版權(quán)說(shuō)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(qǐng)進(jìn)行舉報(bào)或認(rèn)領(lǐng)
文檔簡(jiǎn)介
RGFInternationalRecruitment
TheResilientPayStrategy:AGuidefor2026MainlandChina
2026
SalaryWatch
?RGFInternationalRecruitment
2
·AbouttheReport
MD'sMessage
JobMarketRecap
Salary&CompensationTrends
SalaryGuidebyIndustry
AboutRGF
RGFSalaryWatchMainlandChinareportaimstoshedlightonsalarytrendsanddataacrossallindustriesandjoblevelsinMainlandChina.Thisreportiscomposedofthreemainsections:
Thissectionaddressesthefull-yeartrendsof2025,focusingonyear-on-yearchangesinhiring,talentgrowth,andinterviewleadtimes.
AbouttheReport
JobMarketRecap
SalaryandCompensationTrends
BasedonthesurveyconductedinDecember2025,thissectioncapturesthesentimentandstatusofcompanyhiringregardingsalaryandcompensationfromarecruiter'sperspective.
AnnualBasicSalaryRangebyIndustry
CollectedbetweenJanuary2025andJanuary2026fromRGF-ownedtalent
pools,thisdataencompassesover500,000candidates.Theannualbasicsalaryde?nitionusedthroughoutthisreportexcludesallowances,stocks,bonuses,oranyotheradditionalbene?ts.
Duetothereal-timenatureofsomeofthisdata,weencouragereaderstousetheseinsightsattheirdiscretion.
CopyrightStatement
This"RGFSalaryWatch2026"seriesreport(hereinafterreferredtoasthe"report")andallassociatedintellectualpropertyandderivativerightsareownedbyRGFInternationalRecruitment(hereinafterreferredtoas"RGF").
ThereportisintendedsolelyforpersonalorcorporateusethroughofficialRGFchannelsorRGF-authorizedchannels(collectivelyreferredtoas"RGF-authorizedchannels").WithoutpriorauthorizationfromRGF,noindividualorcompanymayusethecontentofthereportforcommercialpurposes,promoteordistributethereportthroughmeansotherthantheRGF-authorizedchannels,orprovidedownloadservicesofthereporttothepublicor
thirdparties.RGFwillpursuelegalactionagainstanyinfringementofitsrights.Duetothereal-timenatureofsomeofthisdata,weencouragereaderstousetheseinsightsattheirdiscretion.Thecontentofthereportisforreferenceonly,andRGFassumesnoresponsibilityfortheoutcomesofanybusinessdecisionsmadebasedonthereport.
AbouttheReport
·MD'sMessage
JobMarketRecap
Salary&CompensationTrends
SalaryGuidebyIndustry
AboutRGF
MD'sMessage
Navigatingthe2026SalaryLandscape:
PrecisionMatching&Value-Driven
AsweexaminetheChinesetalentmarketin2025,
weseealandscapede?nedbyongoingstructural
adjustmentsincertainsectorsundereconomicpres-sure.However,drivenbythecontinuousdeepeningoftechnologicalinnovation,"Digital"and"Intelligent"
?elds—suchasSmartManufacturing,ElectronicInfor-mation,andBigData—continuetoreleasesigni?cantemploymentdemand.Today,employersareincreas-inglyprioritizingtalentwhooferbothimmediate
businessimpactandlong-termstrategicalignment.
Therefore,lookingaheadto2026,webelievethe
talentmarketwillleanfurthertoward"Precision
Matching"and"InternalEmpowerment."Weanticipateanaccelerationincross-industrytalentmobility;indi-vidualswhocanlearnrapidly,adapttochange,and
drivebusinessintegrationwillbecometheessentialenginesforsustainedorganizationalgrowth.
