本文關(guān)鍵詞：股權(quán)激勵(lì)在民生銀行的應(yīng)用研究　出處：《南京大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 民生銀行 人力資本 股權(quán)激勵(lì)

【摘要】：以美國(guó)次貸危機(jī)為起因的金融危機(jī)肆虐全球,西方發(fā)達(dá)資本主義國(guó)家遭受了巨大的打擊,經(jīng)濟(jì)發(fā)展受到嚴(yán)重的影響,以中國(guó)為主的東方發(fā)展中國(guó)家,扛起了全球經(jīng)濟(jì)復(fù)蘇的大旗,吸引了全世界的目光,特別是中國(guó),巨龍正在騰飛。自中國(guó)加入WTO后,金融行業(yè)逐步對(duì)外開(kāi)放,外資銀行對(duì)于中國(guó)這個(gè)新興資本市場(chǎng)覬覦已久,蜂擁而至,中國(guó)銀行業(yè)面臨著巨大的競(jìng)爭(zhēng)壓力。金融行業(yè)是一個(gè)知識(shí)密集型的行業(yè),人才是金融行業(yè)快速發(fā)展至關(guān)重要的推動(dòng)力,然而,面對(duì)市場(chǎng)化機(jī)制充分的外資銀行,我國(guó)銀行業(yè)高端金融人才紛紛跳槽,人才流失問(wèn)題十分嚴(yán)重,引起了銀行管理層的注意,加強(qiáng)人力資本管理,留住優(yōu)秀的人才迫在眉睫。同時(shí),具有自身特色競(jìng)爭(zhēng)力的股份制商業(yè)銀行也要注意,怎樣保護(hù)自己核心競(jìng)爭(zhēng)力方面的專業(yè)人才不被挖角流失,轉(zhuǎn)而變成自己的競(jìng)爭(zhēng)對(duì)手。我國(guó)商業(yè)銀行在對(duì)人才的激勵(lì)體制上,存在較嚴(yán)重的問(wèn)題。我國(guó)銀行對(duì)人才的激勵(lì),幾乎都是用的短期激勵(lì)的模式,致使銀行高管的短期行為明顯、銀行人才跳槽、被挖角等流失問(wèn)題很普遍,我國(guó)銀行業(yè)對(duì)人才的激勵(lì)急需長(zhǎng)期激勵(lì)體制的融入。世界銀行業(yè)發(fā)展的實(shí)踐告訴我們,股權(quán)激勵(lì)是一種有效的長(zhǎng)期激勵(lì)模式。股權(quán)激勵(lì)機(jī)制,可以通過(guò)多種方式,把對(duì)高級(jí)管理人員和銀行核心員工部分即期薪酬轉(zhuǎn)化為未來(lái)的長(zhǎng)期激勵(lì),設(shè)計(jì)一定的考核指標(biāo)、工作服務(wù)年限指標(biāo)等約束條件,從而減少高管的短期行為和核心員工的跳槽想法。股權(quán)激勵(lì)還可以授予高管和核心人才部分股份,使他們擁有一定的剩余索取權(quán),讓他們能感受到個(gè)人努力使銀行成功、銀行成功使自己獲得更多的回報(bào),將他們的個(gè)人收益和企業(yè)長(zhǎng)期利益緊密的聯(lián)系起來(lái),從而穩(wěn)定并且不斷壯大銀行的人才隊(duì)伍。股權(quán)激勵(lì)在西方資本主義國(guó)家已經(jīng)經(jīng)歷了很長(zhǎng)時(shí)期的發(fā)展,已經(jīng)比較成熟,效果也比較明顯,但是,我國(guó)銀行業(yè)要實(shí)施股權(quán)激勵(lì),卻要好好研究一番。由于我國(guó)的特色社會(huì)主義,特殊的市場(chǎng)化體制,與西方發(fā)達(dá)資本主義的市場(chǎng)體制還是有較大的差別的,所以,我們不能照搬西方的股權(quán)激勵(lì)模式,要充分了解我國(guó)銀行業(yè)發(fā)展的實(shí)情,分析我國(guó)銀行業(yè)人才問(wèn)題的實(shí)質(zhì)和特點(diǎn),再結(jié)合世界銀行業(yè)豐富的股權(quán)激勵(lì)實(shí)踐經(jīng)驗(yàn),創(chuàng)造適合我國(guó)商業(yè)銀行的股權(quán)激勵(lì)模式,加強(qiáng)我國(guó)銀行業(yè)的競(jìng)爭(zhēng)力。在2006年,我國(guó)證券市場(chǎng)開(kāi)始發(fā)展之際,我國(guó)銀行業(yè)就開(kāi)始嘗試股權(quán)激勵(lì)的探索。工、農(nóng)、中、建四大國(guó)家控股銀行,招商、民生、中信等股份制銀行,北京銀行、南京銀行等城商行都提出了各自的股權(quán)激勵(lì)方案。但是由于政府監(jiān)管的阻礙,財(cái)政部為了避免國(guó)有資產(chǎn)流失,叫停了國(guó)家直接控股銀行的股權(quán)激勵(lì)方案,只放行了建行的員工持股計(jì)劃進(jìn)行試點(diǎn),其它銀行方面,北京銀行、南京銀行等城商行的股權(quán)激勵(lì),是銀行股份改制來(lái)上市的一種需要,沒(méi)有實(shí)際較大的研究意義,而招商銀行的長(zhǎng)期激勵(lì)計(jì)劃,有較為完整的內(nèi)容體系,并且一直在按期的執(zhí)行,具有較大的研究?jī)r(jià)值。民生銀行,作為一家民營(yíng)資本構(gòu)成的股份制銀行,在成立以后,展現(xiàn)出了強(qiáng)大的創(chuàng)新能力和執(zhí)行力,它的迅速發(fā)展模式,被很多中小股份制銀行所學(xué)習(xí)。然而,在民生銀行快速發(fā)展之時(shí),沒(méi)有完善對(duì)本行高管和核心人才的激勵(lì)機(jī)制,致使在2013年大批高層管理人和銀行核心人才跳槽和被挖角,從自己的員工直接變成競(jìng)爭(zhēng)對(duì)手。高層的動(dòng)蕩和員工的大量流失,使民生富有創(chuàng)新的轉(zhuǎn)型戰(zhàn)略發(fā)展遇到難題,內(nèi)部軍心不穩(wěn),外部面對(duì)平安銀行殘暴的復(fù)制式競(jìng)爭(zhēng)。本文,在闡述了西方股權(quán)激勵(lì)的理論基礎(chǔ)后,充分了解我國(guó)銀行業(yè)發(fā)展的現(xiàn)狀,剖析銀行業(yè)人才流失的原因后,筆者認(rèn)為商業(yè)銀行的股票期權(quán)激勵(lì)是一個(gè)有效的措施,我國(guó)也已有多家銀行實(shí)施了股權(quán)激勵(lì)發(fā)案,本文主要結(jié)合了建設(shè)銀行的員工持股激勵(lì)計(jì)劃和招商銀行的股票增值權(quán)、限制性股票組合激勵(lì)計(jì)劃,對(duì)民生銀行的股權(quán)激勵(lì)適用的模式進(jìn)行了探討,并為民生銀行為民生銀行的股權(quán)激勵(lì)方案設(shè)計(jì)了一個(gè)大概的方向和思路。
