謝謝你給我那麼珍貴的小禮物

謝謝你給我那麼珍貴的小禮物

結果 (英文) 1:

Thank you for giving me such a precious little gift

結果 (英文) 2:

LIST 7.Criteria for hiring of personnel from Russia and European countries
Japan's HR system is based on the mentality of its employees. In Japan, the corporate spirit contributes to coherence and conflict reduction thanks to the national composition of the organization (more than 99% of Japanese).
In the selection of candidates, the main priority in the U.S. is used by graduates of prestigious universities,
When hiring a future employee in Korea, the key criterion is the results of the production organizations in the form of exams and its complexity depends on the prestige of the organization. Psychological testing of employees in Korea is considered a priority of personnel services and influences the creation of a favorable psychological atmosphere in the enterprise
In almost all European countries, the main criteria for selection are: knowledge of a foreign language, candidate test results, prestige of the completed study and the final rank of candidate. In France, it is important to have recommendations and the ability to do business. In Italy and France is a value experience working abroad. The age and nationality of potential workers are less important indicators for most countries. Only in Germany were it important to have special and technical skills.
In Russia, the following employment models are used in hiring staff
1). Admission of unconditionally qualified staff, which is related to the process of employment of workers with certain qualifications and work experience.
2). Admission on reasonable protection includes the admission of an employee on the recommendation of managers or friends, associated with the presence of trust or with working with the recommended specialist.
3). Admission of a blat employee. This method is related to the admission of employees who have non-business personal connections with the management of the company, or the admission of "unreasonable protection" of specialists who do not have the necessary experience and qualifications.
4). Admission of an inexperienced but educated employee. Usually, a candidate for employment in the presence of a special education in the profile of the specialty does not have enough experience in the profession.
Admission of an experienced but uneducated staff member is related to the employment of an experienced worker who corresponds to the profile of the position held but has no special education.
6). Admission of "accidental" workers, when employment, regardless of the correspondence of the education of the position and the presence of work experience, is influenced by random factors

結果 (英文) 3:

Thank you for giving me such a precious gift