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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.Theannualbasicsalarydefinitionusedthroughoutthisreportexcludesallowances,stocks,bonuses,oranyotheradditionalbenefits.
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,
weseealandscapedefinedbyongoingstructural
adjustmentsincertainsectorsundereconomicpres-sure.However,drivenbythecontinuousdeepeningoftechnologicalinnovation,"Digital"and"Intelligent"
fields—suchasSmartManufacturing,ElectronicInfor-mation,andBigData—continuetoreleasesignificantemploymentdemand.Today,employersareincreas-inglyprioritizingtalentwhooferbothimmediate
businessimpactandlong-termstrategicalignment.
Therefore,lookingaheadto2026,webelievethe
talentmarketwillleanfurthertoward"Precision
Matching"and"InternalEmpowerment."Weanticipateanaccelerationincross-industrytalentmobility;indi-vidualswhocanlearnrapidly,adapttochange,and
drivebusinessintegrationwillbecometheessentialenginesforsustainedorganizationalgrowth.
Compensationservesasastandardformeasuringjobvalueand,moreimportantly,actsasacriticalbench-markreflectingmarkettrendsandtalentstrategies.Fromanoverallperspective,theaveragemarket
RitaCui
ManagingDirector
salarygrowthin2026willseeaslightincreasecom-paredto2025,whichindirectlyreflectsthestabilityofeconomicandemploymenttrends.Weprojectthatcertainhigh-demandroleswillhaveahighprobabilityofreachinga20%salaryincreaseduringexternal
recruitment,suchassalespositionsinthehealthcare
industryandnewretaildirectionrolesintheconsum-ergoodsindustry,whilealgorithmexpertsintheau-tonomousdrivingfieldmayevensecureincreasesashighas30%.Beyondthesewidelyfavoredpositions,wehavedetailedthesalarydataforapproximately
300rolesacrossfivemajorindustriesinthisreporttoprovideadatareferenceforbothenterprisesand
talentincompensationpositioningandcareerplan-ning.
Weadviseenterprisestolookbeyondmarketpercen-tileswhenformulatingcompensationstrategies.Itiscrucialtointegrateyourspecificdevelopmentstage,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.
Facedwithfiercetalentcompetitionfromlocal
enterprisesandongoingcostoptimizationpressures,thecompensationsystemsofJapaneseenterprises
needtogobeyondsimplehorizontaladjustmentsandinsteadbuildamulti-dimensional,resilientstrategicframework.
Theprimarychallengeliesinhowtoexquisitely
balancemarketcompetitivenessandinternalcoste术ciency.In2026,Japaneseenterprisescanno
longeradheretoasinglecompensationphilosophybutmustadoptmorerefinedstrategies.
Buildingonthis,theincentiveorientationof
compensationneedstoundergoaprofound
transformationfrom"protective-oriented"to"driv-
en-oriented."Thefixedhigh-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.Aftermoderatecontractionsinthefirstthreequarters,demandsurgeddecisivelyinQ4,rising31%againstthe2024benchmarkandfinishingtheyearwithnotablemomentum.
Thisfourth-quarterreboundsuggestsrenewedcorporateconfidenceandstrategichiringinan-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%,followingstrongactivityinthefirsthalf,beforemoderatingtoasteady11%riseinQ4.
Thisconsistentpositivityintalentmobility—contrastingwiththevolatilityobservedinpreviousyears—suggestsajob-seekingenvironmentthatremainedactiveevenamidshiftinghiring
demand,reflectingbothcandidateconfidenceandongoingmarketrestructuring.
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
Theinterviewacceptanceratein2025reflectedaclearshiftfrominitialstabilitytomarkedim-provementand.Afterremainingessentiallyflatinthefirsthalf,theraterosenotablyby14%inQ3andsustainedasolid7%gaininQ4.
Thisnotableincreaseintheproportionofsubmittedcandidatesadvancingtointerviewstagesreflectsaclearstrengtheningofhiringintentandresponsivenessfromenterprises,particularlyduringthelatterpartoftheyear—suggestingproactiveplanningforbothimmediateneedsandupcomingtalentdemands.
Q1
Q2
Q3
Q4
*RGF-owneddatabaseoftheratioofnewlysubmittedcandidatesenteringtheinterviewstage,comparedtothe2024averageasabenchmark.
AbouttheReport
MD'sMessage
JobMarketRecap
Salary&CompensationTrends
SalaryGuidebyIndustry
AboutRGF
Salary&CompensationTrends
40%ofFillingFailuresfromSalaryExpectationsin31%-
Mismatched50%Range
Approximatelyone-thirdormoreof2025unfilledpositionhiringfailureswereattributedtomismatchedsalaryexpectations,thehighestproportionamongallcategories.Thepro-portionoffailuresdrivenbysalarymisalignmentinthevastmajorityrangestoodat23%.Notably,thepercentageoffailuresstemmingfrommisalignmentofmorethanhalf
reached17%,collectivelyunderscoringthatsalarymisalignmentisacriticalbarriertoef-fectivetalentacquisition,pertheactualsurveyresults.
Question:
ExpectationManagement:Forpositionsthatwerenotsuccessfullyfilledin2025,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
MostSignificantCompensation-RelatedChallenge
Whenitcomestocompensation-relatedrecruitmentchallenges,internalsalaryinversion(newhiresearningmorethanexistingemployees)isdeemedthemostsignificant,at
33%.Compensationpoliciesorapprovalprocessesthatdelayhiringdecisionsmakeup
30%,andrapidlyrisingmarketsalariesthatleavecurrentcompensationstructuresunabletomeetcandidateexpectationsaccountfor24%.Only12%fallinto"Other".Thisshowsaddressinginternalsalaryequityandstreamliningcompensationapprovalprocessesarekeyforefectiverecruitment.
Marketsalaryincreasesaretoorapid,andourcurrentcompensationstructurecannotmeetcandidateexpectations.
Internalsalaryinversion(newhiresearningmorethanexistingemployees)isimpactingtalentretention.
Compensationpoliciesorapprovalprocessesaretoocumbersome,delayinghiringdecisions.
Other
Question:
RecruitmentChallenges:Whatdoyouconsiderthemostsignificantcompensation-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%,whilecorporatecultureandworkflexibility(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
Workflexibility(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%salarybudgetincreasewouldsignificantlyreducetime-to-hireorattracthigher-qualitycandidates,deliveringahigherROI.Meanwhile,33%donotagree.Thisshowsmost
hiringmanagersrecognizethevalueofamoderatesalarybudgetincreaseinimprovingrecruitmentoutcomes.
Question:
Qualityvs.CostBalance:Asahiringmanager,doyouagreethat"increasingthesalarybudgetby10%"wouldsignificantlyreducethetime-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
ArtificialIntelligence
(RoboticsorAutonomousDrivingFocus)
SkillsinDemand:
Prediction,Perception,Decision-making
Predictedsalaryincreaseforchangingjobsin2026
30%
ArtificialIntelligence(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.
Theannualbasicsalarydefinitionusedthroughoutthisreportexcludesallowances,stocks,bonuses,oranyotheradditionalbenefits.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.
Theannualbasicsalarydefinitionusedthroughoutthisreportexcludesallowances,stocks,bonuses,oranyotheradditionalbenefits.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.
Theannualbasicsalarydefinitionusedthroughoutthisreportexcludesallowances,stocks,bonuses,oranyotheradditionalbenefits.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.
Theannualbasicsalarydefinitionusedthroughoutthisreportexcludesallowances,stocks,bonuses,oranyotheradditionalbenefits.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
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