Job Recruitment Website - Job information - What major items does the company's business management system mainly include?
What major items does the company's business management system mainly include?
Article 6: The seal must be properly kept to prevent it from being lost or stolen. Once lost or stolen, it should be reported to the relevant leaders in time and remedial measures should be taken. Article 7: Finance Article 8: Anyone who violates the provisions on the storage and use of seals shall be investigated for responsibility according to the circumstances and consequences; Those who break the law should be investigated for legal responsibility. Chapter v warehousing system article 1: after the purchase of purchased products is completed, the warehousing procedures shall be handled immediately, in principle, no later than the second working day. The warehouse keeper fills in the receipt and the handler signs it. The receipt should list all the information of the product (including the supplier) in detail, and indicate the project name, contract number and purpose. Fill it out and submit it to the warehouse manager for signature before warehousing. The warehouse keeper shall collect the attached outsourcing contract when the products are put into storage. A copy of the receipt document is submitted to the warehouse manager; Second, it is used to pay financial accounts; Head of Sanlian delivery warehouse; Four times the reservation. Article 2: The warehouse keeper fills in the outbound order and the manager signs it. The list shall specify all information about the products in detail (consistent with the name of the purchased goods), and indicate the project name and contract number. Fill it out and submit it to the department manager for signature before leaving the library; Two copies are used for financial invoicing; Triple delivery to the warehouse; Keep four couplets for yourself. Article 3: In case of return, the manager shall immediately go through the relevant procedures for return. The manager shall be responsible for any mistakes or losses caused by failure to handle them in time. Article 4: Finance will put the corresponding warehousing and warehousing together as the audit voucher of the sales execution completion document of the corresponding contract. Article 5: If the company personnel need to purchase products or use them in other businesses, they must first fill out the outsourcing application form according to the financial regulations. The application form must indicate the contract number or project name. After filling it out and submitting it to the department manager for signature, the general manager will sign it and go through the check collection procedures. After the expenses are completed, the corresponding warehousing and reimbursement procedures shall be handled in time according to the financial regulations. When purchasing goods, it is necessary to sign a purchase contract with the purchasing unit for future maintenance. This contract shall be kept and filed by the warehouse keeper. Chapter VI Expenditure System of Sales Business In the course of the project, if the sales staff needs a lot of capital turnover or customer service expenses, they need to fill in the sales expenditure table and indicate the project and contract number. Submit it to the department manager for signature, and apply for cheque or cash application with the cheque application form. Chapter VII Sales Execution Completion Form System Article 1: After a project contract is completed (contract signing-collection), all sales personnel need to know the truth clearly and fill in the sales execution completion form. In addition to filling in all the contents specified in the settlement list in detail, it is also necessary to attach copies of receipts, delivery and sales expense documents related to this project and submit them to the company secretary. Article 2: The company secretary shall confirm with the financial department as the proof of sales and profit statistics. Article 3: In the first week of each quarter, the company secretary will sort out and file the sales execution form of each salesperson of the company for future reference, which will serve as the general manager's analysis of the business situation and the assessment data of the business personnel.
