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论文编号：	12455
作者编号：	2320180334
上传时间：	2021/6/11 16:42:59
中文题目：	汉得信息技术股份有限公司股权激励问题研究
英文题目：	Research on Equity Incentives of Hand Enterprise Solutions Co.,Ltd.
指导老师：	李姝
中文关键字：	股权激励；人才密集型公司；汉得信息
英文关键字：	Equity Incentive；Talent-intensive Companies；HAND
中文摘要：	股权激励在任何公司都属于重大事项，在人才密集型公司更是如此。人才密集型公司的特点是核心资源是“人才”，业务开展依赖于专业人员的服务。对这些公司来说，如何提高核心技术（业务）人员的稳定性、提升他们的工作热情是公司经营管理中的重大课题。而人才密集型上市公司之所以纷纷采用股权激励这种激励方式，与股权激励具有的能极大统一公司股东和激励对象的利益取向、提高员工稳定性的潜在作用密切相关。但另一方面，影响股权激励的因素较多、激励方案内容庞杂，因此如何合理的设计、执行股权激励方案，使之能更好地实现激励目标是人才密集型公司面临的重要考验。 本文以上海汉得信息技术股份有限公司（简称“汉得信息”）为研究对象。该公司属于软件和信息技术服务业，是国内公司中排名第一的企业ERP实施服务供应商；人才是公司最重要的资源。自2011年上市以来，汉得信息连续对以核心技术（业务）人员为主的人才队伍进行股权激励，并取得了一定成果。但2015年由于行业发展等各方面原因开始转型后，公司仍基本沿用原激励方案，导致股权激励各要素不能与公司内外部的实际情况相匹配；股权激励不但原有效果大幅衰退，在公司转型中也没能有效发挥作用。本文在概述了股权激励相关文献和理论后，先后介绍了汉得信息的基本情况，股权激励的动机、内容，探讨了公司股权激励的特点。在此基础上，本文进一步分析了汉得信息股权激励具体在激励额度分配、激励模式、考核条件三个方面存在的问题，并针对这些问题提出了优化建议。希望本文能对以汉得信息为代表的广大人才密集型公司以后的股权激励实践提供一些帮助。
英文摘要：	Equity incentives are important in many companies, especially for talent-intensive companies. The outstanding feature of a talent-intensive company is that its main operating resource is manpower, and its business implementation mainly relies on the service of professionals. A major issue of these companies is how to improve the stability of core technical (business) personnel and enhance their enthusiasm for work. Equity incentives have the potential effect of unifying the interest of the companies’ shareholders and incentive targets, and improving the stability of employees, which makes these listed companies adopt the incentive method. However, there are many factors influencing equity incentive, and the scheme is complex. It is not so easy for these companies to design appropriate equity incentive plans and make it better to realize the companies’ motives. This paper takes Hand Enterprise Solutions Co.,Ltd (short for HAND) as a case to analyze the implementation of equity incentives. The company belongs to the software and information technology service industry, and is the first ERP consulting and implementation service provider among domestic companies. Talent team is the most important resource of the company. It has continuously offered equity incentives to employees who are mainly core technology (business) personnel since its listing in 2011. And Certain results had achieved. However, the company still basically used the original incentive scheme since 2015, when the the transformation began due to the development of the industry and other reasons. It made the equity incentives can not match the new situation. Equity incentives not only greatly declined its original effect, but also failed to play an effective role in the transformation. This paper firstly summarizes the relevant literature and theory of equity incentive. Secondly, it introduces the background and motives of equity incentives. It also analyzes their characteristics. On this basis, this paper further analyzes three problems of equity incentives of Hand, and offers optimization suggestions for these problems. It is hoped that the study can provide some help for the future equity incentives of talent-intensive companies represented by HAND.
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