摘 要
本文探讨了薪酬管理公平性的相关概述，分析了薪酬管理公平性对企业和员工的多方面影响，包括整体绩效、工作态度及员工流动率等。文章指出，当前企业薪酬管理中存在薪酬差距过大、隐性歧视、暗箱操作和不透明性、缺乏公平竞争机制等公平性问题。为解决这些问题，本文提出了优化对策，包括设定合理的薪酬差距范围、加强反歧视教育和培训、建立公开透明的薪酬管理制度以及建立公正的选拔机制。这些对策旨在提升薪酬管理的公平性，进而促进企业的稳定发展和员工的职业成长，为构建更加公正、合理的薪酬体系提供有益的参考。
关键词：企业薪酬管理；公平性；薪酬差距
Abstract
This paper discusses the relevant overview of the fairness of salary management, and analyzes the multifaceted effects of the fairness of salary management on the enterprise and employees, including the overall performance, work attitude and employee turnover rate. The article points out that there are some fairness problems in the current enterprise salary management, such as excessive salary gap, implicit discrimination, dark box operation and opacity, and lack of fair competition mechanism. To solve these problems, this paper proposes optimization countermeasures, including setting a reasonable range of salary gap, strengthening anti-discrimination education and training, establishing an open and transparent salary management system and establishing a fair selection mechanism. These countermeasures aim to improve the fairness of salary management, and then promote the stable development of enterprises and the career growth of employees, and provide useful reference for building a more fair and reasonable salary system.
Key words: Enterprise compensation management; fairness; compensation gap
目 录
一、引言 1
二、薪酬管理公平性的相关概述 1
（一）薪酬管理的定义 1
（二）薪酬管理公平性的内涵 1
（三）薪酬管理公平性的理论框架 2
三、薪酬管理公平性对企业和员工的影响 2
（一）对企业整体绩效的影响 2
（二）对员工工作态度的影响 3
（三）对员工流动率的影响 3
四、企业薪酬管理中存在的公平性问题分析 4
（一）薪酬差距过大 4
（二）隐性歧视现象 4
（三）暗箱操作和不透明性 5
（四）缺乏公平竞争的机制 5
五、企业薪酬管理公平性问题的优化对策 6
（一）设定合理的薪酬差距范围 6
（二）加强反歧视教育和培训 6
（三）建立公开透明的薪酬管理制度 6
（四）建立公正的选拔机制 7
结论 7
参考文献 8
致谢 8
