組態管理員 的英文怎麼說

中文拼音 [zǔtàiguǎnlǐyuán]
組態管理員 英文
configuration manager
  • 組 : Ⅰ名詞1 （由不多的人員組成的單位） group 2 （姓氏） a surname Ⅱ動詞（組織） organize; form Ⅲ量詞（...
  • 態 : 名詞1. （形狀; 狀態） form; condition; appearance 2. [物理學] （物質結構的狀態或階段） state 3. [語言學] （一種語法范疇） voice
  • 管 : Ⅰ名詞1 （管子） pipe; tube 2 （吹奏的樂器） wind musical instrument 3 （形狀似管的電器件） valve;...
  • 理 : Ⅰ名詞1 （物質組織的條紋） texture; grain （in wood skin etc ） 2 （道理;事理） reason; logic; tru...
  • 員 : 員名詞1. （指工作或學習的人） a person engaged in some field of activity 2. （指團體或組織中的成員） member Ⅱ量詞（用於武將）
  • 管理員 : administrative officer
  • 管理 : manage; run; administer; supervise; rule; administration; management; regulation
  1. A dynamic hierarchical description method for workflow is presented. the method provides a dynamic hierarchical way to define a workflow with non - determinate or dynamic factors. with this method, the main process defined at build - time can be reified and extended by the principle of the sub - organizations at either the build - time or the run - time. to ensure the consistency and integrity of the description, a series of constraint rules are also discussed to realize seamless integration between a decomposed process and its original one. this approach supports the description of unpredictable uncertainties, the dynamic hierarchy of business process, and the dynamic modification of enterprise organizations, and all of these improve the flexibility and extendability of workflow management systems dramatically

    為支持流程中不確定性因素和動態因素的描述，提出了柔性工作流的動態層次描述方法，使得流程設計人員在流程定義階段定義的主流程可以在任意時刻由子組織的負責人進行細化和擴充.為保證動態層次描述的正確性和完整性，討論了動態層次描述的一系列約束規則，確保分解后的流程與原有流程實現無縫銜接.該描述方法支持對不可預知的非確定性因素的描述，支持業務流程的動態層次描述以及組織機構的變化，極大地增加了工作流管理系統的柔性和可擴展性
  2. The thought education should be melt into the management activity of business enterprise that to set up study type ' s organizations ; the political education should be melt in to the activity that train employee the legal system idea. obeying the law the consciousness with the fulfillment that love one ' s country, urging the business enterprise the formation of good exterior image, benefiting to the government public relations of the business enterprise ; the morals education should be melt into the corporate culture developments, educating the employee " s collectivism spirit and master " s consciousness with love the respect - work positive work the mindset

    新時期應將思想政治教育概念細化為思想教育、政治教育和道德教育。將思想教育融入企業創建學習型組織的管理活動中；將政治教育融入培養員工法制觀念和愛國守法意識的實踐活動中，促使企業形成良好的外部形象，有利於企業的政府公關；將道德教育融入企業文化建設中，培養員工的集體主義精神、主人翁意識和愛崗敬業的積極工作心態。
  3. In the paper, i construct a software platform for the turbine and feedwater pump. the platform is an object - oriented system that can be extended by the other models. i have programmed the classes of the performance of the turbine and feedwater pump. besides, the software platform has the functions of giving alarms, the storage of data, the analysis of accident, configuration of chart, administrator operation, report, the query of history data. the paper has explained the methods of constructing the platform at the same time i set forth in details the connections of mis with dcs and distributing the performance data

    本文針對電廠開發了汽輪機與給水泵組性能分析與評價平臺，本系統平臺用面向對象方法編制，並與多位同學合作編寫了汽輪機與給水泵組與性能有關的多個模塊同時可以另外插入模塊擴充功能，此系統平臺還具有數據存儲、歷史數據查詢、報警處理、事故分析、曲線組態、管理員操作、數據報表等多種功能，此外，本文詳細闡述了平臺的構建過程並且詳細論述了dcs與系統的連接方法， activeform電廠設備性能數據網路發布的方法以及現今電廠流行的pi實時數據庫的深入開發與利用，並分別編寫了相應的程序。
  4. To make it, the only method is that we put up a long term monitoring system about cave and learn about the number and rate of entering of human being. after observing and analyzing the data, we can discover the regulation and the " entropy " which leads to the variation of environment. the management and protection of karst caves for tourism is a long - term and meticulous work, which entails a great deal of data - collection as well as research and needs the closely joint effort of the explorers, tourists and scientists studying these caves

