Requests for help on core employee stock ownership plans and talent incentives for small companies.

Motivating employees to give shares is the most difficult thing to do, and doing a good job can have the effect of getting twice the result with half the effort, on the contrary, how many shares you can give and how much to give, you need to think twice.

Guangzhou Puruo Fei Consulting has a course on "Employee Incentive Mechanism Construction and Core Employee Stock Ownership Plan" in May, which should be quite in line with your requirements. You can call their company** to find out 020-62359182

On June 10-11, "3 6 Equity Incentive System Implementation System for Non-listed Enterprises", Mr. Zhang Kairui Guangzhou gave a lecture on the three principles and six steps of self-service implementation of equity incentive plans for non-listed enterprises. Details: 020-62359192

Employee stock ownership plan is popular in the company, as long as employees can buy, high equity incentive is to retain the company's talents, you can also have the right to buy shares at a low price free of charge, Huayi Lianchuang is to do equity incentives.

Learn equity incentives - Kedu Niang - Huayi Lianchuang.

A new form of equity is a way to excite the lack of incentives, in which the internal employees of the enterprise contribute capital to subscribe for part or all of the company's equity, and entrust the employee stock ownership association (or a third party, generally a financial institution) to operate as a corporate legal person for trusteeship and centralized management, and the employee stock ownership management committee (or council) enters the board of directors as a corporate legal person to participate in voting and dividends. In this way, employee stock ownership plans can help companies attract and retain talent.

The first role, the employee stock ownership plan, is to combine the interests of the enterprise and employees to achieve the unity of the company's and employees' personal goals.

Extended Materials: Advantages and Disadvantages of Employee Stock Ownership Plans:

1. This long-term incentive model, i.e., the employee stock ownership plan, coupled with short-term methods such as changing the incentive and annual salary system, constitutes a material incentive system for employees and managers.

Mobilizing employee shareholder awareness can be a long-term motivator. At this point, it shares equity incentives.

of the general value. Through employee stock ownership, employees not only gain benefits and share in the value-added benefits of the enterprise, but more importantly, they gain shareholder status, which inspires employees to become shareholders and potentially allows employees to work as shareholders. Ability to retain top talent.

2. Employee stock ownership also has some negative effects. When a public company implements an employee stock ownership plan, it is bound to be removed from the secondary market.

Buy back some** and distribute them to employees as incentives and rewards. This will bring incremental capital to the market in the short term, but it will not increase the productivity of employees in the long term, nor will it improve the corporate governance structure.

3. The more outstanding talents, the greater the share of equity in the enterprise. When the value of the enterprise continues to increase, the "shareholding" event will expand the imagination space of outstanding talents in equity interests. Provide democratic management for enterprises and equity **. After the employee stock ownership, he will be introduced.

Introducing the ** Exchange.

It may be of interest to increase the understanding of the company's financial economy.

4. Equity incentive changes the employee's single employee status and becomes a shareholder of the company. Once the employee changes jobs or is dismissed, a labor dispute arises.

The situation will become complicated because, in addition to labor disputes, disputes over the right to share shares between companies and employees will inevitably arise.

1. The purpose of equity incentive is to achieve a win-win situation for the company, shareholders, and incentive objects by continuing to expand the company, rather than a game of interests, nor is it a short-term welfare and get-rich-quick plan. Employee stock ownership plans are mainly used for "benefit sharing" and "resource allocation". 2. The purpose of equity incentive is to establish a set of long-term incentive mechanism, facing the future, binding the company's performance with the personal income of employees, forming a transformation from a community of corporate interests to a community of affairs, and achieving a win-win situation for both parties.

The essence of an employee stock ownership plan is that employees contribute money to make investments. By participating in the employee stock ownership plan, the cost he gets is often not as low as the equity incentive. 3. Equity is a scarce resource, and equity incentives are only for a small number of people, such as middle and high-level employees and a small number of grassroots backbones; The employee stock ownership plan is inclusive in nature, and the target coverage is wider, and even reaches all employees.

4. Equity income shall be subject to individual income tax according to wages and salaries, and the cost of share-based payment shall also be included in the company's implementation of equity incentives; Employee stock ownership plans are not subject to individual income tax for the time being, and there are no financial costs at the corporate level.

Measures for the Administration of Equity Incentives of Listed Companies

Article 7 A listed company shall not implement equity incentives under any of the following circumstances:

1) The audit report of the financial accounting report of the most recent fiscal year has been issued by a certified public accountant with a negative opinion or cannot express an opinion;

2) The audit report on the internal control of the financial report of the most recent fiscal year in which a certified public accountant has issued a negative opinion or cannot express an opinion;

3) Failure to distribute profits in accordance with laws and regulations, articles of association, and public commitments within the last 36 months after listing;

4) Where laws and regulations provide that equity incentives shall not be implemented;

5) Other circumstances identified by the China Securities Regulatory Commission.

Article 8 The incentive objects may include the directors, senior managers, core technical personnel or core business personnel of the listed company, as well as other employees who the company believes should be incentivized and have a direct impact on the company's business performance and future development, but shall not include independent directors and supervisors. Foreign employees serving as directors, senior managers, core technical personnel, or core business personnel of listed companies may be eligible for incentives.

