股權(quán)激勵是企業(yè)為了吸引、激勵和留住核心人才而推行的一種長期激勵機制。以下是關(guān)于股權(quán)激勵的相關(guān)知識：

Equity incentive is a long-term incentive mechanism implemented by enterprises to attract, motivate, and retain core talents. The following is relevant knowledge about equity incentives:

定義與原理

Definition and Principle

企業(yè)有條件地給予激勵對象部分或者全部的股東權(quán)益，使其與企業(yè)結(jié)成利益共同體，通過讓員工獲得公司股權(quán)，使其享有一定的經(jīng)濟權(quán)利，能夠以股東身份參與企業(yè)決策、分享利潤、承擔風險，從而盡心盡力地為公司的長期發(fā)展服務(wù)。

Enterprises conditionally provide incentive targets with partial or full shareholder rights, forming a community of shared interests with the enterprise. By allowing employees to obtain company equity, they can enjoy certain economic rights, participate in corporate decision-making, share profits, and bear risks as shareholders, and thus wholeheartedly serve the long-term development of the company.

作用

role

建立利益共同體：使企業(yè)的管理者和關(guān)鍵技術(shù)人員成為企業(yè)的股東，個人利益與公司利益趨于一致，弱化二者之間的矛盾，形成企業(yè)利益的共同體。

Establishing a community of shared interests: making the managers and key technical personnel of the enterprise shareholders, aligning their personal interests with the interests of the company, weakening the contradictions between the two, and forming a community of shared interests for the enterprise.

業(yè)績激勵：管理人員和技術(shù)人員成為股東后，具有分享企業(yè)利潤的權(quán)力，工作好壞會獲得獎勵或懲罰，這會提高他們的積極性、主動性和創(chuàng)造性。

Performance incentives: After becoming shareholders, management and technical personnel have the right to share the profits of the enterprise, and their work quality will be rewarded or punished, which will enhance their enthusiasm, initiative, and creativity.

約束經(jīng)營者短視行為：對公司業(yè)績的考核不僅關(guān)注本年度的財務(wù)數(shù)據(jù)，更關(guān)注公司將來的價值創(chuàng)造能力，從而約束經(jīng)營者的短視行為。

Restricting short-sighted behavior of managers: The assessment of company performance not only focuses on the financial data of the current year, but also on the company's future value creation ability, thereby constraining short-sighted behavior of managers.

留住人才，吸引人才：讓員工分享企業(yè)成長收益，增強歸屬感和認同感，提高員工離開公司或 “犯錯誤” 的成本，有利于企業(yè)留住人才；同時，為將來吸引新員工預留激勵條件，對優(yōu)秀人才具有很強的吸引力。

Retaining and attracting talent: allowing employees to share the benefits of company growth, enhancing their sense of belonging and identity, and increasing the cost of leaving the company or making mistakes can help companies retain talent; At the same time, reserving incentive conditions for attracting new employees in the future has a strong attraction to outstanding talents.

模式

mode

股票期權(quán)模式：公司經(jīng)股東大會同意，將預留的已發(fā)行未公開上市的普通股股票認股權(quán)作為 “一攬子” 報酬中的一部分，以事先確定的某一期權(quán)價格有條件地無償授予或獎勵給公司高層管理人員和技術(shù)骨干，股票期權(quán)的享有者可在規(guī)定的時期內(nèi)做出行權(quán)、兌現(xiàn)等選擇。

Stock option model: With the approval of the shareholders' meeting, the company reserves the option rights of common stocks that have been issued but not yet publicly listed as part of a "package" of compensation, which is conditionally granted or rewarded to the company's senior management and technical backbone at a predetermined option price. The holder of the stock option can make choices such as exercise and redemption within a specified period of time.

