版權(quán)說明:本文檔由用戶提供并上傳,收益歸屬內(nèi)容提供方,若內(nèi)容存在侵權(quán),請進行舉報或認領
文檔簡介
2024employerbrandresearchreport
hongkongSAR
we’vegotyoucovered.
03
abouttheemployerbrandresearch.
08
EVPdriverstalentlookfor.
11
jobswitchingbehaviours&motivations.
17
theimpactofAIonjobs.
20
unmaskinginequalityintheworkplace.
25
topsectors&employersinsights.
31
appendix.
employerbrandresearch2024–hongkong?randstad2
aboutthe
employerbrandresearch.
?Arepresentativeemployerbrandresearchbasedonperceptionsofthegeneralaudience.Optimising23yearsofsuccessfulemployerbrandinginsights.
?Anindependentsurveywithnearly173,000respondentsand6,084companiessurveyedworldwide.
?Areflectionofemployerattractivenessforthis
market’slargestemployersknownbyatleast10%ofthepopulation.
?Providesvaluableinsightstohelpemployersshapetheiremployerbrand.
employerbrandresearch2024–hongkong
173,000
respondents
?randstad4
talentvoicesfrom32markets,
75%oftheglobaleconomy.
samplesize
?2,689respondentsinhongkongSAR
respondentdemographics
?aged18toretirementagerepresentativeongenderoverrepresentationofage
25–44comprisedofstudents,employedandunemployedworkforce
surveyfieldwork
?onlineinterviews(14minutes)
?january2024
employerbrandresearch2024–hongkong
argentinaaustraliaaustria
belgiumbrazil
canadachina
czechrepublic
francegermanygreece
hongkongSARhungary
india
italy
japan
luxembourgmalaysia
mexico
thenetherlandsnewzealand
norway
poland
portugalromaniasingaporespain
sweden
switzerland
unitedkingdomunitedstates
uruguay
?randstad5
demographicsof
2,689respondentsinhongkongSAR.
gendergeneration
*otheriscomprisedofnon-binary,intersex,transgenderman,transgenderwoman,gendernon-conforming,genderfluid,othergenderidentitiesnotlistedaboveandpeoplewhoprefernottoanswerthequestion
GenZ(1997-2012)
Millennials(1981-1996)GenX(1965-1980)
Babyboomers(1946-1964)
employerbrandresearch2024–hongkong?randstad6
executivesummary.
EVPdriversjobswitchingequityartificialintelligence
WhileattractivesalariesremainWork-lifebalanceisthetopreasonEquityisaddedtothisyear’s1in6workersinHongKonguseAI
important,work-lifebalancehastoswitchjobs,followedbysalaryresearchandalready,Hongkongersonadailyorregularbasis,
dippedslightlythisyear,indicatingpressuresduetorisingcosts.rankeditasthe5thmostimportantparticularlyamongyounger
thatemployeesarere-prioritisingemployervalueproposition,astheygenerationswhoarethemost
theirfinancialsecurity.Ourresearchfoundthatyoungerseekcompaniesthatofferfairandfrequentusers.
generationsvalueintrinsicfactorsequalopportunitiesregardlessof
Employershaveabrightspot.too,likeflexibleworkarrangementsage,gender,andethnicity.Despitethepotentiallysignificant
Overallratingsforemployerandstrongbenefitspackages.impactofAIonjobs,themajorityof
brandinginHongKongarestrong,Whilenotalwaysatopcorporateworkerscurrentlyremainneutral
particularlywithGenZers,whoMillennialsandhighly-educatedfocus,diversityandinclusionaretowardsitsimpactontheirjobs.
valuetheircurrentemployershighly.professionalswithmastersandbecomingincreasinglyimportantfor
However,GenXersprioritizesaboveshowthestrongestjobworkerswhospendalotoftheirEmployersneedtotakeaproactive
work-lifebalancemore.searchactivityinthefirstsixmonthstimewiththeirbossesandapproachtoensurethatAI
of2024,suggestingincreasedcolleagues.integrationismetwithpositivity
confidenceinthejobmarketasitamongtheirworkforce.
fullyrecoversfromthepandemic'simpact.
employerbrandresearch2024–hongkong?randstad7
shiftingpriorities:risingimportanceofpayandbenefits.