Compensationservesasastandardformeasuringjobvalueand,moreimportantly,actsasacriticalbench-markre?ectingmarkettrendsandtalentstrategies.Fromanoverallperspective,theaveragemarket
RitaCui
ManagingDirector
salarygrowthin2026willseeaslightincreasecom-paredto2025,whichindirectlyre?ectsthestabilityofeconomicandemploymenttrends.Weprojectthatcertainhigh-demandroleswillhaveahighprobabilityofreachinga20%salaryincreaseduringexternal
recruitment,suchassalespositionsinthehealthcare
industryandnewretaildirectionrolesintheconsum-ergoodsindustry,whilealgorithmexpertsintheau-tonomousdriving?eldmayevensecureincreasesashighas30%.Beyondthesewidelyfavoredpositions,wehavedetailedthesalarydataforapproximately
300rolesacross?vemajorindustriesinthisreporttoprovideadatareferenceforbothenterprisesand
talentincompensationpositioningandcareerplan-ning.
Weadviseenterprisestolookbeyondmarketpercen-tileswhenformulatingcompensationstrategies.Itiscrucialtointegrateyourspeci?cdevelopmentstage,businessstrategy,andtalentroadmaptobuildaratio-nal,sustainable,andattractivecompensationsystem.Forprofessionals,themostreliablepathtosalary
growthliesinunderstandingtheunderlyinglogicofvaluecreationwhilecontinuouslyenhancingskillsandcontributionlevels.
Wehopethisreportprovidesyouwithrealisticbench-marksandactionableinsights.RGFremainscommit-tedtosharingnewdiscoveriesintheworkplaceandrecruitmentmarketaswecollectivelyembraceamoreprofessional,international,andinnovation-driven
future.
RGFProfessionalRecruitmentChina
3
AbouttheReport
·MD'sMessage
JobMarketRecap
Salary&CompensationTrends
SalaryGuidebyIndustry
AboutRGF
MD'sMessage
Navigatingthe2026SalaryLandscape:
Global-LocalIntegration&Performance-DrivenIncentives
RGFHRAgenthaslongservedasakeystrategicpart-nerforJapaneseenterprisesintheirdevelopmentinChina.Lookingaheadto2026,theformulationof
compensationmanagementstrategiesbyJapanese
enterprisesmustberootedinthecomplexeconomicbackdropdemonstratedin2025—characterizedbythestructuraltransformationoftheChinesemarketandintensifyingcompetitionindomesticdemand.
Facedwith?ercetalentcompetitionfromlocal
enterprisesandongoingcostoptimizationpressures,thecompensationsystemsofJapaneseenterprises
needtogobeyondsimplehorizontaladjustmentsandinsteadbuildamulti-dimensional,resilientstrategicframework.
Theprimarychallengeliesinhowtoexquisitely
balancemarketcompetitivenessandinternalcoste術(shù)ciency.In2026,Japaneseenterprisescanno
longeradheretoasinglecompensationphilosophybutmustadoptmorere?nedstrategies.
Buildingonthis,theincentiveorientationof
compensationneedstoundergoaprofound
transformationfrom"protective-oriented"to"driv-
en-oriented."The?xedhigh-salarymodelis
DoramiChen
ManagingDirector
unsustainable,andincreasingtheproportionofvari-ablecompensationdirectlylinkedtoperformanceandprojectoutcomeswillbecomeakeylever.
Onadeeperlevel,the2026compensationstrategyalsobearstheresponsibilityofintegratingglobal
standardswithlocalpractices.Thismeansthecom-pensationsystemmustnotonlystrictlycomplywithChina'sevolvinglaborlawsandregulationsbutalsoitswelfaresystemmustacutelyrespondtotherealconcernsoflocalemployees.Ultimately,thisstrategyshouldanchoronsustainabledevelopment.
Byexploringlong-termincentiveprogramsforcore
localtalents,deeplybindingindividualdestinieswiththeenterprise’slong-termdevelopment,itservesnotonlyasatoolfortalentretentionbutalsoasa
solemncommitmentforJapaneseenterprisestorootinChinaandgrowwiththemarket.
