選擇合適的股權(quán)激勵(lì)模式。股權(quán)激勵(lì)可選擇的模式有很多，常見的如股票期權(quán)、虛擬股票、業(yè)績單位、股票增值權(quán)、限制性股票等等，企業(yè)應(yīng)該根據(jù)自身情況來選擇適合自己企業(yè)的激勵(lì)模式。

Choose the appropriate equity incentive model. There are many options for equity incentives, such as stock options, virtual stocks, performance units, stock appreciation rights, restricted stocks, etc. Enterprises should choose the appropriate incentive model based on their own situation.

以科技型企業(yè)來說：人才就是企業(yè)寶貴的財(cái)富和持續(xù)發(fā)展的生命力，因此，企業(yè)老板大的愿望就是留住核心人才。在這種情況下，老板應(yīng)該選擇讓核心人才成為股東，核心員工有歸屬感，把企業(yè)當(dāng)作自己的，和企業(yè)一起長期發(fā)展，從治理層面上改善企業(yè)的管理模式和決策方式。這時(shí)選擇限制性股票(指企業(yè)按照預(yù)先確定的條件授予激勵(lì)對(duì)象一定數(shù)量的本企業(yè)股票)是比較恰當(dāng)?shù)摹?/p>

For technology-based enterprises, talent is the precious wealth and sustainable vitality of the enterprise. Therefore, the big wish of business owners is to retain core talents. In this situation, the boss should choose to have core talents become shareholders, core employees have a sense of belonging, treat the enterprise as their own, and work with the enterprise for long-term development, improving the management mode and decision-making methods of the enterprise from a governance perspective. At this point, it is more appropriate to choose restricted stocks (referring to the company granting a certain number of its own stocks to incentive recipients according to predetermined conditions).

注重動(dòng)態(tài)股權(quán)激勵(lì)的運(yùn)行。如果企業(yè)實(shí)施的是動(dòng)態(tài)股權(quán)激勵(lì)，企業(yè)根據(jù)員工當(dāng)年的業(yè)績貢獻(xiàn)為其安排相應(yīng)數(shù)量的激勵(lì)性資本回報(bào)。業(yè)績好的就多獲得激勵(lì)性資本回報(bào)，而業(yè)績差的就少獲得或者不獲得激勵(lì)性資本回報(bào)。這樣員工每年除工資獎(jiǎng)金等勞動(dòng)回報(bào)外，還能獲得屬于員工人力資本的資本性回報(bào)。股權(quán)定價(jià)要合理，通常情況下，企業(yè)員工股權(quán)轉(zhuǎn)讓都是以凈資產(chǎn)來作價(jià)的，以人才和智力密集的科技型企業(yè)為例，固定資產(chǎn)雖少但盈利能力強(qiáng)。

Pay attention to the operation of dynamic equity incentives. If a company implements dynamic equity incentives, the company arranges a corresponding amount of incentive capital return for employees based on their annual performance contributions. Those with good performance receive more incentive capital returns, while those with poor performance receive less or no incentive capital returns. In addition to labor returns such as salary and bonuses, employees can also receive capital returns that belong to their human capital each year. Equity pricing should be reasonable. Generally, the transfer of employee equity in enterprises is priced based on net assets. Taking talent and intelligence intensive technology-based enterprises as examples, although fixed assets are small, profitability is strong.

因此，對(duì)這類以高科技為主的企業(yè)應(yīng)以盈利能力來衡量股票的價(jià)格。比如以每股凈資產(chǎn)為基礎(chǔ)，參考同類上市企業(yè)的市盈率，以此來確定企業(yè)的股價(jià)。

Therefore, for such high-tech enterprises, the stock price should be measured by profitability. For example, based on net assets per share and referring to the P/E ratio of similar listed companies, the stock price of the company can be determined.