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HR Outsourcing Service Items

Personnel affair outsourcing

Items	Contains
We obtain and pay social insurance for our clients. This includes pension, unemployment insurance, medical insurance, occupational insurance, and a housing fund	We charge the related expenses to the clients every month, and then we pay the social insurance and housing fund instead of them.
Payroll Services	We pay salaries (minus the personal income tax) to employees on time.
Management of employees' personnel files	We keep personnel files and issue personnel certificates according to the files. We also transfer them when necessary.
We Handle the labor dispute cases for our clients.	We help our clients avoid the risk of labor disputes. Our team of lawyers will solve all of the urgent problems our clients face when a labor dispute occurs.
Labor law consulting and providing suggestions to help our clients deal with urgent cases.	We provide professional labor law consulting for our clients and help them solve labor-related cases.
Personnel files	We provide personnel certificates according to the employees' files, job title assessment, notarization, working age audit and retirement services. We handle the formalities of recruiting graduates, enabling them to become full members and grading. We also handle the formalities of recruiting returning students and ex-service cadres, employing those with their files in sub district offices, and group settlement of employees.
Agency services	We assist employees with obtaining company ID, passport, travel permits to Hong Kong and Macao, and handle work residence permits for satisfactory employees.
Supplementary Medical Plan	90% outpatient & 100% inpatient medical coverage for employees up to 500 RMB.
Personal Accident Subsidy	￥60,000 Personal Accident Subsidy in Mainland China;￥6,000 illness or Death Subsidy in Mainland China; Complimentary:￥60,000 Overseas Accident Death Subsidy.
Annual Physical Examination	An annual comprehensive physical examination at an arranged time and in designated hospitals.

Employee dispatching service

Items	contains
Temporary employees (less than 6 months)	We are responsible for recruiting and signing the contract with the employees. We help our clients evaluate the employees' performance. We transfer the salary and welfare to the employees. We handle the social insurance and housing funds. We solve occupational and accident problems. We handle termination and employees that break the contract.
Middle term employees (from 7 to 12 months)
Long term employees (more than 1 year)

Comparison of HR Management Before and After Outsourcing

Strengths	Before Outsourcing	After Outsourcing
Avoiding Risks	1. A business runs the risk of getting a warning, punishment or fine from the relevant government bureau. They even risk getting sued by their employees.	1. Our clients can de guided directly by our labor law and HR expert in daily work, to improve HR management level through building up the good relation with the government.
	2. A business runs the risk of being investigated and possibly punished by the Social Security Center.	2. Our clients can avoid risks and solve their HR problems using our extensive service network.
	3. A business risks being caught in labor disputes and possibly sued.	3. Immediately after our clients sign a contract with us we go to work to anticipate labor problems and solve them before they occur.
Simplify Working Processes	1. Before a business hires employees their HR must apply for a permit in the local Personnel Bureau.	We carefully handle all of the various processes for our client. These include hiring qualified employees, obtaining the relevant permits, providing insurance and retrenchment. We keep our clients constantly informed and provide regular reports.
	2. A business must have their HR department recruit, develop and sign contracts with new employees. They must spend the time and resources to train these employees.
	3. The HR department must obtain all necessary work certificates; such as the residence card and work permit from the Public Security Bureau and Labor Bureau.
	4. After an employee is hired, the HR department must provide Social Insurance or Business Insurance through the Social Security Bureau or an insurance company.
	5. After an employee leaves the company, the HR department must terminate their insurance policy through the Social Security Bureau or an insurance company.
Decreasing HR costs	1.A company must provide salaries, bonuses, and other expenses for their HR department	We help our clients develop strategies to reduce their HR cost and take full advantage of Chinese law and our relationships with government departments.
	2. A company's HR costs include office space, facilities, computers, etc.
	3. A company's HR costs also include communication fees and social expenses.
Saving time	It takes an HR department at least 1 day to handle all of the processes and relevant permits required for hiring a new employee or an employee leaving the company.	It takes our clients 3 minutes or less to notify us by E-mail or FAX of a personnel change and then we handle all of the relevant procedures and permits.
	It takes an HR department at least 1 day to obtain insurance for their employees.	We obtain insurance for our clients' employees. Our specialist visits the client and it takes 3 minutes of our clients' time to handover the documents.
	It takes an HR department at least 1 day to take part in HR classes and study the latest HR policies.	Our clients HR department can learn about the latest HR policies from all over the country in less than 3 minutes by visiting the Chinese Labor Dispute Website (www.btophr.com). By studying the website our clients can become HR experts.