作為企業(yè)留住人才、激勵(lì)人才、吸引人才的重要手段，股權(quán)激勵(lì)在現(xiàn)代企業(yè)中得到了越來(lái)越多的應(yīng)用。但是很多企業(yè)對(duì)于股權(quán)激勵(lì)還是半懂不懂的狀態(tài)，那么，究竟該如何理解濟(jì)南股權(quán)激勵(lì)呢？

As an important means for enterprises to retain, motivate, and attract talents, equity incentive has been increasingly applied in modern enterprises. However, many enterprises are still in a state of partial ignorance about equity incentive. So, how should we understand Jinan equity incentive?

1、管理層面：分配機(jī)制

1. Management level: allocation mechanism

股權(quán)激勵(lì)的本質(zhì)是激勵(lì)，激勵(lì)的標(biāo)的是股權(quán)，是一種相對(duì)長(zhǎng)期價(jià)值的分配行為。既然是分配，首要考慮的是公平性問(wèn)題，即分給誰(shuí)、分多少、多少錢(qián)的問(wèn)題。所以，在做股權(quán)激勵(lì)時(shí)，必須首先建立統(tǒng)一的、相對(duì)科學(xué)客觀的價(jià)值衡量標(biāo)準(zhǔn)，根據(jù)標(biāo)準(zhǔn)來(lái)選擇激勵(lì)對(duì)象，根據(jù)標(biāo)準(zhǔn)來(lái)確定分配數(shù)量，同樣根據(jù)標(biāo)準(zhǔn)來(lái)設(shè)計(jì)進(jìn)入和退出的價(jià)格。

The essence of equity incentive is incentive, and the object of incentive is equity, which is a relatively long-term value distribution behavior. Since it is distribution, the primary consideration is the issue of fairness, namely, who, how much, and how much to allocate. Therefore, when making equity incentives, it is necessary to first establish a unified, relatively scientific and objective value measurement standard, select incentive targets based on the standard, determine the allocation amount based on the standard, and also design the entry and exit prices based on the standard.

2、金融層面：投資行為

2. Financial level: investment behavior

做股權(quán)激勵(lì)，要讓員工覺(jué)得資金是安全的，這就需要企業(yè)老板有較好的口碑、企業(yè)有良好的文化，不能讓員工有“是不是要上賊船”的感覺(jué)。如果員工普遍對(duì)老板不信任，股權(quán)激勵(lì)是起不到效果的。其次對(duì)風(fēng)險(xiǎn)要客觀揭示，不能承諾收益。對(duì)收益要合理預(yù)測(cè)，通過(guò)對(duì)企業(yè)價(jià)值的塑造激發(fā)員工信心。在流動(dòng)性上，保障員工入股自愿、退出通暢，設(shè)計(jì)好不同情況下員工退出的通道。

In equity incentive, to make employees feel that the funds are safe, it requires the boss of the company to have a good reputation, the company has a good culture, and employees should not feel "whether they want to go on the boat of thieves". If employees generally distrust their bosses, equity incentives are ineffective. Secondly, risks should be objectively disclosed, and returns cannot be promised. It is necessary to reasonably predict earnings and stimulate employee confidence through shaping enterprise value. In terms of liquidity, ensure that employees participate voluntarily and exit smoothly, and design exit channels for employees in different situations.

3、心理層面：博弈結(jié)果

3. Psychological level: game results

基于理性人假設(shè)，在實(shí)施股權(quán)激勵(lì)時(shí)，在對(duì)具體要素的確定上，作為股權(quán)授予方的股東和作為股權(quán)受讓方的員工必然會(huì)存在一定分歧，比如股份數(shù)量、價(jià)格、鎖定期等等，這就需要雙方拿出共贏的智慧，做出有利的選擇。選擇的結(jié)果可以稱(chēng)作是是一種雙方博弈的結(jié)果。如果做股權(quán)激勵(lì)時(shí)，有一方?jīng)]有共贏的意識(shí)，堅(jiān)持不讓步、不妥協(xié)，多數(shù)情況下也是起不到效果的。

Based on the rational person hypothesis, when implementing equity incentives, there must be some differences between the shareholders as the equity grantor and the employees as the equity transferee in determining the specific factors, such as the number of shares, price, lock in period, etc. This requires both parties to come up with win-win wisdom and make favorable choices. The result of selection can be described as the result of a game between two parties. If one party does not have a sense of win-win situation and insists on not making concessions or compromises when conducting equity incentives, it will not be effective in most cases.

