Research On Long-term Incentive Mechanism Of Goldsky Company

The era of knowledge economy,human resource has become the strategic resources of modern enterprises,how to establish a long-term incentive mechanism,to attract and retain the core of enterprise development team,to help enterprises from the "capital" to "people",and gradually explore a mechanism to open,to encourage the most suitable person to participate in the company management.The enterprises to maintain sustainable development has become the urgent problem.It is in this context that the author tries to establish a long-term incentive mechanism of GS company from the perspective of career partner system and focuses on the theory of equity incentive.The author thinks:any enterprise to build partner system,should mainly include partner selection,partner incentive,partner assessment,partner culture and ability training.Partner selection:on the basis of recognition of enterprise values and strategic path,the main application of post value,quality ability and historical contribution of the three dimensions of objective evaluation of partner value,to determine whether partners enter.Partner incentive:the total amount limit granted by GS company is 30%of the total share capital of GS company.Virtual stock for the total number of shares granted annually and virtual tentative no more than 5%of the total equity of the company granted incentive,and the single object obtained by equity incentive enterprises shall not exceed 3%of the total share capital,incentive object mainly to the company's core management team and key marketing and technical positions as the main body.At the same time,the level of incentive shares held by the virtual object may not exceed a certain percentage of the total share capital,exceed the prescribed proportion,no longer grants,and incentive object has held shares of dividends and virtual stock appreciation income right,can be a real cash or spread income shares into every 3 years.Partner:assessment should be partners income and personal performance and organizational performance in this paper is bound,such as business partner assessment will take organizational performance and individual performance as the adjusting factors,and the corresponding number of granting options to fine tune.Partner culture building and ability training:its core should pay attention to the enterprise partner culture construction and partner team ability promotion.