授予價格

Grant Price

企業(yè)做濟南股權(quán)激勵，一般是針對人才所產(chǎn)生的價值，基于人自身的資獻，對人的長期激勵，所以價格的設(shè)定高低與激勵對寸象的積極性有關(guān)聯(lián)，同時也會涉及現(xiàn)有股東的利益，價格既不能定得太低，也不能大高，要兼顧雙方的利益找到平衡點。一般來說有以下幾種常用的定價方法:

Enterprises' equity incentives in Jinan are generally aimed at the value generated by talents, based on their own contributions and long-term incentives for individuals. Therefore, the setting of prices is related to the enthusiasm of incentives for the situation, and it also involves the interests of existing shareholders. The prices cannot be set too low or too high, and it is necessary to balance the interests of both parties. Generally speaking, there are several commonly used pricing methods:

(1)以注冊資本金為基準:如果公司的凈資產(chǎn)等于或小于注冊資本時，可以以公司的注冊資本作為公司的價值來確定授予的價格。

(1) Based on the registered capital: If the company's net assets are equal to or less than the registered capital, the company's registered capital can be used as the value of the company to determine the grant price.

(2)以公司的凈資產(chǎn)為基準。

(2) Based on the company's net assets.

(3)以風(fēng)險投資的估值為基準:企業(yè)在做股權(quán)激勵的時候，有引進過投資方，在進行股權(quán)激勵時，可以以投資方的估值作為公司的價值確定股權(quán)激勵的授予價格，或者在此價格的基礎(chǔ)上給子適度的折扣。

(3) Based on the valuation of venture capital: When an enterprise engages in equity incentives, it has introduced investors. When engaging in equity incentives, the valuation of the investors can be used as the company's value to determine the grant price of equity incentives, or a moderate discount can be given based on this price.

(4)綜合因素，評估定價:可以結(jié)合公司的實際情況，結(jié)合各方面的因素，請外部第三方評估機構(gòu)，對公司做個綜合的評估定價作為基準，再根據(jù)這個定價去確定股權(quán)激勵的授予價格。

(4) Comprehensive factors and evaluation pricing: Based on the actual situation of the company and various factors, external third-party evaluation agencies can be invited to conduct a comprehensive evaluation pricing of the company as a benchmark, and then determine the grant price of equity incentives based on this pricing.

個量分配

Quantity allocation

針對激勵對象，每個人可以獲授的股權(quán)數(shù)量，對于上市公司來說，法律上有相關(guān)的規(guī)定，上市公司任何--名激勵對象通過全部有效的股權(quán)激勵計劃獲授的股權(quán)，累計不得超過公司股本總額的1%;對非上市公司來說，法律上對這個數(shù)量沒有特別的約定，但具體的分配上也應(yīng)該相對科學(xué)公平，避免老板個人拍腦袋決定。

For incentive targets, the number of equity rights that each person can be granted. For listed companies, there are relevant regulations in law. Any incentive target of a listed company who receives equity rights through all effective equity incentive plans shall not exceed 1% of the company's total share capital; For non listed companies, there is no special legal agreement on this quantity, but the specific allocation should also be relatively scientific and fair to avoid bosses making personal decisions.

結(jié)合激勵對象個人的收入和福利水平，根據(jù)其所在崗位的重要性及不可替代的程度，以及在公司工作的年限，激勵對象個人收入的預(yù)期等方面，進行整體地考慮，科學(xué)設(shè)置激勵對象的個人數(shù)量。不要一刀切，要有區(qū)分，區(qū)分的標準要做到合理、相對公平。

Based on the individual income and welfare level of the incentive target, the importance and irreplaceability of their position, as well as the years of service in the company, and the expected personal income of the incentive target, a comprehensive consideration is taken to scientifically set the number of individual incentive targets. Don't cut it all, there should be differentiation, and the standards for differentiation should be reasonable and relatively fair.

企業(yè)做股權(quán)激勵的授予價格與個量分配相關(guān)內(nèi)容就講解到這里了，希望能夠給您有效的好的幫助，還有什么關(guān)于股權(quán)的疑惑或者需求，歡迎來我們網(wǎng)站http://zhenzhush.com進行咨詢！

That's all for the explanation of the granting price and individual quantity allocation of equity incentives in enterprises. We hope it can provide you with effective and good help. If you have any doubts or needs about equity, please come to our website http://zhenzhush.com Consulting!