4、實(shí)施層面：游戲規(guī)則

4. Implementation level: game rules

規(guī)則是不可能做到非常公平的，但規(guī)則導(dǎo)向是可以做到完全正確的。設(shè)計(jì)方案時(shí)，希望非常的公平是不現(xiàn)實(shí)的，但是所有規(guī)則的導(dǎo)向一定要正確——就是股權(quán)激勵(lì)的目的——促進(jìn)企業(yè)健康、持續(xù)、的發(fā)展。既然是游戲規(guī)則，強(qiáng)調(diào)的是你可以不參與游戲，但是一旦參與，必須接受游戲規(guī)則的約束，這就給眾多非公眾公司在設(shè)計(jì)股權(quán)激勵(lì)方案時(shí)提供了很大的靈活性，當(dāng)然前提是方案有正確的導(dǎo)向。

Rules cannot be very fair, but rule orientation can be completely correct. When designing a plan, it is unrealistic to expect extreme fairness, but the guidance of all rules must be correct - that is, the purpose of equity incentives - to promote the healthy, sustained, and rapid development of the enterprise. Since it is the game rules, it is emphasized that you may not participate in the game, but once you participate, you must accept the constraints of the game rules, which provides many non-public companies with great flexibility in designing equity incentive plans, provided that the plan has the correct orientation.

5、監(jiān)管層面：合規(guī)文件

5. Regulatory level: compliance documents

對(duì)上市公司而言，還需遵守證監(jiān)會(huì)的相關(guān)規(guī)定；對(duì)國(guó)資而言，還需遵守國(guó)資委的相關(guān)規(guī)定。同時(shí)，股權(quán)變更涉及很多會(huì)計(jì)、稅務(wù)、工商上的處理，還需遵守財(cái)務(wù)部、稅務(wù)總局、工商總局等相關(guān)政策規(guī)定。實(shí)踐中，我們也遇見(jiàn)很多因?yàn)楣蓹?quán)激勵(lì)不規(guī)范導(dǎo)致扯皮，甚至是影響企業(yè)資本運(yùn)營(yíng)規(guī)劃的案例。總之，股權(quán)激勵(lì)激勵(lì)是本質(zhì)，但是合規(guī)是底線！

For listed companies, they also need to comply with the relevant regulations of the CSRC; For state-owned assets, it is also necessary to comply with relevant regulations of the SASAC. At the same time, equity changes involve many accounting, tax, and industrial and commercial processes, and they also need to comply with relevant policies and regulations of the Ministry of Finance, the State Administration of Taxation, and the State Administration for Industry and Commerce. In practice, we have also encountered many cases where equity incentives are not standardized, leading to disputes, even affecting corporate capital operation planning. In short, equity incentive is the essence, but compliance is the bottom line!

6、法律層面：合同約定

6. Legal level: contract agreement

股權(quán)激勵(lì)的具體實(shí)施需按照雙方約定的權(quán)利義務(wù)執(zhí)行，任何一方違反約定，均要承擔(dān)相應(yīng)的違約責(zé)任。簡(jiǎn)單來(lái)說(shuō)，股權(quán)激勵(lì)一旦生效，不管你是老板還是員工，都“不得亂來(lái)”。

The specific implementation of equity incentive shall be carried out in accordance with the rights and obligations agreed upon by both parties. Any party who violates the agreement shall bear corresponding liability for breach of contract. In short, once equity incentives take effect, whether you are a boss or an employee, you are "not allowed to mess around.".

股權(quán)激勵(lì)建議您從這六個(gè)層面去理解，以上就是具體的詳細(xì)的內(nèi)容了，希望能夠給您好的幫助，更多事項(xiàng)就來(lái)我們網(wǎng)站http://www.qccdc.net咨詢(xún)了解吧！

It is recommended that you understand equity incentive from these six aspects. The above is the specific and detailed content. We hope to provide you with good help. For more matters, please come to our website http://www.qccdc.net Consult and understand!