股份期權(quán)模式：經(jīng)公司出資人或董事會同意，公司高級管理人員可以群體形式獲得公司 5%-20% 股權(quán)，其中董事長和經(jīng)理的持股比例應占群體持股數(shù)的 10% 以上。經(jīng)營者欲持股就必須先出資，一般不得少于 10 萬元，而經(jīng)營者所持股份額是以其出資金額的 1-4 倍確定。

Stock option model: With the consent of the company's investors or board of directors, senior management personnel can collectively acquire 5% -20% of the company's equity, with the chairman and manager holding more than 10% of the group's shares. If the operator wants to hold shares, they must first contribute capital, generally not less than 100000 yuan, and the amount of shares held by the operator is determined by 1-4 times the amount of their capital contribution.

虛擬股票期權(quán)模式：將獎金延期支付并轉(zhuǎn)換成普通股票，這部分股票享有分紅、轉(zhuǎn)增股等權(quán)利，但在一定時期內(nèi)不得流通，只能按規(guī)定分期兌現(xiàn)。資金來源于企業(yè)積存的獎勵基金。

Virtual stock option model: The bonus is deferred and converted into ordinary stocks, which enjoy the rights of dividends, conversion into shares, etc., but cannot be traded for a certain period of time and can only be redeemed in installments according to regulations. The funds come from the incentive fund accumulated by the enterprise.

股票增值權(quán)模式：通過模擬認股權(quán)方式，獲得由公司支付的公司股票在年度末比年度初的凈資產(chǎn)的增值價差。激勵對象沒有所有權(quán)、表決權(quán)、配股權(quán)，操作方便、快捷。

Stock appreciation rights model: By simulating stock options, the price difference of the net asset appreciation of the company's stock paid by the company at the end of the year compared to the beginning of the year is obtained. The incentive objects do not have ownership, voting rights, or distribution rights, and the operation is convenient and fast.

設(shè)計原則

Design principles

共享共贏：作為股權(quán)激勵的核心理念，既是目標也是原則，只有符合這一理念的方案才具有生命力。

Sharing and Win win: As the core concept of equity incentives, it is both a goal and a principle, and only solutions that conform to this concept have vitality.

個性化：制訂方案時要充分考慮企業(yè)性質(zhì)、行業(yè)特征、發(fā)展階段、股權(quán)結(jié)構(gòu)和激勵對象等客觀因素，量身定制符合企業(yè)實際狀況的方案。

Personalization: When formulating a plan, it is necessary to fully consider objective factors such as the nature of the enterprise, industry characteristics, development stage, equity structure, and incentive targets, and tailor a plan that is in line with the actual situation of the enterprise.

制度化：股權(quán)激勵作為公司頂層設(shè)計，必須可執(zhí)行、可預期、可持續(xù)，以保護公司、股東以及經(jīng)理人的權(quán)益。

Institutionalization: As a top-level design of a company, equity incentives must be executable, predictable, and sustainable to protect the rights and interests of the company, shareholders, and managers.

實施要點

Implementation points

包括定股（確定股份面值、總數(shù)、采用的激勵模式等）、定人（明確激勵對象范圍，如具有潛在人力資源未開發(fā)、工作過程隱藏信息程度高、有專用性人力資本積累的人員，通常高級管理人員是重點對象）、定價（參照公平市場價原則，確定股權(quán)的授予價格）、定量（確定股權(quán)激勵總量和個人授予量）、定時（設(shè)置行權(quán)限制期、行權(quán)有效期、禁售期等時間節(jié)點）等。

This includes fixed shares (determining the face value and total number of shares, incentive models adopted, etc.), fixed persons (clarifying the scope of incentive targets, such as personnel with undeveloped potential human resources, high degree of hidden information in the work process, and specialized human capital accumulation, usually senior management personnel are the key targets), pricing (determining the grant price of equity based on the principle of fair market price), quantitative (determining the total amount of equity incentives and individual grants), timed (setting time nodes such as exercise restriction period, exercise validity period, lock up period, etc.), etc.

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