Core Points - The company Keri International (300662) reported that as of November 10, 2025, the total number of shareholders is 14,646 [1] Summary by Category - **Company Information** - Keri International has a total of 14,646 shareholders as of the specified date [1]

制造业人力资源结构性短期 近年来，我国人力资源服务业实现长足发展。 截至2024年底，全国各类人力资源服务机构7.4万家，从业人员109万人。"十四五"时期，全行业年均为3亿人次劳动者提供就 业、择业和流动服务，为5000余万家次用人单位提供专业支持。 21世纪经济报道记者王峰 北京报道 近日，人力资源社会保障部印发通知，部署人力资源服务业与制造业融合发展试点工作。 本次试点确定了39个制造业基础较好，人力资源服务产业体系较为完备的城市，包括北上广深4个一线城市，南京、杭州、合 肥、武汉、长沙、哈尔滨等省会城市。 试点城市将聚焦智能制造、电子信息、新材料、新能源、生物技术等制造业重点领域，助力破解制约制造业发展的人力资源要 素供给短板，提升制造业人力资源开发利用水平。 人力资源社会保障部人力资源流动管理司有关负责人介绍，在服务制造业等实体经济过程中，形成了一批适应制造企业招聘用 工需求的人力资源服务产品、模式和解决方案，奠定了融合发展的良好基础。 不过，我国制造业也存在季节性、结构性缺工难题。 劳动经济学会就业促进专业委员会秘书长欧阳俊对21世纪经济报道表示，当前传统制造业、零售业、低端服务业受冲击导致岗 位 ...

Investment Rating - The report maintains an "Outperform" rating for the company, with a target price set at 35.6 RMB, reflecting a potential upside of 34% [5][8]. Core Insights - The company is expected to achieve net profits attributable to shareholders of 1.11 billion RMB in 2025, 1.01 billion RMB in 2026, and 1.12 billion RMB in 2027, with significant growth driven by non-recurring gains from the transfer of shares in Beijing Urban-Rural Commercial (Group) Co., Ltd. [5][9]. - Despite a slight decline in revenue in Q3 2025 due to macroeconomic factors, the company demonstrated resilience, with a year-on-year revenue of 11.12 billion RMB, down 1.74% [9][11]. - The company has effectively controlled costs, with a decrease in sales expense ratio to 1.09% and general and administrative expense ratio to 1.89% in Q3 2025 [11]. Financial Summary - Total revenue projections for the company are as follows: 38.31 billion RMB in 2023, 43.03 billion RMB in 2024, 46.82 billion RMB in 2025, 52.66 billion RMB in 2026, and 57.44 billion RMB in 2027, reflecting growth rates of 18.5%, 12.3%, 8.8%, 12.5%, and 9.1% respectively [2][4]. - Net profit attributable to shareholders is projected to be 548 million RMB in 2023, 791 million RMB in 2024, 1.11 billion RMB in 2025, 1.01 billion RMB in 2026, and 1.12 billion RMB in 2027, with growth rates of 32.2%, 44.4%, 40.0%, -8.9%, and 10.6% respectively [2][4]. - The earnings per share (EPS) is expected to increase from 0.97 RMB in 2023 to 1.96 RMB in 2025, before slightly declining to 1.78 RMB in 2026 and recovering to 1.97 RMB in 2027 [2][4]. Operational Highlights - The company is leveraging AI technology to enhance its recruitment processes, achieving a fully digitized management system that reduces reliance on external platforms and improves recruitment efficiency [11]. - The timing of government subsidies has varied, impacting quarterly growth rates, with significant amounts recorded in different quarters of 2024 and 2025 [10].

Core Insights - A new company, Henan Hengheng Talent Service Co., Ltd., has been established with a registered capital of 1 million RMB [1] Company Overview - The legal representative of the company is Gao Jiyuan [1] - The company operates in various sectors including human resources services, automotive parts manufacturing, electric vehicle manufacturing, IoT application services, internet data services, big data services, marketing planning, and technical services [1] Business Scope - The company’s general business activities include: - Human resources services (excluding employment agency activities and labor dispatch services) - Manufacturing of automotive parts and components - Electric vehicle manufacturing - IoT application services - Internet data services - Big data services - Marketing planning - Maintenance of electronic and mechanical equipment (excluding special equipment) - Nursing institution services (excluding medical services) - Remanufacturing of automotive parts - Internet sales (excluding goods requiring permits) - Personal internet live streaming services - Technical services, development, consulting, exchange, transfer, and promotion - Software development, including AI application software and basic software - Software sales and network security software development - Software outsourcing services (excluding projects requiring approval) [1] Licensing Activities - The company is also involved in licensed activities such as: - Employment agency activities - Internet information services (which require approval from relevant authorities before operation) [1]

