We have stuck to the people-first approach and have proposed Four Mechanisms of talent strategy: Pay attention to the development of enterprise by talents, match talents with posts, retain talents after brought into talents, and make sure that all talents can do their best according to their abilities. 

1. Salary Guarantee Mechanism: Make sure the annual salary of junior college education employees is no less than 12,000 Yuan; bachelor’s annual salary is no less than 15,000 Yuan, technician’s annual salary is no less than 20,000 Yuan, Master’s annual salary is 8 times than general employees, and doctor’ annual salary is 10 times than general employees. 

2. Internal Distribution Mechanism: All professional employees retained by Zhongdan Group are governed by the Human Resource Office. They shall be distributed to the suitable post in sub-companies according to their specialties and skills. 

3. Flexible Talent-Introduction Mechanism: Only if the talents are adaptable for the development of enterprise, we shall introduce them in accordance with the principle of “Not to hope a versatile person, but to seek for applicable talent”. 

4. Logistic Guarantee Mechanism: The Group established some residences for employees including the Home of Zhongdan Staff with an area of 8,000 square meters and Zhongdan Center with an area of 200,000 square meters, equipped with gymnasium, entertainment, leisure, and shopping as well as living facilities.