發布時間：2021-06-09 發布人：山東股章瀏覽次數：753次 來源：www.newadnetwork.com
Ability is very important. On the other hand, it is more critical to identify with the future of the enterprise, match with the existing shareholders of the enterprise, and develop together with the enterprise for a long time. From the perspective of ability, it must be the short board that is lacking in the development of the enterprise. By obtaining core talents in this high cost way, it will certainly be able to greatly promote the development of the enterprise.
This kind of way is the same as the enterprise's acceptance of venture capital, so the enterprise should also be cautious in introducing venture capital. On the other hand, if the talent doesn't agree with the future of the enterprise, can't match with the existing shareholders, and can't develop with the enterprise for a long time, then the talent introduction may constitute a huge hidden danger of the enterprise, just like the problem faced by the previous enterprise. Of course, no one can guarantee this, and changes in the situation may also lead to changes between the introduced talents and shareholders, but enterprises should make arrangements in all aspects of the follow-up.
2. There are many types of equity, such as options, futures, real shares, virtual equity and so on; There are also many ways of transfer, such as cash purchase, discount purchase, dividend purchase and so on. Therefore, enterprises should choose according to the specific situation. For example, for the introduction of senior but non core talents, virtual equity can be used to participate in dividends without relevant rights. This is a flexible arrangement, but the incentive effect is also poor.
Accordingly, the transferee can purchase real shares at full price in cash, which means that he has closely combined himself with the enterprise, which has become an important investment for him. The type of equity and the way of transfer can be combined flexibly, which will produce a variety of incentive effect of equity incentive. Of course, gratuitous transfer is not impossible, especially for the core personnel, because this way is actually obtained in a way without cost, and the meaning of capital contribution is the same as that of going up the mountain to join a "investment certificate".
3. It can also be granted by stages. Phased award actually gives enterprises and talents a certain space, allowing both sides to close in-depth inspection and running in. Unless it's "love at first sight" - of course, the probability is generally low. Therefore, we can agree on the phased grant mode, and agree on the conditions and the corresponding grant proportion - these are the basic contents in the standard option operation.
Phased award gives enterprises and talents a more long-term rational thinking process of assessment and verification. When it comes to talent introduction, enterprises often have a mentality of inferiority and anxiety. They attach great importance to a certain person's talent, and worry that their own temple is too small and conditions are not agreed, etc. In fact, the two sides of talent introduction are completely an equal and rational decision-making process, especially the introduced personnel must have a deep thinking about the gain and loss, which is a process called "consideration".