2025年8月15日，由MeetHR主办的"HR创见大会暨2025大中华地区HRVP高峰论坛"在武汉圆满落幕。在此次盛会中，今元集团凭借在人力资源领域的卓越表 现与突出贡献，荣获"2024-2025年度十大影响力人力资源优秀品牌"荣誉称号。这一奖项不仅是对今元集团过往成绩的认可，更激励着今元集团在未来继续 引领行业创新发展。 本次大会汇聚了众多人力资源领域的专家学者、企业高管以及行业精英，共同探讨人力资源管理的前沿趋势与创新实践。作为全球人力资源数字化综合服务 商，今元集团受邀出席了本次盛会，与在场同仁分享了其AI+HR SaaS、全球用工合规、员工全生命周期数字化管理等领域的最新实践，其观点和经验得到 了与会者的高度关注与认可。 今元集团自2014年成立以来，始终秉持"连接企业连接人，释放人力资源价值"的愿景。面对海外需求，提供海外招聘、全球EOR、全球Payroll、海外员工派 遣、全球自由顾问用工等一站式全球人力资源服务;面对国内需求，提供业务外包、招聘流程外包、岗位外包、社保服务、薪酬管理、人才派遣、企业商保 及员工体检、企业培训等专业服务。十余年深耕细作，今元集团服务网络覆盖全球150多个国家与地区 ...

Investment Rating - The report maintains an "Outperform" rating for the industry, indicating a positive outlook for investment opportunities [2]. Core Insights - The human resources service industry demonstrates full-cycle growth capabilities, with steady growth during downturns and potential for rapid expansion during upturns. The industry is still in its early stages, with significant growth potential and currently low valuation levels for many listed companies [2][4]. Summary by Sections 1. Industry Overview - The human resources service industry encompasses a wide range of services aimed at balancing the supply and demand of human capital, including recruitment, career guidance, outsourcing, and consulting [11][12]. 2. Current Development Status - The market concentration is low, with a significant presence of flexible employment models indicating a blue ocean market. The industry has shown a compound annual growth rate (CAGR) of 12.91% from 2016 to 2023, with revenues expected to exceed 3 trillion RMB by 2025 [26][38]. 3. Future Industry Outlook - The industry is expected to benefit from economic, social, and technological changes, with a notable increase in demand for labor in the tertiary sector. The labor supply is projected to decrease, leading to higher employment costs, which will enhance the penetration of flexible employment and digital human resources solutions [59][66].

Market Overview - The digital human resources market in China is projected to reach approximately 30.3 billion yuan in 2024, with a year-on-year growth of 13.2%. By 2027, the market size is expected to grow to 48.4 billion yuan, with an average compound annual growth rate of 16.9% over the next three years [1][3]. Product Iteration - Leading integrated vendors are inclined to utilize PaaS platforms to build flexible development frameworks that support on-demand customization and rapid iteration [2][35]. - AI applications are expanding from recruitment and assessment to training scenarios, evolving from intelligent interaction to smart suggestions, and transitioning from industry models to proprietary enterprise models [2][45]. Current State of HR Management - In most enterprises, the HR department plays a leading role in transformation, shifting its focus towards maximizing human capital value [6][7]. Digital Transformation Planning - Currently, 97% of enterprises have begun digital transformation efforts, primarily initiated by HR departments. There is a gradual shift from bottom-up to top-down transformation, indicating a strategic shift from efficiency in talent management to strategic human capital management [7][9]. Focus Areas in Digital HR - The core focus of digital HR is on top-level design and technological implementation, with an emphasis on process innovation and iteration. Many enterprises prioritize initial investments in system architecture and process optimization, while showing insufficient attention to mid-to-late operational phases [9][62]. Globalization of HR Systems - For companies expanding overseas, safety and compliance are critical, encompassing personal information protection and adherence to local labor laws. The digital HR system should be built in phases, starting with overseas team expansion and evolving towards a global integrated talent team as business grows [12][51]. Industry-Specific HR Needs - Retail: The retail industry, characterized by a high proportion of part-time workers and seasonal fluctuations, requires flexible scheduling and real-time training solutions [18][20]. - Manufacturing: The manufacturing sector emphasizes rapid onboarding and performance calculation for blue-collar workers, alongside a focus on training for high-level talent [24][25]. - Internet: Internet companies benefit from a mature digital infrastructure and agile management, necessitating integrated talent systems for rapid talent acquisition and development [28][29]. Trends in Digital HR - Companies are increasingly investing in AI, with 64% planning to increase their AI investments by 5%-30% annually. The focus is shifting from talent growth to enhancing human efficiency and managing costs effectively [62][65]. - Vendors are moving from isolated AI applications to comprehensive integration, focusing on automation and personalization to enhance value [65][66].

