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虛實結合的股權激勵模式
發布時間：2024-06-12 來源：http://www.yunjingwu.com.cn/
虛擬股權
Virtual equity
虛擬股權基于公司稅后凈利潤的一定比例，作為分紅基金，并設置為固定份額。這種股權不具有法律上的股東身份，但能夠讓員工分享公司的利潤分紅。虛擬股權的授予對象根據公司評定條件和規則獲授虛擬股權，最終根據獲授的虛擬股權匹配實際分紅權益。
Virtual equity is based on a certain proportion of the company's net profit after tax, serving as a dividend fund and set as a fixed share. This type of equity does not have legal shareholder status, but can allow employees to share the company's profits and dividends. The recipients of virtual equity are granted virtual equity based on the company's evaluation criteria and rules, and ultimately match the actual dividend rights based on the virtual equity granted.
實際股權
Actual equity
實際股權則是指員工在滿足一定條件后，可以將虛擬股權轉換為具有法律效力的股份。這一轉換過程需要員工根據公司估值和定價規則繳納出資。實際股權的授予權責利的法律依據是限制性股權激勵協議。
Actual equity refers to the ability of employees to convert virtual equity into legally effective shares after meeting certain conditions. This conversion process requires employees to contribute according to the company's valuation and pricing rules. The legal basis for the granting of actual equity rights, responsibilities, and benefits is the restrictive equity incentive agreement.
股權激勵的轉換規則
Conversion rules for equity incentives
股權激勵計劃中詳細規定了虛擬股權轉換為實際股權的條件和流程。被授予人所獲得的虛擬股權，由其自行決定是否轉換為實際股權及轉換的具體比例。連續兩年獲得虛擬股權，并滿足一定條件后，方可申請轉換為實際股權。
The equity incentive plan specifies in detail the conditions and procedures for converting virtual equity into actual equity. The virtual equity obtained by the licensee shall be determined by themselves whether to convert it into actual equity and the specific proportion of conversion. After obtaining virtual equity for two consecutive years and meeting certain conditions, one can apply for conversion to actual equity.
在設計股權激勵方案時，采用了我們獨創的“股權激勵十定模型”，這是一種科學的方法論，確保方案的合理性、有效性，并能夠適應市場變化和員工需求。十定模型包括：定目標、定模式、定工具、定條件、定對象、定數量、定來源、定時間、定價格、定退出。通過這一模型，公司能夠確保股權激勵方案與市場變化和員工反饋同步，實現最佳激勵效果。
When designing equity incentive plans, we adopted our unique "Ten Determined Equity Incentive Model", which is a scientific methodology to ensure the rationality and effectiveness of the plan, and to adapt to market changes and employee needs. The ten fixed models include: set goals, set patterns, set tools, set conditions, set objects, set quantities, set sources, set times, set prices, and set exits. Through this model, the company can ensure that the equity incentive plan is synchronized with market changes and employee feedback, and achieve the best incentive effect.
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