discover resource 中文意思是什麼
discover resource
解釋
識別資源；發現資源-
At the same time, i discover that the number of the return air inlet has a little influecing and it can be neglected. when there is hot resource at upperside of the room, the hot jet and supply air jet together affecting. at the same lower part heat intensity, a utmost wind speed exist, the supply air speed lower, the more heat intensity on the upside, the less convecting transfer heat, whereas
對于上部有熱源的條件下，則其對流熱轉移量的變化關系是由熱射流與送風冷射流共同作用影響的，在下部熱源強度相同的條件下，存在一極限風速，在該風速以下，上部熱源強度越大，則對流熱轉移量越小，反之在該風速以上，上部熱源強度越大，則對流熱移量越大。 -
What ability repairs refine is enough, if resource is insufficient still, capacity is insufficient still, that knows a friend more, learn more, help others more, accumulate resource, once resource arrived when you feel enough, you can discover doing poineering work also is not a tickler actually
能力修煉的夠不夠，假如資源還不夠，能力還不足，那就多熟悉朋友，多學習，多幫助別人，積累資源，資源一旦到了你覺得足夠的時候，你會發現創業其實也並不是件難事。 -
Now we have the small and medium - sized business of representative for a company ' s electromechanical profession in homeland, the manpower resource management present situation investigation analysis, discover the program of the manpower resource of a company ’ s recruit 、 training 、 effect check and salary reward system have many problems : the function of a company ' s manpower resource management is as follows, the company ’ s management is the experience of each department class cadre of straight line, especially lacks effect check system ; employees lack competitive consciousness, lacking actuating pressure, the employees lose initiatives gradually ; the manpower resource management of a company is confined to only somewhat daily recruit, salary capital calculation provide wait for general affairs, manpower resource management is not obvious for strategic influence as well as and strategic connection
在筆者對a公司這樣一個在國內機電行業具有代表性的中小型企業的人力資源管理現狀進行調查分析后，發現a公司的人力資源的規劃、招聘、培訓、績效考核及薪酬體系存在很多問題： a公司人力資源管理的功能不足，甚至缺失；公司以各直線部門班幹部的經驗化管理為主，尤其缺乏績效考核體系；員工普遍缺乏競爭意識，缺乏工作壓力，由於缺乏績效評估，沒有有效的激勵，干好乾壞差不多，員工逐漸失去進取心； a公司的人力資源管理只限於一些日常的招聘、薪資計算發放等事務，人力資源管理對戰略的影響以及和戰略的聯系都不明顯。 -
Since founding, devote oneself to to build intelligence to change system and construction of computer management system all the time, hold to with " the client is a center " the market is politic, in the light of intelligence construction industry exists generally shrinkage fitting is cold used current situation, real time is advocated " constant power intelligence - - the choice that did not trouble " the client changes business concept, the service consciousness of the dominant position that develops group and technology adequately and high sense of responsibility, set out from the point of view that devises construction builder not only, should stand in the client to use convenient footing to think more at the same time, discover a problem, handle doubtful point and difficulty ; differ according to different client demand, offer the intelligent solution of the individuation of complete trap ; effective conformity the resource of enterprise of more than 20 it, make intelligent bldg. with all one ' s strength " the project that do not have care "
創建以來，一直致力於建築智能化系統和計算機管理系統建設，堅持以「客戶為中心」的市場策略，針對智能建築行業普遍存在熱裝冷用的現狀，實時倡導「恆威智能? ?沒有煩惱的選擇」的客戶化企業理念，充分發揮團隊與技術的優勢以及高度責任感的服務意識，不僅從設計施工建設者的角度出發，同時更要站在客戶使用方便的立場思考，發現問題，處理疑點和難點；根據不同客戶不同需求，提供完整的陷阱的個性化的智能解決方案；並有效整合20餘家it企業的資源，全力打造智能建築業的「無憂工程」 。 -
The original utilizes organization action and relevant theory and means such as human resource administration and so on. by means of extracts oil by heat the chemical industry mill invariably to lan zhou ( below abbreviation lan lian ) technical personnel inspires the present situation analysis, and uniting asks the data statistics that the paper was looked into to technical personnel ' s satisfactory degree of work, and discover that the business is living technical personnel excitation respect what is the problem
本文運用組織行為學和人力資源管理學等有關理論和方法，通過對蘭州煉油化工總廠（以下簡稱蘭煉）技術人員激勵現狀分析，結合對技術人員工作滿意度問卷調查的數據統計，發現企業在技術人員激勵方面存在的問題，並針對這些問題，在嚴格績效考評制度基礎上，提出了以薪酬激勵和長期激勵為主的激勵機制模型。
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