（2025年11月12日-13日，上海综合讯）数据要素正以前所未有的力量重塑产业格局，人力资源领域率 先迎来关键突破。在短短两天内，一场围绕"数据驱动"的系列重磅活动在上海举行，从民间生态的盛大 启航到官方平台的权威赋能，清晰勾勒出人力资源产业转型升级的未来路径，标志着行业正式迈入"星 联数纽"的新纪元。 11月12日：生态聚变，"人才星球"启航共创产业新生态 系列活动的序幕，于11月12日在上海张江VOCO酒店拉开。以"数据为纽带，共建人力资源产业新生 态"为核心议题的数据与人力资源融合实践闭门会暨生态伙伴共创会成功举办。本次活动由伯乐遇马集 团主办、HRS卓玥学社承办，汇聚了近百位行业领袖与精英，共同探寻数据与人力资源深度融合的实战 路径。 会议在HRS卓玥学社社长、伯乐遇马集团合伙人刘玥女士的主持下开场。她明确指出，本次会议将摒弃 空泛概念，全力聚焦"实战落地"与"生态共创"，旨在为伙伴们带来可立即借鉴的方法论、核心解决方案 与专属生态机遇。 在上海人才服务行业协会秘书长朱庆阳先生为大会致开幕辞后，会议迎来了首个高潮——"伯乐遇马人 才星球"平台正式启动。 在六位行业领袖的共同见证下，这一以"可信数据空 ...

Core Viewpoint - The importance of integrity and legal compliance in the human resources service industry is emphasized, urging companies to adhere to laws and regulations to maintain market order and social responsibility [1][6][7]. Group 1: Legal Compliance - Human resources service institutions must enhance their legal awareness and strictly comply with relevant laws such as the Labor Law, Labor Contract Law, Social Insurance Law, and interim regulations on the human resources market [1][6]. - It is prohibited to operate without the necessary licenses or to exceed the scope of business, ensuring all activities are legal and compliant [1][6]. Group 2: Integrity in Operations - Companies are warned against engaging in fraudulent social insurance practices, such as fictitious labor relationships for social insurance payments, which can lead to significant risks including financial loss and damage to reputation [3][6]. - There is a strict prohibition on promoting or organizing individuals to participate in social insurance fraud, including altering personal records or improperly facilitating early retirement [6][7]. Group 3: Industry Responsibility - Human resources service institutions are encouraged to improve the legal knowledge of their staff and to actively standardize their operations to avoid illegal practices, thereby enhancing the industry's image [7]. - The social harm and legal consequences of fraudulent practices are highlighted, reinforcing the need for companies to operate ethically and responsibly [7].

Core Insights - The high turnover rate of blue-collar workers poses significant challenges for companies, leading to increased recruitment and training costs, decreased production efficiency, and potential loss of core technologies [2] - Retaining blue-collar employees requires a strategic approach that goes beyond human resources, focusing on creating a stable and supportive work environment [2] Compensation and Benefits - Competitive and fair compensation is crucial for blue-collar employee retention, as it directly reflects respect for their labor [3] - A transparent and equitable pay structure is essential to prevent dissatisfaction among employees [3] - Companies are increasingly recognizing the importance of personalized benefits, such as housing support and emergency funds, to enhance employee satisfaction [4] Career Development and Training - Providing clear career advancement pathways is vital for retaining blue-collar workers, as they seek growth and progression in their careers [6] - Companies must invest in training and skill development to meet the evolving demands of the industry, particularly with the rise of automation and smart technologies [7] - External professional support for training can help companies overcome internal resource limitations and enhance employee skills [7] Work Environment - A safe and comfortable work environment is a key factor in employee retention, with physical safety being a top priority [8] - The cultural environment, including relationships with colleagues and management, significantly impacts employee morale and loyalty [9] Flexible Employment Strategies - Companies face challenges related to workforce fluctuations, necessitating flexible employment strategies to maintain core teams during peak and off-peak seasons [10] - Utilizing professional service providers for recruitment and management of temporary staff can alleviate the burden on HR teams and enhance operational efficiency [11] Conclusion - Retaining blue-collar employees requires a multifaceted approach that integrates compensation, career development, work environment, and flexible employment strategies [12] - A shift in management philosophy from top-down control to a more human-centered approach is essential for fostering a supportive workplace culture [12]

