商務英語：讀寫教程（簡體書）

《商務英語(CBET2)讀寫教程》教材分12個單元，每單元包括三大板塊：閱讀板塊、寫作板塊和應考練習板塊。教材緊扣考試大綱和考試樣題難度，圍繞25。0左右的核心商務詞匯展開，按照本級別所要求的商務功能模塊知識要求，在選材上力圖做到內容素材新，有時代感，突出職業相關性。閱讀和寫作訓練貫穿全書。每單元設置“應考訓練”板塊，突出培訓內容與考試相關性的特點。
《商務英語(CBET2)讀寫教程》是“商務英語崗位”能力培訓指定教材，主要閱讀對象是有意從事涉外商務工作的高等院校學生、涉外商務從業人員和其他社會相關人員。

《商務英語(CBET2)讀寫教程》是人社部教育培訓中心商務英語崗位能力培訓指定教材之一。

Unit 1 Recruitment
Unit 2 Performance AppraisaI
Unit 3 Business Communication
Unit 4 Business Investigation
Unit 5 Business Entertainment
Unit 6 Corporate Culture
Unit 7 Branding Strategies
Unit 8 Distribution and Pricing
Unit 9 Cashflow Management
Unit 10 FinanciaI Statements
Unit 11 Trade Fair
Unit 12 Export Risks
Kev to Exercises

Applicant recruitment and employee selection form a major part of anorganization’S overall recruiting strategies，which identify and secure people needed forthe organization to survive and succeed in the short-term to medium-term.Recruitmentactivities need to be responsive to the increasingly competitive market to secure suitablyqualified and capable recruits at all levels.To be effective，this process needs to includehow and when to source the best recruits，internally or externally. Internal recruitment can provide the most cost-effective source for recruits if thepotential of the existing pool of employees has been enhanced through training，development and other performance-enhancing activities such as performance appraisal，succession planning and development centres to review performance and assess employeedevelopment needs and promotional potential. Increasingly，securing the best quality candidates for almost all organizations relies，at least occasionally if not substantially，on external recruitment methods.Rapidlychanging business models demand skill and experience that cannot be sourced or rapidlyenough developed from the existing employee base.It would be unusual for anorganization to undertake all aspects of the recruitment process without support fromthird-party dedicated recruitment firms.This may involve a range of fiupport services，such as~provision of CVs or resumes，identifying recruitment media，advertisementdesign and media placement for job vacancies，candidate response handling，shortlisting，conducting aptitude testing，preliminary interviews or reference andqualification verification.Where requirements arise，these are referred on an ad basis togovernment job centres or commercially-run employment agencies.
The recruitment industry has four main types of agencies：employment agencies，recruitment websites and job search engines，headhunters for executive and professionalrecruitment，and niche agencies which specialize in a particular area of staffing.Someorganizations use employer branding strategy and in-house recruitment instead of agencies.Recruitment-relatedfunctionsare generallycarriedoutbyanorganization’Shuman resources staff.