企业的长远发展,人的因素起了决定性作用,如何保留这些创造企业价值的人才,
已成为每个企业的重要课题。人才的正常流动有助于企业优化人才结构,但是过于
频繁的人员流动对公司的健康发展不利,由此带来的招聘成本升高、企业向心力不
够等等问题,已越来越引起了企业的重视。

根据著名咨询公司-怡安翰威特的2013年度报告显示,2012全国离职率超过了
18%。而中国人力资源开发网的调查报告显示,超过40%的人认为员工离职的原因
是不满工资福利待遇。留人要留心,员工因感觉不公平(外部公平、内部公平、个
人公平)而产生心理不平衡,因不平衡而产生不满意,当员工不满意时就会不稳定,
不稳定的结果就是离职。

FS集团是一家新加坡上市房地产开发和金融投资公司,根据近3年积累的数据
显示,FS集团的离职率远高于市场数据,而根据员工离职时所作访谈反映,他们离
职的动机大部分是因为企业内部以及企业与市场薪酬差距大,且薪酬分配存在公平
性的问题,内部激励力度不够等等。因此本研究试图从企业内部和企业与市场之间
薪酬的差距的角度来探究企业薪酬差异对其离职率的影响。

本文首先综述了国内外对离职和薪酬差异理论的相关文献,详细介绍了 FS公
司的基本情况。通过对FS集团下属474名员工相关数据的分析,论证了员工的离
职原因。通过对离职原因进行分析,提出了相应对策,包括优化薪酬设计,减少薪
酬差距,适当缩小员工之间、本公司与市场的薪酬差距,调整绩效考核制度以增加
激励性,建立员工离职管理制度等等。

最后,从研究内容和数据统计方面提出了本研究的不足,指出在研究结论在具
体应用到管理实践中之前,还需要更多研究的证明。

关键词:薪酬差距;员工离职;公平
Abstract
Stepping into the 21st century, increasing competition of striving for talents is
underway in talent market. Factors of long-term development of the company and talents
play a decisive role. It has become an important subject in every enterprise that how to
keep those talents who create value. In the company, a normal turnover of talents among
the companies helps to optimize the talents structure of those companies, but high
employee turnovers is bad for the stable development of the company. As a result, the
recruitment costs rising and solidarity of the enterprise lacks,which has drawn attentions
from the enterprises.
Aon-Hewitt issued the 2013 annual report about the Chinese industry pay trend
indicator and the development tendency of the human resources. According to the report,
the turnover rate in China is 18% and it maintains a high growth in 2013. The web survey
of the CHINAHRJD says that 40% people think it is the reason of being dissatisfied with
the company compensation that causes employee's resignation.
FS group is a Singapore listed real estate company and also is a financial investment
company. According to the nearly three years of accumulated data, it shows that the FS
group turnover rate is much higher than the market data. However, according to the exit
interview to the employees who are going to leave their jobs,the main reasons are the
compensation dispersion within the companies and between company and market
average, what's more, it is also because of the unfair distribution of income and a lack of
internal encourage and performance appraisal policies and so on. Therefore, this research
attempts to explore the influences that compensation dispersion of the enterprise brings
to the high turnover rate within the enterprises and between enterprise and current market
average data.
Firstly,the research summarizes both domestic and overseas related articles about
theory on termination and compensation dispersion, and it introduces the basic situation
of the FS Group. By analyzing on related data of the 474 employees from FS Group .It
demonstrates the reason of their resignation. And by analyzing the reason they leave, we
put forward the corresponding countermeasures, including optimizing compensation
design, reducing compensation dispersion, appropriately reducing compensation
dispersion within employees, and between employees and the market, increasing the
fairness of performance appraisal, and establishing an early warning mechanism for the
employee turnover.
Finally, from the perspective of research methods and data statistics, the research
reflects on the shortcomings of this study, and puts forward the assumption of future
researches to discuss the theoretical and practical significance of this research.
Key Words: Compensation Gap; Employee Turnover; Fairness