[Abstract]:The U.S. subprime mortgage crisis caused the global financial crisis, the western developed capitalist countries suffered a huge blow, the economic development was severely affected, with Chinese based Oriental developing countries, the global economic recovery to carry the banner, attracted the eyes of the world, especially China, dragon is taking off. Since China's entry into WTO, the financial industry has been gradually opening to the outside world, and foreign banks have been coveted by China's emerging capital market for a long time. The Chinese banking industry is facing great competition pressure. The financial industry is a knowledge intensive industry, talent is the important driving force, the financial industry rapid development however, facing the market mechanism full of foreign banks, China's banking industry high-end financial professionals have quit, the loss is a serious problem of talent, has caused the bank to the attention of management, strengthen the human capital management, keep good the talent is imminent. At the same time, with its own characteristics of the competitiveness of the joint-stock commercial banks should pay attention to, how to protect their core competitiveness of professional personnel are not poaching loss, turn to their competitors. There are serious problems in China's commercial banks in the incentive system for talents. China's Bank of talent incentive, almost all the short-term incentive mode, the short-term behavior of bank executives, the bank was switched, poaching talent loss problem is widespread, into China's banking industry for talent incentive need long-term incentive system. The practice of the development of the world banking industry tells us that equity incentive is an effective long-term incentive model. The equity incentive mechanism, through a variety of ways, the core staff of the senior management personnel and the bank at sight into long-term incentive compensation part of the future, some design assessment indicators, service life index constraints, thus reducing the short-term behavior of core employees and executives quit the idea. Equity incentive can also grant executives and key personnel of part of the shares, so that they have a certain residual claim, so that they can feel personally to make bank successfully, the bank successfully to get more return to their personal income and long-term interests closely linked, so as to stabilize and enlarge the bank personnel. Equity incentive in western capitalist countries has gone through a long period of development, and has been relatively mature, and the effect is obvious. However, China's banking industry must carry out a study of equity incentive. Because of the characteristics of China's socialist market system, so special, and the western developed capitalist market system still have bigger difference, and we cannot copy western equity incentive model, to fully understand