Monday, October 25, 2010

IPTV: the problems faced by the outbreak of




Experts and representatives of manufacturers together to jointly plan for IPTV


IPTV with digital TV is opposed? IPTV to the formation of a mature business model, which needs to be done to prepare?

March 30, 2006 China Electronic Information innovative technology sub-annual IPTV Forum, on the IPTV business model discussion overwhelming. How can the advanced IPTV technology, sophisticated solutions and equipment, and reasonable operating modes together organically to create IPTV in the new economy, we all became very concerned about the issue.

Orientation and Choice

IPTV business models in the discussion, first require accurate positioning IPTV. CATR IPTV experts say Yang was the IPTV positioning in the telecommunications business, if no more than the content to attract readers, if business is not with the traditional distinction between the nature of that IPTV is not new business.

Others believe that IPTV is an extension of broadcast television, IPTV, however, there is a interactive, wide network bandwidth requirements, is not now able to take digital television, then television in the IPTV business is accounted for in part. "So, the IPTV only as an extension of broadcast television is also not convince everyone. If the IPTV industry as an independent look, in fact it is just a simple tool, but a new concept of channels, whether it Good to load the user really needs the services, determines the value of IPTV. "Yang think.

So what is the situation of foreign development of IPTV, there is no experience of other countries we should learn from it?

鍖椾含姹夎景鍏徃CEO 銆佹満椤剁洅涓撳鍒樹簹骞虫寚鍑猴紝娌℃湁浠讳綍涓?釜鍥藉鎶奍PTV璺熸暟瀛楃數瑙嗗绔嬭捣鏉ワ紝涔熸病鏈変换浣曚竴涓浗瀹剁殑骞跨數绯荤粺鍜岀數淇$郴缁熷湪IPTV闂涓婂舰鎴愬绔嬨?鈥滀綔涓轰竴绉嶆柊鐨勮璁伐鍏凤紝鍦ㄥ緢澶氬浗瀹讹紝IPTV鐨勮繍钀ュ晢涓嶅厜鏈夊箍鐢碉紝涔熸湁鐢典俊杩愯惀鍟嗗拰鍏朵粬鐙珛鐨勮繍钀ュ晢銆傗?

涓撳鎸囧嚭锛孖PTV鐨勫畾浣嶅喅瀹氫簡鍏跺晢涓氭ā寮忕殑閫夋嫨銆傛挱鏀剧數瑙嗗彴鐨勮妭鐩垨鑰呭埄鐢ㄨ繖涓钩鍙板紑灞曚竴浜涚數淇′笟鍔¢兘涓嶄唬琛↖PTV鍟嗕笟妯″紡鐨勫叏閮ㄣ?濡傛灉鐢ㄤ紶缁熺殑鐢典俊涓氬姟鎴栬?璇村箍鎾數瑙嗙殑鍟嗕笟妯″紡鏉ヨ璁PTV鐨勫晢涓氭ā寮忥紝杩欏鎬濊矾寰堥毦璧板埌澶淬?

鈥滆寤虹珛鏈変环鍊肩殑IPTV鐨勫晢涓氭ā寮忥紝鏈?噸瑕佺殑灏辨槸瑕佷粠鏀瑰彉鍘熸湁鐨勭數淇℃垨骞跨數琛屼笟鐨勪环鍊奸摼鍏ユ墜銆傗?鏉ㄨ涓猴紝灏嗚繖浜涗紶缁熶环鍊奸摼涓婂師鍏堝畬鍏ㄦ帉鎻″湪鐢典俊杩愯惀鍟嗘垨骞挎挱鐢佃閮ㄩ棬鎵嬩腑鐨勮嫢骞茬幆鑺傝繘琛岀粏鍒嗘垨寮?斁锛屽湪鏂扮殑瑙嗚鎻愬嚭涓嶅悓鐨勪笟鍔℃ā寮忓拰璁捐鎬濊矾锛屽皢鏄竴涓潪甯搁噸瑕佺殑鎬濊矾銆?br />
涓婃捣璐濆皵闃垮皵鍗$壒鑲′唤鏈夐檺鍏徃鍓?瑁佹豹鑾瑰垯鎻愬嚭锛屾暣涓骇涓氶摼瑕佷互缃戠粶杩愯惀鍟嗐?鍐呭杩愯惀鍟嗗拰鍐呭渚涘簲鍟嗕负鏍稿績锛屽挨鍏跺唴瀹规暣鍚堝晢鐨勫彂灞曟綔鍔涗笉鍙拷瑙嗐?