Wehopethis"RGFSalaryWatch"willprovideyou
withvaluablereference,helpingyourenterpriseaccu-ratelypositionitselfinthecomplexmarketenviron-ment,buildamoreforward-lookingandcompetitivecompensationstrategy,layasolidfoundationfor
achievingsteadydevelopmentinthenextphase,andenableJapaneseenterprisestoachievesteadyprog-ressandlong-termsuccessintheChinesemarketfullofopportunitiesandchallenges.
RGFHRAgentChina
4
TableofContents
AbouttheReport02
MD’sMessage03
JobMarketRecap06
Salary&CompensationTrends09
SalaryGuidebyIndustry13
Technology,Media&Telecommunications13
IndustrialManufacturing20
ConsumerGoods&Retail30
Healthcare&LifeSciences35
CorporateServices40
AboutRGF44
5
6
Q1
Q2
Q3
Q4
AbouttheReport
MD'sMessage
·JobMarketRecap
Salary&CompensationTrends
SalaryGuidebyIndustry
AboutRGF
-15%
-14
-6%
%
+3
1%
-100-80-60-40-20020406080100
2025JobMarketRecap
HiringDemand
*RGF-owneddatabaseofhiringdemand,comparedtothe2024averageasabenchmark.
The2025hiringmarketnavigatedacleartrajectoryofadjustmentandrecovery.Aftermoderatecontractionsinthe?rstthreequarters,demandsurgeddecisivelyinQ4,rising31%againstthe2024benchmarkand?nishingtheyearwithnotablemomentum.
Thisfourth-quarterreboundsuggestsrenewedcorporatecon?denceandstrategichiringinan-ticipationof2026,closingayearthatbeganwithcautiousrecalibration.
7
AbouttheReport
MD'sMessage
·JobMarketRecap
Salary&CompensationTrends
SalaryGuidebyIndustry
AboutRGF
+11
+28%
+18%
+3%
2%
-100-80-60-40-20020406080100
2025JobMarketRecap
TalentGrowth
Activecandidatesupplyremainedrobustthroughout2025,withyear-on-yeargrowthrecordedacrossallquarters.ExpansionpeakedinQ3at32%,followingstrongactivityinthe?rsthalf,beforemoderatingtoasteady11%riseinQ4.
Thisconsistentpositivityintalentmobility—contrastingwiththevolatilityobservedinpreviousyears—suggestsajob-seekingenvironmentthatremainedactiveevenamidshiftinghiring
demand,re?ectingbothcandidatecon?denceandongoingmarketrestructuring.
Q1
Q2
Q3
Q4
*RGF-owneddatabaseofthenumberofcandidatesactivelyjob-seeking,comparedtothe2024averageasabenchmark.
8
AbouttheReport
MD'sMessage
·JobMarketRecap
Salary&CompensationTrends
SalaryGuidebyIndustry
AboutRGF
-1%
-1%
+7%
+14
%
-20-16-12-8-4048121620
2025JobMarketRecap
InterviewAcceptance
Theinterviewacceptanceratein2025re?ectedaclearshiftfrominitialstabilitytomarkedim-provementand.Afterremainingessentially?atinthe?rsthalf,theraterosenotablyby14%inQ3andsustainedasolid7%gaininQ4.
Thisnotableincreaseintheproportionofsubmittedcandidatesadvancingtointerviewstagesre?ectsaclearstrengtheningofhiringintentandresponsivenessfromenterprises,particularlyduringthelatterpartoftheyear—suggestingproactiveplanningforbothimmediateneedsandupcomingtalentdemands.
Q1
Q2
Q3
Q4
*RGF-owneddatabaseoftheratioofnewlysubmittedcandidatesenteringtheinterviewstage,comparedtothe2024averageasabenchmark.
