main drain system 中文意思是什麼
main drain system
解釋
主疏水系統-
During the adjustment. it decided the amount and the rate of humidification. the system can test the states of water level by water lever sensor, thereby the main control module can control the entrance and drain of water and give warnings ; as its good man - machine interaction, the system can expediently set the humidity and the amount of humidification and control water - in valve and leading winds through control panel. the system can communicate with computer thereby the net supervise is enabled
本系統主要能夠完成以下功能：採集空氣中的濕度狀態，並送入主控模塊，主控模塊根據現有的濕度判斷是保持原來狀態還是進行加濕以及加濕量的大小和加濕速度等；能夠通過水位傳感器測試水位的狀態，從而通過主控模塊控制進水、排水、預報警、報警等；具有良好的人機交互性，能夠通過控制面板比較方便地進行濕度設定、加濕量設定、進水閥的控制、導風的控制等；能夠和上位機進行通信，從而實現網路監控。 -
We specialize in water treatment system, gas treatment system and other common main industrial systems, such as ro, deionized water, ultra pure water, industrial waste, process exhaust, process cooling water, chilled water, process drain, scrubber system and m + e hook up all space management design
專業的設計師、經驗豐富的項目管理、高素質的技術施工團隊以及高效率的維修維護人員和先進的機電專用設備、器具是本公司為客戶提供優質服務的保證。 -
The study analyze the reason for brain drain in high - tech enterprise, and draw the conclusion that lacking the long - term incentive in wage system is the main cause for loss of human resource, so i raise the viewpoint of bringing in the stock options from foreign high - tech corp. after making a comparative analysis between china and america, and drawing on the experience of foreign counties in this regard. i make a suggestion in stock source, the option striking price in china, which are not contradictory with the existing laws and regulations in our country
本文在對高新技術企業人力資源的流失原因進行分析的基礎上，得出目前國內薪酬設計中長期激勵不足是產生高科技企業人員流動的主要原因，從而確定了引入股票期權激勵機制的前提條件，其後，在對我國股權運作模式及股票期權激勵機制制約因素的分析基礎上，借鑒國外幾十年來實施股票期權的相對較為成熟的經驗，提出了對我國相關法律法規的一些政策性建議，同時，針對我國法律及公司治理等方面對股票運作的障礙，提出了與現行法律不相違背的股票來源、股票行權價等方面的設計，並建設性地針對高科技企業提出了團隊股票期權激勵計劃及針對高科技企業的股票期權運作方法，從而為相關部門制訂有關政策及法律法規提供了借鑒，也為高科技企業實施股票期權提供了一套基本的原則和方法。 -
Abstract : the article analyses the present situation, channels and causes about the national capital drain during the process of the stateowned e nterprise reforms. it also puts forward the main countermeasures towards it. such as establishment of supervision on rules and regulations and the prevention measures, an efficient legal person administering and appointin system, an investigating a nd punishing system as well as a judicial recovery of loss system
文摘:通過對國有企業改制中資產流失的現狀、渠道和原因的分析，提出建立制度上的監督、防範措施；建立有效的法人治理結構和選任機制；建立國有資產流失的查處制度和司法追償制度等是防止國有企業改制中資產流失的主要對策 -
As indicated in the main text of this paper, the main challenges in china ' s enterprise human resources management include inadequate manpower development, more emphasis has been given on the use of personnel, rather than on the development of the personnel ; there is a phenomenon of brain drain in the state owned enterprises. the wages and remuneration system are yet to be rationalized. the assessment of personnel is not justifiable
本文認為目前我國企業人力資源管理中存在的主要問題是：開發、培養人才不夠，在人才管理上重使用、輕開發；國有企業人才流失嚴重；企業內部員工薪酬分配不科學；人才績效考核方式不合理、不科學；人與事不匹配，人浮於事；人治現象嚴重、論資排輩；缺乏人力資源管理的系統體系等。 -
We specialize in water treatment system, gas treatment system and other common main industrial systems, such as ro, deionized water, ultra pure water, industrial waste, process exhaust, process cooling water, process drain, scrubber system, process vacuum, centralize house vacuum and equipment hook up
專業的設計師、經驗豐富的項目管理、高素質的技術施工團隊以及高效率的維修維護人員和先進的機電專用設備、器具是本公司為客戶提供優質服務的保證。 -
Asia - bridge software enterprise has to study and solve the problem at present. the essay focuses on the asia - bridge software staff floating and analyzing relevant reasons by questionnaire and interviewing face to face. the main reasons for brain drain in asia - bridge enterprise are unreasonable salary and wages system ; lack of fairness ; improper welfare system ; no chance for staff training and no efficient evaluation program etc. the article has demonstrated some new ideas and thoughts to solve those problems based on the analysis and accepted some advanced and typical experiences in home and aboard, such as individual salary and wages system ; self - service welfare plan and completed training system and form asia - bridge enterprise culture in order to solve the erosion of the qualified people in asia - bridge software enterprise
本文首先對人員流動及其相關理論進行了研究；採取定性和定量分析相結合的方式，對亞橋軟體人員流失的現狀進行了充分分析；基於對亞橋軟體人員配置現狀與人員特徵的充分把握，以比較研究、調查問卷及面談法為主要手段，找出了造成亞橋軟體人員流失的主要原因，重點包括：薪資制度結構不合理、激勵性不強，福利制度適應性差、福利項目對于員工需求的針對性不強，員工培訓缺乏充分的培訓需求分析做基礎、培訓方式方法過分單一，不能科學合理的確定所需求人員的數量及關鍵素質，企業文化有待完善等等；本文以前述理論為指導，充分借鑒了國內外先進典型企業相關經驗，結合亞橋軟體自身問題與特點，制訂了諸如建立個性化薪資制度、推行自助餐式福利計劃、完善培訓體系及改進人員需求確定、培育適合的企業文化等對策，以解決亞橋軟體人員流失問題；本文還就解決亞橋軟體人員流失問題的配套措施進行了探索。
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