N集团核心员工股权激励方案研究

发布时间：2018-07-17 03:26

【摘要】：伴随着知识经济时代的到来,我国企业的发展面临着新的机遇,同样也面临着挑战,如何对于关键的核心员工进行有效的激励则成为这些企业抓住机遇,应对挑战的关键。生产力、竞争力和经济得以增长的关键已经变成了知识,在一个企业里核心员工的作用也日渐突出,核心员工相较于传统的员工,存在不同的特点,如何对核心员工进行激励,也自然而然的成为企业新课题。相对于传统员工,核心员工更加难以进行有效的激励,对于激励的方式、效果乃至预算等都会有更高的要求。本文以著名高科技企业N集团为例,探讨了N集团实施核心员工股权激励的具体操作方案与过程,之于其他想要通过股权激励来实现更好的企业管理的企业提供了有益的借鉴。具体来说,本文研究思路可分为六个部分,其一在于论述研究内容,阐述本文股权激励的研究背景、理论意义与实际意义、具体思路与方法归纳、创新点等内容加以说明;第二部分的研究内容为相关理论与文献综述,主要围绕着公司治理理论、激励相关理论、股权激励的主要类型等内容加以说明;第三部分的研究内容为N集团人力资源管理现状及问题分析,主要围绕着N集团情况分析、N集团人力资源管理现状、N集团人力资源管理主要问题分析、N集团人力资源管理存在问题的形成原因等内容加以说明;第四部分的研究内容为N集团员工股权激励方案设计,主要围绕着N集团员工股权激励方案设计原则、N集团员工股权激励方案设计目标、N集团员工股权激励方案具体设计等内容加以说明;第五部分的研究内容为N集团员工股权激励方案实施的保障措施,主要围绕着流程保障、组织保障、制度保障、文化保障、培训保障、监管保障等内容加以说明;最后形成本文研究结论并提出相应的对策建议。本研究的主要研究结论是对于我国高科技企业来说,进行股权激励是一种较为行之有效的激励手段,同时由于我国知识型经济以及企业还没有西方国家发展的那么完善,外部环境而言也存在诸多限制,所以对于其实施的股权激励措施也存在着多样化的方式,也有许多不够成熟的表现,在实施的时候也有许多难点,这就需要伴随着企业所处环境的不断变化而不断调整和优化。
[Abstract]:With the arrival of the era of knowledge economy, the development of Chinese enterprises is facing new opportunities as well as challenges. How to effectively motivate the key core staff becomes the key for these enterprises to seize the opportunities and deal with the challenges. The key to productivity, competitiveness and economic growth has become knowledge, and the role of core staff is becoming increasingly prominent in an enterprise. Compared with traditional employees, core employees have different characteristics. Also naturally becomes the enterprise new topic. Compared with the traditional employees, the core staff is more difficult to carry out effective incentives, the way of incentive, the effect and even the budget will have higher requirements. This paper takes N Group, a famous high-tech enterprise, as an example, discusses the concrete operation plan and process of implementing equity incentive of core staff in N Group, and provides useful reference for other enterprises that want to achieve better management through equity incentive. Specifically, the research ideas can be divided into six parts. The first part is to discuss the research content, explain the research background, theoretical and practical significance, concrete ideas and methods of induction, innovation points to explain. The second part of the research content for the relevant theory and literature review, mainly around the corporate governance theory, incentive theory, the main types of equity incentive to explain. The third part of the research content is the N group human resources management present situation and the question analysis, This paper mainly focuses on the analysis of the situation of N group and the present situation of human resource management in N group. The main problems of human resource management in N group are analyzed and the causes of the problems in human resource management of N group are explained. The fourth part of the research content is N group employee equity incentive scheme design, Mainly around N group employee equity incentive plan design principle and N group employee equity incentive plan design goal and N group employee equity incentive plan concrete design and so on. The fifth part of the research content is the N group employee equity incentive plan implementation safeguard measure, mainly revolves around the flow safeguard, the organization safeguard, the system safeguard, the cultural guarantee, the training safeguard, the supervision safeguard and so on content explains; Finally, the conclusion of this paper is formed and the corresponding countermeasures and suggestions are put forward. The main conclusion of this study is that equity incentive is a more effective incentive for high-tech enterprises in China. At the same time, the knowledge economy and enterprises in our country are not as perfect as those in western countries. In terms of external environment, there are also many restrictions, so there are a variety of ways to implement the equity incentive measures, there are also many immature performance, and there are also many difficulties in the implementation. This needs to be constantly adjusted and optimized with the changing environment of the enterprise.
【学位授予单位】：宁波大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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