题目内容

阅读下列说明,回答问题1至问题3。
【说明】
建设单位采取公开招标的方式选定承建单位,有A、B、C三家信息系统集成商参加了投标。在招标过程和合同签订过程中,发生了如下事件:
事件1:招标文件中规定:评标采用最低评标价中标的原则;工期不得长于18个月,若投标人自报工期少于16个月,在评标时将考虑其给建设单位带来的收益,折算成综合报价进行评标。事件2:投标人C按照招标文件的要求,将技术和商务标书分别封装,在封口上加盖本单位公章并且由法定代表人签字后,在投标截止日期前1天上午将投标文件送达招标代理机构。次日(即投标截止日当天)下午,在规定的开标时间前1小时,投标人C又向招标人递交了一份补充材料,声明将原来的投标报价降低4%。但是,招标代理机构的有关工作人员认为,根据国际上“一标一投”的惯例,一个投标人不得递交两份投标文件,因而拒绝投标人C的补充材料。事件3:假如贷款月利率为1%,各单项工程完成后付款,在评标时考虑工期提前给建设单位带来的收益为每月20万元。三家单位投标书中与报价和工期有关的数据见表1-1(三个单项工程是按照机房工程、应用开发和安装调试顺序进行实施的,表中搭接时间是指后项工程与前项工程的重叠时间,例如投标单位A应用开发在进行到7个月的时候,安装调试工作可以开始)。表1-2是复利现值系数表。
请回答事件1中招标文件中的规定是否合理并给出理由。根据《招标投标法》的规定,中标人的投标应符合哪两个条件。

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?Read the article below about interviewing.
?For each question 31-40, write one word in CAPITAL LETTERS on your Answer Sheet.
Keep the Process Fair
Interviewers who allow first impressions to guide their questions can fall into a pattern that shifts the balance of the conversation only in ways that confirm the first impression, regardless (31) whether it is correct.
For example, an interviewer who is immediately impressed (32) a candidate starts chatting amiably, asks easy questions and allows the candidate to pontificate on what they would or should or could (33) in some future world when hired. The hiring manager or interview committee spends more time talking (34) listening; most of that talking is done in an effort to sell the candidate on the job, (35) screen his or her qualifications. The hiring manager or interviewing panel is left with a warm, fuzzy feeling about the candidate and high hopes (36) the future but with no real understanding of the skills and knowledge that the candidate would bring to the job, and no impressions to confirm (37) deny in the all-important reference-checking stage.
Worse yet, an interviewer who has a negative impression of a candidate often does (38) opposite, spending most of the interview disengaged or tearing the candidate apart through overly tough questions or a combative attitude.
To keep the interview fair, remember that (39) takes at least 10 minutes for a candidate to get past his or her own nervousness and for the hiring manager or interviewing committee to establish a flow of conversation. Suspending judgment at least until a rapport is established is the most effective way to begin to see candidates for (40) they truly bring to the table.
(31)

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