(一）定人——確定激勵(lì)對(duì)象

（1） Fixed person - Determine incentive targets

定人,，即在股權(quán)激勵(lì)方案設(shè)計(jì)中確定將哪些人作為激勵(lì)對(duì)象,，以此確定激勵(lì)對(duì)象的標(biāo)準(zhǔn)。要確定合適的激勵(lì)對(duì)象,，需要遵循以下原則：

Fixed person, that is, in the design of equity incentive plans, determine which individuals will be selected as incentive targets, in order to determine the standards for incentive targets. To determine suitable incentive targets, the following principles need to be followed:

其一,，一致性原則，即對(duì)激勵(lì)對(duì)象采用統(tǒng)一的衡量標(biāo)準(zhǔn),。只有衡量標(biāo)準(zhǔn)相同的前提下,，才能確定激勵(lì)哪些員工是對(duì)企業(yè)更有益處的。

One is the principle of consistency, which means adopting a unified measurement standard for the incentive target. Only with the same measurement standards can we determine which employees are more beneficial for the company to motivate.

其二,，重要性原則,，激勵(lì)對(duì)象的選擇主要基于重要性原則，需充分考慮激勵(lì)對(duì)象價(jià)值,，確定符合條件的激勵(lì)對(duì)象,。

The second principle is the importance principle, and the selection of incentive targets is mainly based on the importance principle. It is necessary to fully consider the value of incentive targets and determine eligible incentive targets.

在一致性原則和重要性原則的指導(dǎo)下，在確定激勵(lì)方案時(shí)應(yīng)綜合考慮以下因素：

Guided by the principles of consistency and importance, the following factors should be comprehensively considered when determining incentive plans:

1.職級(jí)特征：經(jīng)營(yíng)班子,、核心技術(shù)骨干等,；

1. Job level characteristics: management team, core technical backbone, etc;

2.司齡特征：公司服務(wù)年限及本職工作年限等；

2. Age characteristics: years of service in the company and years of work in the position;

3.歷史因素：激勵(lì)對(duì)象為公司貢獻(xiàn)的歷史業(yè)績(jī)等,；

3. Historical factors: historical performance contributed by the incentive target to the company, etc;

4.其他特征：學(xué)歷因素,、可替代性因素等。

4. Other characteristics: educational background, substitutability, etc.

在具體的操作中,，要綜合考慮以上因素,，以公司組織架構(gòu)和管理體系為基礎(chǔ)，匡定理想持股人選,。

In specific operations, the above factors should be comprehensively considered, and the ideal shareholding candidate should be selected based on the company's organizational structure and management system.

（二）定量——確定激勵(lì)數(shù)量

（2） Quantitative - determining the number of incentives

定量,，即在股權(quán)激勵(lì)方案設(shè)計(jì)中確定用于激勵(lì)的股份總量及個(gè)量。要確定激勵(lì)的總量,，必須得做三方面考量：

Quantification refers to determining the total amount and quantity of shares used for incentives in the design of equity incentive plans. To determine the total amount of incentives, three aspects must be considered:

其一,，得考慮企業(yè)大股東控制權(quán)、業(yè)績(jī)目標(biāo),、企業(yè)規(guī)模,、波動(dòng)風(fēng)險(xiǎn)的預(yù)防,，這4個(gè)直接影響激勵(lì)總量確定的關(guān)鍵因素；

Firstly, it is necessary to consider the control rights of major shareholders, performance goals, enterprise size, and prevention of volatility risks, which are four key factors that directly affect the determination of the total incentive amount;

其二,，要對(duì)股權(quán)結(jié)構(gòu)做分析,，比如對(duì)股權(quán)集中程度、原始股東股權(quán)激勵(lì),、股權(quán)投資及控制權(quán)等做分析,，以確定股權(quán)激勵(lì)總額上線；

Secondly, it is necessary to analyze the equity structure, such as the degree of equity concentration, original shareholder equity incentives, equity investment, and control rights, in order to determine the total amount of equity incentives to go online;

其三,，考慮動(dòng)態(tài)分配股權(quán)模式,，即根據(jù)公司發(fā)展階段、人才需求,、行業(yè)變化等情況逐年分次釋放,，一方面避免一次性分配造成的利益固化，另一方面避免過(guò)度激勵(lì)及過(guò)度稀釋股權(quán),。

Thirdly, consider the dynamic allocation of equity model, which is to release the shares year by year based on the company's development stage, talent demand, industry changes, and other factors. On the one hand, it avoids the solidification of benefits caused by one-time distribution, and on the other hand, it avoids excessive incentives and dilution of equity.

個(gè)量的確定由企業(yè)根據(jù)自身現(xiàn)狀和激勵(lì)對(duì)象人數(shù)做具體的配比，需要標(biāo)明個(gè)量授予采取的動(dòng)態(tài)方式,，規(guī)劃明確授予時(shí)間及節(jié)奏,，在持續(xù)授予激勵(lì)的同時(shí)，做好風(fēng)險(xiǎn)控制,。

The determination of individual quantity is determined by the enterprise based on its own current situation and the number of incentive recipients. It is necessary to indicate the dynamic method adopted for individual quantity awarding, plan and clarify the awarding time and rhythm, and ensure risk control while continuously awarding incentives.

