摘要：随着我国现代企业制度的不断完善，企业越来越注重管理的人性化，人力资源管理部门也受到企业越来越多的关注。薪酬设计是人力资源管理中最重要也是最难完成的一个模块，公平而又合理的薪酬设计体系不仅可以增强企业对员工的吸引力，也可以增加企业的核心竞争力。本文主要从公平理论的角度出发研究薪酬设计的问题。根据亚当斯的公平理论，分析出企业的薪酬设计公平问题要从外部公平、内部公平和个人公平这三个方面进行考虑。从这三个方面出发，可以充分考虑到影响薪酬设计公平的各个方面的因素，从而使得员工薪酬达到相对公平。只有薪酬达到相对公平，才能充分调动员工的积极性，才能留得住优秀员工，进而提高员工的工作效率，促进企业不断发展，避免薪酬成为企业发展道路上的的障碍。
关键词：公平理论；薪酬设计；人力资源管理
Abstract：With the establishment of modern enterprise system, humanized management of enterprise is becoming more and more outstanding and people pay more attention to manpower resource management .The salary design of human resources management is the most important and most difficult module to complete, a fair and reasonable salary system can not only increase the business to employee attraction, but also can increase the core competitiveness of enterprises. This article mainly discusses the salary design problems from the view of the equity theory.According to Adams fair theory, analysis of enterprise salary design fair need to consider problem from the external equity, internal equity and individual fair these three aspects. From these three aspects, can fully considering the influence of the fair pay design all aspects of the factors, which makes the compensation design to achieve a relatively fair, also makes employees feel relative justice. Pay equity, in order to fully mobilize the enthusiasm of the staff, in order to retain excellent employees, to enhance the efficiency of the staff, to promote the continuous development of enterprises, avoid salary becoming the enterprise development on the road barriers.
Key words: The justice theory;Compensation design;Human resource management