Chapter VIII Design Tasks and Quality Management System Article 1: The development tasks shall be assessed on a monthly basis. Article 2: Complete the tasks assigned by the company according to the quality, and pay the salary in full; Deduction of wages is incomplete; Reward for exceeding or completing the plan ahead of schedule. Specific measures: (1) designer, 10%. (3) If the vice president fails to complete the task as planned, the monthly salary will be deducted 15%. Fill in the work task acceptance report at the end of each month. Year-end evaluation. In fact, this is only for most companies. If you are a small company, you don't have to accept everything. Just managing customer files, filing and company finance. Other aspects are not as humanized as others, which will be more conducive to the stable development of the company! If you are interested, we can communicate more in the future! Customer files and contact records The salesman must be strictly required to establish customer files and contact records: (1) After contacting a new customer for the first time, the salesman should immediately fill in the basic information of the customer in the customer file. In addition, fill in all the details of the contact in the contact record. (2) Every contact with new customers in the future must be filled in the contact record. (3) After the contract is signed, the copy must be classified as "customer file". (4) After signing a contract with a new customer, the salesman must fill in the details of each transaction in the contact record, and shall not miss it. (5) After each contact with an old customer, the salesman must fill in the contact information in the contact record, without omission. (6) The details of every transaction of an old customer must also be filled in the contact record in detail, and no omission is allowed. (7) The Head Office will randomly check each customer's "customer file" and "contact record". Taiwanese businessmen with payment management system in Chinese mainland should pay attention to the following four points: (1) Customers who come to the door must make cash transactions. (2) Customers who make cash transactions shall not pay or pledge a batch of goods within a few days after delivery. (3) Changing the current trading mode must be approved by the general manager. (4) Before going out every day, the salesman receives the "payment slip" from the cashier, and must hand over the recovered payment (cash or bills) to the cashier before leaving work that afternoon. If the customer needs to go through the formalities of requesting money, he should get the customer's receipt and give it to the cashier before leaving work that afternoon. If the salesman is delayed to return to the company after work due to work needs, he should give it to the supervisor and then give it to the cashier after work the next day. The purpose of drawing "provision for doubtful debts" is to make salesmen vigilant and reduce the occurrence of bad debts. In addition, in order to conform to the principle of fairness, the salesman with bad debts should bear the loss of bad debts. Based on the above reasons, Taiwanese businessmen in Chinese mainland should establish a quasi-bad debt reserve system, the main points of which are as follows:
When the salesman returns the money, he will pay half of the bonus he deserves first and the other half as bad debt reserve. Settlement at the end of another year: (1) The bad debts occurred in this period are deducted from the "bad debt reserve". (2) If the amount of bad debts is greater than the provision for bad debts, the provision for bad debts shall be deducted to the limit. (3) If there is surplus after deduction, send the surplus to the operator. (4) If there are no bad debts during this period, it is necessary to prepare bad debts for one month, and then check whether the sales route of the retail store is good or bad. The retail store with bad sales route should receive the goods immediately to avoid the expiration of the shelf life. (2) When new products are put on the market, there is a complete delay in sales after distribution, and it is necessary to receive the goods as soon as possible. Then the recovered goods can be disposed of at a higher price or more favorable conditions, avoiding the end of "bargaining". (3) Operators should carefully check the inventory status of dealers and try their best to help wholesalers digest the "immobile" delayed sales. If it still doesn't sell well, you should receive the goods as soon as possible. (4) The main business manager should first dispatch the delivery truck to receive the goods. (5) Goods returned to our company after receipt shall be sorted out to other customers. The system of "planning visit itinerary" is to let salesmen visit customers in a planned way to avoid omitting to visit some customers or visiting important big customers for too long; It is also convenient for business executives to check the whereabouts of salesmen, so that salesmen dare not be lazy. Taiwanese businessmen in Chinese mainland must establish a planned visit system. The key points are as follows: (1) Please ask the clerk to hand in the visit schedule for next week before the handover on Friday. (2) The supervisor should teach tour guides the skills of planning tours. For example, taking public transportation and subway as the means of transportation, the visiting customers can be arranged in a line, and the last customer can be located at the bus stop sign on the way home, at the starting and terminal stations of multiple buses (such as Xujiahui in Shanghai), or at the subway transfer station (such as People's Square in Shanghai). (3) Try to run near the ground the next day, and don't run the ground with the opposite pole. If a customer hasn't finished handling it today, go to the nearest place to handle it tomorrow. (4) It belongs to the Regulations on the Management of Beverage Salesmen (Trial).
Chapter I Access Criteria Section I Access and Probation
First, the principle of employing people: emphasizing selection, potential and morality. Second, the recruitment conditions: qualified candidates should have the age, education, major, professional qualifications and other conditions required for the post, as well as dedication, cooperation, learning spirit and innovative spirit. III. Attendance management Section II 1. Working hours The company works five and a half days a week, and the normal working hours of employees are 7.5 hours a day. Among them: Monday to Friday: 8: 30 am-65438+02: 00 pm:13: 30-17: 30 for working hours, and Saturday: 8: 00 am-13: 30 for lunch break. Second, attendance 1, all full-time employees must strictly abide by the company's attendance system, punch in and out in person (not during lunch break), and may not punch in instead of others. 2. Be late, leave early, be absent from work (1), be late or leave early within 30 minutes, and the salary will be deducted every time 10 yuan. If it is less than 30 minutes 1 hour, it will be deducted every time. (2) Those who arrive late or leave early five times a month will be counted as absenteeism once after deducting the corresponding salary. One day's double pay will be deducted for absenteeism. Those who are absent from work for three days or more during the year will be dismissed. 3. Ask for leave (1) for sick leave A. Employees must call the department head within 30 minutes before going to work, that is, from 8: 30 to 9: 00. If you leave for more than one day, you must make up the area after returning to work.
