procedural test 中文意思是什麼
procedural test
解釋
過程測試, 過程檢查- procedural : adj （法律）程序上的，程序性的。 procedural details 程序上的細節。 reject on procedural grounds ...
- test : n 1 檢驗，檢查；考查；測驗；考試；考驗。2 檢驗用品；試金石；【化學】試藥；（判斷的）標準。3 【化...
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New and consistent competition advantages all result from custom ' s satisfactory and changing innovations. a thorough procedural reproduction contains three phrases. first of all, by market researching, inter - communication and other methods, we need to find problems and begin to rearrange all procedures ; secondly, by reorganizing the management procedure of valued customers, the structure of luzhou telecom corp., front and back sla service protocol and kpi performance evaluation items, it support, we can correct problems after segmental test
一個完整的流程再造工作包括三個階段：第一，通過市場調研、內部訪談等對所有流程進行梳理，找出問題，確定重點優化流程；第二，設計瀘州電信新的大客戶管理流程和組織結構、前後端sla服務水平協議和kpi績效考核指標、 it支撐，通過局部試用，發現問題，重新調整；第三，設計計費與賬務處理流程、網路資源調配流程、滾動性網路投資流程、 it支撐，內部推廣，全面推進企業的流程再造工作。 -
The performance test also showed that paractive still cannot fully meet the requirements for practical application, due to the lack of enough inter - procedural analyzing ability. parallelization for certain user cfd programs is not effective
通過測試也發現了paractive系統離實用要求還有相當距離，對源程序限制過多，缺少過程間分析功能，因而對用戶cfd程序的并行化不是都能奏效。 -
At the first stage, an interview was conducted to primarily test the model ; in second stage, the author picked out one company in hangzhou, and analysis him particularly to test the model as one cases. at the third stage, more than 200 people from different enterprises were surveyed through questionnaires to test the model through data. the conclusions indicated that : ( 1 ) there are three dimensions of employee justice, procedural justice and interactional justice are two different but relevant dimensions ; ( 2 ) a certain type of compensation influenced justice remarkably, others have no influence to justice, and the organizational culture moderated the relationship of compensations and interactional justice ; ( 3 ) the justice of employees influenced their organizational commitment, and these findings show that multiple aspects of commitment are related to multiple justice types, indicating the role justice plays in organizational commitment is stronger than the role usually assumed
本文的研究分三個階段進行，第一階段是訪談研究階段，了解公平感，現實中企業的薪酬策略以及組織承諾的構成，並初步驗證薪酬策略以及組織承諾和公平感之間的關系，對本文的研究構思和假設做一個初步的證明和完善；第二階段是案例研究，主要對浙江省內的兩家民營企業做了比較細致的分析，從事例的角度來說明薪酬策略，公平感和組織承諾之間的關系；研究的第三個階段是問卷研究，針對杭州，上海，武漢，寧波等城市的大中小企業的員工進行了問卷調查，從量上對本文的構思作更深一步的研究。
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