Research Of Salary System Improvement Of Tian Guan Group Company In Tibet

Tibet Tianguan Group is one of the most modern large-scale Private enterprises in Tibet area, whose service involves many professions such as the minerals development, the sale, the hotels, food and so on. In recent years, with the fast development of local economy and groups, the contradictory between talented persons' supply and demand is becoming more and more prominent. At present, it is the lacks of talented persons that has hindered groups' development. Therefore, how to attract the first-class people of management and technology is an urgent problem for the groups.The present thesis has conducted an delicate research into the above questions existing in Tianguan Group. Through the investigation and analysis, it suggests that one of the causes of the questions mainly roots in the disadvantages of the present salary system in the group. The serious problems such as the unscientific and unreasonable salary design, having no driving and competitive system and so on, led to the brain drain and the lack of talented people in the group. But one of the most important solutions to this problem is to establish a set of salary system which is of scientific norms, which is reasonable and fair, which has a driving and competitive power.Therefore, according to the present developing strategy and situation in Tianguan Group, combining the local professional development with the supply and demand for the talents, having conducted a thorough research into the present salary system in Tianguan Group, the author proposes the goals and principles to improve the salary system in groups. According to these goals and principles, the salary system can be more scientific and reasonable, more fair and driving by reforming the present salary system in groups. The author suggests meore reasonable proposals about the new system's management, hoping that the new salary system will play a positive role in Tianguan Group's development.The author is greatly indebted to all the professors and teachers in Lanzhou University for their helping and instructions. Due to their invaluable suggestions this thesis finally comes into being. However, there are still some omissions and errors. The author hopes the experts, teachers and fellow colleagues to point them out.