本文選題：股權(quán)激勵(lì) + 華仁藥業(yè)　； 參考：《深圳大學(xué)》2017年碩士論文

【摘要】：互聯(lián)網(wǎng)的快速發(fā)展,促進(jìn)了共享經(jīng)濟(jì)的繁榮,使得人力資本在企業(yè)中的作用越來越重要。人力資本重要性的提升使得更多企業(yè)在如何避免人才流失、激發(fā)員工創(chuàng)造力方面做更多的思考。股權(quán)激勵(lì)是目前企業(yè)采用的比較廣泛的一種緩解人才流失,保持企業(yè)活力和激發(fā)員工創(chuàng)造力的方法。我國股權(quán)激勵(lì)產(chǎn)生于20世紀(jì)80年代,相比發(fā)達(dá)國家,我國股權(quán)激勵(lì)研究起步晚,與之有一定的差距。在2005年證監(jiān)會頒布《上市公司股權(quán)激勵(lì)管理辦法(試行)》后,掀起了一股股權(quán)激勵(lì)的浪潮。截止至2015年年底,我國共有672家上市公司實(shí)行股權(quán)激勵(lì)計(jì)劃,占上市公司總數(shù)的23.77%。面對股權(quán)激勵(lì)的迅速發(fā)展,研究股權(quán)激勵(lì)計(jì)劃設(shè)計(jì)的合理性、股權(quán)激勵(lì)效果等,對企業(yè)發(fā)揮股權(quán)激勵(lì)的積極作用有著重要的現(xiàn)實(shí)意義。本文以華仁藥業(yè)為例,主要是因?yàn)獒t(yī)藥企業(yè)大部分為高新技術(shù)企業(yè),對于挽留技術(shù)人才以及協(xié)調(diào)委托代理問題有著迫切需求,股權(quán)激勵(lì)在醫(yī)藥行業(yè)的效果比較顯著。本文主要分為六個(gè)章節(jié)。第一章為緒論,介紹了論文的研究背景和意義、研究思路和研究方法。第二章為股權(quán)激勵(lì)概念及相關(guān)理論�；诠蓹�(quán)激勵(lì)的相關(guān)理論,分析股權(quán)激勵(lì)實(shí)施的動因。第三章為華仁藥業(yè)案例概述。對華仁藥業(yè)公司情況和股權(quán)激勵(lì)情況作簡要介紹。第四章為案例分析。通過對華仁藥業(yè)2011年末股權(quán)激勵(lì)計(jì)劃的設(shè)計(jì)合理性、實(shí)施效果以及其與同行業(yè)股權(quán)激勵(lì)的對比分析,得出華仁藥業(yè)股權(quán)激勵(lì)計(jì)劃的優(yōu)點(diǎn)與不足。重點(diǎn)總結(jié)其股權(quán)激勵(lì)存在的缺陷,為下文提出建議提供方向。第五章為啟示,通過對華仁藥業(yè)案例的研究,針對其股權(quán)激勵(lì)存在的問題提出相應(yīng)的解決措施,以供其他企業(yè)借鑒。第六章為結(jié)論與不足,針對整篇論文進(jìn)行總結(jié),并闡述論文的創(chuàng)新與不足之處。
[Abstract]:The rapid development of the Internet promotes the prosperity of the shared economy and makes the role of human capital in enterprises more and more important. The promotion of the importance of human capital makes more enterprises think more about how to avoid brain drain and stimulate employees' creativity. Equity incentive is a widely used method to alleviate the brain drain, keep the vitality of the enterprise and stimulate the creativity of the employees. Compared with the developed countries, the research on equity incentive in our country started late, and there is a certain gap between it. In 2005, the Securities Regulatory Commission promulgated the measures on Stock incentive Management of listed companies (trial), which set off a wave of equity incentives. Up to the end of 2015, there are 672 listed companies in China, accounting for 23.77% of the total number of listed companies. In the face of the rapid development of equity incentive, it is of great practical significance to study the rationality of equity incentive plan design and the effect of equity incentive for enterprises to play an active role in equity incentive. This paper takes Huaren Pharmaceutical Industry as an example, mainly because pharmaceutical enterprises are mostly high-tech enterprises, which have an urgent need to retain technical talents and coordinate principal-agent problems, and the effect of equity incentive in pharmaceutical industry is obvious. This paper is divided into six chapters. The first chapter is the introduction, which introduces the research background and significance, research ideas and research methods. The second chapter is the concept of equity incentive and related theories. Based on the relevant theory of equity incentive, this paper analyzes the motivation of the implementation of equity incentive. The third chapter is an overview of the case of Huaren Pharmaceutical Industry. Huaren Pharmaceutical Company and equity incentives are briefly introduced. Chapter four is a case study. Through the rationality of the design of the equity incentive plan at the end of 2011, the implementation effect and the comparative analysis of the equity incentive plan with the same industry, the advantages and disadvantages of the equity incentive plan of Huaren Pharmaceutical are obtained. Focus on the shortcomings of its equity incentive, for the following suggestions to provide direction. The fifth chapter is the enlightenment, through the case study of Huaren pharmaceutical industry, the paper puts forward the corresponding solutions to the problems of its equity incentive, in order to provide reference for other enterprises. The sixth chapter is the conclusion and deficiency, which summarizes the whole paper, and expounds the innovation and deficiency of the paper.
【學(xué)位授予單位】：深圳大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F426.72

【參考文獻(xiàn)】

相關(guān)期刊論文 前9條

1 肖曉月;;淺析我國上市公司股權(quán)激勵(lì)現(xiàn)狀、存在的問題與對策[J];會計(jì)師;2016年03期

2 魏丹;;股權(quán)激勵(lì)對象選擇及影響因素研究[J];商;2016年02期

3 王濤;;民營上市公司股權(quán)激勵(lì)計(jì)劃的失敗研究[J];經(jīng)營管理者;2015年35期

4 李穎;黃亞盛;伊志宏;;什么導(dǎo)致了民營上市公司股權(quán)激勵(lì)計(jì)劃的失敗?——基于九陽股份“公布-撤銷-再實(shí)施”的案例分析[J];中國人力資源開發(fā);2015年10期

5 張靜;;股權(quán)激勵(lì)問題的文獻(xiàn)綜述[J];中國證券期貨;2011年02期

6 呂長江;嚴(yán)明珠;鄭慧蓮;許靜靜;;為什么上市公司選擇股權(quán)激勵(lì)計(jì)劃?[J];會計(jì)研究;2011年01期

7 徐海波;李懷祖;;股權(quán)激勵(lì)對象選擇模型分析[J];管理工程學(xué)報(bào);2008年01期

8 謝作渺;薛冬雪;董菁;;股權(quán)激勵(lì)理論研究綜述[J];工業(yè)技術(shù)經(jīng)濟(jì);2007年03期

9 張萍;;我國上市公司股權(quán)激勵(lì)對象選擇的理論分析[J];財(cái)會月刊;2006年36期

，

本文編號：1811021