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《中国安防》2002,(3):9-9
GA308-2001<安全防范系统验收规则>强制性行业标准,已于2001年12月开始实施.为使各地技防管理部门和工程设计、施工企业在实际工作中对本标准有全面准确的理解,全国安全防范报警系统标准化技术委员会(TC100)受公安部科技局的委托,于2002年3月13日至4月25日,在贵州、山东、安徽等省公安厅技防办的通力协助下,分别在贵阳市、济南市、合肥市举办了三期GA308-2001<安全防范系统验收规则>标准宣贯班,全国各省、自治区、直辖市技防管理部门、各省会市技防管理部门及安防行业工程设计、施工的企业技术(管理)人员共500余人分别参加了三期标准宣贯班. 相似文献
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《中国安防产品信息》2010,(8):34-34
7月20日,由浙江省公安厅安全技术防范管理办公室、浙江省公安厅治安总队、杭州市公安局安全技术防范管理办公室、杭州市公安局经文保支队联合主办,浙江省安全技术防范行业协会、杭州市安全技术防范行业协会协办的浙江省《安全技术防范系统建设技术规范》宣贯会杭州站在萧山宝盛宾馆举行。 相似文献
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《中国安防产品信息》2005,(1S):81-82
2004年12月27—29日,国家标准《安全防范工程技术规范》GB50348宣贯培训班在北京理工国际教育交流大厦隆重举办。受公安部、建设部委托,本次《技术规范》的宣贯工作由全国安全防范报警系统标准化技术委员会统一组织实施。并且得到了各地公安系统、建设系统的积极支持与配合。 相似文献
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李苏宁 《中国安防产品信息》2008,(2):29-31
安全防范系统是一个复杂的大系统,它由人力防范系统、实体防范系统、技术防范体统组成.针对安全防范系统,运用故障模式与影响分析的方法对安全防范技术系统进行风险识别、分析,从而发现隐患,为及时完善安全防范系统提依据.…… 相似文献
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安全防范系统是一个复杂的大系统,它由人力防范系统、实体防范系统、技术防范体统组成.针对安全防范系统,运用故障模式与影响分析的方法对安全防范技术系统进行风险识别、分析,从而发现隐患,为及时完善安全防范系统提依据. 相似文献
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《中国安防产品信息》2005,(3X):22-22
根据公安部、建设部“关于做好《安全防范工程技术规范》宣传贯彻工作的通知”精神,山东省公安厅和建设厅于2005年3月23日至30日在济南联合举办了两期国家标准《安全防范工程技术规范》宣贯培训班,率先拉开了省级《安全防范工程技术规范》宣贯培训工作的序幕。 相似文献
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详尽阐述乙炔的特性、人体静电的产生、危害,说明在乙炔生产过程中人体静电是可能发生事故的一个重要因素,提出预防人体静电事故的安全对策和措施。 相似文献
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从档案馆与图书馆的主体性差异分析入手,阐述了档案馆与图书馆中因主体记载信息和形成渠道的不同,从而造成的利用者数量差异。并对如何提高档案馆的利用率提出具体的相关措施。 相似文献
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从档案馆与图书馆的主体性差异分析入手,阐述了档案馆与图书馆中因主体记载信息和形成渠道的不同,从而造成的利用者数量差异.并对如何提高档案馆的利用率提出具体的相关措施. 相似文献
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1998年,我车间职工在接收碱液的过程中,违反了切换罐操作中“先开后关”的规程,造成管线憋压,碱液从阀门法兰处喷出而溅到职工身体上的事故,而且职工在耽搁了近20min后才对伤处进行处理,加重了伤势,住院治疗近2个月,给个人和单位造成了不必要的精神和物质损失. 相似文献
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对自制的斯珀绿系列劳保用品类的美容美发产品的效果作了进一步研究,比较了斯珀绿系列用品与市售一般劳保用品的使用效果,说明在劳保用品的使用上,更具有其优越性。 相似文献
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易燃易爆危险物质泄漏扩散仿真及其应用的研究 总被引:14,自引:0,他引:14
以某轻烃厂泄漏事故为研究对象,研制并开发了一个事故后果仿真软件(PCIMS).针对仿真过程中存在的问题,如模型的复杂性、参数的不确定性等提出了处理方法.通过具体生产装置的泄漏扩散后果分析,演示了PCIMS的仿真结果 相似文献
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This study addresses spontaneous inferences about causes and consequences of performance‐related behavior of leaders and subordinates. Respondents (leaders and subordinates) completed sentences describing the behavior of leaders or subordinates. It was expected that behavior of leaders induces more causal analysis because it can more strongly affect others. This hypothesis was confirmed, suggesting that position labels can trigger control motivation. It was also found that leader behavior induced more inferences about the consequences for the environment than for the actor, supporting the assumption that leaders are seen as persons who affect their environment. In addition, the data indicate that subordinate respondents made more inferences about causes as well as consequences than leaders did, and have a more positive view of others. Copyright © 1999 John Wiley & Sons, Ltd. 相似文献
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To provide evidence of the relationship between expectations for the values that should be exhibited for effective performance by female and male managers and their actual values, data were used that had been collected as part of a leadership program conducted for managers of business organizations in the United States. From a pool of approximately 700 managers, samples were drawn of 130 male and 130 female managers. As part of leadership program, the managers had completed 26-item SYMLOG value questionnaires, rating themselves and the values they judged to be effective for a manager. Prior to their participation in the program, sets of ratings were made by the coworkers of each manager, rating the actual values of the manager and the coworkers' ideal profile for the manager. The questionnaire covers three dimensions of values: dominant versus submissive, friendly versus unfriendly, and accepting the task-orientation of established authority versus opposing it. Comparisons were made of self and coworkers' ratings on the observed (self/actual) and model (effective/ideal) values of female and male managers with ‘matched’ samples that include only female and male managers with similar ratings of actual values, as judged by their coworkers, by removing the ratings of ‘outliers’. The only significant difference in gender ratings that remains is that female managers rate themselves as more positive. There are more differences between observed and model ratings. Managers and their coworkers believe that model managers should be more dominant and friendly than they are rated to be. However the managers also believe that they should be more task-oriented while their coworkers believe that they should be less task-oriented. The majority of the female managers dropped from the matched sample because no matching male could be found were more dominant and positive and less task-oriented, thus closer to the stereotype role for females. © 1997 John Wiley & Sons, Ltd. 相似文献