A Study On The Improvement Of The Stock Incentive System In Quark Expeditions

In the Internet era, the value of knowledge gives the high-tech talents its core position in the economic development and the social progress. Especially, for a scientific and technological innovation oriented enterprise, it equals to grasp the market and profit with the core talents and grasping the leading technology. Therefore, as a high-tech company, the quark company owns many innovation staff and excellent management team for a long-term, which makes it to win at the core of the market competition. And the implementation of equity incentive is a good way for the quark company to retain key talent and greatly develop their enthusiasm and creativity over a long period of time. Research on the equity incentive problem of quarks company, it cannot only help to expand the application of principal agent theory and the demand incentive theory in the unlisted entrepreneurial company, improve the human capital management of the enterprise; but also can stimulate human capital greatly potential, maximize the staff’s initiative and output rate. For the most, these can enrich the guidance significance of applying equity incentive to the non-listed company.This paper reviews what changes can the implementation of equity incentive system produce to the management of enterprise. Including the implementation of equity incentive system will enable operators to reduce some self-interest behaviors such as lazy behavior and hitchhiking behavior; it will require the corporate governance structure to be more reasonable and perfect; and it will improve the business performance of the enterprise. This paper mainly analyzed the current situation of the implementation of equity incentive system and the different demand levels of each internal staff. Several problems have been found in the formulation and Implementation of equity incentive system: firstly, there are some shortages in the equity incentive system of quark company. For example, the performance evaluation index is single; never considering the different risk preferences of the each staff as well as the lack of industry comparison. Secondly, there are lack of justice and restraint to constrain the behavior of the main examination subject when the equity incentive system is carried out. Thirdly, the implementation of equity incentive system exists the internal and external environmental problems, mainly refers to the unreasonable internal corporate governance structure and the confused external manager market. The reason why there appear the afore-mentioned problems is because the setting of equity incentive system exist some shortages; the lack of constraints on the main assessment in the execution; the relevant laws and regulations have not yet been established for the equity incentive system of non listed company. Aiming at the above problems and causes, this study presents several suggestions for the successful implementation of equity incentive system in non listed company:(1) to further consummate the equity incentive system;(2) to make full use of the demonstration effect of the equity incentive system;(3) to further optimize the internal environment of the company.