鎸戞垬涓庡墠鏅?br />
鏍囧噯鍖栨槸IPTV鍙戝睍涓殑涓?釜閲嶈鐜妭锛屾槸鍦ㄦ妧鏈秼浜庢垚褰㈠悗涓鸿鑼冩暣涓涓氱殑鍙戝睍銆佷骇鍝佺殑鍒堕?鍜屽缓璁炬墍蹇呴』杩涜鐨勫伐浣溿?鏉ㄨ涓猴紝鈥淚PTV涓氬姟铏界劧鐩墠杩樻病鏈夊ぇ瑙勬ā鏅強锛屾妧鏈篃娌℃湁瀹屽叏鎴愮啛锛屼絾鏄湪鍟嗙敤璇曢獙涓凡缁忛亣鍒颁簡涓?簺闂閮藉拰鏍囧噯鏈夊叧锛屾墍浠ユ爣鍑嗘?闇?彁鍓嶅埗瀹氥?鈥?br />
鈥滃競鍦烘湁闇?眰鏄涓?殑锛屼絾鏄爣鍑嗙殑鏇存棭鐨勫埗瀹氫細寮曞鍜屽甫鍔ㄨ繖涓骇涓氳妯¤繀閫熷湴鍙戝睍銆傗?姹幑鍒欐寚鍑恒?

鐒惰?锛屼篃鏈変笓瀹舵彁鍑轰簡涓嶅悓鎰忚銆傚寳浜眽杈板叕鍙窩EO 銆佹満椤剁洅涓撳鍒樹簹骞宠涓猴紝鏍囧噯鍜屽競鍦哄惎鍔ㄥ簲璇ュ悓鏃惰繘琛岋紝鈥滃鏋滄彁鍓嶅埗瀹氭爣鍑嗕笉绗﹀悎浠婂悗鐢ㄦ埛闇?眰锛岄偅灏嗕細闄愬埗琛屼笟鐨勫彂灞曘?鈥?br />
鍦ㄥ彟涓?釜鏂归潰锛屾豹鑾逛篃鎻愬嚭锛屽埌搴曞摢涓?涓氬姟鑳藉寰楀埌鏈?粓娑堣垂鑰呯殑璁ゅ彲锛岃繖鏄竴涓緢闅捐В鍐崇殑闂銆傗?瀵绘眰鍑轰袱鍒颁笁绉嶇殑鏉?墜绾х殑搴旂敤锛岃繖鏄渶澶х殑鎸戞垬鈥濓紝姹幑鎸囧嚭锛岀洰鍓岻PTV鐨勬妧鏈湪涓浗杩樼己涔忎竴涓妯$殑搴旂敤锛屸?鍦ㄦ病鏈夊舰鎴愪竴瀹氭暟閲忕殑鐢ㄦ埛涔嬪墠锛屼粈涔堜笟鍔″簲璇ュ緱鍒板彂灞曟棤娉曡寰楁竻銆傗?

鐒惰?鏉ㄥ嵈璁や负锛屽鐜伴樁娈电殑IPTV鏉ヨ锛屾渶鍏抽敭鐨勬槸瑙e喅鐢ㄦ埛闇?眰锛屼笟鍔℃ā寮忋?鍒╃泭鍒嗛厤鍜屾妧鏈疄鏂界瓑闂锛屽鏋滆繖浜涢棶棰樹笉鑳借В鍐筹紝鏃堕棿涓?暱锛屾暣涓狪PTV浜т笟鐨勫彂灞曢兘浼氬彈鍒板奖鍝嶃?

