確定完總量之后，就要進一步 確定每一個
山東股權(quán)激勵對象的單量問題。定總量是確定“ 蛋糕”有多大，定單量是確定如何“ 分蛋糕”。“分蛋糕”既是一門學(xué)問，又是一門藝術(shù)。涉及企業(yè)內(nèi)部公平問題時，如果解決不好，不但起不到激勵作用(或者打折扣)，甚至還有負(fù)面效應(yīng)，“不患寡而患不均”。
After determining the total amount, it is necessary to further determine the single quantity issue for each Shandong equity incentive object. The total quantity is to determine how large the "cake" is, and the order quantity is to determine how to "divide the cake". Partitioning cakes "is not only a knowledge, but also an art. When it comes to internal fairness issues within enterprises, if not addressed properly, it not only fails to provide incentives (or discounts), but also has negative effects, such as "not suffering from scarcity but also suffering from inequality".
那么如何確定股權(quán)激勵單量？
So how to determine the quantity of equity incentive orders?
(1)對于上市企業(yè)來講，對于單個激勵對象有什么法律的強制性規(guī)定?
(1) What are the mandatory legal provisions for individual incentive targets for listed companies?
(2) 如何確定薪酬結(jié)構(gòu)?如何規(guī)劃股權(quán)收入占總收入的合適比例?于個人來講，個人需要多大比例成數(shù)量股權(quán)才有吸引力?按照什么原則進行分配?
(2) How to determine the salary structure? How to plan the appropriate proportion of equity income to total income? For individuals, what percentage of equity is needed to be attractive? According to what principles are allocation made?
(3)如何在兼顧公平和效奉方面，進行激勵總額度的具體分配?如何突出單個激勵對象的貢獻和重要性?
(3) How to allocate the total incentive amount in a specific way while balancing fairness and efficiency? How to highlight the contribution and importance of individual incentive targets?
(4)如何根據(jù)單個激勵對象的薪酬情況，確定激勵總額度的具體分配方案?
(4) How to determine the specific distribution plan for the total incentive amount based on the salary situation of a single incentive object?
(5) 如何參考競爭企業(yè)的股權(quán)激勵情況，確定本企業(yè)激勵總額度的具體分配方案?
(5) How to refer to the equity incentive situation of competing enterprises and determine the specific allocation plan for the total incentive amount of this enterprise?
確定每一個(層)激勵對象的激勵單量，需要考慮法律法規(guī)(針對上市公司)、公平與效率、激勵對象的個人情況(薪酬水平、不可替代性、職位、業(yè)績表現(xiàn)、工作年限)、競爭企業(yè)的授予數(shù)量等因素。
To determine the incentive quantity for each incentive target (layer), it is necessary to consider factors such as laws and regulations (for listed companies), fairness and efficiency, the personal situation of the incentive target (salary level, irreplaceability, position, performance, working years), and the number of awards from competing companies.
非上市企業(yè)和上市企業(yè)的股權(quán)激勵單量參考因素的區(qū)別在于:上市公司必須參考《管理辦法》的相關(guān)規(guī)定，而國有或控股上市公司還要參考《國有控股上市公司(境內(nèi))實施股權(quán)激勵試行辦法》的相關(guān)規(guī)定;而非上市公司相對受約束要小一些。
The difference in the reference factors for equity incentive orders between non listed enterprises and listed enterprises is that listed companies must refer to the relevant provisions of the "Management Measures", while state-owned or controlled listed companies must also refer to the relevant provisions of the "Trial Measures for Implementing Equity Incentive in State Owned Listed Companies (Domestic)"; Non listed companies are relatively less constrained.
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