The Relative Compensation Inequity Research Of R&D Employees In Y Company

With the deep development of Chinese market economic system, the small & medium-sized high-tech of domestic enterprise is also getting faster and faster. However, most enterprises develop quickly, but they are lack of a complete human resources management system to support well. In particular, they're lack of a competitive and fair system of remuneration to attract and retain the talent to service for them continuously. Pay equity is difficult, but the fair and reasonable pay system could not only stimulate the work enthusiasm, but also promote the employees to achieve their organizational goals efficiency. So it will help the enterprises to set up a good talent system to enhance the increasing development in the future.Company Y is a high-tech communications company which developed in the early 90s, but more and more experienced talents left in recent years. The intellectual capital is facing the risk of loss. So how we use a fair and reasonable salary system to attract and retain those talents?This article first elaborates Adams's equity theory and related theory of pay, and then analyzes the pay system of Y company R & D department. The survey found that there are many factors of historical and the policy & practice issues in the company. According to this situation, without changing the existing pay system and budget, this article proposes some complementary design and actions after re-evaluating the job-system and key points, uses the method of career management, in order to improve the fairness and satisfaction for the R&D employees to achieve a "win-win" result between the employee and employer.