褰撶劧锛屽浜庣溂涓嬬儹闂圭殑IPTV鏉ヨ锛屾墍闈复鐨勯棶棰樿繙涓嶆杩欎簺銆侷n-Stat涓浗鍖烘?缁忕悊Jason Yin鎸囧嚭锛岀敱浜庝腑鍥芥暣涓ū涔愬競鍦轰笉绠楃箒鑽o紝鍐呭缂轰箯锛屼簰鍔ㄥū涔愬拰娑堣垂甯傚満鏁翠綋涓婂苟涓嶆槸澶勫湪涓?釜楂樻疆鏈燂紝寰堝甯傚満灏氭湭鍚姩銆傗?涓浗鐨勫獟浣撲骇涓氭瘮杈冭惤鍚庯紝杩欏湪鏌愮绋嬪害涓婂鑷翠腑鍥絀PTV鍙戝睍涓嶅ソ锛屾暟瀛楃數瑙嗗彂灞曚篃涓嶇悊鎯炽?鈥?br />
鐒惰?锛屾暟瀛楃數瑙嗚姱鐗囦笓瀹惰竟鏅撴槬鍒欐寚鍑轰簡涓?釜闈炲父鐜板疄鐨勯棶棰橈紝鈥?IPTV鐜板湪鏈?ぇ鐨勯棶棰樻槸璐ㄩ噺锛屾瘮濡傜敾闈㈣川閲忎笉濂斤紝鐜板湪寰堥毦寰楀埌浠讳綍涓?釜缁堢鐢ㄦ埛鐨勮鍙紝闄愬埗璐ㄩ噺鐨勬渶澶ч棶棰樻槸甯﹀銆傗?

鍦ㄤ互涓婅繖浜涢棶棰樻病鏈夎В鍐充箣鍓嶏紝IPTV鐨勫墠鏅繕鏈夊緢闀跨殑璺璧般?鈥滆?鐪间笅锛屾鍒颁簡鍚勭鍏抽敭闂闄嗙画鐖嗗彂鐨勬椂鍒汇?鈥濅竴浣嶄笓瀹舵寚鍑恒?






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Tuesday, October 19, 2010

3DMax give you a birthday present - one of the sea snail


On my birthday, my sister gave me a fine birthday present - a "conch sculpture." This is the best gift I received. It has also become an inspiration for me yet another three-dimensional. This "Conch" oval shape, overall smoothness, and has dark brown spots of different sizes, front carved with a lead pipe and sing, foot stand big cock, cock head in the upper right side of the carved "chicken", which is more clever is the cock of a leg, the carved words "safe life", the arrangement of words different, particularly in "health" word pricked with the cock's legs prominent phase, very vivid. The following is the production of this "conch sculpture" work the steps:

1, modeling:

1. Conch shape. Conch form is characterized by an ellipsoid, but irregular, need to use the "Loft (loft)" command produced.

First, draw the face section graphics. In "Front (front view)", select "CreatShapesLine (straight line)," drawing command, as shown in Figure 1 drawn graphics.



Figure 1

Then select "ModifyEdit SplineSub-ObjectVertex (peak)" command, adjusting the various points until satisfied. In the "Top (top window)", select "CreatShapesLine (straight line)," drawing command, draw a straight line as a lofting path, shown in Figure 2.



Figure 2

Select "Setting Path", select "CreatGeometryLoft ObjectsLoft (Layout)" command, click the "Get Shape (for graphics)" button, and select "Instance (instance)" option in the "Front (front view)" section, click graphics; back to "Loft" panel "Path Parameters (path parameter)" command section, set "path = 50", then select "Get Shapes" section click on graphics; once again set the "path = 100", then click section graphic, the graphic shown in Figure 3.



Figure 3

Into the "Left (left window)", select "Rotate (spin)" command, right-click pop-up rotating dialog box, set the "Y =- 90", spin the results shown in Figure 4.



Figure 4 (left window in the Y-axis -90 degrees rotation)

Entered in the "Top (top window)", select "CreatShapesLine (straight line)," drawing command, draw the top, as graphics conch, shown in Figure 5, as the X-axis graph graphics fit the use.