Ourresearchrevealsashiftinemployeeprioritiesin2024.Previouslythetopdriver,work-lifebalancehasbeenovertakenbyattractivesalaryandbenefits,suggestingagrowingfocusonfinancialsecurity.ThistrendseemsparticularlypronouncedforGenX.Interestingly,equity,anewadditiontoourresearch,hasdebutedatnumberfive,replacinggoodtraining.Unlikeotherpriorities,equityseemstoholdsimilarimportanceacrossallgenerations.
202420232022
salary&benefits151
work-lifebalance149
financiallyhealthycompany123
jobsecurity120
equity*105
*newEVPfactorincludedin2024,definedas‘offersemployeesequalopportunitiesregardlessofage,gender,ethnicity,etc’.
150:driverischosen50%moreoftenthantheaveragedrivertobeimportant
158
137
125
123
152
153
129
165
75:driverischosen25%lessoftenthantheaveragedrivertobeimportant
employerbrandresearch2024–hongkong?randstad9
understandthegapstostrengthenyouremployerbrand.
Whilework-lifebalanceremainsimportant,thegapbetweenwhattalentarealreadyexperiencingandwhattheywanthasnarrowed.Thiscouldbeagoodsignascompaniesaremakingstridesinthisarea.
However,thetopprioritieswhenseekinganewjobpaintadifferentpicture.Thisyear'ssurveyrevealsemployeesarelaser-focusedontheirfinances.Salaryandbenefitsarethemostimportant,followedbyfinancialstabilityandjobsecurity.Thissuggestssomeemployeesmightfeelunder-compensatedorinsecure,potentiallymotivating
themtoexplorenewopportunities.
profileofidealemployer
1.attractivesalary&benefits
evaluationofcurrentemployer
2.
work-lifebalance
3.
financiallyhealthy
4.
jobsecurity
5.
equity
6.
pleasantworkatmosphere
7.
goodtraining
8.
strongmanagement
9.
careerprogression
1.financiallyhealthy
2.
isconvenientlylocated
3.
jobsecurity
4.
verygoodreputation
5.
work-lifebalance
6.
attractivesalary&benefits
7.
pleasantworkatmosphere
8.
careerprogression
9.
interestingjobcontent
10.verygoodreputation
10.givesbacktosociety
Whileworklocation,jobdutiesand
involvementinsocialresponsibility
programmesareattractive,astrongemployerbrandgoesbeyondthese
factorstoconnectwithmoderntalent.
Whatattractstoptalentisacompany
withastableandeffectiveleadership
teamthathastheforesighttoguide
themtogrowth,aswellasopportunitiesforgrowthanddevelopment.
Thisincludesaccesstotraining
programmes,fairjobpromotion
opportunitiesandaculturethatvaluesdiversityandinclusion,ensuringthateveryonehasanequalshotat
advancementatwork,regardlessofage,background,orethnicity.
employerbrandresearch2024–hongkong?randstad10
skilledtalentonthemove:millennialsleadjobsearch.
Millennialsandhighly-educatedprofessionalswithmastersandaboveshowthestrongestjobsearchactivityinthefirstsixmonthsof2024,suggestingincreasedconfidenceinthejobmarketasitfullyrecoversfromthepandemic'simpact.Companiesattractingtalentwillhavetoprovideaholisticexperience,whichwillincludecompetitivesalaries,clearcareergrowthopportunitiesandacommitmenttofosteringanequitableandinclusiveworkenvironment.
changedplanningtochange
employerbrandresearch2024–hongkong
24%
32%
havechanged
employerbetweenjulyanddecember2023
isplanningto
changejobs
betweenjanuaryandjune2024
?randstad12
jobboardsstillthetopchannelforjobsearch,butrecruitersstagearemarkablecomeback.
Whilejobboardsremainthemostpopularchoice
(45%successrateforrecenthires),a
generationalshiftisemerging.Acrossgenerations(average53%),jobsearchenginesarethego-tochannels,withMillennials(50%)usingthemmosteffectively.However,only28%ofBabyBoomersusejobsearchengines.
Meanwhile,recruitmentagenciesareexperiencingaresurgence.A10%year-over-yearincreasesees35%ofsuccessfuljobseekerscreditingthemwiththeirnewroles.
