Chen Zhi - Founder and CEO of Licai.com
Chen Chen, the founder of china's E-HR field, human resource management expert, is now the founder and CEO of Licai.com. Since 1997, he has been committed to the research and innovation of enterprise management software, successfully started three times, and built an application framework for mainstream HR software that lasts for more than ten years, from Shuowang HRMS, BroadVision HR SaaS to daydao PaaS, leading the wave of industrial Internet informatization all the way.
The eighth issue of "GMIC Open Mai" invited Chen Chen to share "In the post-epidemic era, HR SaaS has set off a new wave of smart management", he brought a lot of wonderful views, the following is the full version of the community text Q&A officially compiled by GMIC:
Q: During the epidemic, HR SaaS has provided satisfactory solutions to many challenges of remote work and enterprise human resource management, what can HR SaaS do? What are the classifications?
Chen: Broadly understood, HR SaaS is a cloud-based human resources service complex. Including recruitment, flexible employment, training, back adjustment, employee care, assessment, human resource management software and so on.
In a narrow sense, it mainly refers to an integrated human resource management system such as daydao intelligent human resources cloud.
Mainstream HR SaaS includes modules such as organizational personnel, attendance, compensation, social security, performance, training, and recruitment, which run through the selection and reservation of talents and the career development life cycle.
Because human resources are directly related to the core talent capital of the enterprise, the scope of services is wide, the market potential is large, and a single market has derived many tens of billions or even larger-scale tracks. (For details, please refer to iResearch's HR SaaS layout, which includes the main players of the mainstream track.
Speaking of remote work during the epidemic, video conferencing such as Zoom and Tencent meetings to accelerate collaborative communication is very popular. The demand for HR SaaS is also surging, but it is more subtle and affects the whole staff.
For example, punching the card to report safety can allow the company to understand the location of employees for the first time, the health status at home, and also let the home office, there is evidence to rely on, convenient for the later wage settlement.
At the same time, we also provide recruitment management and video interview tools, which make it possible to recruit online- interview - contract - back adjustment, reducing the risk of face-to-face contact with infection.
With HR SaaS tools, many companies have also moved new employee induction and on-the-job training online. Convenient for the special period, enterprises in advance to do a good job in talent recruitment and reserves, to promote the resumption of work and production. These are vivid examples.
In general, an epidemic has made everyone see the infinite possibilities of digital office, and has also promoted the digitization and information management process of government affairs, academic affairs and company business.
If telecommuting was previously a hypothesis, it is now becoming widespread.
Q: The pandemic has put HR SaaS in the fast lane of growth, from your point of view, what aspects of HR SaaS have been mainly changed by the pandemic? Can you summarize the current state of the HR SaaS industry in three words?
Chen: In general, it can be divided into three aspects:
First, user habits.
For example, in the past, many processes were offline, or a combination of online and offline, and during this time, most of the business and even the heavy dependence on offline businesses such as recruitment were completely moved online.
And we found that the face rate has increased, the recruitment cost has been reduced, and the cycle has been shortened by more than 4 times, when the previous thinking mode, practice, and experience have undergone a 180-degree change, which will have a huge impact on subsequent behavior habits, implementation, decision-making, etc.
For example, the scale of hundreds of riders in the US group, manual recruitment is impossible to complete, with the help of intelligent recruitment system, no one participates, easy to solve. And the accuracy is higher than the judgment of the recruitment manager, and there is no bias.
Second, market demand.
Although enterprises have gone to the cloud in recent years, and the demand for human resources information management in various types of enterprises is also increasing day by day, it has to be said that the epidemic has accelerated and magnified the demand and value of online offices, making market demand more urgent.
For example, at the beginning of the outbreak at the beginning of the epidemic, the demand for daydao AI video interview products increased significantly, attracting more than 500 large and medium-sized enterprises, government human resources and social security public service platforms, and human resources outsourcing service companies to register and use in just 7 days. This is an increase that was difficult to achieve before and is completely unimaginable.
Third, marketing methods.
In the past, HR SaaS product sales mainly relied on offline. This year, methods such as man-sea tactics and ground pushing will not work at all. Seeing the customer's side, it may be difficult to ascend to the sky. Offline marketing, channels and options are narrow. In this situation, most of the marketing and services have been converted to online, and those manufacturers with insufficient online sales and remote service support capabilities are directly at risk of being eliminated.
Manufacturers that used to rely on a large number of ground sales and field services also faced the dual pressure of no new projects and excessive costs of restructuring the operating system.
The sudden change in the situation has forced us to adjust and re-choose ourselves, including customer acquisition channels, service models, and marketing methods.
Therefore, to sum up, "crisis" and "opportunity", "challenge" and "opportunity" are a very real problem facing the current development of the HR SaaS industry. Of course, "opportunity" is greater than "danger".
Whether it is the government, investors, entrepreneurs are keen on innovation and investment in this field. This is a very good opportunity in the process of a big industry (cloudification trend).
Q: What is the business model of Licai.com? What is the main focus?
Chen: Daydao is a PaaS platform that integrates many software services and forms a stable working ecosystem by working with partners to provide quality services to good customers.
Since 1999, the core team of Licai Network has focused on the HR field and is still focusing on integrated human resources services. Among them, human resource management software and intelligent recruitment solutions (including ATS and video interviews) are the two main businesses at present.
Therefore, most of the team's energy is focused on deep polishing products, as well as strengthening the construction of supporting sales and channel systems, marketing and other aspects.
