摘要本文以广东晋祥五金制品有限公司为研究对象，参照薪酬的社会比较理论、锦标赛理论、公平理论，对晋祥公司的公司基本情况进行叙述，对现有的薪酬制度与薪酬分配方案进行描述，在此基础上把公司员工分为三个层级：高管级员工、中层管理员工、一线技术性岗位员工；对三个层级员工中每一层级的员工的薪酬水平差异进行比对，对其出现的问题进行解析，对每一层级的薪酬水平差异的合理性与不合理性进行分析。接下来对每一层级的薪酬水平差异映射到员工整体薪酬水平差异问题进行原因分析，总结出薪酬结构设计的局限、薪酬分配方案的不合理问题。为使晋祥公司不合理员工薪酬水平差别问题得到控制，个人与公司绩效能够有效的提升与发挥薪酬激励应有的效果，更好的指导各阶层员工、激励员工工作、肯定员工贡献。对于其在工作中存在的不合理问题提出具有借鉴性、启发性甚至有建设性的解决对策：动态调整公司的薪酬结构设计、运用多样化薪酬福利计划、设置新的薪酬激励机制，最后对本课题研究内容进行总结并对晋祥公司未来的发展提出展望。关键词：薪酬水平差异同层级薪酬薪酬激励动态调整AbstractThisarticleisaboutGuangdongJinxiangHardwareProductsCompany，referencestheSocialComparisonTheory、theTournamentTheoryandtheEquityTheoryofreward.ArticletellsthebasicsoftheJinxiangcompany，describestherewardcompensationsystemandrewarddistributionscheme.Onthebasisofthearticle,companyemployeesaredividedintothreelevels:theseniormanagementofpersonnel、themiddlemanagementofpersonne、thefrontlinetechnicalstaff.Thenthearticlecomparesthedifferencesinrewardlevelofeveryemployeeatthreelevels,resolvestheproblems，analyzesreasonableandirrationalrewardleveldifferencesofeveryemployee.Next,thearticleanalyzesthecausesofthedifferencesinrewardlevelsateachleveltotheoverallrewarddifferencesofemployees,andsummarizesthelimitationsofthesalarystructuredesignandtheunreasonableproblemsofthesalarydistributionplan.InordertocontroltheJinxiangCompany'sirrationalemployeerewardleveldifferences,makeJinxiang'spersonalandcompanyperformanceeffectivelyimproveandgiveplaytotheeffectsofrewardincentives,guideemployeesatalllevelstodobetter,motivateemployeestowork,andrecognizeemployeecontributions.Theauthorofthisarticleproposesareference,inspiringandconstructivesolutiontotheunreasonableproblemsinhiswork：dynamicadjustmentofthecompany'srewardstructuredesign、theuseofdiversifiedsalaryandbenefitplans、andtheestablishmentofanewsalaryincentivemechanism.Finally,thearticlesummarizestheresearchcontentandlooksforwardtothefuturedevelopmentofJinxiangCompany.Keywords：RewardleveldifferencesRewardofthesamelevelRewardexcitationDynamicadjustment目录TOC\o"1-3"\h