Thistrendalignswiththeneedsof41%ofjob
seekersin2024whovaluepersonalisedguidanceprovidedbyspecialistrecruiters.Recruitersbridgethegapbyofferinghiddenopportunities,companycultureinsights,andsalarynegotiationsupport–ahumantouchthatresonatesinasaturated
onlinejobmarket.
jobboards45%
recruitmentagenciesgoogleforjobs
jobfairs
publicemploymentservices
socialmedialinkedin
personalconnections/referrals
companycareersiteyahoo!orbing
54%
41%
changedemployerplanningtochange
35%
26%
25%
24%
24%
23%
22%
21%
19%
30%
22%
25%
23%
32%
27%
27%
17%
employerbrandresearch2024–hongkong?randstad13
shiftingpriorities:work-lifebalancedown,benefitsup.
toimprovework-lifebalancelowpay&risinglivingcosts
lackcareergrowthpath
fearofjoblossdueto
company’sfinancialinstability
receivedanoffericouldn’trefuse
lackinterestinmyjobpoorleadership
longcommutetime
poorrelationshipwithmymanager
organisationalD&Idon’talignwithmyvalues
inflexibleworkoptions
littletonocompanyperks
notequallyrewardedduetomygender,ethnicityandreligion
32%
28%
26%
23%
Work-lifebalanceremainsthetopreasonforjobchangesinHongKong,thoughinterestingly,itdeclinedby10%comparedtolastyear.This
22%
20%
20%
suggestscompanyeffortstoimprovework-lifebalancearepayingoffandtalentmayhaveshiftedtheirprioritiestootherfactorssuchassalaryorjobsecurity.
Theworkforcemayhaveexperiencedimprovementsintheirwork-life
19%
19%
balance,whichcanbeattributedtomoreinclusivecompanypoliciesandpersonaladjustments.Aswork-lifebalancesupportbecomesbetter,talentmaystarttore-prioritisewhat’simportanttothem.
18%
Prioritiesarealsoshiftingacrossagegroups.Youngergenerations(GenZespecially)findbenefitslikeflexiblework(24%motivated),shorter
17%
17%
commutes,andperkslikecompanydiscountsmoreattractive.Asdigitalnatives,theyvaluetimemanagement,remoteoptions,andbenefits
14%
cateringtotheirtech-savvylifestyles(e.g.,smartphonediscounts).Thesefactorsjoinsalaryandjobsecurityaskeyconsiderations,highlightingtheevolvingneedsoftoday'sworkforce.
employerbrandresearch2024–hongkong?randstad14
inflationbites:halfgetraises,
butyoungerworkersfarebetter.
38%
mypayraisecoveredpartoftherisingcosts
18%
ididn’treceiveanykindofsupportfrommyemployer
mypayraisefullycoveredtherisingcosts
ireceivedaone-timesumfrommyemployermyemployerofferedmeproductvouchersidon’tknow
17%
creatingthevalueoffeelingunderstoodandappreciatedintheworkplace.
13%
10%
4%
Facinginflation'sbite,overhalfofsurveyrespondentsacrossgenerationsreceivedsomeformofsalaryadjustmentfromtheiremployers.However,adisparityexists,witholdergenerations(average24%)beingmorelikelytomissoutcomparedtotheiryoungercounterparts(average15%)whosaidthattheydidnotreceiveanykindofsupportfromtheiremployers.
Thesurveyalsorevealedthatspecifictypeofcompensationsuchaspayraiseandone-timesumdoesnotdirectlycorrelatedwithanemployee’slikelihoodofchangingjobs.Thisunderscorestheimportancefor
employerstostayattunedtoemployeeexpectations,particularly
regardinginflationadjustments,toretaintalentduringchallengingtimes.
employerbrandresearch2024–hongkong?randstad15
employersaremeetinghigherexpectationsforskillsdevelopment.
importanceof
re-skillingopportunities
5–veryimportanttome
.4.3.2
1–notimportantatalldon’tknow
enoughopportunity
todevelopinyourrole
5–completelytrue
.4.3.2
1–notatalltruedon’tknow
Thisyear,75%ofrespondentssaid
re-skillingisimportant(up17%fromthepreviousyear).Thisindicatesagrowingawarenessthatskillscanbecome
obsolete,particularlywiththerapiddevelopmentsindigitalisationandartificialintelligence.
Employersarealsoprovidingmore
opportunities,up14%fromlastyearto62%in2024.However,11%of
respondentscontinuetolack
opportunitiesforadvancement,withGenXersfeelingthepinch.
Today’sworkforcethrivesoncontinuouslearning.Byinvestinginupskillingandre-skillingprogrammes,employerscanfuture-prooftheirworkforceandthe
organisation.
employerbrandresearch2024–hongkong?randstad16
AIadoptionatwork:progresswithagap.
