Equity in Human Resource ManagementIntroductionEffective human resource management in an organization requires an exceptional standard set for motivation, job design, reward system and equity. Nowadays, people are more willing to avoid unfair treatment in the workplace than in any other aspect. The fundamental concept behind fairness is the attempt to balance what has been put in and taken out of the workplace with a feeling of justice served. Subconsciously, values ​​are assigned to many different contributions made to the organization, thus causing an air of imbalance in the environment. There has always been a disparity of opinion on the appropriateness or cost-effectiveness of policy measures. The importance of fairness or reducing discrimination has gained much attention in the labor market (Milkovich, Newman & Ratnam, 2009).HistoryThe importance of human resource management is associated with the beginning of humanity. As survival knowledge began to include safety, health, hunting, and gathering, tribal leaders passed the knowledge on to their youth. However, more advanced human resource management functions were developed as early as 1000 BC and 2000 BC. Since modern management theory took over, the work environment has been transformed into a friendlier and safer place to work. Workers were defined as the most valuable resources. While some companies took the human aspect of the job seriously, others did not consider it mandatory. Then they faced huge unions and factory closures (Henning, 2001). The first corporate employment department created for labor issues was created by B.F. Goodrich Company in 1900. In the 1960s and 1970s the federal government enforced fair treatment of workers. .... middle of paper ......conflict resolution and motivation. Some measures that can help a human resource management department impart equity include, but not limited to, competitive salary, fringe benefits, career progression, gender, personal development, promotion etc. These are some variables that HRM needs to take care of to keep employees motivated. Through such measures, companies can reduce the likelihood of employee dissatisfaction, non-compliance with standards and regulations and therefore reduce the possibility of legal action. It is essential that if organizations need to motivate their employees through capital management, they are required to constantly monitor their employees through various surveys and research tools. The latest techniques emerged from the research can be applied to human resources so that they have direction and motivation for the organization.