Market Overview - The market size of China's human resources digitalization is expected to reach approximately 30.3 billion yuan in 2024, with a year-on-year growth of 13.2%. By 2027, the market size is projected to reach 48.4 billion yuan, with an average compound annual growth rate of 16.9% over the next three years [1][3]. Product Iteration - Leading integrated vendors are inclined to utilize PaaS platforms to build flexible development frameworks that support on-demand customization and rapid iteration [2][35]. - AI applications are expanding from recruitment and assessment to training scenarios, evolving from intelligent interaction to smart suggestions, and from industry models to proprietary enterprise models [2][45]. Current State of Human Resource Management - Most enterprises view their HR departments as the main drivers of transformation, shifting the focus towards maximizing human capital value [6][7]. Digital Transformation Planning - Currently, 97% of enterprises have begun digital transformation efforts, primarily initiated by HR departments. There is a gradual shift from bottom-up to top-down transformation approaches, indicating a strategic shift towards human capital management [7][9]. Focus Areas in Digitalization - The core focus of human resources digitalization is on top-level design and technological implementation, with an emphasis on process innovation and iteration [9][62]. Globalization of HR Systems - For companies expanding overseas, safety and compliance are critical, including personal information protection and adherence to local labor laws. The digitalization of HR should be phased, starting with team expansion and moving towards integrated global talent management [12][51]. Industry-Specific HR Needs - Retail: High turnover and seasonal fluctuations necessitate flexible scheduling and real-time training. The focus is on mobile, automated, and intelligent workforce management systems [18][20]. - Manufacturing: Emphasizes rapid onboarding and performance calculation for blue-collar workers, alongside the need for advanced training for R&D personnel [24][25]. - Internet: Requires agile, integrated talent systems supported by a mature digital infrastructure to facilitate rapid talent acquisition and development [28][29]. Competitive Strategies of HR Vendors - HR digitalization vendors are focusing on mid-sized enterprises, while integrated solutions target larger companies. Niche vendors leverage specific scenarios to gain market entry [38][65]. AI Integration in HR - The application of AI in HR is evolving from isolated implementations to comprehensive integration, focusing on automation and personalization to enhance efficiency and employee experience [62][65].

Market Overview - The market size of China's human resources digitalization is expected to reach approximately 30.3 billion yuan in 2024, with a year-on-year growth of 13.2%. By 2027, the market size is projected to reach 48.4 billion yuan, with an average compound annual growth rate of 16.9% over the next three years [1][3]. Product Iteration - Leading integrated vendors are inclined to utilize PaaS platforms to build flexible development frameworks that support on-demand customization and rapid iteration [2][3]. - AI applications are expanding from recruitment and assessment to training scenarios, evolving from intelligent interaction to smart suggestions, and from industry models to proprietary enterprise models [2][3]. Current State of HR Management - In most enterprises, the HR department plays a leading role in transformation, shifting its focus towards maximizing the value of human capital [6][7]. Digital Transformation Planning - Currently, 97% of enterprises have begun digital transformation efforts, primarily initiated by HR departments. There is a gradual shift from bottom-up to top-down transformation, indicating a strategic shift from efficiency in talent management to strategic human capital management [7][9]. Focus Areas in Digitalization - The core focus of human resources digitalization is on top-level design and technological implementation, with an emphasis on process innovation and iteration. Over half of the enterprises believe that the key to digitalization lies in system architecture and process optimization, while attention to mid-to-late stage operations remains insufficient [9]. Globalization of HR Systems - For enterprises going overseas, safety and compliance are critical, including personal information protection and adherence to local labor laws. The digitalization of HR should be phased, starting with overseas team expansion and progressing to a hybrid employment model [12][16]. Industry-Specific HR Needs - Retail: The retail industry, characterized by a high proportion of part-time workers (nearly 60%), requires flexible scheduling and real-time training due to seasonal fluctuations in workforce demand [18][20]. - Manufacturing: The manufacturing sector emphasizes rapid onboarding and performance calculation for blue-collar workers, alongside a focus on training for high-level talent due to the low overall digitalization level [24][25]. - Internet: Internet companies benefit from a mature digital infrastructure, requiring agile, integrated talent systems to support rapid business iteration and employee growth [28][29]. Trends in Digitalization - Enterprises are increasingly shifting from personnel management to performance management, with over half planning to increase AI investment by 5-30% annually. The focus is on enhancing employee experience and operational efficiency through automation and personalization [62][65]. Competitive Strategies of Vendors - HR digitalization vendors are focusing on mid-sized enterprises, offering integrated solutions for large enterprises, while niche vendors leverage their scene advantages [38]. The evolution of product matrices involves horizontal integration of product modules and vertical development of PaaS foundations [35].