上市公司股權(quán)激勵(lì)實(shí)施效果研究-基于青島海爾的案例分析中期報(bào)告

上市公司股權(quán)激勵(lì)實(shí)施效果研究——基于青島海爾的案例分析中期報(bào)告摘要：股權(quán)激勵(lì)是一種新興的薪酬管理方式，旨在通過(guò)向員工提供股權(quán)，促進(jìn)公司獲得更好的業(yè)績(jī)，并激勵(lì)員工更加努力地工作。國(guó)內(nèi)上市公司對(duì)股權(quán)激勵(lì)制度的實(shí)施越來(lái)越重視。然而，在實(shí)際操作中，許多公司由于缺乏經(jīng)驗(yàn)和策略，股權(quán)激勵(lì)效果并不盡如人意。本研究以青島海爾為例，通過(guò)對(duì)其股權(quán)激勵(lì)實(shí)施效果的分析，探討了股權(quán)激勵(lì)制度對(duì)企業(yè)業(yè)績(jī)和員工激勵(lì)的影響。通過(guò)對(duì)青島海爾的股權(quán)激勵(lì)實(shí)施情況進(jìn)行分析，可以得出以下幾點(diǎn)結(jié)論：1.股權(quán)激勵(lì)對(duì)企業(yè)業(yè)績(jī)的影響股權(quán)激勵(lì)制度的實(shí)施，能夠激勵(lì)員工更加努力地工作，進(jìn)而提高企業(yè)的業(yè)績(jī)。青島海爾的實(shí)踐表明，股權(quán)激勵(lì)在激勵(lì)員工積極性方面具有顯著的作用。在實(shí)施股權(quán)激勵(lì)制度前后，青島海爾的業(yè)績(jī)有了明顯的提高。尤其是在公司核心技術(shù)領(lǐng)域、市場(chǎng)占有率等方面，業(yè)績(jī)提升更為明顯。2.股權(quán)激勵(lì)對(duì)員工的影響股權(quán)激勵(lì)制度能夠讓員工充分參與公司所有權(quán)，在公司業(yè)績(jī)好的情況下，員工獲得的收益也較高。青島海爾實(shí)施股權(quán)激勵(lì)制度后，員工積極性和意愿也有了明顯提高。這不僅為公司的業(yè)績(jī)提高奠定了堅(jiān)實(shí)的基礎(chǔ)，也為公司后續(xù)發(fā)展提供了關(guān)鍵的競(jìng)爭(zhēng)優(yōu)勢(shì)。3.股權(quán)激勵(lì)制度的設(shè)計(jì)應(yīng)遵循市場(chǎng)化和激勵(lì)導(dǎo)向原則股權(quán)激勵(lì)制度的設(shè)計(jì)應(yīng)盡可能地遵循市場(chǎng)化原則，即通過(guò)市場(chǎng)定價(jià)等方式設(shè)立正當(dāng)、公平的激勵(lì)方式。同時(shí)，應(yīng)采用激勵(lì)導(dǎo)向原則，即以員工業(yè)績(jī)?yōu)橹笜?biāo)，以激勵(lì)為手段，推動(dòng)企業(yè)成長(zhǎng)和員工成長(zhǎng)。本研究發(fā)現(xiàn)，股權(quán)激勵(lì)制度存在著諸如設(shè)計(jì)不合理、激勵(lì)方式不夠多樣化等問(wèn)題。因此，在股權(quán)激勵(lì)制度設(shè)計(jì)和實(shí)施過(guò)程中，需要注意員工的長(zhǎng)期利益和企業(yè)的長(zhǎng)遠(yuǎn)發(fā)展。關(guān)鍵詞：股權(quán)激勵(lì)；企業(yè)業(yè)績(jī)；員工激勵(lì)；市場(chǎng)化；激勵(lì)導(dǎo)向。Abstract:Stockoptionincentiveisanewcompensationmanagementmethod,whichaimstoprovideemployeeswithstockoptionstopromotebetterperformanceandmotivateemployeestoworkharder.Domesticlistedcompaniesareincreasinglyattachingimportancetotheimplementationofstockoptionincentivesystem.However,inpracticaloperation,manycompaniesdonotachievesatisfactoryresultsduetolackofexperienceandstrategy.ThisstudytakesQingdaoHaierasanexampletodiscusstheimpactofstockoptionincentivesystemoncorporateperformanceandemployeeincentivethroughtheanalysisoftheimplementationeffectofitsstockoptionincentivesystem.ThroughtheanalysisofQingdaoHaier'sstockoptionincentiveimplementationsituation,thefollowingconclusionscanbedrawn:1.TheinfluenceofstockoptionincentivesonenterpriseperformanceTheimplementationofstockoptionincentivesystemcanmotivateemployeestoworkharderandimproveenterpriseperformance.Haier'spracticeshowsthatstockoptionincentivesplayasignificantroleinmotivatingemployeeinitiative.TheperformanceofQingdaoHaierhasimprovedsignificantlybeforeandaftertheimplementationofthestockoptionincentivesystem.Especiallyinthecoretechnologyfield,marketshareandotheraspects,theperformancehasimprovedmoresignificantly.2.TheimpactofstockoptionincentivesonemployeesThestockoptionincentivesystemallowsemployeestofullyparticipateinthecompany'sownership.Inthecaseofgoodcompanyperformance,employeesalsoreceivehigherbenefits.Aftertheimplementationofthestockoptionincentivesystem,employees'enthusiasmandwillingnesshavealsoimprovedsignificantly.Thisnotonlylaysasolidfoundationfortheimprovementofthecompany'sperformance,butalsoprovidesakeycompetitiveadvantageforthecompany'ssubsequentdevelopment.3.Thedesignofstockoptionincentivesystemshouldfollowmarket-orientedandincentive-orientedprinciplesThedesignofthestockoptionincentivesystemshouldfollowthemarket-orientedprincipleasmuchaspossible,thatis,bymeansofmarketpricingandothermethodstoestablishlegitimateandfairincentivemethods.Atthesametime,incentive-orientedprinciplesshouldbeadopted,thatis,topromoteenterprisegrowthandemployeegrowthwithemployeeperformanceastheindicatorandincentiveasthemeans.Thisstudyfoundthatthereareproblemssuchasunreasonabledesignandinsufficientdiversityofincentivemethodsinthestockoptionincentivesystem.Therefore,inthedesignandimplementationprocessofthestockoptionincentivesystem,itisnecessarytopayattentiontothelong-termint