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S3C4510B01-QE80 Datasheet | Samsung semiconductor
Part No. : S3C4510B01-QE80
Description : 4-bit single-chip CMOS microcontroller
Download : S3C4510B01-QE80 Click to Download
Page Number : 91
Manufacturer : Samsung semiconductor
File Size : 332 Kb

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5 to use the unofficial version, not easily upgraded. The spirit of the principle of good enough, expect others to solve the problem. Me speechless. . 6 Construction of a large system, containing all the problems caused by the patch patch for the problem. That is a lot of unofficial patches. For example, a large building, and can solve all the problems of the Chinese rely on Debian, might call big Hiweed. Time-consuming, laborious, difficult to synchronize with the official release. 7 Why not be submitted directly to the patch to the Debian Chinese official, or official mapping software, such software is the Native Chinese Support. Not that good? . 8 Of course, you can also modify its proposal Debian dependent detection. Provide flexible, tiny version number that is equally compatible.
In a business where people often need to determine the value of a job, or would like to know a financial manager and a sales manager compared to the case, who even greater value to the enterprise, who should get better pay. So, how to determine a position in the enterprise position? Contribution between the different positions on how to measure the value of comparison? This requires the post assessment. The value of job evaluation is a job evaluation method. It is the job description, based on the position itself has the characteristics of evaluation to determine the relative value of the job process. Obviously, it is the job evaluation objects, rather than incumbents, which is we usually call "on the post not the person" principle. Moreover, it reflects only the relative value, rather than the absolute value of the job. The specific role of job evaluation are the following. 1. Determine the level of job-level jobs are often the means by enterprises as wage levels, welfare standards, business benefits, such as the basis of administrative authority, even as a basis for allocation of internal equity, and job evaluation is to determine the best means of job level. Some companies rely solely on job title to divide the job title level, not based on job evaluation, so not accurate and fair. For example, in an enterprise, even though financial managers and sales managers are managers, but they are not the same as the value of the enterprise, so the job grade should be different. Similarly, in different enterprises, although have a Finance Manager position, but because of the different scale of enterprises, the specific duties of the position and requirements vary, so the job is not the same level of treatment are naturally different. 2. The basis of salary distribution in the wage structure, many companies have jobs pay the project. Obtained jobs through the job evaluation after class to facilitate the identification of differences in the wages office. Of course, this process also need to pay survey data for reference. International job evaluation system, the use of job evaluation is a unified standard, so that the different companies and different positions between the grade of post has a comparable salary survey is also used in the standardized position grade, the pay Comparative analysis of the data provided for convenience. As we mentioned in the previous article, the job evaluation to address is the internal pay equity issues, it makes people believe that the value of each position reflects its contribution to the company. The salary survey to address is the external pay equity issues, that is, relative to other companies similar to the post, whether the companys external competitive salaries. 3. Career development and promotion of staff to determine the path of the reference staff mobility within the enterprise or the promotion of cross-sectoral, they need to refer to the job level. Transparent job evaluation standard that allows people to underst

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