资源

In this part some countries and areas such as the United States, Canada, Japan, South Korea, European Union, and China are purposedly selected to be studied about the legislative purposes of circular economy, and also give a subjective evaluation after comparing and analyzing. The contrast and analysis lead to this conclusion that the legislative goals of circular economy in western countries give better expression to the concepts of circular economy, while in China's legislation of circular economy, too much stress is laid on the resources and economic interest of the environment, more attention is paid to exploiting and utilizing natural resources, meanwhile the environmental functions and values of natural resources are usually ignored.

该部分有针对性地选择了美国、加拿大、日本、韩国、欧盟和中国等国家和地区的循环经济立法目的进行了考察，通过对比分析，本文认为，西方国家在循环经济立法目的设计上比较好地体现了循环经济理念，我国循环经济立法在目的性规定方面，表现为过分注重环境的资源属性及其经济价值，强调如何合理开发利用资源，而往往忽视资源的环境功能及其环境价值。

In the end, this paper establishes the human resource stratigem for CR8EG according to the demand of its future development stratagem, expatiates the implementing cource of the human resource stratagem, including of organization structure redesignation, employee education mechanism foudation, reward and performance management amending, and the discussion about problem in actualization course of the human resource stratagem.

最后，在中铁八局集团人力资源内部和外部环境分析的基础上，结合集团未来发展战略的要求，制定了中铁八局集团人力资源战略，阐述人力资源战略的实施过程，包括组织结构重新设计、建立员工培训机制、薪酬管理与绩效管理制度的调整，并对战略的实施和发展存在的几个问题进行了探讨。

This text regards T Dress Co., Ltd., J entertainment Co., Ltd., W Passenger Traffic Company, H Industry Group as the study cases, further investigates the current situation of HRM of the domestic enterprises in changing period, and carries on the real affair quality discussion in HR strategy, the emphasis point of HRM, communication and participating, corporate culture reforger, organization reengineer, employee education and training, personnel selection, encouragement and performance appraisal.

本文以T服饰有限公司、J娱乐有限公司、W客运公司、H实业集团为案例对象，深入研究了目前国内企业在企业变革时期的人力资源管理状况，在人力资源战略、人力资源管理的侧重点、沟通与参与、企业文化重塑、组织再造、员工的培训和教育、人员配置、激励和绩效评估等方面进行了实务性探讨，分析了影响变革成功的个人因素与组织因素，指出了影响变革成功的个人因素包括：目标因素、心理因素、经济因素、领导因素和技术因素。

A layered resource management model is proposed in reguard to the importance of resource management in Ad hoc network in the thesis. The model is made up of a information layer, a scheduling layer and a service layer for the different functions in resource management.

从资源管理在移动Ad hoc网络中的重要性出发，本文提出了一种分层式资源管理模型，该模型包括信息层、调度层和服务层，用来实现资源管理中的不同功能。

The application of geographic information system to forest resources management is revie...

回顾了地理信息系统在森林资源管理几个主要方面的应用；阐述了WebGIS的概念、基本原理、实现方式、特点优势以及WebGIS在森林资源信息管理应用现状与森林资源数字化、网络化管理的应用前景。

Peers are responsible for hosting available resources (as the central server does not have them), for letting the central server know what resources they want to share, and for making its shareable resources available to peers that request it.

同侪是负责主办可用的资源，为让中央服务器知道什麼样的资源，他们想要分享，并作出自己的共享资源提供给同行请求。

A new data management algorithm for anycast based random sampling in sensor networks;2. Composite random sampling algorithm for scheduling concurrent projects;3. In the existing methods of random summing of total resource,the shape of the total resource curve sometimes distributes skewly,in view of which,the new method was put forward to improve random sampling .

针对现有的资源总量随机求和中存在的资源总量曲线形态有时呈偏态分布的问题，提出了对其随机抽样方法的改进方案，即把随机抽样入口由原来定义在(0，1)区间上改为定义在(0，ki)区间上(ki为第i个局部地质单元的石油资源量保险系数)，利用(0，ki)区间上均匀分布的随机数对风险分析后的资源总量分布函数进行随机抽样。

From the FRBR'snew way of resource organization to the revision of traditional cataloging rules, andto the foundation of various type lists of metadata, the traditional resources andelectronic resources are analyzed and classified.

从 FRBR 的资源组织思路到传统编目规则的修订以及各种元数据类型表的建立，它们都对传统资源和电子资源的类型进行了详细的剖析划分。

Thus you can grasp high difficuilty, advanced, high elves and universal HR management, which are with great competetive strength, spiry management knowledge and actual combat experience.

如果回答是不会，请加入我们的&精英共识营&，这里有国际顶级人力资源管理高手(在国际先进的人力资源管理企业中工作近二十年)和如何造就知识经济时代的职业经理的专家为你指点，让你掌握高难度、超前、高精、放之四海而皆准的人力资源管理，极具竞争力、最尖端的管理知识和实战经验

The management of manpower resource in hospital transfered the mode of labour force to manpower resource and strategetic management mode.

医院人力资源管理由最初的人事管理模式向人力资源管理模式、战略型人力资源管理模式过渡。

This one mode pays close attention to network credence foundation of the businessman very much.

这一模式非常关注商人的网络信用基础。

Cell morphology of bacterial ghost of Pasteurella multocida was observed by scanning electron microscopy and inactivation ratio was estimated by CFU analysi.

扫描电镜观察多杀性巴氏杆菌细菌幽灵和菌落形成单位评价遗传灭活率。