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论文编号：	11255
作者编号：	2320170301
上传时间：	2019/12/10 11:12:45
中文题目：	CL公司激励体系研究
英文题目：	Research on Incentive System of CL Company
指导老师：	薛红志 副教授
中文关键字：	激励体系；员工激励；股权激励；期股；虚拟股票；股票赠与
英文关键字：	Incentive System； Employee Motivation； Equity Incentive；Promissory Share；Phantom Stock；Stock Grant
中文摘要：	CL公司成立于2006年，主要经营户外运动服装的国际贸易以及相关生产过程中的工艺设计、原材料的采购、生产全过程的跟进、控制工作。属于典型的劳动密集型小型企业。由于国内劳动力及其他成本逐年快速攀升，对劳动密集型产业造成极大冲击。同时，一些技术壁垒的设立也增加了生产成本和相关的费用，加之汇率持续走高对成本的影响，这些因素都增加了外贸行业的经营困难。在这样一个环境之下，CL公司更加需要以稳定的员工队伍应对外部环境，保持客户的较高服务满意程度，较高的产品质量水平，维持企业竞争优势和长期发展动力。 本文从员工激励着手，首先分析了公司现有发展状况，激励体系的现状和公司的股权结构，找出现有激励体系中存在的缺陷，明确公司所需要实现的发展目标，即将员工个人发展与企业中长期发展建立起紧密的联系，增加员工的总体收入水平，稳定公司现有员工队伍，加大对人才引进的吸引力，促进员工关注企业发展，特别是中长期发展状况，并参与到公司经营管理以及战略决策的制定工作中来，促进公司增长；通过对公司环境分析、行业分析，结合公司发展的目标调整激励体系，引入员工股权激励机制。文中对实施员工股权激励存在的难点和工作的重点做了梳理，并提供了一些应对策略来保障这一员工激励方式的顺利落地实施。 希望通过本文的研究，能够为CL公司的发展理清思路、找到出路，并为同行业中的类似企业以及处于相似境地的企业在激发员工工作积极性，促进员工在企业运营中的参与程度，提升企业总体绩效方面提供一些参考与借鉴。
英文摘要：	CL company was founded in 2006, mainly engaged in international trade of outdoor sports apparel, procurement of relevant raw materials, follow-up and control of the whole production process. It is a typical labor-intensive small enterprise. Due to the rapid increase of domestic labor and other costs year by year, the labor intensive industries have been greatly impacted. At the same time, the establishment of some technical barriers also increases the production cost and related expenses, and the impact of the continuous appreciation of local currency on the cost, all of these factors increase the difficulties of the foreign trade industry. In this circumstance, CL company needs more stable staffs to cope with the external environment, maintain high customer satisfaction and high product quality level, and maintain its competitive advantage and the driving force of long-term enterprise development. Starting with employee incentive, firstly, this thesis analyzes the company's existing development condition, the present situation of the incentive system and the company's equity structure, find out the defects existing in the current incentive system, specify the development goals that company needed to achieve, namely to establish close connections between the employees' personal development with the enterprise long-term development, increase the staff's overall level of income, stabilize the existing staff team in company, increase the attraction of talent introduction, promote employees focus on enterprise development, especially for medium and long-term development, and participate in the company management and strategic decision making, promote the company's growth; through the analysis of the company's environment and industry, combined with the company's development goals and to adjust the incentive system, this thesis introduce the employee equity incentive mechanism. In this thesis, the difficulties and key points of implementing employee equity incentive are sorted out, and some countermeasures are provided to ensure the smooth implementation of this employee motivation. It is hoped that the research of this paper can clarify thoughts and find a way out Abstract III for the development of CL company, and provide some references for similar enterprises in the same industry and enterprises in similar situations to stimulate employees' working enthusiasm, promote employees' participation in enterprise operation, and improve the overall performance of the enterprise.
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