A medical certificate from a hospital at or above the county level. B, employees leave due to infectious diseases or other major diseases, need to hold a rehabilitation certificate issued by a hospital at or above the county level, and the company will give them work arrangements after approval by the personnel department. (2) Personal leave: emergency accidents can be reported to the department head for approval by oneself or by entrusting others, and the rest of personal leave can only be left after being approved by the competent leader and reported to the personnel department for record, otherwise it will be regarded as absenteeism. No salary is paid during personal leave. 4. Before the employee goes on a business trip (1), he/she should fill in the Business Travel Application Form and submit it to the Personnel Department for filing after being approved by the competent leader, otherwise, he/she will attend the work on personal leave. (2) In principle, business travelers must return within the specified time. If an extension is needed, the department head shall be informed. After returning, you should indicate the reason on the Business Travel Application Form, and attendance will be based on the business trip after being signed by the person in charge. 5. Approval authority for leave on business trip: within three days, it will be approved by the immediate superior, within three days and ten days, by the higher level, by the human resources department and the president of the group headquarters for more than ten days, and by the personnel department and the general manager of the company for the employees of subsidiaries. 6. Overtime (1) needs to be filled in and reported to the personnel department for filing after being approved by the department head, otherwise it is not overtime. Overtime is based on attendance and punching time, and is calculated on a daily basis according to the standards agreed in the labor contract. (2) Overtime pay is calculated according to the following standards: overtime pay on working days = overtime days × base × 150% overtime pay on rest days = overtime days × base × 200% overtime pay on legal holidays = overtime days × base × 300% (3) The personnel department is responsible for reviewing the rationality and efficiency of overtime work. (4) Temporary workers, part-time workers, department heads (inclusive) and above managers in the company do not calculate overtime pay. (5) The calculation method of overtime pay for employees and drivers who implement shift system shall be stipulated separately. 7. Attendance record and inspection (1) The person in charge of attendance should report the attendance of employees of the company last month before the 5th day of each month (postponed in case of holidays), and report it to the personnel department for summary after being audited by the department leader, and be responsible for the accuracy of attendance. (
2) The personnel department exercises the right to inspect the company's attendance, and the leaders of all departments exercise the right to inspect their own departments. Inspection is divided into routine inspection (at least twice a month) and random inspection. (3) Those who cheat on attendance will be fined more than RMB 100 once they are found, and those with serious circumstances will be dismissed. Section 4 personnel changes. Transfer management 1. The transfer-in department shall fill in the Notice of Internal Transfer of Employees, and the heads of the transfer-out department and the transfer-in department shall reach an agreement through consultation and submit it to the HR department manager for approval. The person in charge of the handover door above the department manager shall go through the handover formalities within seven days. 4. Employees should take up their new posts according to the stipulated date, and the personnel department will file relevant documents for future reference and replace the information in the information management system. 5. The personnel department will assess the employees according to their job responsibilities in the new job, and evaluate the abnormal results of the employees. Two. Resignation management 1. When an employee resigns for any reason, I shall submit a resignation application form to my immediate superior 30 days in advance, and then transfer it to the personnel department for review after approval. The resignation of senior staff and managers above the department manager must be approved by the president. 2. After receiving the employee's resignation application report, the personnel department is responsible for understanding the real reasons for the employee's resignation and feeding back the information to relevant departments to ensure timely and targeted improvement. 3. Employees should fill in the "List of Handling Resignation Procedures" and handle the handover and property return procedures. 4. The personnel department counts the attendance of the resigned employees, calculates the salary due, and handles the social insurance change. 5. Employees go through the relevant formalities in the finance department and get their salaries. 6. The personnel department will file the list of resignation procedures and other related materials for future reference, and replace the employee information. Three. Dismissal management 1. See chapter 1, section 2 VI. 1 and VI.2 of this manual.