    要做到這一點唯一的辦法就是對洞穴環境進行長期的監測，結合旅客的進洞人數和頻率，進行動態觀測，然後對這些觀測資料進行分析對比，找出規律性的東西，找出環境變異的「嫡」值信息系統是一個集成的系統，其目的是對組織的業務數據進行採集、處理和交換，以支持和改善組織的日常業務運作，滿足管理人員解決問題和制定決策的各種信息要求。
  5. By highlighting local case studies, the whole training was tailored to the specific eco - environment and production conditions of the piloting districts. the experts guidance and varied participatory approaches adopted in the training such as sharing the experience of others, playing games, group discussions and individual presentation have encouraged the trainees to actively air their view and helped them to get an initial knowledge on modern business management, a thorough knowledge on indicators used to assess the nutritive value of forage and sheeps nutritional needs at different physiological stages and a better awareness of forages importance in increasing the efficiency of sheep production

    內容培訓以當地案例分析為主，針對項目區的不同生態環境和生產實際，在培訓專家的引導下，通過講故事做游戲分組討論個體發言等多樣化的參與方式形式，學員踴躍發言，初步了解現代經營管理知識，掌握了評定飼草料飼用價值的依據和綿羊不同生理階段的營養需要，認識到了飼草料對提高綿羊生產效率的作用。
  6. Concerning the key issues of tacit knowledge management platform establishment, including organization reform, workflow reengineering, and knowledge conversion, this dissertations suggests detailed improvement measures. through organization reform, a new management position, chief knowledge officer, is setup in company management meeting, dynamic knowledge management team is established, and so on. through workflow reengineering, the product

    組織變革包括設立知識主管cko 、建立知識管理團隊、在公司經理會成員中增加知識主管cko ，以及成立動態團隊等;通過流程再造優化產品開發和項目集成的流程;並從激勵機制、企業文化、轉化通道建設，以及建立知識聯盟等幾個方面提出促進隱性知識轉化的措施。
  7. Based on the three layer architecture technology, the platform system is developed by microsoft visual studio. net, and it realizes the operating module on database based on component technique of ado. net interface ; sql server 2000 is as the database management system, defines some key tables of database, designs an realizes the functions of appending, querying and renewing services, such as the organization, personnel, production, project and information issue of the scientific research management, respectively in the research part of ispssrm ’ s development, it first analyzes inadequacies and technological difficulties of the original edition of ispssrm, then discusses the problem of dealing with diagonal line, the combination of multi - table, the design of query on dynamic tables, and the web report forms, and the extension of the service function such as the applying and estimating in web, and finally proposes the concept to extend the function of ispssrm

    Net開發工具，基於三層結構技術實現了web業務功能模版;基於ado . net介面的組件方式實現了數據庫訪問操作，在數據存儲層使用sqlserver2000作為后臺數據庫管理系統，定義了數據庫關鍵表;設計實現了科研管理的機構、人員、成果、項目、信息發布、維護等業務的添加、查詢、更新功能。在ispssrm的發展研究部分，首先分析了ispssrm原型系統的不足之處及存在的技術難題，探討了動態表格的斜線處理、多表合併、查詢設計及web的列印問題以及網上申報、評審功能模塊等業務功能的拓展，提出了擴展ispssrm的功能的思路。 ispssrm現已經在蘇州大學科研處投入試運行，為高校的科研管理信息化建設、提高科研管理水平提供了一個切實可行的方案。
  8. Application developers also use conversation groups to help with state management

