股权激励在民生银行的应用研究

发布时间：2017-12-28 14:26

本文关键词：股权激励在民生银行的应用研究　出处：《南京大学》2014年硕士论文　论文类型：学位论文

【摘要】：以美国次贷危机为起因的金融危机肆虐全球,西方发达资本主义国家遭受了巨大的打击,经济发展受到严重的影响,以中国为主的东方发展中国家,扛起了全球经济复苏的大旗,吸引了全世界的目光,特别是中国,巨龙正在腾飞。自中国加入WTO后,金融行业逐步对外开放,外资银行对于中国这个新兴资本市场觊觎已久,蜂拥而至,中国银行业面临着巨大的竞争压力。金融行业是一个知识密集型的行业,人才是金融行业快速发展至关重要的推动力,然而,面对市场化机制充分的外资银行,我国银行业高端金融人才纷纷跳槽,人才流失问题十分严重,引起了银行管理层的注意,加强人力资本管理,留住优秀的人才迫在眉睫。同时,具有自身特色竞争力的股份制商业银行也要注意,怎样保护自己核心竞争力方面的专业人才不被挖角流失,转而变成自己的竞争对手。我国商业银行在对人才的激励体制上,存在较严重的问题。我国银行对人才的激励,几乎都是用的短期激励的模式,致使银行高管的短期行为明显、银行人才跳槽、被挖角等流失问题很普遍,我国银行业对人才的激励急需长期激励体制的融入。世界银行业发展的实践告诉我们,股权激励是一种有效的长期激励模式。股权激励机制,可以通过多种方式,把对高级管理人员和银行核心员工部分即期薪酬转化为未来的长期激励,设计一定的考核指标、工作服务年限指标等约束条件,从而减少高管的短期行为和核心员工的跳槽想法。股权激励还可以授予高管和核心人才部分股份,使他们拥有一定的剩余索取权,让他们能感受到个人努力使银行成功、银行成功使自己获得更多的回报,将他们的个人收益和企业长期利益紧密的联系起来,从而稳定并且不断壮大银行的人才队伍。股权激励在西方资本主义国家已经经历了很长时期的发展,已经比较成熟,效果也比较明显,但是,我国银行业要实施股权激励,却要好好研究一番。由于我国的特色社会主义,特殊的市场化体制,与西方发达资本主义的市场体制还是有较大的差别的,所以,我们不能照搬西方的股权激励模式,要充分了解我国银行业发展的实情,分析我国银行业人才问题的实质和特点,再结合世界银行业丰富的股权激励实践经验,创造适合我国商业银行的股权激励模式,加强我国银行业的竞争力。在2006年,我国证券市场开始发展之际,我国银行业就开始尝试股权激励的探索。工、农、中、建四大国家控股银行,招商、民生、中信等股份制银行,北京银行、南京银行等城商行都提出了各自的股权激励方案。但是由于政府监管的阻碍,财政部为了避免国有资产流失,叫停了国家直接控股银行的股权激励方案,只放行了建行的员工持股计划进行试点,其它银行方面,北京银行、南京银行等城商行的股权激励,是银行股份改制来上市的一种需要,没有实际较大的研究意义,而招商银行的长期激励计划,有较为完整的内容体系,并且一直在按期的执行,具有较大的研究价值。民生银行,作为一家民营资本构成的股份制银行,在成立以后,展现出了强大的创新能力和执行力,它的迅速发展模式,被很多中小股份制银行所学习。然而,在民生银行快速发展之时,没有完善对本行高管和核心人才的激励机制,致使在2013年大批高层管理人和银行核心人才跳槽和被挖角,从自己的员工直接变成竞争对手。高层的动荡和员工的大量流失,使民生富有创新的转型战略发展遇到难题,内部军心不稳,外部面对平安银行残暴的复制式竞争。本文,在阐述了西方股权激励的理论基础后,充分了解我国银行业发展的现状,剖析银行业人才流失的原因后,笔者认为商业银行的股票期权激励是一个有效的措施,我国也已有多家银行实施了股权激励发案,本文主要结合了建设银行的员工持股激励计划和招商银行的股票增值权、限制性股票组合激励计划,对民生银行的股权激励适用的模式进行了探讨,并为民生银行为民生银行的股权激励方案设计了一个大概的方向和思路。
[Abstract]:The U.S. subprime mortgage crisis caused the global financial crisis, the western developed capitalist countries suffered a huge blow, the economic development was severely affected, with Chinese based Oriental developing countries, the global economic recovery to carry the banner, attracted the eyes of the world, especially China, dragon is taking off. Since China's entry into WTO, the financial industry has been gradually opening to the outside world, and foreign banks have been coveted by China's emerging capital market for a long time. The Chinese banking industry is facing great competition pressure. The financial industry is a knowledge intensive industry, talent is the important driving force, the financial industry rapid development however, facing the market mechanism full of foreign banks, China's banking industry high-end financial professionals have quit, the loss is a serious problem of talent, has caused the bank to the attention of management, strengthen the human capital management, keep good the talent is imminent. At the same time, with its own characteristics of the competitiveness of the joint-stock commercial banks should pay attention to, how to protect their core competitiveness of professional personnel are not poaching loss, turn to their competitors. There are serious problems in China's commercial banks in the incentive system for talents. China's Bank of talent incentive, almost all the short-term incentive mode, the short-term behavior of bank executives, the bank was switched, poaching talent loss problem is widespread, into China's banking industry for talent incentive need long-term incentive system. The practice of the development of the world banking industry tells us that equity incentive is an effective long-term incentive model. The equity incentive mechanism, through a variety of ways, the core staff of the senior management personnel and the bank at sight into long-term incentive compensation part of the future, some design assessment indicators, service life index constraints, thus reducing the short-term behavior of core employees and