IuseAIeverydayatwork
IuseAIregularly
IuseAIeverynowandthen
IhaveusedAIonlyonce
IhaveneverusedAIinmywork
Idon’tknow
10%
19%
26%
12%
30%
3%
UsingAIregularlyatworkcanhelpboostaworker’sefficiencyandproductivity.However,aconcerning
30%havingneverusedAItoolsintheirwork.
Therearesomegenderandgenerationaldisparitiesaswell,aswomenare6%lesslikelytouseAI,andadoptionratesamongBabyBoomersandGenXarelowtoo.Thesetrendshighlighttheneedfortargetedtrainingandsupport.
●AIliteracyprogrammesforemployees
addressingcomfortlevelsandtechnicalskills
●PairexperiencedAIuserswithlessfamiliarcolleagues
●ClearlycommunicatehowAIcanmaketheirlifeeasierbystreamingtasks,improving
decision-making,andempoweringemployeestofocusonhigher-valueactivities
●ProactivelyaddressconcernsaroundjoblossbyemphasisinghowAIcomplementshumanskillsandcreatesnewopportunities.
employerbrandresearch2024–hongkong?randstad18
starkgenerationalattitudedifferencestowardsAIandjobs.
32%ofrespondents,especiallyyoungergenerations,arealreadyusingAIatwork.Thistrendislikelytocontinue,with80%expectingAI
tohaveanimpactontheirjobs,particularlyamongMillennials.WhileitisexpectedthatyoungergenerationsseeAIasatoolfor
productivity,theyaremorelikelytoexpressfearofjobloss.ThiscouldbeduetotheirheightenedawarenessofAI'spotentialandthelongerrunwayforAIdevelopmentthroughouttheircareers.
expectedimpactofAIonyourjobimpactofAIonjobsatisfaction*
*onlyansweredbythosewhosaidthatAIhasalittleorconsiderableimpactontheirjob.(n=1,801)
iexpecttolosemyjobbecauseofAI
alreadyimpactedmyjob
considerableimpactalittleimpact
noimpactatallidon’tknow
7%
5%
31%
16%
5%
36%
positive
neutral
negative
idon’tknow
43%
47%
7%
3%
employerbrandresearch2024–hongkong?randstad19
2in5hongkongersconsiderthemselvestobeaminorityatwork.
57%
12%12%
HongKongthrivesonitsculturalrichness,wherepeoplefromdiversebackgroundscometogethertocreateavibrantanddynamicworkforce.
9%
10%
8%
6%
However,researchdataindicatesagapbetweendiversityandtrueinclusion,asweseethat43%ofrespondentsconsiderthemselvesaminorityatworkduetovaryingreasons.Fearofjudgmentorpotentialconsequencesmay
stemfromexperiencesinwhichemployeesweremarginalisedbecauseoftheirvalues,beliefs,oridentity.
Yes,becauseofmyreligion
Yes,becauseofmydisability
Yes,becauseofanotherreason
Yes,becauseofmygenderidentity
Yes,becauseofmysexualorientation
Yes,becauseofmyethnicity/nationality/race/ancestryNo,Idonotconsidermyselftobelongtoaminority
employerbrandresearch2024–hongkong
Employerswhodriveopenconversationsandpromoteinclusivitybeyondjustdiversitycancreateawelcomingenvironment.This,inturn,allowseveryonetobringtheirwholeselvestowork,attractingtoptalentwhovalue
authenticityandbelongingsothattheycanfocusonbuildingtheircareers.
?randstad21
anopportunitytomoveemployeesfromneutralstatetoathrivingworkforce.
myuniqueattributes,
characteristics,skills,experience&backgroundarevalued
seniormanagersarefairwhenitcomestohiringorjobpromotion
bestopportunitiesgoto
themostdeservingemployees
myorganisationprovidesequalpayforequalwork
seniormanagersarefairwhenitcomestore-skillingandupskillingopportunities
59%
28%
10%
56%
30%
12%
58%
27%
12%
58%
26%
13%
58%
28%
12%
otrue
neutralnottrue
employerbrandresearch2024–hongkong?randstad22
51%ofallrespondentsfacedcareergrowthobstacles,andminorities16%morelikelytohaveitworse.
51%
61%
45%
allrespondents
yes,Iconsidermyselftobelongtoaminority
no,Idonotconsidermyselftobelongtoaminority
employerbrandresearch2024–hongkong
HongKongemployersaremakingstridesinworkplaceequity,withapproximately60%ofrespondentsfeelingtheyhavefairandequal
opportunities.However,51%ofallrespondentssaidthattheyfacecareer
progressionobstacles.Interestingly,malesaremorelikelythanfemalestofeelthattheyfacecareerroadblocksduetotheiridentity,with54%reportingsuchexperiences.
