企業進行股權激勵是給誰股權？對企業核心競爭力以及構成核心競爭力環節的人力資源的判斷，是我們思考
濟南股權激勵方案的基礎。
Who is the equity incentive given to enterprises? The judgment of the core competitiveness of the enterprise and the human resources that constitute the core competitiveness link is the basis for our consideration of Jinan's equity incentive plan.
但企業對這一點的認識，往往是不準確的。有的企業“評選”出企業創業元老給予股權，有的僅根據管理團隊的級別、員工就職年限來給予股權。
But the understanding of this point by enterprises is often inaccurate. Some companies' select 'entrepreneurs to give equity, while others only give equity based on the level of the management team and the length of service of employees.
還有的企業，實際上是對一些薪酬已超過行業標準的高管追加了股權，沒有和構成企業核心競爭力的骨干匹配。
Some companies have actually added equity to some executives whose salaries have exceeded industry standards, without matching the backbone that constitutes the core competitiveness of the enterprise.
例如，某軟件企業原計劃給予負責軟件銷售的副總裁大量股權。但經過我們的調查發現，得益于企業開發的軟件在相關市場上的強勢地位，負責銷售的副總裁其實已經獲得超過同行的薪酬和獎金收入。
For example, a software company originally planned to give a large amount of equity to the vice president in charge of software sales. But after our investigation, we found that thanks to the strong position of software developed by enterprises in Relevant market, the vice president in charge of sales has actually received more salary and bonus income than peers.
而真正軟件研發核心人員的薪酬水平卻落后于同行，如果不進行股權激勵，就存在著人才流失的嚴重隱患。
However, the salary level of core software R&D personnel lags behind that of their peers. Without equity incentives, there is a serious risk of talent loss.
其次，企業應該預留一定的股權激勵空間。
Secondly, enterprises should reserve a certain amount of equity incentive space.
在對企業現有管理團隊進行評價時，有可能發現企業存在人才短板。這涉及到引入新團隊成員，以及現有團隊是否需要替換的問題。
When evaluating the existing management team of the enterprise, it is possible to discover talent weaknesses. This involves the introduction of new team members and the issue of whether existing teams need to be replaced.
例如，一家電氣設備企業完成股權激勵后，市場發生轉變，才發現自身銷售能力不足，需要引入更加優良的銷售人才，但此時企業股權激勵空間已經接近用盡（涉及大股東的控股地位問題），困難重重。
For example, after an electrical equipment company completes equity incentives, the market undergoes a transformation, only to discover its insufficient sales ability and the need to introduce more excellent sales talents. However, at this time, the company's equity incentive space is nearing exhaustion (involving the issue of controlling status of major shareholders), and there are many difficulties.
企業在進入上市軌道后，對規范企業治理需要引入的運營總監、財務總監、董事會秘書等人才，也要預留股權激勵空間。
After entering the listing track, enterprises should also reserve equity incentive space for the introduction of talents such as the Chief Operating Officer, Chief Financial Officer, and Board Secretary who need to regulate corporate governance.
The division of enterprise strategic boundaries is also an important consideration. The areas that enterprises need to focus on in their future development often require talent incentives, and open space needs to be reserved in the design of equity incentives. For more information on equity incentives, please visit our website http://www.yunjingwu.com.cn Consult and take a look!
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