2. When the department dismisses employees, the immediate superior shall submit the resignation application form to the Personnel Department, which shall submit it to the President for examination and approval. 3. The personnel department shall notify the employee one month in advance and issue a notice of resignation to the employee. 4. Employees should go through work handover procedures and property return procedures before leaving the company; Employees should go through the relevant formalities in the Finance Department on the agreed date and receive wages and severance pay. 5. If employees make trouble without reason, pester leaders and affect the normal production and work order of the company, the company will submit it to the public security department for handling in accordance with the relevant provisions of the Regulations on Administrative Penalties for Public Security. 6. After dismissing employees, the personnel department shall timely file relevant information for future reference and replace employee information. Chapter ii code of conduct section 1 professional standards 1. Basic principles 1. The company advocates open and aboveboard, honest and trustworthy, professional ethics, and requires all employees to consciously abide by national policies and regulations and company rules and regulations. 2. All employees' work behaviors must focus on the interests of the company and be responsible for the society. Don't do anything that will damage the company's image or reputation. The company advocates simple, friendly, frank and equal interpersonal relationships, and employees should respect each other and cooperate with each other. 4. Employees with relatives in the company should avoid business-related work. 2. Without the authorization or approval of the company's legal representative, you cannot engage in the following activities: 1, inspect, negotiate and sign contracts in the name of the company; 2. Provide guarantee or certificate in the name of the company; 3. Express opinions and information to the news media in the name of the company; 4. Attend public activities on behalf of the company; 3. Part-time jobs are prohibited under the following circumstances; 2. Taking a part-time job in the company's business will affect the job or damage the company's image. 4. The company prohibits individuals from investing in the following situations: 1, participating in the operation and management of business affiliates or commercial competitors; Invest in the company's customers or business competitors; Taking advantage of his position to provide benefits to the investment object; And engaged in the above three investments in the name of immediate family members.
5. In foreign business dealings, if there are any kickbacks or commissions from employees, they should all be turned over to the company's finance department; Otherwise, it will be regarded as corruption. Obligation of confidentiality of intransitive verbs: 1. Employees have the obligation to keep the company's business secrets and must properly keep the confidential documents they hold. 2. Without authorization or approval, employees shall not provide confidential company documents, technical formulas, processes and other undisclosed business conditions and business data. Section 2 Code of Conduct 1. During work, clothes and hairstyles should be neat, generous and decent, and exotic clothes or excessive exposure are prohibited. Men are not allowed to have long hair and weird hairstyles, and women are not allowed to have weird hairstyles and wear heavy makeup. 2. Do not engage in activities unrelated to this position during working hours, and do not eat snacks, sleep, do private things, browse websites unrelated to work or read books and newspapers unrelated to work during working hours. 3. Smoking is prohibited in the office area, and the office area should be kept clean and tidy at all times. Four, the office should use Mandarin to answer the phone, first use "hello, XX company", pay attention to the use of polite language when talking. If the party concerned is absent, it shall be recorded and informed on his behalf. Five, it is forbidden to chat on the job during work, and it is forbidden to talk loudly in the office area. 6. Abide by the telephone usage rules and avoid making personal calls during office hours. If necessary, the statement of important matters shall prevail, and it is forbidden to use the office telephone to chat. Seven, stationery collection should be registered name, quantity, and signed by the recipient. It is strictly forbidden to bring any office stationery back to the furniture. Employees have the obligation to care for all office stationery of the company and use it sparingly. 8. Do not print, copy or fax personal data in the company. Nine, without consent, shall not use other people's computers, shall not browse other people's office materials. Information that needs to be kept confidential must be kept by the data holder in accordance with the regulations. Ten, according to the company's needs and responsibilities, actively cooperate with colleagues to carry out the work, and shall not delay, shirk or refuse; Consult others about things that are not within your responsibilities, and focus on your own.
