股權(quán)激勵(lì)項(xiàng)目的順利推行,，除了與老板的決心,、企業(yè)發(fā)展,、方案細(xì)節(jié)設(shè)計(jì),、落地實(shí)施等息息相關(guān)以外,，還與股權(quán)激勵(lì)定價(jià)存在緊密關(guān)系,。小編帶大家一起了解公司股權(quán)激勵(lì)具備什么特點(diǎn)？我們一起來(lái)看看吧,。

The smooth implementation of equity incentive projects is not only closely related to the determination of the boss, enterprise development, detailed design of the plan, implementation, etc., but also closely related to equity incentive pricing. Xiao Bian leads you to understand the characteristics of the company's equity incentive? Let's have a look.

1,、長(zhǎng)期激勵(lì)

1. Long-term incentives

從員工薪酬結(jié)構(gòu)看，股權(quán)激勵(lì)是一種長(zhǎng)期激勵(lì),，員工職位越高,，其對(duì)公司業(yè)績(jī)影響就越大。股東為了使公司能持續(xù)發(fā)展,，一般都采用長(zhǎng)期激勵(lì)的形式,，將這些員工利益與公司利益緊密地聯(lián)系在一起，構(gòu)筑利益共同體,，減少代理成本,，充分有效發(fā)揮這些員工積極性和創(chuàng)造性，從而達(dá)到公司目標(biāo),。

From the perspective of employee compensation structure, equity incentive is a long-term incentive. The higher the employee's position, the greater the impact on the company's performance. In order to ensure the sustainable development of the company, shareholders generally adopt the form of long-term incentives to closely link the interests of these employees with the interests of the company, build a community of interests, reduce agency costs, and give full play to the enthusiasm and creativity of these employees, so as to achieve the company's goals.

2,、人才價(jià)值的回報(bào)機(jī)制

2. Reward mechanism of talent value

人才的價(jià)值回報(bào)不是工資,、獎(jiǎng)金就能滿足的，有效的辦法是直接對(duì)這些人才實(shí)施股權(quán)激勵(lì),，將他們的價(jià)值回報(bào)與公司持續(xù)增值緊密聯(lián)系起來(lái),，通過(guò)公司增值來(lái)回報(bào)這些人才為企業(yè)發(fā)展所作出的貢獻(xiàn)。

The value return of talents can not be satisfied by wages and bonuses. The effective way is to directly implement equity incentives for these talents, closely link their value return with the company's continuous appreciation, and repay these talents' contributions to the development of the company through the company's appreciation.

3,、公司控制權(quán)激勵(lì)

3. Corporate control incentive

通過(guò)股權(quán)激勵(lì),，使員工參與關(guān)系到企業(yè)發(fā)展經(jīng)營(yíng)管理決策，使其擁有部分公司控制權(quán)后,，不僅關(guān)注公司短期業(yè)績(jī),，更加關(guān)注公司長(zhǎng)遠(yuǎn)發(fā)展，并真正對(duì)此負(fù)責(zé),。

Through equity incentives, employees can participate in decisions related to the development, operation and management of the company. After they have partial control of the company, they not only pay attention to the short-term performance of the company, but also pay more attention to the long-term development of the company, and are truly responsible for it.

股權(quán)激勵(lì)對(duì)象

Equity incentive objects

公司實(shí)際控制人及董事會(huì)確認(rèn)的受激勵(lì)對(duì)象,，可以是指定的人員，也可以是指定的崗位,，根據(jù)企業(yè)情況不一樣,。

The actual controller of the company and the incentive object confirmed by the board of directors can be the designated person or the designated position, depending on the situation of the enterprise.

股權(quán)退出機(jī)制

Equity withdrawal mechanism

員工正常離職、非正常離職,、傷殘,、死亡、公司裁員,、公司合并,、分立、解散等情況下,，員工持有的股權(quán)如何處理,，是否由公司按一定價(jià)格收回，是否可以繼承,，是否可以轉(zhuǎn)讓,，轉(zhuǎn)讓范圍等等，能夠預(yù)知或不能預(yù)知的相關(guān)法律事項(xiàng)均要考慮進(jìn)來(lái),。

In the case of normal resignation, abnormal resignation, disability, death, company layoff, company merger, division, dissolution, etc., how to deal with the equity held by employees, whether it is recovered by the company at a certain price, whether it can be inherited, whether it can be transferred, the scope of transfer, and other relevant legal matters that can be predicted or cannot be predicted should be considered.

公司如果要進(jìn)行股權(quán)激勵(lì)的話,，先要符合法律的規(guī)定才是有效的。大家如果還有其他股權(quán)問(wèn)題的,，歡迎來(lái)我們網(wǎng)站http://nequ.com.cn進(jìn)行咨詢,！

If the company wants to carry out equity incentive, it must comply with the provisions of the law before it is effective. If you have other equity issues, welcome to our website http://nequ.com.cn Consult!