| 摘要 | 第4-5页 |
| Abstract | 第5页 |
| ACRONYMS AND ABBREVIATION | 第11-12页 |
| CHAPTER 1: INTRODUCTION | 第12-17页 |
| 1.1 Background of the study | 第12-13页 |
| 1.2 Background of Cambodia | 第13页 |
| 1.3 Objectives of the study | 第13-14页 |
| 1.4 Research Questions | 第14-15页 |
| 1.5 Significance of the study | 第15页 |
| 1.6 Scope of the study | 第15-16页 |
| 1.7 Definition of terms | 第16-17页 |
| CHAPTER 2: LITERATURE REVIEW | 第17-24页 |
| 2.1 Job vacancy advertisement | 第17页 |
| 2.2 The candidates selection process | 第17-18页 |
| 2.3 The role of Human Resource management | 第18-20页 |
| 2.4 Job Analysis | 第20-23页 |
| 2.5 Conclusion | 第23-24页 |
| CHAPTER 3: THE STRUCTURE AND SELECTING PROCEDURES OF NSSF | 第24-38页 |
| 3.1 General situation of NSSF | 第24-31页 |
| 3.2 Kind of employee of NSSF | 第31-34页 |
| 3.3 Procedure selecting candidate | 第34-38页 |
| CHAPTER 4: CHALLENGES AT NSSF IN THE CANDIDATES SELECTION PROCEDURES | 第38-48页 |
| 4.1 Corruptions | 第38-40页 |
| 4.2 Lack of transparency and openness | 第40-43页 |
| 4.3 Too much political influence and interference | 第43-45页 |
| 4.4 Weak employment policies | 第45页 |
| 4.5 Maladministration | 第45-47页 |
| 4.6 Poor decision-making process | 第47-48页 |
| CHAPTER 5: SOLUTIONS AND ACCEPTED STANDARDS TO THE CHALLENGES AT THE NSSF CANDIDATES SELECTION PROCESS | 第48-53页 |
| 5.1 Corruption control Mechanisms | 第48-49页 |
| 5.2 Transparency fair play and openness | 第49页 |
| 5.3 Independence unless political interference | 第49-50页 |
| 5.4 Strong and better employment policies | 第50页 |
| 5.5 Affective administration | 第50-51页 |
| 5.6 Good and affective decision-making process | 第51-53页 |
| CHAPTER 6: ANALYSIS, CONCLUTION AND RECOMMENDATION | 第53-61页 |
| 6.1 Analysis and Discussion | 第53-56页 |
| 6.2 The problems affecting the NSSF s recruitment of the right candidates for the institution | 第56-57页 |
| 6.3 Conclusion | 第57-58页 |
| 6.4 Recommendation | 第58-61页 |
| References | 第61-65页 |
| Acknowledgements | 第65-66页 |
| Appendices | 第66-94页 |