AbouttheReport
MD'sMessage
JobMarketRecap
Salary&CompensationTrends
SalaryGuidebyIndustry
AboutRGF
Salary&CompensationTrends
40%ofFillingFailuresfromSalaryExpectationsin31%-
Mismatched50%Range
Approximatelyone-thirdormoreof2025un?lledpositionhiringfailureswereattributedtomismatchedsalaryexpectations,thehighestproportionamongallcategories.Thepro-portionoffailuresdrivenbysalarymisalignmentinthevastmajorityrangestoodat23%.Notably,thepercentageoffailuresstemmingfrommisalignmentofmorethanhalf
reached17%,collectivelyunderscoringthatsalarymisalignmentisacriticalbarriertoef-fectivetalentacquisition,pertheactualsurveyresults.
Question:
ExpectationManagement:Forpositionsthatwerenotsuccessfully?lledin2025,whatpercentageofthesefailureswereprimarilydueto"mismatchedsalaryexpectations"?
20%
40%
17%
23%
Asmallportion(1%-30%)
Approximatelyone-thirdormore(31%-50%)
Morethanhalf(51%-80%)
Thevastmajority(81%-100%)
9
AbouttheReport
MD'sMessage
JobMarketRecap
Salary&CompensationTrends
SalaryGuidebyIndustry
AboutRGF
Salary&CompensationTrends
InternalSalaryInversion(NewHiresEarnMoreThanExistingEmployees)isthe
MostSigni?cantCompensation-RelatedChallenge
Whenitcomestocompensation-relatedrecruitmentchallenges,internalsalaryinversion(newhiresearningmorethanexistingemployees)isdeemedthemostsigni?cant,at
33%.Compensationpoliciesorapprovalprocessesthatdelayhiringdecisionsmakeup
30%,andrapidlyrisingmarketsalariesthatleavecurrentcompensationstructuresunabletomeetcandidateexpectationsaccountfor24%.Only12%fallinto"Other".Thisshowsaddressinginternalsalaryequityandstreamliningcompensationapprovalprocessesarekeyforefectiverecruitment.
Marketsalaryincreasesaretoorapid,andourcurrentcompensationstructurecannotmeetcandidateexpectations.
Internalsalaryinversion(newhiresearningmorethanexistingemployees)isimpactingtalentretention.
Compensationpoliciesorapprovalprocessesaretoocumbersome,delayinghiringdecisions.
Other
Question:
RecruitmentChallenges:Whatdoyouconsiderthemostsigni?cantcompensation-relatedchallengeintherecruitmentprocess?
24%
33%
30%
12%
10
AbouttheReport
MD'sMessage
JobMarketRecap
·
Salary&CompensationTrends
SalaryGuidebyIndustry
AboutRGF
Salary&CompensationTrends
CareerDevelopmentOpportunasMostCriticalNon-MonetarySalarySatisfaction
itiesEmergeFactorPost
Whentheoferedsalarymeetscandidates’"satisfactionthreshold"innegotiations,
careerdevelopmentopportunitiesbecomethemostcriticalnon-monetaryfactor,ac-
countingfor57%.Interpersonaldynamics(relationshipswithteammembers,directman-agers,etc.)makeup33%,whilecorporatecultureandwork?exibility(e.g.,remote/hybridoptions)onlyaccountfor7%and3%respectively.Thishighlightsthatcandidatespriori-tizecareergrowthpostsalarysatisfaction,soenterprisesshouldemphasizesuch
non-monetaryaspectstoattracttalent.
Question:
SalaryNegotiationLeverage:Duringsalarynegotiationswithcandidates,oncetheoferedsalarymeetstheir"satisfactionthreshold,"whichnon-monetaryfactorsbecomemorecritical?
57%
7%
3%
33%
Careerdevelopmentopportunities
Corporateculture
Work?exibility(e.g.,remote/hybridoptions)
Interpersonaldynamics(relationshipwithteammembers,directmanager,etc.)