the development situation of China's banking industry, analyses the essence and characteristics of talents of silver industry in China, combined with the world the banking industry rich equity incentive practice experience, create suitable for our country commercial bank equity incentive model, strengthen the competitiveness of China's banking industry. In 2006, China's securities market began to develop, China's banking industry began to try the exploration of equity incentive. The four state-controlled banks, such as industry, agriculture, China and Beijing, have been put forward by their joint stock banks, such as merchants, people's livelihood, CITIC and other stock banks, such as Bank of Beijing and Bank of China. But because of government regulatory obstacles, the Ministry of Finance in order to avoid the loss of state-owned assets, to halt the direct state holding bank equity incentive plan, only the release of the construction of the ESOP pilot, other banks, Beijing bank, Nanjing city commercial banks, the stock ownership incentive, is a listing of the stock reform no, the greater significance, while China Merchants Bank's long-term incentive plan, has a relatively complete system, and has been in regular execution, which has great research value. Minsheng Bank, as a joint-stock bank consisting of private capital, has shown strong innovation and execution power after its establishment. Its rapid development mode has been studied by many small and medium-sized joint-stock banks. However, in the rapid development of Minsheng Bank, there is no perfect incentive mechanism for bank executives and key personnel, resulting in poaching in 2013 a large number of core talent senior management and bank hopping and competitors from, directly into their own employees. The loss of a large number of high-level unrest and staff, so that the people's livelihood innovative transformation strategy development problems, internal military instability, in the face of external competition brutal copy of Ping An bank. In this paper, expounds the theoretical basis of western equity incentive, fully understand the current situation of the development of China's banking industry, analyzes the reason of banking talent loss, the author thinks that the stock option incentive of commercial banks is an effective measure, our country also has a number of banks to implement the equity incentive cases, this paper combines the the construction bank employee stock ownership incentive plan and China Merchants Bank stock appreciation rights, restricted stock incentive plan combination, has carried on the discussion to the Minsheng Bank's equity incentive for the model, and for the Minsheng Bank Minsheng Bank shares the right to design a general direction and ideas of incentive scheme.
【學(xué)位授予單位】：南京大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F832.33;F272.92

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本文編號(hào)：1346384