executives quit the idea. Equity incentive can also grant executives and key personnel of part of the shares, so that they have a certain residual claim, so that they can feel personally to make bank successfully, the bank successfully to get more return to their personal income and long-term interests closely linked, so as to stabilize and enlarge the bank personnel. Equity incentive in western capitalist countries has gone through a long period of development, and has been relatively mature, and the effect is obvious. However, China's banking industry must carry out a study of equity incentive. Because of the characteristics of China's socialist market system, so special, and the western developed capitalist market system still have bigger difference, and we cannot copy western equity incentive model, to fully understand the development situation of China's banking industry, analyses the essence and characteristics of talents of silver industry in China, combined with the world the banking industry rich equity incentive practice experience, create suitable for our country commercial bank equity incentive model, strengthen the competitiveness of China's banking industry. In 2006, China's securities market began to develop, China's banking industry began to try the exploration of equity incentive. The four state-controlled banks, such as industry, agriculture, China and Beijing, have been put forward by their joint stock banks, such as merchants, people's livelihood, CITIC and other stock banks, such as Bank of Beijing and Bank of China. But because of government regulatory obstacles, the Ministry of Finance in order to avoid the loss of state-owned assets, to halt the direct state holding bank equity incentive plan, only the release of the construction of the ESOP pilot, other banks, Beijing bank, Nanjing city commercial banks, the stock ownership incentive, is a listing of the stock reform no, the greater significance, while China Merchants Bank's long-term incentive plan, has a relatively complete system, and has been in regular execution, which has great research value. Minsheng Bank, as a joint-stock bank consisting of private capital, has shown strong innovation and execution power after its establishment. Its rapid development mode has been studied by many small and medium-sized joint-stock banks. However, in the rapid development of Minsheng Bank, there is no perfect incentive mechanism for bank executives and key personnel, resulting in poaching in 2013 a large number of core talent senior management and bank hopping and competitors from, directly into their own employees. The loss of a large number of high-level unrest and staff, so that the people's livelihood innovative transformation strategy development problems, internal military instability, in the face of external competition brutal copy of Ping An bank. In this paper, expounds the theoretical basis of western equity incentive, fully understand the current situation of the development of China's banking industry, analyzes the reason of banking talent loss, the author thinks that the stock option incentive of commercial banks is an effective measure, our country also has a number of banks to implement the equity incentive cases, this paper combines the the construction bank employee stock ownership incentive plan and China Merchants Bank stock appreciation rights, restricted stock incentive plan combination, has carried on the discussion to the Minsheng Bank's equity incentive for the model, and for the Minsheng Bank Minsheng Bank shares the right to design a general direction and ideas of incentive scheme.
【学位授予单位】：南京大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F832.33;F272.92

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