【正文】 er benefits can be weekend excursions, leased vehicles, memberships in professional organizations, puters/laptops, cellular phones, additional paid days off, gifts and health club memberships. You can be creative。上聯(lián)是：吃，吃盡天下美味不要浪費，下聯(lián)是：喝，喝盡人間美酒不要喝醉，橫批是趙本山的一句至理名言：吃好喝好！那么最后呢也祝愿我們在場的所有來賓所有的朋友們家庭幸福，生活美滿，身體健康，萬事如意！經(jīng)典婚慶主持詞炮竹聲聲賀新婚,歡聲笑語迎嘉賓.　　尊敬各位來賓,各位領(lǐng)導,各位親朋好友,先生們,女士們,活潑可愛的小朋友們,大家好! 好歌好語好季節(jié),好人好夢好姻緣.　　來賓們今天是公元****年**月**日(農(nóng)歷六月初八)是良辰吉日,在這大吉大利吉祥喜慶的日子里,我們懷著十二分的真誠的祝福相聚在***酒樓一樓婚宴大廳共同慶賀***先生與***小姐新婚典禮.(首先我們給予掌聲的恭喜)大家都知道結(jié)婚是人生中的一件大事,而婚禮更是人生中最幸福神圣的時刻,我是本次婚禮慶典的主持人***.今天我十分榮幸地接受新郎新娘的重托,步入這神圣而莊重的婚禮殿堂為新郎***,新娘***！　　真是:　　　百鳥朝鳳鳳求凰,龍鳳呈祥喜洋洋.　　　讓我們用掌聲祝賀他們祝福新人　　　鳳凰展翅迎朝暉,恩愛鴛鴦比翼飛.　　　攜手同步知心人,共創(chuàng)宏圖獻真情.　　　郎才女貌天作美,洞房花燭喜成雙.　　在神圣的婚禮進行曲中一對新人手挽手,結(jié)婚典禮對青年男女來說是一生中最重要的時刻.　　　你也笑,我也笑,親朋好友齊來到.　　　天也新,地也新,眾星捧月迎新人.　　　新郎新娘臺上站,甜蜜感覺涌心間.　　　風風雨雨牽手過,今天喜結(jié)美姻緣.　　　親朋好友齊相聚,歡歡喜喜來賀喜.　　　 * * * 天仙配,幸福的生活比蜜甜.　　在這個激動人心的美好時刻,作為婚慶司儀,首先請允許我代表新郎新娘以及新郎新娘的雙方家長,對今天百忙當中來參加婚禮的各位來賓,各位親朋好友的光臨表示最誠摯的謝意和熱烈的歡迎(謝謝大家)!歡迎你們!　　婚禮對每一個新婚的人而言,都是神圣,浪漫,唯美和經(jīng)典的,隨著神圣的婚禮進行曲奏響,英俊的新郎和美麗的新娘在掌聲與祝福聲中,緩緩的步上紅地毯,那是萬眾矚目的一瞬,那是夢寐以求的一瞬,那是凝結(jié)愛的萬語千言的一瞬,那是最激動人心的一瞬,一同迷醉在塵世間最美妙的氣氛里.　　愛情是古老而年輕的話題,更多人正在追求,今天這兩位新人從有過初戀時月上柳梢頭,人約黃昏后的熱烈心跳,到也有熱戀中冷落清秋傷別離的難舍難分,經(jīng)歷了似水柔情,如夢佳期,的苦苦期盼,品嘗過相知不渝,永結(jié)金蘭的浪漫溫馨,!美麗的新娘,這一刻,整個世界因你而多姿多采,英俊蕭灑的新郎,這一刻,整個宇宙而為你祝福,祝福你們在這鮮花綻開的時候,祝福你們在這神圣莊重的幸福時刻.　　首先由我介紹一下二位新人,站在我身邊這位英俊瀟灑的男子就是我們今天的新郎官***先生,(掌聲恭喜)新郎不僅風度翩翩,氣質(zhì)不凡,而且忠厚誠實為人和善,新郎今天是新洗的臉,新刷的牙,新刮的胡子,新理的發(fā),新襯衣,新領(lǐng)帶,新買的皮鞋腳下踩,新背心,新西服,里邊還穿了一條新內(nèi)褲,新郎渾身上下全是新,就是我們今天的新娘子***小姐.(掌聲恭喜)介紹新娘,大家看我們的新娘人家眉毛好,眼睛好,鼻子好,嘴巴好,耳朵好,臉蛋好,最關(guān)鍵還是人家心眼好,溫馨小姐溫文而雅,賢惠大方,青春高潔,性情端莊,誠實可靠,心地善良,遇事豁達,外柔內(nèi)剛,漂亮可愛而且手巧能干,心靈純潔,佳偶天成,或郎才女貌,天生一對!(大家一起說是不是)各位嘉賓,各位朋友,二位新人經(jīng)過甜蜜的戀愛,耐心的等待,蕓蕓眾生中,　　讓我們?yōu)樾腋５膽偃似鹞?，為快樂的愛侶歌唱，為火熱的愛情舉杯，愿他們的人生之路永遠灑滿愛的陽光，好，各位來賓，親愛的朋友們，今天的新婚慶典議式就暫時告一個段落，那么，接下來咱們要進行的是喝喜酒大賽，今天咱們的老東家準備了一些薄酒淡菜不呈敬意，那么在開局之前呢送我們在座的所有來賓一副對聯(lián)。s been very successful, and I think, it will bee more popular as word travels. The Center for Creative Leadership in San Diego reports that firms offering employee development, good munication, ethical practices and other positive human factors enjoy greater retention rates and 20 percent higher profits. Here are some nonfinancial tools some employers use to help boost retention rates: a career plan with employees. Help employees develop a career plan so they understand where they are going and why it makes sense to achieve those goals. open dialog. Sharing operating and financial information helps build trust between employer and employee. It ultimately invests them with a feeling of ownership in the pany and, in turn, a longterm stake in its future. to employees. Make suggestion boxes available and offer a reward for the