放樣線規 的英文怎麼說
中文拼音 [fàngyàngxiànguī]
放樣線規
英文
setting-out gauge-
Nacpro apparel pattern making system has great progress in the intellectualized and humanized operation. original database management mode, intellectualized automatic pattern - making, auto - grading and customized system, entirely opening unlimited basic block library, linkage operation of pattern modifying, substantial mark lib and line lib in the system or setting, point parallel line - cutting grading and 3d re - grading or more - times grading, marker making for traditional textile irregular textile knitted textile, etc., auto - matching plaid marker making, beds marker making and double - deck bed marker making, automatic marker making which can be modified by hands any time. we do everything to help the users operating conveniently, quickly and economically
隨著計算機技術不斷發展，在我公司全體員工的努力下， nacpro服裝制板排板系統在智能化操作和人性化操作方面的綜合能力大大提高，新穎的數據庫管理模式智能化的自動打板自動放碼及度身定做全開放式的無限量原型板庫打樣后修改紙樣的關聯聯動操作大量系統和自定義的記號庫及線型庫碼點平行線-切開線多種放碼方式相結合併可進行二次多次立體放碼傳統面料不規則面料針織面料等不同面料的排料方式自動對格排料分床及高低床排料自動排料並可隨時與手動相結合的人工可干預智能排料我們所做的一切，都是為了讓用戶操作得更加方便快捷節約時間節約面料，我們可以肯定地說， nacpro將以其嶄新的面貌，無愧成為當今同行業的勝出者。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。I urge the onlf, which has claimed responsibility for the attack, to refrain from any further such attacks and to seek to raise any political grievances through peaceful and legal means
「同時，我也規勸「奧格登解放陣線」其曾聲明對此次襲擊負責以後不要再採取這樣過激的行動，而是要通過和平和合法的途徑來解決任何政治上的不平等待遇。 」And in addition, the paper explores the aspects of internal fluctuation, which is viewed as the random choices of the cognitive subject, how it is depend on the initial conditions and is enlarged by the method of positive feedback with step by step on the views of the nature, material outlook and thought modes. what ' s more, under the controls of the nonlinear interactions, the paper respectively explores the development principle in the culture of technology and science between the west and the east on the aspect of attractors and the order parameters, which result from the cooperation and competition. finally, the paper correctly formulates the different value preference in accord with the attractors and the order parameters, and focuses respectively on the traditions of the eastern pragmatic preference and the western contemplative preference and technological preference
在此基礎上，從東西方科技文化的發生和起源入手，從耗散結構的觀點出發，考察了認知主體的隨機性選擇這種文化的內漲落因素，是怎樣依託于各自不同的初始條件?地理氣候條件，在自然觀、物質觀和思想模式方面一步步得到正反饋式的放大;進而，在文化系統內部種種非線性的相互作用下，從競爭和協同所必然產生的序參量和吸引子兩個方面，分別考察了東西方科技文化不同的發展規律，聚焦東方的實用化取向和西方的思辨化、技術化取向的影響機制，從它們在不同時期所發揮的不同作用正面回答了「李約瑟難題」 。分享友人