Figure 5

Select "Front (front view)", select "CreatShapesLine (straight line)," drawing commands, drawing the graphics shown in Figure 6, as Y axis chart graphics fit the use.



Figure 6




[Next]



Setting selected object, select "ModifyLoftDeformationsFit (fit)" command from the pop-up dialog box, click the "Display X Asix (shown X-axis)" button, click the "Get Shape (for graphics)" button in the "Top ( top window), "click" as the top section of conch graphics "back" DeformationsFit "dialog box, click the" Rotate 90 CCW (counterclockwise rotation of 90 degrees) "button, as shown in Figure 7.



Figure 7

Click the "Display Y Asix (display Y axis)" button, click the "Get Shape (for graphics)" button in the "Front (front view)", click the "conch cross section side view graphics", the results shown in Figure 8 .



Figure 8

Close the "Fit" command dialog box, open the "Skin Parameters (skin parameter)" command section, check "Optimize Shape (optimized graphics)" and "Skin (skin)" two orders, shown in Figure 9.



Figure 9

In the "Top (top window)," in the bottom of the groove body drawing conch. Select "CreatShapeLine (straight line) and Rectangle (from the shape)," drawing command, the graphic drawing shown in Figure 10.



Figure 10

Setting out the path for the selected curve into "CreatGeometryLoft ObjectLoft (Layout)" command, respectively, "Path" set to "0" and "100", in the "Top" window, the two sections were selected graphics, the results shown in Figure 11 shows.



Figure 11

Be placed in the bottom of conch by "Boolean (Boolean)" command "cut set", dug a groove, as shown in Figure 12.



Figure 12

Thus, the conch shape modeling completed. Into the "Top (top window)", click the right mouse button select "Smooth + Highlights (high-precision display)" command, select the "Quick Render (fast rendering)" command, rendering the diagram shown in Figure 13 of the conch.



Figure 13






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Tuesday, October 12, 2010

Grand View eHR followed the situation, to help reform public institutions to promote merit pay



September 2, Premier Wen Jiabao chaired a State Council executive meeting, decided to public health and primary health care institutions and other institutions to implement performance pay reform in three stages. The first step from January 1, 2009 At first, the implementation of the compulsory school; the second step from October 1, 2009 onwards, with the medical and health system, particularly the implementation of basic drugs in disease prevention and control, health education, maternal and child health, mental health, emergency treatment, blood collection, health surveillance and other professional public health agencies and rural hospitals, urban community health service institutions, the implementation of primary health care institutions; the third step from January 1, 2010 onwards, in other institutions to implement.

The institutions to implement merit pay system to another according to work towards the move would be a strong push forward reform of institutions. Early assessment does not involve a number of institutions and wage linked to other, more advanced for the evaluation, selection and appointment of reference. But now, public institutions will be fully implemented "pay for performance" and other national policy requirements linked to performance appraisal and performance pay. With the policy of promotion of public institutions will be fully applied to performance evaluation of the selection and appointment of cadres, the dissemination of performance pay.

Institutions to perform functions and the main administrative in nature are generally not competitive factors, performance requirements, therefore, in the past 360-degree evaluation is a basic evaluation method, but also reflect the assessment of the convenience, accuracy, fairness and impartiality. With the institution of reforms, the introduction of enterprise management mode is growing, enterprise performance management strategy will also gradually learn. How to industry characteristics, job responsibilities, the different sources of funding to develop a practical, industry and job characteristics of the performance appraisal and evaluation system, pay for performance is vitally important to the smooth progress of reform. Performance assessment methods, pay equity reform will directly affect the quality of social services, to develop a fair and equitable assessment and evaluation methods must rely on an effective assessment tool for the implementation of policies to put the whole fair, open and transparent monitoring environment.

