山東企業股權激勵方案設計要點?

Key points for designing equity incentive schemes for Shandong enterprises

一、激勵模式的選擇?

1、 Selection of incentive mode

山東企業在設計股權激勵方案時，充分結合自身行業特點、發展階段和戰略目標，選擇合適的激勵模式。對于高速成長、資金需求較大的科技型企業，如濟南高新區的眾多軟件研發企業，往往傾向于選擇股票期權模式。這種模式賦予激勵對象在未來一定期限內以預先確定的價格和條件購買公司一定數量股票的權利，若企業未來發展良好，股價上升，激勵對象可通過行權獲得豐厚收益，從而激勵他們努力提升企業業績，推動股價上漲。而對于一些業績穩定、現金流充沛的傳統制造業企業，如青島的部分家電制造企業，則更適合采用限制性股票模式。企業將一定數量的股票以較低價格授予激勵對象，但對其出售股票的時間和業績條件等進行限制，激勵對象只有在滿足約定條件后才能解鎖股票并獲益，促使他們持續為企業穩定發展貢獻力量。?

When designing equity incentive plans, Shandong enterprises fully consider their own industry characteristics, development stages, and strategic goals, and choose appropriate incentive models. For technology companies with rapid growth and high capital requirements, such as the numerous software research and development enterprises in Jinan High tech Zone, they often tend to choose the stock option model. This model grants incentive recipients the right to purchase a certain number of shares of the company at a predetermined price and conditions within a certain period of time in the future. If the company develops well in the future and the stock price rises, incentive recipients can obtain substantial profits through exercising their rights, thereby motivating them to work hard to improve the company's performance and drive the stock price up. For some traditional manufacturing enterprises with stable performance and abundant cash flow, such as some home appliance manufacturing enterprises in Qingdao, the restricted stock model is more suitable. The enterprise grants a certain number of stocks to incentive recipients at a lower price, but imposes restrictions on the time and performance conditions for selling the stocks. Incentive recipients can only unlock the stocks and benefit after meeting the agreed conditions, which encourages them to continue contributing to the stable development of the enterprise. ?

二、激勵對象的確定?

2、 Determination of incentive targets

激勵對象的合理確定是股權激勵成功的關鍵。山東企業綜合考慮企業發展需要、崗位重要性、員工貢獻等因素。上市公司層面，根據省國資委規定，股權激勵對象主要包括對公司經營業績和未來發展有直接影響的董事、高級管理人員、核心技術人員和管理骨干等。對于省屬企業，國有控股股東或省屬企業管理人員在上市公司擔任除監事以外職務的，可參加一家任職上市公司的股權激勵計劃；市場化選聘的職業經理人可參加任職企業的股權激勵，而省委或省委委托管理的企業領導班子成員及其他規定不得成為激勵對象的人員則被排除在外。例如，淄博的一家化工企業，在確定激勵對象時，不僅涵蓋了技術研發部門的核心人員，還將銷售部門中業績突出、掌握重要客戶資源的業務骨干納入其中，因為這些人員對企業的產品創新和市場拓展起著關鍵作用。?

The reasonable determination of incentive targets is the key to the success of equity incentives. Shandong enterprises comprehensively consider factors such as development needs, job importance, and employee contributions. At the level of listed companies, according to the regulations of the Provincial State owned Assets Supervision and Administration Commission, equity incentive targets mainly include directors, senior management personnel, core technical personnel, and management backbone who have a direct impact on the company's operating performance and future development. For provincial enterprises, state-owned controlling shareholders or management personnel of provincial enterprises who hold positions other than supervisors in listed companies may participate in the equity incentive plan of a listed company; Professional managers selected through market-oriented selection can participate in equity incentives for their respective companies, while members of the leadership team of enterprises managed by the provincial party committee or entrusted by the provincial party committee, as well as other personnel who are not eligible to become incentive targets, are excluded. For example, a chemical company in Zibo not only includes core personnel in the technology research and development department when determining incentive targets, but also includes business backbones in the sales department who have outstanding performance and control important customer resources, as these personnel play a key role in the company's product innovation and market expansion. ?

三、業績考核指標的設定?

3、 Setting performance evaluation indicators

科學合理的業績考核指標是股權激勵發揮作用的保障。山東企業在設定業績考核指標時，既關注財務指標，又注重非財務指標。財務指標方面，常用的有凈利潤增長率、凈資產收益率、營業收入增長率等。以煙臺的一家食品加工企業為例，其股權激勵方案中設定，在未來三年內，每年凈利潤增長率需達到 15% 以上，凈資產收益率不低于 18%，只有滿足這些財務指標，激勵對象才能按比例行權或解鎖股票。非財務指標則包括市場份額提升、新產品研發進度、客戶滿意度等。如濰坊的一家機械制造企業，將新產品研發數量和客戶投訴率作為重要的非財務考核指標，激勵員工在提升產品質量、拓展市場的同時，注重創新研發，以保持企業的市場競爭力。

Scientific and reasonable performance evaluation indicators are the guarantee for the effectiveness of equity incentives. When setting performance evaluation indicators, Shandong enterprises pay attention to both financial and non-financial indicators. In terms of financial indicators, commonly used ones include net profit growth rate, return on equity, and revenue growth rate. Taking a food processing enterprise in Yantai as an example, its equity incentive plan stipulates that in the next three years, the annual net profit growth rate must reach 15% or more, and the return on equity must not be less than 18%. Only when these financial indicators are met, the incentive objects can exercise or unlock their shares proportionally. Non financial indicators include market share growth, new product development progress, customer satisfaction, etc. For example, a machinery manufacturing enterprise in Weifang regards the number of new product research and development and customer complaint rate as important non-financial assessment indicators to motivate employees to focus on innovative research and development while improving product quality and expanding the market, in order to maintain the company's market competitiveness.

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