Shareholders or actual controllers who individually or collectively hold more than 5% of the shares of a listed company, as well as their spouses, parents and children, shall not be eligible for incentives. The following persons are also not eligible for incentives:

1) Identified as an unsuitable person by ** Exchange in the last 12 months;

2) Identified as an unsuitable person by the China Securities Regulatory Commission and its dispatched agencies within the last 12 months;

3) In the past 12 months, the China Securities Regulatory Commission and its dispatched agencies have been administratively punished or banned from entering the market for major violations of laws and regulations;

4) Those who are prohibited from serving as directors or senior managers of the company as stipulated in the Company Law;

5) Where laws and regulations provide that it is not allowed to participate in the equity incentive of a listed company;

6) Other circumstances determined by the China Securities Regulatory Commission. Balance key rent.

1. The object of the employee stock ownership plan is more extensive; The object of equity incentive must be the core technical personnel who have made important contributions to the company; 2. Employee stock ownership plans do not need performance targets to be obtained, while equity incentives have performance target requirements; 3. The object of the employee stock ownership plan does not need to be publicized; The object of equity incentive must be publicized for at least 10 days; 4. Employee stock ownership does not need to be deducted from taxes; Equity incentives are tax-deductible.

Extended Materials. One. Transfer of Equity.

The equity transfer ceremony refers to the civil legal act in which the shareholders of the company transfer their shares to others in accordance with the law, so that others become shareholders of the company. The first paragraph of Article 71 of the Company Law of the People's Republic of China stipulates that shareholders of a limited liability company may transfer all or part of their equity to each other.

The system of free transfer of equity is one of the most successful manifestations of the modern company system. With the establishment of China's market economy system, the reform of state-owned enterprises and the implementation of the Company Law, equity transfer has become an important form of enterprise capital raising, property rights flow and reorganization, and optimal allocation of resources.

The equity transfer agreement is an expression of intent reached by the parties for the purpose of transferring the equity to the transferor to deliver the equity and collect the price, and the transferee to pay the price to obtain the equity. Equity transfer is a kind of change of property rights, after the transfer of equity, the rights and obligations of shareholders to the company based on the status of shareholders are all transferred to the transferee at the same time, and the transferee thus becomes a shareholder of the company and obtains shareholder rights.

Two. Restrictions on the transfer of equity.

Restrictions on equity transfer in accordance with the law, that is, the conditions and restrictions expressly set by the laws of various countries on equity transfer. This is also the most important and complex kind of equity transfer restrictions, China's potato laws stipulate that the restrictions on equity transfer in accordance with the law are mainly manifested in closed restrictions, restrictions on equity transfer venues, restrictions on the time of holding shares by promoters, restrictions on the conditions of appointment of directors and supervisors, and restrictions on the tenure of supervisors, managers in the board of directors, restrictions on special share transfers, and restrictions on obtaining their own shares.

1) Closed Restrictions Article 35 of the Company Law of the People's Republic of China stipulates that "shareholders may transfer all or part of their capital contributions to each other. When a shareholder transfers its capital contribution to a person other than a shareholder, it must obtain the consent of more than half of all shareholders; Shareholders who do not agree to the transfer shall purchase the capital contribution of the transfer, and if they do not purchase the capital contribution of the transfer, they shall be deemed to have agreed to the transfer.

2) Restrictions on the place of equity transfer Article 144 of the Company Law of the People's Republic of China stipulates that "the transfer of shares by shareholders must be carried out on the ** exchange established in accordance with the law." "Article 146 provides:

In the case of an anonymous transfer, the transfer shall be effective when the shareholder delivers the ** to the transferee on the ** exchange established in accordance with the law. "Restrictions on the place of transfer of such transfers are also extremely rare in national legislation. This may be related to the idea that management theory is dominant in administrative management, but it is an infantile disease in the corporate legal system to rigidly apply the mode of administrative management to the restriction of equity transfer.

Summary. Hello, I've been waiting for a long time, and the employee stock ownership plan is called an equity incentive plan is more flexible: a company cannot develop without talents.

Now in order to retain talent, companies have their own ideas. However, if an enterprise wants to retain talents, it is not possible to do without a little enthusiasm. Basically, the way companies retain talent is to make employees the owners of the business.

Employee stock ownership and equity incentives are commonly used methods.

Hello, I've been waiting for a long time, and the employee stock ownership plan is called an equity incentive plan is more flexible: if a company wants to develop and change its quarrel, it is inseparable from people. Now in order to retain talent, companies have their own ideas.

However, if you want to retain talents after graduating from the enterprise core, it is not possible to have a little enthusiasm. Basically, the way companies retain talent is to make employees the owners of the business. Employee stock ownership and equity incentives are commonly used methods.

Supplement: Equity incentive, also known as option incentive, is a long-term incentive system implemented by enterprises to motivate and retain core talents, and is one of the most commonly used methods to motivate employees. Equity incentives are mainly used to give employees part of the shareholders' rights and interests by attaching missing items, so that they can have a sense of ownership, so as to form a community of interests with the enterprise, promote the common growth of the enterprise and the employees of the bureau, and then help the enterprise achieve the long-term goal of stable development.

Supplement: Compared with equity incentives, the employee stock ownership plan has more choices, employees can directly buy from the secondary market**, and major shareholders can also directly give Xiaoqin employees**; Employee stock ownership plans give major shareholders more control over corporate management and decision-making.