Beijing Grand Century Software Co., Ltd. was established in 1998, has focused on information technology in the field of human resources, was successfully constructed several versions of the human resources management software, and strive to accurately grasp the development of human resources management, helping customers use information technology to enhance human resources management efficiency and level. Currently, Grand View eHR system has been successfully applied in Dongcheng District Personnel Bureau, the Chongqing SASAC, Anhui Personnel Department, Yunnan Provincial Department of Education, China Agricultural University, Beijing Stomatology Hospital, Capital Medical University, and many other organs and institutions, its performance evaluation system is also Beijing's law committee, Beijing Higher People's Court, Luan River to Tianjin Project Management Office and a number of agencies and institutions to play a strong assessment process, effectively reducing the evaluation costs while promoting the assessment objectives.

Grand century will continue to improve the performance management programs and institutions to promote the implementation of performance pay reforms and institutions, support the effective promotion of the formation of a reasonable wage level of performance the decision mechanism and improve the distribution of incentives and the distribution of sound macro-control mechanism, to fully mobilize the public institutions staff motivation, improve public services.







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Wednesday, October 6, 2010

Processing performance appraisal fairness and human factors in the relationship between



There is no doubt the result of a fair performance appraisal is the most basic business requirements, after all, if the examination results can not guarantee a fair, employees will be affected mood, thereby affecting the work of the initiative, and laxity of emotional complaints will be spread in the enterprise, this is not business would like to see the results. Therefore, any business in the design of performance appraisal system, they will take a fair as an important factor to consider.

But we also know that performance in examinations is no absolute fairness, because it is closest relationship with people working, the performance results will affect the employee's wages, bonuses, promotions and training opportunities, this one, the most important It is often the pocketbook and the staff closely, therefore, man-made effects will play a significant role in the hit when the interests of employees, as managers, will make a balance and compromise, so that the actual examination results and staff performance can diverge, or Hello, I'm so, Hello everybody, big pot, the result of egalitarianism, or to make performance appraisal a distinction between some managers to rank the tools to make performance assessment to be synonymous with formalism, the so-called performance appraisal only but we do a show together, which distort the original purpose of performance appraisal enterprises, enterprises intended to improve performance through the assessment, without appropriate performance appraisal not only will not play this role, but the employees into low sentiment among the limited enthusiasm in the work to be reactive under extreme conditions, excellent staff may choose to find another job.

So, in a fair and human factors, the company which to choose? There is no doubt that companies will choose fair. Selection is fair, but how to ensure fairness, the enterprise must be considered. Enterprises can not say one thing and do another. Lips said, written on paper, is to ensure fair and practical approach is a serious departure from the ideas of fairness, the staff is the most disappointing.

Recently, I go to a private company to do research, some managers of the company, in the performance appraisal system to ensure fairness in that, but the actual practice of it and the system goes against the provisions. Of the enterprises is similar to the 360-degree assessment method, using discussion of the way to learn to be assessment of the performance of many interviews with those who object to the assessment of performance were not aware, even at work have no connection, such how can we ensure a fair examination results? complaints can be attributed. In addition, managers also cite an example, when year-end evaluation of advanced, democratic evaluation approach is used to rate the candidates themselves did not know many people, so scoring fully seat of your pants, on people they know the rate is relatively high, people do not know a low scoring candidates in the man called Lao Chen's husband, is the oldest employees in enterprises, companies have just created, it came to business, we all know him, So he was as advanced. Said this time, the manager all looked helpless.

Can be seen, when we as a fundamental principle of fairness written into the examination system of the time, it's like all the employees of the company made a commitment, and ability to honor their commitments, the staff is great hopes from the system if companies can not design on and organization of work to do this, then the employees will lose confidence in the assessment of performance, not willing to participate in and even tried with a variety of ways to resist and undermine the system, so that failure.

Since the influence of human factors is inevitable, then the business to do work is to approach it as much as possible to reduce the degree of influence, in order to achieve this, companies should focus on in the design of the system consider the following points:

1, changing the assessment method

Change the original assessment or staff representatives from the Human Resources Assessment for the sequential evaluation, the higher the lower assessment. In fact, in the assessment work, the immediate supervisor is the only right to examine and subordinates who are quite simple, direct superior right to arrange the work of subordinates, subordinates the right to work direct examination, the lower the work may still Shouxian to Wan Cheng Reporting directly to higher authorities, and regularly attend meetings chaired by the higher authorities, to submit work to a higher sum. That is, the direct superior of the subordinate staff to have the best view of observation, the work of employees perform duties and responsibilities of work was most understanding. Then, by direct assessment of superior to subordinate to the best, most convincing.