In the early days, in order to lower the threshold of market access and maximize customer acquisition, we pushed the free business model. At present, the product is basically based on the mainstream Business Model of SaaS, and the annual fee is charged on demand. On the platform, not only work, but also employee benefits, care and other services.
Since the beginning of this year, we have focused on ai research, combining management consulting tools, AI, and big data to provide intelligent services. Such as job learning, intelligent interview, salary analysis, employee satisfaction analysis, etc.
Now that the number of daydao APP downloads is growing rapidly, I think it should bring real value to HR managers.
Q: In your opinion, if enterprises want to achieve digital intelligent management, what aspects should they start quickly?
Chen: First of all, the core management of the enterprise must update their thinking concepts and management models and pass them on to employees.
Secondly, to model, this is very important, modeling is a high refinement of the best management practices of the enterprise itself.
Finally, there must be auxiliary tools, and it is necessary to upgrade the software and hardware facilities of the enterprise.
Going to the cloud is a shortcut. Digital intelligent management, to freely inside and out of the equipment, technology, service support. If you want to use system operation instead of manual operation, intelligent management instead of extensive management, first of all, you must have software and hardware auxiliary tools that can meet business needs.
Q: During the epidemic, how does HR SaaS serve the customized needs of large customers? Are there any cases you can share?
Chen: The custom development of large customers is more reflected in the consideration of business complexity, data integrity, and security.
For example, we have a customer in Shenzhen customized performance appraisal. Because this year's performance appraisal indicators are very different from previous years, marketing promotion is not to see how many activities you have done offline, and sales is not to see how many customers you have visited, but to see what methods you use, how much money you spend, and what kind of actual conversion you finally get. Special periods, coupled with different positions, different responsibilities, and different assessment targets. Therefore, customers are required to develop hundreds of performance indicator libraries and conduct accurate assessments according to people and posts.
Daydao business is based on the PaaS platform, daydao's development tools are open, can well implement the management of the underlying forms, processes, API interfaces, etc., custom requirements can be better implemented.
Q: "Cloud recruitment" is also a hot word this year, what do you think are the pros and cons of cloud recruitment? Will face-to-face recruitment be replaced?
Chen: Convenience, efficiency improvement, and cost reduction are my summaries of the advantages of cloud recruitment.
In the basic post recruitment, off-site recruitment, overseas students returning to china for employment, school recruitment, etc., in fact, I think cloud recruitment can also play a greater benefit and value. In general, the following table can be described:
We intend to build several robot recruitment markets, 24 hours to help enterprises recruit people, pilot in Shenzhen.
Q: So what type of enterprise is this kind of 24-hour recruitment, and is it more suitable for "labor-intensive"?
Chen: In fact, enterprises with relatively high degree of standardization of job requirements, such as banks, hotels, restaurants, transportation, etc., will have demand. It also includes some positions that cannot be accurately described by job profiles, such as investors, analysts, etc. There are also engineers who can directly program the test.
Q: What do you think is the future trend of HR SaaS? What are the challenges and opportunities?
Chen: From the perspective of the market pattern: at present, a hundred flowers are blooming, the future will be a big wave, the stronger the stronger, and the opportunity will only belong to the pioneers who really bring value to the enterprise.
At present, HR SaaS is in the market explosion period, and players large and small continue to emerge. However, the market cake is so large, the existing user stock and increment is relatively limited, HR SaaS vendors not only face opponents in the same track, but also compete with traditional software vendors and foreign service providers of the same type for customer resources. The process of grabbing market share is also a process of big waves and survival of the fittest.
Therefore, from the perspective of quantity, the number of HR SaaS players will fall back to a relatively balanced state after experiencing the highest peak, and eventually a large number of resources will be concentrated in the head players, and the edge manufacturers will disappear. This is a process that most industries go through.
From the perspective of market opportunities: application ecology will be an inevitable choice for greater development of HR SaaS in the future.
In fact, from the current human resources services such as management software, recruitment, back adjustment, training and other high-frequency market segments, many of them are ushering in the spring of development, and the market volume of a single track can be at the level of tens of billions and hundreds of billions. However, the business scenarios are diverse, the user needs are diverse, and the core business is connected, which can bring greater value to customers. Demand stimulates vendors in niche areas to become open and connected.
Relying on the platform ecology, we can obtain greater development opportunities, and only the ecological platform can go further.
From the technical and application level: In order to create greater value and create a more extreme experience, HR SaaS is moving towards deep integration with artificial intelligence, big data, and the Internet of Things to create a super-integration of enterprise services. At present, we have seen many commercial cases.
Challenges and opportunities: The wave of digital management is driving enterprises to the cloud. This trend cannot be changed by anyone. At present, the market is not completely monopolized, and mainstream players have opportunities. At the same time, we must be vigilant against homogeneous competition, and we need to constantly build our own advantages and technical barriers to always maintain market competitiveness.
Q: How can I see the impact of free tools such as DingTalk and Feishu on HR SaaS software?
Chen: DingTalk, Feishu and other main applications in OA, HR SaaS software kernel in management tools, there are a large number of business processes between the two, which can not be solved by light applications. DingTalk, Feishu and HR SaaS software will coexist for a long time.
We in DingTalk, Feishu see only the most commonly used and standard basic application of HR, the essence of management lies in personalization, specialization, and there are fundamental differences in the platform design logic of daydao and DingTalk and Feishu. In the actual cooperation cases, DingTalk, Feishu, enterprise WeChat, etc., are all good partners for professional manufacturers such as Daydao.