Internal Pay Differences In The Measurement, Evaluation And Impact Factors

Compensation Management always plays an important part in enterprise management and development. and in the salary management, control and management of the pay gap for businesses and employees have a significant impact. Many scholars at home and abroad were in the pay gap between the normative and empirical research, trying to moderate the control of the pay gap to adjust the pay level of employees, reduce management costs, improve staff motivation. But whether it is theoretical or empirical studies, the pay gap between the current study are more concerned about the industry, region, etc., the staff of the enterprise pay gap of less.The article began the study from the theory of the pay gap, and according to the documentation, the data of information system and interviews, ect., and through lots of statistical analysis, such as descriptive analysis, correlation analysis, covariance analysis, regression analysis, analyzed and summarized the literature of the pay gap, and to a large multinational enterprises, for example, researched the enterprise pay gap between internal staff. First, applying the Gini coefficient theory, by region, company, department, job level and category, gender and age indicators, analysed the internal status of the pay gap between employees. Based on this situation, the paper passed the Theil index, correlation analysis and Regression analysis and other methods, from angles of pay source, region, sector, average pay, act., analyzed the reasons for causing the pay gap of the firm, and attempted to resolve the problem of the large or small pay gap.Through the research, we draw conclusions and make appropriate and reasonable improvements:1. From the point of the overall perspective of multinational companies, the pay gap between staff of enterprise is more reasonable, but the pay gap of base salary, target bonus, etc., were smaller. 2. The wage gap between groups of region and gender were more reasonable, age, job type, job levels, departments and companies and other indicators had different effects to the pay gap.3. In the study of reasons caused the pay gap, department and job type were the main factors, while the other indexes on the pay gap was less affected.4. The paper improved the pay gap by adjust significant indicators such as departments and job categories, and changed other indicators of the impact of the pay gap, thus contributing to gaps in internal staff salaries within reasonable limits, to improve staff enthusiasm, and ultimately improve business performance.