Theseobstaclescouldincludeunclearpromotionprocesses,unconsciousbias
andlimitedaccesstomentorshiportraining.Butthedatashowsaworrying
trend-employeeswhoidentifyasminoritiesfacethesehurdlesevenmore.
Respondentswhoconsiderthemselvesminoritiesintheworkplaceat16%morelikelytofacecareerobstacles.
Tobridgethisgap,employersneedtofosteratrulyinclusiveenvironment
throughthorougheducationandpurposefulengagement.Addressingthese
roadblockswillunlocktheirdiverseworkforce'sfullpotential,leadingtoamoreengaged,innovative,andtalent-richworkplace.
?randstad23
progressongenderdiversity,butperceptionofequitylags.
femalemalegendergap
seniormanagersarefairwhenitcomestoreskillingandupskillingopportunitiesofthosethatreporttothem
52%
64%
12%
seniormanagersarefairwhenitcomestohiringorcareeradvancementsofthosethatreporttothem
51%
62%
11%
atmyorganisation,thebestopportunitiesgotothemostdeservingemployees
53%
64%
11%
myuniqueattributes,characteristics,skills,experienceandbackgroundarevaluedinmyorganisation
54%
65%
9%
myorganisationprovidesequalpayforequalwork
55%
62%
7%
IhavefacedobstaclesinmycareerprogressioninthisorganisationwhichIbelieveareduetowhoIam
49%55%6%
employerbrandresearch2024–hongkong?randstad24
surveyset-upforemployerbrandawards.
doyouknowthiscompany?
●Determinesawareness
●30companiesperrespondent
wouldyouliketoworkforthiscompany?
●Determinesattractiveness
●Knownforeachcompany
ratingonasetofdrivers
●Determinesreason
●Knownforeachcompany
randomlyassignedforarobustsample
●Eachrespondentisshown30companies
●Eachcompanyisevaluatedonlybyrespondentswhoareawareofthatparticularbrand
●Inordertomakesurethatthelesswellknownbrandsareassessedbyasufficientnumberofrespondents,weusea
smartsamplingmethod
.
●Thismethodensuresthatthelesser-knowncompaniesareshowntomorerespondentsinordertoobtaina
sufficientlyrobustsample
employerbrandresearch2024–hongkong?randstad26
spotlightonhongkong'smostattractiveindustries.
luxury&retailhealthcare
ESG&infrastructure
leisure&hospitality
property&realestate
banking&financialservicesFMCG&consumer
insurance
food&beverage
telecommunications
62%
60%
59%
58%
58%
56%
54%
46%
46%
45%
employerbrandresearch2024–hongkong?randstad27
topEVPsindustriesscoredwellin.
EVP#1EVP#2EVP#3
1
luxury&retail
financialhealth
goodreputation
salary&benefits
2
healthcare
financialhealth
pleasantworkenvironment
goodreputationjobsecurity
3.
ESG&infrastructure
financialhealth
jobsecurity
careerprogression
4.
leisure&hospitality
financialhealth
goodreputation
pleasantworkenvironment
5.
property&realestate
financialhealth
jobsecurity
careerprogressiongoodreputation
6.
banking&financialservices
financialhealth
careerprogression
jobsecurity
7.
FMCG&consumer
financialhealth
goodreputation
jobsecurity
8.
insurance
financialhealth
goodreputation
careerprogressionjobsecurity
9.
food&beverage
convenientlocation
financialhealth
goodreputation
10.telecommunications
financialhealth
goodreputationjobsecurity
convenientlocation
employerbrandresearch2024–hongkong?randstad28
let’sstart
aconversation.
theemployerbrandresearchhasmanyinsightful,butcomplexinsights,sowe’dlovetheopportunitytowalkyouthroughourfindingsandhaveanopen
discussionaboutyourtalentattractionandemployerbrandingstrategies.
communications@.hk
thank
you.
appendix.
employerbrandresearch2024–hongkong?randstad31
smartsampling.
methodology
SinceREBR2017,companiesareevaluatedbetween140and400
respondents.Theactualnumberofevaluationspercompanydependsontheawarenessofthecompany.
