional recruitment service website - CYC Recruitment. It is a new initiative of personnel reform to realize the separation of the use of personnel and the management of personnel relations by providing a full range of services such as personnel file management, title evaluation, collection of social pension insurance funds, and political examination abroad for all kinds of talents. Personnel agency has entrusted personnel agency, can be entrusted by the unit, can also be entrusted by the individual; can be entrusted with a number of commission, such as personnel relations, payroll relations, personnel files, pension insurance social integration entrusted to human resources company management, can also be entrusted with a single commission, such as entrusted to the human resources company management of the personnel file.
BORGET provides clients with a one-stop platform for public **** personnel services, and handles the relationship with government departments to streamline the workflow. By eliminating the hassle of direct contact with government agencies and greatly reducing the cost of communicating with them, clients can focus on market development and business growth.
I. Services
1. Employee recruitment procedures: We handle employee recruitment procedures for our clients, including personnel transfer, graduate employment declaration, worker recruitment, employment of outsiders, employment record, labor contract appraisal, and so on.
2. Handling employee separation formalities: If a client's employee's labor contract is not renewed upon expiration, or if the employee resigns, resigns or terminates the labor contract during the contract period, Boerger will handle the formalities related to his/her dismissal and return to work on his/her behalf.
3. Acting as agent for employees' personnel relations and files: Borgie is responsible for the management of employees' personnel files, the issuance of personnel certificates, job transfers, file transfers and other work.
4, the establishment of employee work files: the establishment of customer employees, including work, performance, training, health and assessment of the contents of the work file.
5, payroll and personal income tax declaration: payroll and personal income tax declaration on behalf of customers. At the same time, it also handles the application and approval procedures of the payroll manuals for the clients.
6, on behalf of the social security and provident fund: on behalf of the customer for the staff social insurance participation and changes in the procedures and housing fund increase or decrease in the procedures, but also for the supplemental pension, supplemental provident fund, the disabled employment security fund contributions, etc..
7, to provide all kinds of commercial insurance, welfare and training programs, rules and regulations design, salary design.
8.Handling of work-related accidents: assisting customers in handling work-related accident claims.
9, the organization of staff physical examination: according to customer requirements, the organization of staff physical examination.
10.Provide consultation on labor policies and regulations: Provide consulting services on personnel and labor-related policies and regulations for customers.
11: Acting as an agent in labor mediation, labor arbitration, labor litigation and other matters.
12, other: collective household registration, title evaluation, for marriage and child care and only child certificate, transfer of party and league organization relations, notarization of political examination abroad and placement of returned foreign students.
The advantages of personnel agency
1, the client company. Personnel agency to the client company, especially for non-state-owned enterprises without personnel management and restructuring of state-owned enterprises, institutions, personnel agency services to achieve the socialization of personnel management services, to help customers from the specific trivial personnel management affairs freed, fully committed to business management and market competition. Personnel agency can reduce the establishment of personnel organization and personnel expenditure, so as to achieve the effect of reducing cost and improving efficiency. At the same time, the personnel agency can quickly handle the staff and its related welfare and personnel labor affairs, personal worries can be solved, so that they focus on their work, enhance their satisfaction and loyalty to the enterprise.
2, individual employees. Personnel agency services to ensure the legitimate rights and interests of employees, due to social and political treatment and personnel services, such as status unchanged, continuous years of service, the national provisions of the archives of the wage upgrading, correction and grading, title evaluation, acceptance of matters abroad, party management, agency social insurance, housing fund, various documents, such as the annual review.
Three, personnel agency procedures
1, the commissioner to the agent to apply, and provide relevant materials.
2. The agent will examine the materials declared by the client.
3. The commissioning party and the agent sign the personnel agency contract.
4. The agent requests the relevant parties for personnel files and administrative, salary and organizational relations materials, and goes through the relevant procedures.
5, the rights and obligations of the personnel agency parties, by both parties in the form of an agreement to be clear, *** with compliance.