11
AbouttheReport
MD'sMessage
JobMarketRecap
·
Salary&CompensationTrends
SalaryGuidebyIndustry
AboutRGF
Salary&CompensationTrends
67%ofHiringManagersAgree10%SalaryBudgetIncreaseBoostsRecruitmentROI
Whenitcomestobalancingqualityandcost,67%ofhiringmanagersagreethata10%salarybudgetincreasewouldsigni?cantlyreducetime-to-hireorattracthigher-qualitycandidates,deliveringahigherROI.Meanwhile,33%donotagree.Thisshowsmost
hiringmanagersrecognizethevalueofamoderatesalarybudgetincreaseinimprovingrecruitmentoutcomes.
Question:
Qualityvs.CostBalance:Asahiringmanager,doyouagreethat"increasingthesalarybudgetby10%"wouldsigni?cantlyreducethetime-to-hireorattractsubstantiallyhigher-qualitycandidates,therebydeliveringahigherReturnonInvestment(ROI)?
67%
No,Idonotagree.
Yes,Iagree.
33%
12
·Technology,Media&TelecommunicationsIndustrialManufacturing
ConsumerGoods&Retail
Healthcare&LifeSciences
CorporateServices
SalaryGuidebyIndustry
Technology,
Media&Telecommunications
13
TableofContents·KeySalaryFigures-Technology,Media&TelecommunicationsHotJobs-Technology,Media&TelecommunicationsAnnualBasicSalaryRange-Technology,Media&Telecommunications
KeySalaryFigures
Technology,Media&Telecommunications
Salaryincreasethatemployersare
projectedtooferwhenexternallyhiringin2026
20%
2024*
2025*
2026**
Averageannualsalaryincreasereceivedbyemployees
20%
13%
17%
Employees'salaryincreaseexpectationinthenext6~12months
29%
22%
25%
Projectedaverageannualsalaryincreasebyemployers13%13%7%
*RGFTalentinAsia2024&2025MainlandChinareports,whichcompiletalentsurveyresponsesfrommorethan500employersandcandidates
**RGFForecastsarederivedfromthecombineddataofpastyears'hiringplacementsandjobsearchinformationfromtheRGF-owneddatabase14
TableofContentsKeySalaryFigures-Technology,Media&Telecommunications
·
HotJobs-Technology,Media&Telecommunicationsed&
HotJobs
Technology,Media&Telecommunications
Arti?cialIntelligence
(RoboticsorAutonomousDrivingFocus)
SkillsinDemand:
Prediction,Perception,Decision-making
Predictedsalaryincreaseforchangingjobsin2026
30%
Arti?cialIntelligence(LLMFocus)
SkillsinDemand:
AIGC,Large-scaleAlgorithms,DataScience
28%
DataProductExpert
SkillsinDemand:
DataAnalysis,ProductDesign
Predictedsalaryincreaseforchangingjobsin2026
PrivacyComputingExpert
SkillsinDemand:
Cryptography,DataSecurityandCompliance,RiskControl
25%
Predictedsalaryincreaseforchangingjobsin2026
Predictedsalaryincreaseforchangingjobsin2026
22%
15
TableofContents
KeySalaryFigures-Technology,Media&Telecommunications
HotJobs-Technology,Media&Telecommunications
·
AnnualBasicSalaryRange-Technology,Media&Telecommunications
AnnualBasicSalaryRange
Technology,Media&Telecommunications
(Unit:1,000inCNY)
SeniorManagement
Position
CEOGMVP
MIN
3000
2000
1000
MAX
5000
3000
1600
AIandDataScience
Position
Director
Manager/ArchitectEngineer
MIN
1200
600
450
MAX
2500
1200
1000
R&D-TechnicalDevelopment
Position
MIN
MAX
Director
1200
1800
Manager/Architect
500
1000
Engineer
300
600
Front-end&Back-endEngineering
Position
MIN
MAX
Director
800
1200
Manager/Architect
450
800
Engineer
350
600
MobileDevelopment
Position
Director
Manager/ArchitectEngineer
MIN
800
400
200
MAX
1200
800
500
CyberSecurity
Position
DirectorArchitectManagerEngineer
MIN
800
600
500
350
MAX
1500
800
700
600
DatacollectedbetweenJanuary2025andJanuary2026fromRGF-ownedtalentpoolsencompassesover500,000candidates.
