| 摘要:（摘要内容经过系统自动伪原创处理以避免复制，下载原文正常，内容请直接查看目录。） 聘请与解职的尺度作为每家企业不能不认可的最主要决议计划之一。经由过程制订迷信公道的聘请与解职尺度，可以或许树立“公正，俄语论文，对等，竞争，择优”的用人机制，有益于实施中高层治理人员的录用和免职。而若何构建公道的人才网job。vhao。net选拨机制也是国际外公司人力资本治理学中研究的一项主要内容，对于中国和俄罗斯来讲，公司中高层治理人员改换比拟频仍，每一个企业的聘请与解职轨制都所分歧。是以，很多学者就这一研究课题停止了研究，构成了较多的研究结果，这也为后续研究供给了一个周全而坚实的基本。基于此，本文研究的动身点是中高层治理人员的聘请与解职实际查询拜访，高等治理人员界说的术语，扼要剖析了中高层治理人员的实际准绳及其需要性。在中高层治理人员的聘请与解职体系查询拜访进程中，发明了作用聘请与解职重要的缘由，引见了聘请与解职的全进程。经由过程对中高层治理人员的聘请与解职全进程的深刻研究，制订了中国和俄罗斯企业的中高层治理人员的聘请与解职尺度和办法。最初描写了却论和效果的研究。得出的重要结论给了谜底能否中国和俄罗斯企业的中高层治理人员的聘请与解职尺度和办法有任何差别。这类特别的研究集中在俄罗斯和中国的人力资本治理理论中的最主要的方面中高层治理人员的雇用，选择，解职。中高层治理人员的聘请与解职尺度和目标剖析长短常主要的。本研究的重要目标是中俄公司中高层治理人员的聘请与解职尺度比拟研究。在这项研究运用的是实际和实证的办法。这项研究包含4章的总结，结论，62引号，32表格，俄语论文网站，1个图形。这项研究将有助于人力资本治理者在招聘息争雇贬值的进程，并在中高层治理人员的聘请与解职方面设置新的，更有用的尺度和办法。这也将赞助中国和俄罗斯的企业更有用地不只在实际上，并且在理论上治理人才网job。vhao。net。总之说，这项研究在中俄公司中高层治理人员的聘请与解职尺度具有明显感化。 Abstract: One of the most important resolution scale is engaged and sacked as each company not approved plan. Through processes to formulate a scientific and reasonable hired and fired scale, may establish a "justice, equality, competition, merit based" with mechanism, beneficial to implementation in high-level administrator recruitment and dismissal. And how to build a fair talent network job. Vhao. Net select a major content of the mechanism is the enterprise human capital management in research, for China and Russia, the enterprises in high-level administrator change relatively frequently, every company hired and sacked rail system differences. Is to, a lot of scholars on this research topic to stop the discussion, constitute a more research results, which also provides a comprehensive and solid foundation for the follow-up study. Based on this, the starting point of the research in this paper is engaged in high-level administrator and sacked actual investigation, higher administrator defined terms. Briefly analyzed the practical criterion in high-level administrator and need. In engage in high-level administrator and dismissal system inquires the visit in the process, invented the influence hired and fired an important reason, introduced the hiring and dismissal of the process. Through process in high-level administrator hired and fired the entire process of deep research, formulate the Chinese and Russian companies in high-level administrator hired and fired scales and measures. The original description research conclusion and effect. Draws the important conclusion to answer whether to hire Chinese and Russian companies in high-level administrator and sacked scales and measures have any difference. This kind of special seminars focused on the main aspects in Russia and China's human capital management theory in high-level administrator hiring, selection and dismissal. Senior executives hired and fired in the analysis of scale and target is very important. An important goal of this research is the senior executives in Russian enterprises engaged and dismissed scale comparison research. In this research application is the practical and empirical approach. This study contains 4 chapters of the summary, conclusions, 62 quotes, 32 tables, 1 graphics. This research will help in the human capital management in the process of recruitment information employed devaluation, and engage in high-level administrator and sacked set new and more useful scales and measures. This will also help companies in China and Russia more useful not only in fact, and in theory to manage talent network job. Vhao. Net. In short, the study on the Sino Russian enterprise senior executives hired and fired with obvious scale effect. 目录: |