Inform the parties and don't ignore them. 11. In order to ensure the efficient operation of the company, employees are obliged to follow the following three principles in their work: 1. If the company has corresponding management norms and is reasonable, it shall be implemented according to the regulations. 2. If the company has corresponding management norms, but the regulations are unreasonable, employees need to do it according to the regulations, and put forward suggestions for revision to the department that formulated the regulations in time. This is the right and obligation of employees. 3. If the company doesn't have corresponding standards, employees can ask for instructions and suggest making corresponding systems. Section 3 rewards and punishments 1. Types of rewards and punishments rewards and punishments are divided into administrative and economic categories. Among them, administrative rewards include praise, meritorious service, meritorious service, promotion or promotion, and economic rewards include salary increase, bonuses, prizes and paid holidays. Outstanding achievements in administration and research, who have really made significant contributions to the company; 3. Put forward specific improvement scheme or rationalization proposal for production process or management system, which will be effective after being adopted; 4. Actively participate in the company's collective activities and perform well; 5. Save materials and funds, or use materials effectively; 6. In case of sudden changes, be brave enough to take responsibility. People who handle it properly 7. Those who publish articles in journals above the municipal level in the name of the company 8. People who make contributions to society and win honor for the company. Have other special performance or outstanding performance and passed the examination by the department head. Penalty conditions 1. People who break the law and commit crimes Using the name of the company to cheat and seek illegal interests. Causing great damage to the company's reputation; 3. Those who embezzle or steal public funds and intentionally damage the property of the company or others; 4. Falsely reporting, tampering with records or forging various annual reports, statements and personnel data; 6. Revealing scientific research, production and commercial secrets; 6. Insulting or beating colleagues' leaders, creating troubles and verifying the facts; 7. Fighting and drinking during working hours, disturbing the order of work and production; 8. Disrupting the work order on site or
Measures against safety regulations. Management supervisors fail to perform their duties seriously, resulting in losses 10, loss of important documents, articles and tools under management, waste of public property 1 1, chatting and having fun or engaging in things unrelated to work 12, and absent without leave during working hours. Errors occurred in work 13, facilities, equipment, articles and materials were damaged or others were injured due to negligence 14, accidents occurred in work and the relevant departments were not notified in time 15, 16, 17, 18 and 18 for limited time instructions. (2) Learning and training opportunities; (3) promotion and salary increase; (4) Senior leaders of the company will meet at the end of the year. Three or one year's internal work can be quite offset, but the previous work can't be offset. The merits and demerits that can offset each other are as follows: (1) more than doubled; (2) recording demerits and gross demerits; (3) Warning and praise records; (4) Three praises are equal to one; Remember three times is equal to remember one time; Three demerits are equal to more than one. 5. The rewards and punishments for employees at all levels shall be listed by the department or supervision department, and the reward and punishment declaration form shall be filled in. The rewards and punishments of employees at the headquarters of the Group and employees at or above the intermediate level of each subsidiary shall be reviewed by the Personnel Department, those with merit record (demerit) or above shall be approved by the President, and those of other employees of the subsidiary shall be reviewed by the Personnel Department and approved by the General Manager. 6. Complain to the Personnel Department in written form within each working day, and the Personnel Department will feedback the processing results to the complaining employees after verification. Chapter III Salary and Welfare System Section 1 Salary
1. principle: distribution according to contribution, ability, attitude and responsibility, distribution according to work, giving priority to efficiency, giving consideration to fairness and sustainable development. 2. Applicable object: all formal employees of the company. 3. Salary composition: basic salary (including seniority salary and education salary), post salary, performance salary, promotion salary and bonus. (1) The post salary is determined according to the job and the skills required by the post, and different posts correspond to different post salary levels. (2) The seniority salary is determined according to the actual working hours of employees and the working hours of employees in the company. (3) Education salary is determined according to the education level of employees. (4) Performance pay is determined according to the company's assessment results for employees. 4. Salary system (1) annual salary system. Applicable to the president, vice president and other special talents approved by the president. Total salary = basic salary+year-end bonus. (2) commission wage system. Suitable for people engaged in marketing. Total salary = fixed post salary+performance salary+commission salary+year-end bonus. (3) Structural wage system. Suitable for middle and grass-roots managers, production technicians, functional personnel and logistics managers. Total salary = basic salary+performance salary. (4) Fixed salary system. Logistics service personnel whose workload is easy to measure. (5) hourly wage system. It is suitable for production operators whose workload fluctuates greatly. Total salary = basic salary+performance salary+hourly salary. (6) Salary of new employees: during the probation period, it is generally set at 70% of the first salary in the salary level of the recruitment position, and there is no floating salary during the probation period. 5. The company pays the salary according to the actual working days, and the payment date is 15 every month, and the salary of last month is paid. In case of holidays, it will be postponed to the nearest working day. Probation employees pay in cash, and regular employees pay in the form of personal bank accounts. Second, adjust the mechanism.