Theannualbasicsalaryde?nitionusedthroughoutthisreportexcludesallowances,stocks,bonuses,oranyotheradditionalbene?ts.16
TableofContents
KeySalaryFigures-Technology,Media&Telecommunications
HotJobs-Technology,Media&Telecommunications
·
AnnualBasicSalaryRange-Technology,Media&Telecommunications
AnnualBasicSalaryRange
&
Media
Technology,
Telecommunications
(Unit:1,000inCNY)
BigData&BusinessIntelligence
Position
Director
Manager/ArchitectEngineer
MIN
800
550
300
MAX
1500
1000
650
CorporateITServices
PositionDirectorManager
Supervisor
MIN
700
300
200
MAX
1200
650
400
DigitalizationTransformation
Position
Director
Manager
SupervisorEngineer
MIN
800
500
300
250
MAX
1600
800
500
400
Cloud&Infrastructure
Position
MIN
MAX
Director
800
1400
Manager
500
800
Supervisor
300
500
ApplicationManagement
Position
Director
Manager
SupervisorEngineer
MIN
700
350
250
150
MAX
1200
650
400
300
Product&OperationManagement
Position
Director
Manager/ExpertSupervisor
MIN
800
500
200
MAX
1300
800
400
DatacollectedbetweenJanuary2025andJanuary2026fromRGF-ownedtalentpoolsencompassesover500,000candidates.
Theannualbasicsalaryde?nitionusedthroughoutthisreportexcludesallowances,stocks,bonuses,oranyotheradditionalbene?ts.17
TableofContents
KeySalaryFigures-Technology,Media&Telecommunications
HotJobs-Technology,Media&Telecommunications
·
AnnualBasicSalaryRange-Technology,Media&Telecommunications
AnnualBasicSalaryRange
&
Media
Technology,
Telecommunications
(Unit:1,000inCNY)
ProjectManagement
Position
Director
Manager/ExpertSupervisor
MIN
700
400
200
MAX
1100
700
450
AccountManagement&CustomerSuccess
Position
Director
SeniorManager/ManagerSupervisor
MIN
800
500
250
MAX
1000
800
500
Domestic&Cross-borderE-commerceManagement
Position
Director/GMGroupLeader
SeniorManager/ManagerSupervisor
MIN
1200
1000
500
300
MAX
1800
1500
900
500
Sales
Position
MIN
MAX
Director
700
1400
Manager
500
800
Supervisor
200
400
DigitalMarketing
Position
Director
SeniorManager/ManagerSupervisor
MIN
800
500
250
MAX
1300
800
500
Pre-sales
Position
Director
Manager/ExpertSupervisor
MIN
600
400
200
MAX
1000
700
400
DatacollectedbetweenJanuary2025andJanuary2026fromRGF-ownedtalentpoolsencompassesover500,000candidates.
Theannualbasicsalaryde?nitionusedthroughoutthisreportexcludesallowances,stocks,bonuses,oranyotheradditionalbene?ts.18
TableofContents
KeySalaryFigures-Technology,Media&Telecommunications
HotJobs-Technology,Media&Telecommunications
·
AnnualBasicSalaryRange-Technology,Media&Telecommunications
AnnualBasicSalaryRange
&
Media
Technology,
Telecommunications
(Unit:1,000inCNY)
R&D-Self-driving
PositionDirectorManager
Expert
MIN
1500
800
800
MAX
4000
1500
1500
DatacollectedbetweenJanuary2025andJanuary2026fromRGF-ownedtalentpoolsencompassesover500,000candidates.
