华为实施股权激励制度的有效性研究

XCLW51131  华为实施股权激励制度的有效性研究  (字数：14262)

中文摘要

随着我国经济的发展，企业间的竞争也日益激烈，人才是企业的核心，提高公司绩效是企业的根本目的，如何吸引并留住人才已逐渐成为一个企业长期发展的关键因素之一。股权激励是一种授予员工相应股权的管理创新。通过这种激励方式，员工与企业之间会建立风险共担利益共享的联系。在吸引人才、留住人才的同时，提升公司的绩效实现公司长期高效的发展。对于像华为一样的技术公司来说，人力资源显得尤其重要，华为的股权激励机制并不是一成不变，而是会针对企业在不同时期的发展需求，灵活的调整为企业所适用的激励方式，使企业脱离困境。本文通过对华为实施股权激励有效性的研究，希望能为其他企业日后实行股权激励时提供可借鉴之处。

本文从5个方面展开，首先介绍选题背景、意义、研究思路、方法及框架，回顾国内外研究文献；其次是介绍股权激励的概念及理论；接着是具体分析华为的股权激励，介绍公司情况以及股权激励的的发展历程，总结其特点，以财务指标和非财务指标结合分析现行的TUP激励制度，实行前后的变化，发现股权激励不仅在一定程度上促进了华为财务指标、专利数量以及市场占有率的提高，还为华为吸引了更多人才。通过分析华为成功实施的原因，得到启示并提出建议。

关键词：华为；股权激励；实施效果；人才；员工

abstract

With the development of China's economy, competition among enterprises is increasingly fierce. Talents are the core of enterprises, and improving corporate performance is the fundamental purpose of enterprises. How to attract and retain talents has gradually become one of the key factors for the long-term development of an enterprise. Equity incentive is a kind of management innovation that grants corresponding equity to employees. Through this kind of incentive, employees and enterprises will establish a connection of sharing risks and benefits. While attracting and retaining talents, the company can improve its performance to achieve long-term and efficient development. For a technology company like huawei, human resources are particularly important. Huawei's equity incentive mechanism is not fixed, but flexible to adapt to the enterprise's development needs in different periods, so that the enterprise can get out of difficulties. By studying the effectiveness of equity incentive for huawei, this paper hopes to provide reference for other enterprises to implement equity incentive in the future.

This paper starts from five aspects. Firstly, it introduces the background, significance, research ideas, methods and framework of the topic, and reviews domestic and foreign research literature. Secondly, it introduces the concept and theory of equity incentive. Followed by detailed analysis of huawei's equity incentive, the paper introduced the development of company and equity incentive, summarizes its characteristics, financial indicators and non-financial indicators combined with the analysis of the existing TUP incentive system, before and after the change, found that equity incentive is not only to a certain extent, promoted the huawei financial index, the number of patents and the improvement of market share, also for huawei attracts more talent. By analyzing the reasons of huawei's successful implementation, enlightenment is obtained and Suggestions are put forward.

Key words: huawei; Equity incentive; Implementation effect; Talent; employees

目录

1 绪论1

1.1 研究背景及意义1

1.1.1 研究背景1

1.1.2 研究意义1

1.2 文献综述1

1.2.1 国外研究成果2

1.2.2 国内研究成果2

1.3 研究思路和方法2

1.3.1 研究思路2

1.3.2 研究方法2

1.4 研究框架3

1.5 可能的创新点3

2 相关理论概述4

2.1 股权激励制度的概念4

2.2 股权激励制度的理论基础4

2.2.1 人力资本理论4

2.2.2 委托代理理论4

2.2.3 双因素理论4

3 华为股权激励制度有效性研究5

3.1 华为公司简介5

3.2 华为股权激励发展历程5

3.2.1 创业初期－全员持股计划（1990-2000）5

3.2.2 网络泡沫时期－虚拟受限股（2001-2002）5

3.2.3 非典时期－进一步修订（2003-2008）6

3.2.4 金融危机时期－饱和配股制度（2009-2012）7

3.2.5 稳定时期－外籍员工纳入激励范围(2013年)7

3.2.6 TUP股权激励制度(2014至2018年)8

3.3 华为股权激励的特点8

3.3.1 灵活性，8

3.3.2 公平性9

3.3.3 效益性9

3.4 华为股权激励有效性分析9

3.4.1从财务角度分析9

3.4.2从非财务角度分析12

3.5华为实施股权激励有效的原因15

3.5.1从实施的理论依据分析15

3.5.2从实施的模式分析15

4基于华为案例研究对其他公司实施股权激励的启示16

4.1激励对象普遍化16

4.2要注重它的灵活性16

4.3重视分配的公平性16

4.4要以调动员工积极性为导向16

5结论与建议17

参考文献18