1. Group salary management is to implement "market-oriented dynamic salary management" according to the actual development of the company, the market salary level and the supply and demand of human resources. At the end of each year, the management committee holds a "salary discussion", and the personnel department puts forward reasonable salary adjustment suggestions according to the company's benefits and the salary changes in the same industry, and then reports them to the management committee for deliberation. 2. Basis for adjustment of employee salary level: (1) Company-wide salary adjustment. Adjust the salary level of employees in the whole company according to the significant changes in business performance and social comprehensive price level. (2) Incentive salary promotion. The target is people who have made outstanding achievements in their own jobs and in promoting enterprise management and improving economic benefits. (3) Grade change. If an employee's level changes, his basic salary within that level should be adjusted accordingly. (4) In the year-end assessment, employees with poor performance will be demoted and their salaries reduced. (5 lines; The post salary downgrade shall be implemented from the month when the company issues the relevant notice. Section II Welfare 1, Holiday (1) Rest Day: All employees of the company enjoy rest days outside legal working hours. (2) Statutory holidays: All employees enjoy the following 65,438+00 paid holidays every year (regarded as going to work) A. New Year's Day (Gregorian calendar 65,438 438+ 10/October 65,438+0) B. Spring Festival (the first, second and third days of the lunar calendar) C. Labor Day (Gregorian calendar May 65, 438+0, 2 Female employees have a half-day holiday) (3) Marriage leave Any regular employee who has worked in the company continuously for 12 months (from the date of becoming a regular employee) can apply for 65438 with a marriage certificate. (4) Maternity Leave Any official female employee who has worked in the company continuously for 12 months (from the date of becoming a regular employee) can apply for paid maternity leave for 90 days (including rest days and legal holidays) with the hospital certificate, and then give birth.
Normal delivery 120 days, dystocia 135 days. Male is 26 years old, and female is 24 years old or older. (5) The nursing leave for male employees is 7 days, and that for those who give birth late is 15 days (maternity leave for women only, including rest days and legal holidays). (6) condolence leave If the immediate family members (spouse, children, parents and spouse's parents) of the employees of the company die unfortunately, they can apply for 5 days paid condolence leave. If the immediate family members are in other places, the paid travel leave will be counted separately, and the travel expenses will be taken care of by themselves. (7) Work-related injury leave is regarded as going to work, and the specific situation is handled according to the national social insurance regulations. (8) Employees take advantage of public holidays to participate in obligations or public welfare activities stipulated by national laws and take entrance or qualification examinations related to their jobs. With the approval of their departments and personnel departments, they can pay wages according to working hours. (9) For paid sick leave of more than three days, the illness certificate issued by the hospital at or above the county level shall prevail. Among them, the sick leave within 10 days is calculated as 80% of the basic salary, and the accumulated sick leave after 10 days is calculated as 50% of the basic salary. The medical treatment period is determined according to the relevant provisions of the state. (10) It is stipulated that employees should report the type and time of vacation to their immediate supervisor and the personnel department 15 in advance, and negotiate and arrange the specific matters of vacation. If the employee fails to take the above-mentioned (3)-(7) holidays due to work reasons, he/she shall be given salary subsidies according to the standard of overtime work on rest days. 2. Insurance: The company provides social insurance such as pension, work injury, maternity and medical insurance for regular employees. 3. When He Yi marries the official employee of Dianyi (1), the company will give her a wedding gift of 300 yuan. (2) When the immediate family members of formal employees die, the company gives 300 yuan a gift. 4. Cost-saving The company will distribute wedding gifts or gifts on legal holidays or company anniversaries according to the operating conditions. 5. Health check-up: The company pays the health check-up fee for employees who have worked for one year every two years. 6. Employee activities: The company holds various employee activities from time to time. Chapter IV Training, Assessment and Development Section I Training Management. Training purpose: shaping corporate culture,
- Related articles
- What time does the underground parking lot of Wu Shang Zhongyuan Square in Qingshan District close?
- How about Guizhou Zunyi Changshun expressway Maintenance Co., Ltd.?
- The shopping guide of a supermarket in Zhangjiagang stepped on yogurt. Does the supermarket have supervisory responsibility?
- What about Chengde Shuangluan Lichang Machinery Manufacturing Co., Ltd.?
- Xiaoshan district 2 nd vocational high school
- What is the telephone number of Oriental Kaiterui (Chengdu) Environmental Protection Technology Co., Ltd.?
- How do ordinary people become a swimming coach?
- I am from Fushun, Zigong, Sichuan. Excuse me, how to apply for Hong Kong and Macao Pass?
- Does the female coordinator of urban construction management supervision brigade need field work?
- The employment situation and distribution of graduates from the Department of Tourism Management of Sanya University.