Core Insights - The China International Import Expo (CIIE) serves as a significant platform for foreign enterprises to launch new products and technologies, showcasing opportunities in the Chinese market [1] - Jinyuan Group presented its comprehensive global human resource service capabilities and the "Jinyou GEO·AI + Global Talent Management Platform" to support enterprises in their international expansion [1][3] Group 1: Global Employment Management - Jinyuan Group's senior director discussed the shift in human resource management from "execution assistance" to "strategic empowerment" in a globalized environment, emphasizing the need for tailored global employment solutions [3][6] - The complexity of cross-border human resource management has increased, necessitating a focus on overseas talent acquisition, retention, and global team building to support businesses in becoming truly global organizations [6][10] Group 2: One-Stop Global HR Solutions - Jinyou GEO offers a range of services including overseas recruitment, global Employer of Record (EOR), global payroll, and overseas employee dispatch, covering over 150 countries and regions [7] - The platform aims to facilitate Chinese enterprises in seizing opportunities in the global market by providing localized support and building industry ecosystems [7][14] Group 3: AI Technology Empowerment - The "Jinyou GEO·AI + Global Talent Management Platform" integrates AI technology to enhance the efficiency and compliance of cross-border human resource management, addressing challenges such as fragmented talent pools and complex payroll calculations [10][11] - The platform features a real-time global employment policy query plugin, allowing users to access critical information about social security contributions and tax rates in various countries [11] Group 4: Strategic Partnership and Industry Insights - Jinyuan Group is transitioning from a service provider to a strategic partner, offering customized strategic advice based on in-depth industry research to meet the specific needs of different sectors [12] - A research report targeting the automotive industry's overseas expansion was released, identifying key talent challenges and providing systematic talent strategies to enhance competitiveness [12][14] Group 5: Future Outlook - The CIIE aims to bridge domestic and international markets, addressing the challenges of resource management in the context of globalization [14] - Jinyuan Group plans to continue optimizing its global service network and technology platform to provide tailored human resource solutions, contributing to high-quality development for Chinese enterprises in the global market [14]

Group 1 - The Ministry of Human Resources and Social Security has announced a pilot program for the integration of human resources services and manufacturing in 39 qualified cities, including Changsha and Yueyang in Hunan Province [1] - The human resources service industry has been serving over 50 million employers annually, with approximately 40% being manufacturing enterprises, creating numerous specialized human resources service scenarios for the manufacturing sector [2] - Changsha has established the "China Changsha Human Resources Service Industry Park" with a structure of "one park and three areas," which includes the Tianxin District, Economic Development District, and Xiangjiang New District [2] Group 2 - The "Hunan Human Resources Service Export Port" has been officially established in Changsha Economic Development Zone, aiming to build a comprehensive service system to support Hunan enterprises going global [2] - Changsha has developed specialized talent markets, including the first professional talent market for advanced manufacturing in Hunan and the first provincial-level talent market for digital culture professionals in the country [2] - The Changsha Human Resources Bureau plans to leverage this pilot program to promote the integration of human resources services and manufacturing, including forming innovation joint bodies and establishing a human resources service export system [3]

Core Insights - The report by 51job highlights the urgent demand for specialized composite talents in the context of high-quality development in China's import and export trade, driven by deep integration of digital technology and accelerated green transformation [1][2] Group 1: Talent Demand - Enterprises are in urgent need of composite talents who possess skills in platform operations, AI tool applications, data analysis, and compliance management, with a current talent gap in the industry reaching 4 million [2] - The integration of smart customs data systems and international logistics data is making cross-border data analysts a core scarce talent, with salaries significantly higher than traditional positions [2] Group 2: Regional Manufacturing Impact - The activity level of the manufacturing sector, particularly in the Yangtze River Delta and Pearl River Delta regions, directly influences overall trade performance, with these regions dominating talent activity [2] Group 3: Green Compliance - As global green trade regulations tighten, green compliance has become a critical requirement for enterprises entering international markets, creating a strong demand for talents skilled in carbon management and supply chain control [2] Group 4: Salary Trends - Salaries are increasingly favoring technical, compliance, and composite talents, with specific roles such as overseas brand managers earning between 450,000 to 800,000 yuan annually, and ESG sustainability directors earning between 350,000 to 800,000 yuan [3]