suggestion of the week or month. your team. Provide reward programs that recognize performance and achievement. Hold regular pany socials to build rapport and enthusiasm.Tips to attract quality employeesThere are several tools that can help you find employees to fill open or new positions. Consider: ongoing advertising and marketing programs targeted to potential employees. puterbased recruitment. with associations, suppliers, owners and peers. a program that pays employees for successful referrals. visible wherever the labor pool frequents, such as at industry associations and related events.6. Visit job fairs and colleges and follow up on any leads. a specialty recruitment firm to supplement your internal hiring efforts.As petition continues, success will be judged more on the employer’s abilities and strategies on human resource management. All these point to the importance of attracting and maintaining a loyal work force and a higher retention. There is a bottom line when it es to employee retention. The quality of the supervision an employee receives is critical to employee retention. Surveys show that most people leave managers and supervisors more often than they leave panies or jobs.It is not enough that the manager is wellliked or a nice person. Sure, a nice, likeable manager earns you some points with your employees. A draconian, nasty, or controlling manager takes points away from your organization. But, a manager or supervisor, who is a pro at employee retention, knows that the quality of the supervision is the key factor in employee retention.Effective Managers Create Employee RetentionManagers who retain staff start by municating clear expectations to the share their picture of what constitutes success for the employee in both the expected deliverables from and the performance of their job. These managers provide frequent feedback and make the employee feel valued. When an employee pletes an exchange with a manager who retains staff, he or she feels empowered, enabled, and confident in their ability to get the job done.Employee plaints about managers and supervisors center on these areas. Employees leave managers who fail to: clarity about expectations, clarity about career development and earning potential, regular feedback about performance scheduled meetings, and a framework within which the employee perceives he can succeed.What if a Manager Fails at Employee Retention?If a manager fails at employee retention, the chances are good that the manager has been unable or unwilling to develop their ability to manage and value people across the board. Managers who exhibit a pattern in which their key employees leave your organization cannot retain their management role.If