股权激励方案落地执行
十年股权整理解决方案落地实施

山东企业股权激励方案设计要点​

Key points for designing equity incentive schemes for Shandong enterprises

一、激励模式的选择​

1、 Selection of incentive mode

山东企业在设计股权激励方案时，充分结合自身行业特点、发展阶段和战略目标，选择合适的激励模式。对于高速成长、资金需求较大的科技型企业，如济南高新区的众多软件研发企业，往往倾向于选择股票期权模式。这种模式赋予激励对象在未来一定期限内以预先确定的价格和条件购买公司一定数量股票的权利，若企业未来发展良好，股价上升，激励对象可通过行权获得丰厚收益，从而激励他们努力提升企业业绩，推动股价上涨。而对于一些业绩稳定、现金流充沛的传统制造业企业，如青岛的部分家电制造企业，则更适合采用限制性股票模式。企业将一定数量的股票以较低价格授予激励对象，但对其出售股票的时间和业绩条件等进行限制，激励对象只有在满足约定条件后才能解锁股票并获益，促使他们持续为企业稳定发展贡献力量。​

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、激励对象的确定​

2、 Determination of incentive targets

激励对象的合理确定是股权激励成功的关键。山东企业综合考虑企业发展需要、岗位重要性、员工贡献等因素。上市公司层面，根据省国资委规定，股权激励对象主要包括对公司经营业绩和未来发展有直接影响的董事、高级管理人员、核心技术人员和管理骨干等。对于省属企业，国有控股股东或省属企业管理人员在上市公司担任除监事以外职务的，可参加一家任职上市公司的股权激励计划；市场化选聘的职业经理人可参加任职企业的股权激励，而省委或省委委托管理的企业领导班子成员及其他规定不得成为激励对象的人员则被排除在外。例如，淄博的一家化工企业，在确定激励对象时，不仅涵盖了技术研发部门的核心人员，还将销售部门中业绩突出、掌握重要客户资源的业务骨干纳入其中，因为这些人员对企业的产品创新和市场拓展起着关键作用。​

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、业绩考核指标的设定​

3、 Setting performance evaluation indicators

科学合理的业绩考核指标是股权激励发挥作用的保障。山东企业在设定业绩考核指标时，既关注财务指标，又注重非财务指标。财务指标方面，常用的有净利润增长率、净资产收益率、营业收入增长率等。以烟台的一家食品加工企业为例，其股权激励方案中设定，在未来三年内，每年净利润增长率需达到 15% 以上，净资产收益率不低于 18%，只有满足这些财务指标，激励对象才能按比例行权或解锁股票。非财务指标则包括市场份额提升、新产品研发进度、客户满意度等。如潍坊的一家机械制造企业，将新产品研发数量和客户投诉率作为重要的非财务考核指标，激励员工在提升产品质量、拓展市场的同时，注重创新研发，以保持企业的市场竞争力。

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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