本文選題：股權(quán)激勵　切入點：可行性分析　出處：《深圳大學》2017年碩士論文　論文類型：學位論文

【摘要】：經(jīng)濟知識時代下,人力資本在推動企業(yè)快速發(fā)展中發(fā)揮著越來越重要的作用。而要想充分發(fā)揮企業(yè)人力資本的作用,企業(yè)的所有者就要想辦法制定出有效的激勵機制來調(diào)動經(jīng)營者的積極性。股權(quán)激勵作為一種長期的激勵機制將能很好的解決這個問題。實施有效的股權(quán)激勵能夠提升企業(yè)團隊凝聚力,從而能夠有效的把經(jīng)營者的主動性和積極性調(diào)動起來,最終緩解所有者和經(jīng)營者目標不一致的矛盾。然而,由于我國股權(quán)激勵的發(fā)展相對來說比較滯后,再加上中國不夠完善的市場環(huán)境,股權(quán)激勵制度在國內(nèi)企業(yè)發(fā)揮作用的時候受到了很大的限制。整體來說,我國公司對股權(quán)激勵的運用還處于一個不斷摸索的階段。很多企業(yè)在實施股權(quán)激勵的過程中,因方案設(shè)計的不科學,再加上外部相關(guān)制度還不夠完善,使得激勵效果不是很理想。所以,研究股權(quán)激勵對公司的影響相對來說具有較大的社會意義的。本文以信雅達系統(tǒng)工程股份有限公司為案例進行分析,結(jié)合相關(guān)理論,從而研究信雅達股權(quán)激勵實施效果。重點在于對公司實施股權(quán)激勵的可行性分析,以及實施股權(quán)激勵對公司業(yè)績的影響。首先,本文就股權(quán)激勵的發(fā)展歷程及現(xiàn)狀進行了分析,并對其進行了簡單的概述,為后文的案例分析研究做好充分的準備;然后,對信雅達公司進行簡單介紹,并對公司實施股權(quán)激勵的方案過程進行了簡單介紹;接著,引出信雅達系統(tǒng)工程股份有限公司實施股權(quán)激勵的案例,依據(jù)事件發(fā)生的背景進行了動因分析,并結(jié)合該公司的財務(wù)數(shù)據(jù)詳細的分析股權(quán)激勵對其長期和短期績效的影響;最后,文章對信雅達公司實施股權(quán)激勵這一事件進行了總結(jié),并對其提出一些建議。本文的主要貢獻在于,從信雅達實施股權(quán)激勵的案例出發(fā),客觀地介紹了實施股權(quán)激勵的整個過程,并對信雅達實施股權(quán)激勵的動因、績效、股價進行了全面的分析。由于本文的分析還處于初級階段,同時筆者的時間和水平有限,加之所收集數(shù)據(jù)在質(zhì)量和數(shù)量上方面的局限,并且做統(tǒng)計的時候還存在一定的誤差,導(dǎo)致本文對信雅達實施股權(quán)激勵效果的研究深度和說服力還不夠。筆者以后會加大對股權(quán)激勵對公司業(yè)績影響這領(lǐng)域的研究,以彌補現(xiàn)階段研究中存在的不足之處。
[Abstract]:In the era of economic knowledge, human capital plays a more and more important role in promoting the rapid development of enterprises. The owner of the enterprise should work out an effective incentive mechanism to arouse the enthusiasm of the manager. As a long-term incentive mechanism, equity incentive can solve this problem very well. Enhance corporate team cohesion, Thus it can effectively mobilize the initiative and enthusiasm of the operator, and finally alleviate the contradiction between the owner and the operator. However, the development of equity incentive in our country is relatively lagging behind. In addition, in addition to China's imperfect market environment, the equity incentive system is greatly restricted when domestic enterprises play a role. On the whole, The application of equity incentive in Chinese companies is still in a stage of continuous exploration. During the process of implementing equity incentive, many enterprises are not perfect because of the unscientific design of the scheme and the external related system. Therefore, it is of great social significance to study the influence of equity incentive on the company. In this paper, Xinyada system Engineering Co., Ltd. is taken as a case study, combining with relevant theory, The emphasis is on the feasibility analysis of the implementation of equity incentive and the impact of the implementation of equity incentive on the performance of the company. Firstly, this paper analyzes the development process and current situation of equity incentive. And it is a simple overview, for the case study after the full preparation; then, a brief introduction to the company, and the implementation of equity incentive program process is a simple introduction; then, This paper introduces the case of Xinyada system Engineering Co., Ltd. to implement equity incentive, analyzes the causes according to the background of the event, and analyzes the impact of equity incentive on its long-term and short-term performance in detail in combination with the financial data of the company. Finally, the article summarizes the implementation of equity incentive in Xinda, and puts forward some suggestions. The main contribution of this paper is that, from the case of Xinyada implementing equity incentive, This paper objectively introduces the whole process of implementing equity incentive, and makes a comprehensive analysis of the motivation, performance and stock price of Xinyada's implementation of equity incentive. Because the analysis of this paper is still in its initial stage, the author's time and level are limited. In addition, the quality and quantity of the collected data are limited, and there are still some errors in the statistics. The author will increase the research on the impact of equity incentive on the performance of the company in order to make up for the shortcomings of the current research.
【學位授予單位】：深圳大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F49;F272.92

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