Theannualbasicsalaryde?nitionusedthroughoutthisreportexcludesallowances,stocks,bonuses,oranyotheradditionalbene?ts.19
Technology,Media&Telecommunications
·IndustrialManufacturing
ConsumerGoods&Retail
Healthcare&LifeSciences
CorporateServices
SalaryGuidebyIndustry
IndustrialManufacturing
20
TableofContents
·KeySalaryFigures-IndustrialManufacturing
HotJobs-IndustrialManufacturing
AnnualBasicSalaryRange-IndustrialManufacturing
KeySalaryFigures
IndustrialManufacturing
12%
Salaryincreasethatemployersare
projectedtooferwhenexternallyhiringin2026
2024*2025*2026**
AverageSalaryIncreaseReceivedbyEmployee
15%
14%
3%
Employees'salaryincreaseex
溫馨提示
- 1. 本站所有資源如無(wú)特殊說(shuō)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(qǐng)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(qǐng)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(yè)內(nèi)容里面會(huì)有圖紙預(yù)覽，若沒有圖紙預(yù)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(kù)網(wǎng)僅提供信息存儲(chǔ)空間，僅對(duì)用戶上傳內(nèi)容的表現(xiàn)方式做保護(hù)處理，對(duì)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(duì)任何下載內(nèi)容負(fù)責(zé)。
- 6. 下載文件中如有侵權(quán)或不適當(dāng)內(nèi)容，請(qǐng)與我們聯(lián)系，我們立即糾正。
- 7. 本站不保證下載資源的準(zhǔn)確性、安全性和完整性, 同時(shí)也不承擔(dān)用戶因使用這些下載資源對(duì)自己和他人造成任何形式的傷害或損失。
最新文檔
- 車間物品帶出帶出制度
- 財(cái)務(wù)返款制度
- 企業(yè)數(shù)字化轉(zhuǎn)型-基于IPD流程管理的研發(fā)體系
- 2025年貴州財(cái)經(jīng)職業(yè)學(xué)院筆試及答案
- 2025年濟(jì)陽(yáng)中醫(yī)院護(hù)理筆試題及答案
- 2025年云南廣播電視臺(tái)筆試題及答案
- 2025年聊城年事業(yè)單位考試真題及答案
- 2025年沈陽(yáng)理工自動(dòng)化筆試及答案
- 2025年大豐市人民醫(yī)院護(hù)士筆試及答案
- 2026年高中歷史知識(shí)點(diǎn)精講與模擬題
- 山東省濟(jì)南市2025-2026年高三上第一次模擬考試生物+答案
- 寒假蓄力一模沖刺+課件-2025-2026學(xué)年高三上學(xué)期寒假規(guī)劃班會(huì)課
- 2026年廣州中考政治真題變式訓(xùn)練試卷（附答案可下載）
- 2026國(guó)家國(guó)防科技工業(yè)局所屬事業(yè)單位第一批招聘62人備考題庫(kù)及參考答案詳解1套
- 2025-2026學(xué)年天津市河?xùn)|區(qū)八年級(jí)（上）期末英語(yǔ)試卷
- 2026馬年開學(xué)第一課：策馬揚(yáng)鞭啟新程
- 2025年初中初一語(yǔ)文基礎(chǔ)練習(xí)
- 2026年中央網(wǎng)信辦直屬事業(yè)單位-國(guó)家計(jì)算機(jī)網(wǎng)絡(luò)應(yīng)急技術(shù)處理協(xié)調(diào)中心校園招聘?jìng)淇碱}庫(kù)參考答案詳解
- 老友記電影第十季中英文對(duì)照劇本翻譯臺(tái)詞
- 2025年黑龍江省大慶市檢察官逐級(jí)遴選筆試題目及答案
- 國(guó)保秘密力量工作課件
評(píng)論
0/150
提交評(píng)論