The importance of transparency in human resource management in terms of remuneration and the role of mangers in its advancement

Purpose Transparency in human resource management (HRM) has become becoming an important factor in building employee trust and engagement in the context of technological change and sustainable development. This article analyses the importance of transparency in human resource management in the area of remuneration, with particular emphasis on the role of managers. The research is based on Fairness Heuristic Theory. It explains how organisational fairness is assessed under conditions of uncertainty, typical of situations related to remuneration, promotion, and performance appraisal. Design/methodology/approach Based on a review of the literature, a conceptual model of the relationship between remuneration transparency and employee engagement was formulated, with the mediating role of managers. The proposed model was empirically verified through confirmatory factor analysis using structural equation modelling (SEM CFA) on a sample of 600 employees, using data collected in March 2025. Findings The results of the study confirm that remuneration transparency has a significant and positive impact on employee engagement and strengthens the role of managers in the organisation. Moreover, the role of managers in ensuring the effective application of transparent principles strengthens the relationship between transparency and engagement, which indicates the importance of managers in implementing transparent HRM practices. Originality/value The study fills a research gap concerning the relationship between remuneration transparency and employee engagement, taking into account the mediating role of managers. The results provide actionable guidance for human resource management practices in the context of shaping employee engagement using HRM transparency.