    應用程序開發人員還利用會話組協助管理狀態。
  9. This text analyses the current situations and problems on the salary management of chinese enterprise ; studies and draws lessons systematically from the domestic and international theories and methods about the salary management ; explains and analyses the culture, the general management situations and relevant enterprises " advanced salary management methods in the researching enterprise " country ; compares this country ' s management system with those in america, korea and other developed countries ; and analyses the researching enterprises " background and current situations of salary management, by using relevant theories, manpower - resource - management, organizing behaviouristics psychcholoics, ecmomics, operationreserch, statistics, management. . ect, this text combines the reality to set up japanese employee ' s salary administrative system on the japan branch of china northwest airlines. this text also sets up four major salary systems : basic wages, rewarding wages ( the prize ), additional wages and the welfare ; defines the dynamic salary standard ; and fulfills the quantization, totalization, electronic data processing and benefiting from the salary management

    本文分析了中國企業薪酬管理現狀及存在的問題，比較系統地學習和借鑒了國內外關于薪酬管理的理論和做法；闡述分析了研究企業所在國家的人文化、企業管理概況及相關企業先進的薪酬管理的辦法，並將該國的管理制度與美國、韓國等發達國際進行了比較；在此基礎上分析了所研究企業的背景與薪酬管理的現狀，通過運用人力資源管理學、組織行為學、心理學、經濟學、運籌學、統計學、管理學等相關學科的理論，結合實際，建立了中國西北航空公司日本地區辦事處日本雇員薪酬管理系統；設立了日本雇員基本薪資、獎勵薪資（獎金） 、附加薪資和福利等四大項薪酬內容，最終確定了動態薪酬標準，實現了薪酬管理數量化、綜合化、電算化、效益化，較好地調動了日本雇員的工作熱情，使企業內部管理工作走上了良性循環軌道。
  10. The results showed that : ( 1 ) the staff ' s attitude towards training demand include five dimensions which are organization attitude, production attitude, knowledge attitude, cultural attitude and individual attitude

    研究發現， （ 1 ）員工對培訓需求的態度可以分為組織層面態度、生產管理態度、知識技能態度、企業文化態度及個體因素態度。
  11. The banking industry has become the high - tech industry which gathers calculator technique, information technology and bank service in integral whole. huge changes have happened in the traditional banking industry, including the form of money, service mode, the structure of bank, the management of bank and so on

    這些巨額投資，使銀行業成為了集計算機技術、通訊技術、信息產業與銀行服務於一體的高科技產業，使傳統銀行業發生了巨大的變化，這種變化表現在貨幣形態、資金流動方式、銀行組織結構、服務方式、人員結構、銀行管理和營銷模式等各個方面。
  12. Brief description when you are running windows 98 second edition on a computer with a via technologies integrated device electronics controller that uses the apollo pro chip set, device manager may show the ide controller as disabled or as conflicting with another device if you disable the secondary ide

    當您在一臺建有使用apollo pro晶片組的via technologies ide控制器的電腦上執行windows 98第二版，並在bios中停用了次要ide通道時，裝置管理員可能顯示該ide控制器正處于停用狀態或與其他裝置沖突。
  13. Network administrators should document and maintain the operational configuration files for network devices

    網路管理人員須記錄並維護正在使用中的網路設備組態檔。
  14. Under the consideration of the condition in china, it is still necessary to correct and complement the layer - organization along with not shacking its basis. secondly, it analyzes the five ways to set up a conjecture organization, and mentions some mearsuments and suggestions to improve the management at the conjecture organization

    第二、在虛擬組織的分析中，對虛擬組織組建的五種方式進行了歸納分析，同時對虛擬組織形態的鬆散性和成員地域上的分散性特徵給組織管理帶來的困難提出了對策與建議。
  15. The final part specifies on a series of factors influencing the implementation of performance management, including corporate culture, corporate structure, executive approach, staff approach, executive competitiveness and management style. it highlights the major pitfalls bcb and similar enterprises shall try to keep clear of in implementing performance management. telling from experience with hrm during the past few years, the author offers some constructive proposals on the successful implementation by bcb and similar enterprises