Theerrormarginisdeterminedbythe%ofrespondentsgiving
acertainanswerandthesamplesizetowhichthequestionhasbeenasked.Thehighesterrormarginoccurswhen50%oftherespondentsgiveacertainanswer.Theerrormarginislowerwhen30%(or70%)oftherespondentsgiveacertainanswer.
example
140respondentshaveevaluatedcompanyX.Ofthese140,50%findthecompanynicetoworkfor.Takingtheerrormarginatn=140/50%intoaccount,therealanswerliesbetween42%and58%.
400respondentshaveevaluatedcompanyYandofthese400,50%finds
thecompanynicetoworkfor.Takingtheerrormarginatn=400/50%intoaccount,therealanswerliesbetween45%and55%.
1200respondentshaveevaluatedcompanyZandofthese1200,50%findsthecompanynicetoworkfor.Takingintoaccounttheerrormarginatn=1200/50%,therealanswerliesbetween47%and53%.
Therefore,thedifferenceinerrormarginisverysmallbetweenn=1200
andn=400evaluationspercompany(5%marginvs3%marginatthemost).Assuchitcanbeconcludedthatmaximum400evaluationspercompany
aresufficientinordertodetermineareliableattractivenesspercompany.
Inpractice,thismeansthateverycompanywithanawarenessover35%
willhavemax400respondentsevaluatingthecompany.Companieswithanawarenessbelow35%willbeevaluatedby140to400people(dependingonawareness).
employerbrandresearch2024–hongkong?randstad32
reasonsforleaving:genders.
32%
33%
29%
24%
28%27%
25%
20%
23%23%
20%
21%
20%18%
19%
22%
19%
20%
18%18%
16%
18%
溫馨提示
- 1. 本站所有資源如無特殊說明,都需要本地電腦安裝OFFICE2007和PDF閱讀器。圖紙軟件為CAD,CAXA,PROE,UG,SolidWorks等.壓縮文件請下載最新的WinRAR軟件解壓。
- 2. 本站的文檔不包含任何第三方提供的附件圖紙等,如果需要附件,請聯(lián)系上傳者。文件的所有權(quán)益歸上傳用戶所有。
- 3. 本站RAR壓縮包中若帶圖紙,網(wǎng)頁內(nèi)容里面會有圖紙預覽,若沒有圖紙預覽就沒有圖紙。
- 4. 未經(jīng)權(quán)益所有人同意不得將文件中的內(nèi)容挪作商業(yè)或盈利用途。
- 5. 人人文庫網(wǎng)僅提供信息存儲空間,僅對用戶上傳內(nèi)容的表現(xiàn)方式做保護處理,對用戶上傳分享的文檔內(nèi)容本身不做任何修改或編輯,并不能對任何下載內(nèi)容負責。
- 6. 下載文件中如有侵權(quán)或不適當內(nèi)容,請與我們聯(lián)系,我們立即糾正。
- 7. 本站不保證下載資源的準確性、安全性和完整性, 同時也不承擔用戶因使用這些下載資源對自己和他人造成任何形式的傷害或損失。
最新文檔
- 韶關廣東韶關市紅軍長征粵北紀念館招聘勞務派遣講解員筆試歷年參考題庫附帶答案詳解
- 二零二五版企業(yè)廠房租賃合作協(xié)議書
- 二零二五年度游戲開發(fā)公司員工入職游戲產(chǎn)品開發(fā)合同2篇
- 二零二五年度汽車銷售加盟商合作協(xié)議范本3篇
- 二零二五年環(huán)保出行產(chǎn)品形象代言協(xié)議3篇
- 二零二五年度電力工程竣工結(jié)算及驗收服務合同樣本3篇
- 二零二五年度科研實驗室租賃合同協(xié)議2篇
- 二零二五年度高端定制板材購銷合作協(xié)議3篇
- 二零二五年度深圳豪宅租賃合同及家居用品配備2篇
- 7.1促進民族團結(jié)(解析版)
- 死因監(jiān)測工作總結(jié)
- 2024年中國華融資產(chǎn)管理股份有限公司招聘筆試參考題庫含答案解析
- 人教版數(shù)學四年級下冊全冊各單元教材解讀教材解析
- 義務教育化學課程標準2022年
- 前端開發(fā)入門教程
- 護理給藥制度課件
- 變電站模塊化建設2.0版技術(shù)導則
- 道路交通安全隱患排查整治行動全面展開
- “山東通”協(xié)同辦公平臺 應用系統(tǒng)接入規(guī)范-地方標準
- GB/T 13296-2023鍋爐、熱交換器用不銹鋼無縫鋼管
- JCT2381-2016 修補砂漿標準
評論
0/150
提交評論