（三）定價(jià)——確定授予價(jià)格

（3） Pricing - Determine Grant Price

定價(jià),，即在股權(quán)激勵(lì)方案設(shè)計(jì)中確定授予激勵(lì)對(duì)象的每股價(jià)格。定價(jià)是關(guān)于利益的心理博弈,，得確定企業(yè)價(jià)值,，再次確定每股定價(jià)，后要標(biāo)明購(gòu)買(mǎi)方式,。除此而外,，要使得定價(jià)結(jié)果更科學(xué)，在整個(gè)定價(jià)過(guò)程中需要注意以下三個(gè)原則：

Pricing refers to determining the per share price to be awarded to incentive recipients in the design of equity incentive plans. Pricing is a psychological game about benefits, which involves determining the value of the enterprise, re determining the price per share, and then indicating the purchasing method. In addition, to make the pricing results more scientific, the following three principles need to be noted throughout the entire pricing process:

1.明確股價(jià)的關(guān)鍵影響因素,，即每股價(jià)格=企業(yè)估值/總成本,；

1. Clarify the key influencing factors of stock price, that is, price per share=company valuation/total cost;

2.確保“同股同價(jià)”,，即同一批授予/發(fā)行價(jià)格應(yīng)該保持一致,；

2. Ensure that "the same shares and the same price", that is, the same batch of grant/issue prices should be consistent;

3.明確大前提，即在公司不虧損情況下,，后面的價(jià)格比前面的價(jià)格高,。

3. Clarify the main premise, that is, under the condition that the company does not incur losses, the prices in the later stages are higher than those in the earlier stages.

（四）定條件——確定考核條件

（4） Setting conditions - determining assessment conditions

定條件，即在股權(quán)激勵(lì)方案設(shè)計(jì)中確定激勵(lì)對(duì)象的考核條件,。從企業(yè)層面考慮,，如果企業(yè)整體業(yè)績(jī)條件未達(dá)標(biāo)時(shí),，則所有激勵(lì)對(duì)象不得行權(quán)或解鎖獲益；如果公司業(yè)績(jī)達(dá)標(biāo)時(shí),，則所有激勵(lì)對(duì)象滿足了行權(quán)或解鎖的條件之一者,，再具體根據(jù)個(gè)人業(yè)績(jī)條件確定是否滿足考核要求。于激勵(lì)對(duì)象個(gè)人而言,，具體授予比例與個(gè)人業(yè)績(jī)考核結(jié)果掛鉤,。方案設(shè)計(jì)階段確切的標(biāo)明條件，將會(huì)避免很多在方案執(zhí)行過(guò)程中可能遇到的阻力與困惑,。

Setting conditions, that is, determining the assessment conditions for incentive targets in the design of equity incentive plans. From the perspective of the enterprise, if the overall performance conditions of the enterprise are not met, all incentive objects shall not exercise or unlock benefits; If the company's performance meets the standards, all incentive recipients who meet one of the conditions for exercising or unlocking will be determined based on their individual performance conditions to determine whether they meet the assessment requirements. For individual incentive recipients, the specific award ratio is linked to the individual's performance evaluation results. The precise identification of conditions during the scheme design phase will avoid many obstacles and confusion that may be encountered during the scheme execution process.

（五）定時(shí)間——確定授予的具體時(shí)間

（5） Set time - determine the specific time of award

定時(shí)間,，即在股權(quán)激勵(lì)方案設(shè)計(jì)中確定個(gè)量動(dòng)態(tài)授予的具體時(shí)間及節(jié)奏。在授予過(guò)程中可按5+3+2或者4+3+3等節(jié)奏采取逐步授予（行權(quán)條件）的形式,，同時(shí),，也可根據(jù)激勵(lì)對(duì)象具體的績(jī)效計(jì)算其每年應(yīng)獲得的股權(quán)數(shù)量多少，以按照授予節(jié)奏規(guī)劃授予,。

Fixed time refers to determining the specific time and rhythm of individual dynamic grants in the design of equity incentive plans. During the grant process, a gradual grant (exercise condition) can be adopted according to the rhythm of 5+3+2 or 4+3+3. At the same time, the amount of equity that the incentive object should receive each year can be calculated based on their specific performance, in order to plan the grant according to the grant rhythm.

（六）定來(lái)源——明確股份來(lái)源,、資金來(lái)源

（6） Fixed source - Clarify the source of shares and funds

定來(lái)源，即確定用于股權(quán)激勵(lì)的股份的來(lái)源,、資金的來(lái)源,。股權(quán)激勵(lì)即以股權(quán)授予激勵(lì)對(duì)象以起到獎(jiǎng)勵(lì)歷史貢獻(xiàn)者、留住核心骨干,、吸引優(yōu)秀人才的作用,，形成企業(yè)具有競(jìng)爭(zhēng)力的人才激勵(lì)機(jī)制。這顯然是企業(yè)實(shí)行股權(quán)激勵(lì)的前置條件,。企業(yè)股權(quán)激勵(lì)實(shí)施是否可行,，方案設(shè)計(jì)中能否明確股權(quán)來(lái)源，以及來(lái)源是否具有可操作性都是很重要的考量因素,。

Determine the source, that is, determine the source of shares and funds used for equity incentives. Equity incentive refers to the granting of equity to incentive objects to reward historical contributors, retain core talents, and attract outstanding talents, forming a competitive talent incentive mechanism for enterprises. This is clearly a prerequisite for enterprises to implement equity incentives. The feasibility of implementing equity incentives in enterprises, whether the source of equity can be clearly defined in the design of the plan, and whether the source is operable are important factors to consider.