Enterprises that consider the assessment should be changed more people more able to ensure a fair idea, in fact, who best understand the work of staff, who is the most entitled to appraisal staff, In addition, the assessment is a power, and if the power to Staff had nothing to do the work of other employees, then the power will be abused, directly affect the fairness of assessment results, after all, performance appraisal is not elected representatives of the people, but to improve their work. Therefore, companies need to adjust the assessment in the design of the system the way a group of people change assessment examination for the higher lower, so that the power of homing assessment for managers to assume responsibility for performance management.

2, adjust the examination content

The fundamental purpose of assessment is to help employees improve performance, but to do this, we must help employees understand their job responsibilities and corporate strategic objectives and the relationship between the annual plan so that employees working for enterprises to contribute to the strategic objectives . Therefore, the design of performance indicators, corporate strategic goals should at least begin to decompose the annual plan and implement the responsibilities of staff up.

Enterprise performance appraisal system must be design, performance management given the responsibility of line managers, line managers and employees to communicate performance indicators, together with the staff to study the design of indicators which can better help employees complete their job duties, contribute to business performance.

3, to be verifiable assessment indicators

Many companies are very vague assessment targets, with some vague and general description of the scale to evaluate employees, without any convincing. To ensure the fairness of this principle to reduce the impact of human factors, business assessment index should quantify staff, energy-oriented must be quantified, for those who can not be quantified indicators should also be verifiable. Many business-to-design performance measure that a misunderstanding that the "quantitative" assessment criteria is the only operational straw, and a firm grip. Once the encounter Human Resources, Office of the these functions, they do nothing, not the organization of writing, most of these departments assessment criteria is very difficult to quantify, so many companies in these sectors are either re-take the examination on the old road, either temporarily set aside.

In fact, the quantification of performance indicators, not the highest standards of verifiability is. Quantification is also a verifiable fact, means nothing. So, for those who do not easily quantifiable indicators, companies can also refine, process-based, behavior-based means to achieve verifiable such.

4, strengthening the process of communication

Many companies used to complete the assessment in the development of indicators, the work on the suspension of performance appraisal that is required to rate the time required to do. In fact, this is the biggest obstacle unfair. No process of communication, staff performance management for not understanding the system, nor the staff, when necessary, to provide support and assistance to their, nor the formation of performance records, then, to the assessment of the time, managers with the impression the points will be very serious phenomenon, human factors will increase, managers and staff awareness of the examination results will be there is a big difference, staff evaluation for managers will be surprised.

Therefore, managers should not be so stubborn belief that the so-called assessment is the assessment of the time to rate the activities carried out in guidance, but staff in the performance cycle and sustained performance of communication, check the staff indicators of completion, and timely staff feedback, employees need to provide support and assistance, it is essential that staff performance should be recorded for future performance evaluation based on the facts.

5, the performance feedback system as a

Managers are not used to staff performance feedback, and no feedback on the performance of employees will not form a habit because managers often believe that the results do not tell the staff performance appraisal, only aggregate to the Human Resources Department on the line, there is no feedback The intention is that some managers and staff to stand so afraid of confrontation, and staff an argument affecting the working relationship.

The fear and worry can be understood, after all, the performance results will directly affect their vital interests. However, please note that our examination results are not created by the administrator, but dry out their own staff, with previous work, the staff what to do for themselves how well the heart is a number, and that examination results are In the staff's expectations, managers will be assessing the results back to employees, and employees will not only stand to the opposite side, but to the employees the impression that performance feedback is to help people to correctly understand their own performance, is to help employees improve performance, the results of performance appraisal fairness and the fairness of the assessment process will be promoted.







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