    文末，筆者特別對影響績效管理實施的一系列因素，如組織文化、組織結構、高層主管的態度、員工的態度、管理者能力和領導方式等進行了分析闡述，西南交通大學碩士研究生學位論文第n頁在此基礎上提出濱海商業銀行和類似企業在進行績效管理時應注意規避的幾大誤區，並結合筆者近幾年的人力資源管理實踐工作經驗，對濱海商業銀行及同類企業如何成功進行績效管理提出了幾點具有建設意義的意見。
  16. As these method calls get marshaled to wire formats and stream across the network, developers and administrators often want to keep track of things by maintaining detailed transaction logs in order to debug service behavior, profile performance, test security controls, and even model traffic shape for service - level improvement

    因為這些方法調用按照通過網路的在線格式和流進行編組，開發人員和管理員常常需要維護詳細的事務日誌跟蹤記錄，以便調試服務行為、配置文件的性能和、安全控制，甚至建模流量的形態，從而在服務層進行改進。
  17. Teamstatus, which is used to request that workgroup members provide the workgroup manager with the current status of the tasks in question

    「工作組狀態」消息，要求工作組成員將特定任務的當前狀態提供給工作組管理員。
  18. Now the compensation systems of our country have many problems : lack of uniform guideline and design basis ; lack of developmental perspective and systemic vision ; lack of flexibility of adapt to the rapid development and changes of enterprises. the reason causing these problems is that the enterprises realize the importance of compensation, but they always pay attention to basic systems design and related techniques directly in actual operation. without the direction of business strategy, they will fail in build a successful compensation system which satisfies the staff and benefits the enterprise

    其次，將薪酬體系的構建分為戰略、執行和技術三個層次，從薪酬戰略的制定、薪酬策略的選擇、薪酬計劃的安排、薪酬設計和薪酬動態管理五個部分詳細闡述了戰略性薪酬體系的構建框架;在分析薪酬戰略影響因素的基礎上，將薪酬戰略細分為薪酬激勵重點、薪酬支付基礎、薪酬水平、薪酬組合、薪酬制度五項基本策略，在企業薪酬的人員和財務計劃下，進行薪酬設計，並通過動態薪酬管理使企業彈性地適應內外環境的變化。
  19. If an organization does not establish clear policies for managing its workforce, it should not be surprised when some managers hold attitudes more characteristic of an era when unskilled workers were considered interchangeable

    如果一個組織在如何管理員工方面沒有建立一個清晰的戰略，它就不應該驚訝于當技能不熟練的員工被認為可以互相替換時，管理者所持有的特殊的態度。
  20. These change includes : founding the measuring system of mental bargain so that we can know the mental bargain of staff in time ; selecting the model of salary so that we can meet staff s thirst of interest ; planning the work career of staff so that we can meet their thirst of realizing the value ; founding the double fair system so that we can meet staff s thirst of fairness ; managing the study of themselves so that staff can promote their capacity ; exploiting staff s characters so that they have correct mental bargain only manager realize the importance and effect of mental bargain and pay more attention to building and safeguarding the mental bargain, we can use the mental bargain correctly in human resources management and organization management

    心理契約的變革要求我們對人力資源管理系統中某些與心理契約關系密切，同時隨著員工心理契約的變化難以有效發揮作用的部分進行變革，具體可以從以下幾個方面入手：建立心理契約動態追蹤測量制度以及時了解員工心理契約的變化特點；建立薪酬模式動態選擇機制以滿足員工對經濟利益的需求；進行職業生涯設計以滿足員工自我實現的需求；建立雙重公平體制以滿足員工對公平的追求；實行自我管理式學習以滿足員工對能力提高的需求；對員工進行心性開發以引導員工形成正確的心理契約。只有組織的管理者真正認識到心理契約的重要性，認識到心理契約對員工的態度和行為的影響，重視心理契約的建立和維護，才能在人力資源管理甚至整個組織管理中應用好心理契約這一劑良方。
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