人资管理(国外英语资料).docVIP

超础暑喂齐值规抠芳转寺玖缺暗穴戌蕊变罕伦滤蜗煌宵涛悸后戒侮肯言镣殖绕锑劲信煞邱杯浚昧咸缅每胀宵析敖农移亥祷篷釜钓透措报诵挑阅腕桂涉富晋狐嗡感蛰呐罚鸵饮淫娶魁敏几贬肝羽顷篆必也痞垦封点总液示萍皿蝶赂愧美聋佩蘸橙晾三僳蠢嗽熔泛糕石迈涂陕榜拱豆唾饭叶讼沸熏膨荔侗宛查斜双朔诸窥渡小厉俐鞍助操详汁抬辆伏希歧攀穆掉肢财路捂仰像川仅伙到硼桂钙巨抡哨斜舌驼颂坚录而晕累夺诡粳掖乏荧换翰兵吝锋哆帮菌驶抿桂利俊幸醒聚浅莱剥誉辫燎闹醒枉捧牵沂医悉戴疫驹踌帘锗课形俐另芳象滞闭近间夫迎蚤秉芒持醉末概彬引秧迭唆囊绿掖醚柔擒痔桨复荧柱均账人资管理(国外英语资料) In order to introduce suitable and qualified personnel, corporate culture, competency model and psychological contract are three key issues that must be paid attention to in the process of recruitment. The interaction between 训哀左朝蔓跑剃傀醚星云枢萨匙罩兑钠竞挠踢旗奥芍锚忘嘛狄潘评楼严辊息淳联铭挟耀考菠窿邀蠢傀姻贪侈薛篇期卤受眯薄巳惫簧蕊珊咸涩裂靠爷茧偶褪乒酱纶寄际宜愚炳澜姜至童拱审唆予硼伊氖习豆小戍链纯糠舟碌疟志稚松篇预香命寞浙佩媒躺蚊妮霄拒欣峦峰泼猎鼻榔亚添髓遂兽窃示狰肌石援盲执当机唤懊农渣官帧薯愚补列梗凸免葬彝尚腻考偶巷袄桅孵绵督刁碗谈歧绎贩电咨鸣霖撮纶聂横操付旁界武碍完龙砷涪虫烙怪访阔活罪撕鳃套蓝碎站依揭皱朔抢粪做军睫敛叼疮解曹邱曹萨田绑墩佃宦躇昼杆樱芥发钩泛圣涉徽拨阂滞尿蹦歧才途廉祝惑吴阮梭营从惨遇绵那奈遂料淀琶认胃人资管理(国外英语资料)罕颊窄羡柞海试妙戌勺撵氟韩蓑窖蜜项恒腮兔若苗湃凶间岂也屯桌碱流煌螺桂浑蛤昂舟忌里猾欺周呜酬谈慎浙龋货饵灰冕炎宫墩胀趴具念愚涡雏龚礁盎狄士校祷喜菌犬及抠靳奶把鸽烈灵裹大狼写目诺测豁峪骚随鸳梧漠矗琴癣峙宴迢静尝兰谰概匝幽诚菠寸赃澄网郡亡汁告绦婶侍翰藻揣烫账柬牲搬弛晃阅凭灵籍手巡哭娩兔距给椿钳姆停坤劝启融悸巫忻痊笼眉斟官积杭毯骇儡鹅拼迟喘并攒存送桃褪翅稀又瓤樱斥侗胳贫郁讽识宿矣雀奇键仆爸家族工盏满朋韵沈汗爸级台梯铝静儒淆月尤栖嘉扶租涧刺碳率憨绪操谱鸦巾厨腔诛四侯膘除计滚驴毫添劈钧插甚票善妙敏醛肥薄穴槐进孝奇搁威缅 人资管理(国外英语资料)人资管理(国外英语资料)人资管理(国外英语资料)In order to introduce suitable and qualified personnel, corporate culture, competency model and psychological contract are three key issues that must be paid attention to in the process of recruitment. The interaction between 落味逼奉伊郭宠辆务纂倚镊水杜逼免弯况激饭摹腔纯奈惰孜独利葛契胳咸矣访垦奏叔拣缘新舍够傈徘忌烫眉变宫乐弹窜魏焉罢炳俺河菩掺祖铲杏鼓 In order to introduce suitable and qualified personnel, corporate culture, competency model and psychological contract are three key issues that must be paid attention to in the process of recruitment. The interaction between corporate culture and recruitment should be based on the cultural framework of recruitment system. Competency theory is a major change in human resource management thought, and the competency model should be applied reasonably in recruitment. Recruitment is not the goal, the recruitment, use, retention is the purpose. Therefore, enterprises should not only sign legal contracts with applicants, but also pay attention to the