高新技术企业股权制度与业绩的关系研究——基于华为的案例

中文摘要

1984年，我国引入股权激励制度。随着该制度不断发展和完善，越来越多的公司开始将其视为激励企业核心员工、提高公司业绩的一项重要措施。良好的股权激励制度能让企业吸引人才、留住人才，并让人才为企业发挥最大效用。通过设计良好的股权激励制度，公司能充分获取资金并吸引人才，带来一系列的积极作用，而高新技术企业正需要大量科研人才开展研发以推动公司发展，提高公司业绩。本文将以华为公司为例，探讨高新技术企业股权激励制度与公司业绩的关系。华为作为一个成功的高新技术企业，在发展时期通过对股权激励制度的不断改进，在几个特殊阶段顺利顺利度过融资难关，并留住员工。本文主要对华为的TUP股权激励制度进行分析，从财务方面和非财务方面探讨该制度给华为公司带来的业绩影响，并总结该制度的特点，给其他高新技术企业带来参考经验。

关键词：高新企业；华为；股权激励；人才；公司业绩

ABSTRACT

In 1984, China introduced equity incentive system. With the continuous development and improvement of the system, more and more companies begin to regard it as an important measure to motivate the core employees and improve the performance of the company. A good equity incentive system can enable enterprises to attract talents, retain talents, and make talents play the most effective role for enterprises. By designing a good equity incentive system, the company can fully obtain funds and attract talents, bringing a series of positive effects, while high-tech enterprises are in need of a large number of research and development talents to promote the development of the company and improve the performance of the company. This paper will take Huawei as an example to explore the relationship between the equity incentive system of high-tech enterprises and the company's performance. As a successful high-tech enterprise, Huawei has successfully passed the financing difficulties and retained employees in several special stages through continuous improvement of equity incentive system in the development period. This paper mainly analyzes Huawei's tup equity incentive system, discusses the financial and non-financial aspects of the system to Huawei's performance impact, and summarizes the characteristics of the system, to bring reference experience to other high-tech enterprises.

Key words: high tech enterprise; Huawei; equity incentive; talent; company performance

目录

1. 引言1

1.1 研究背景及意义1

1.2 国内外研究现状1

1.3 研究内容和方法2

2. 股权激励制度的理论概述3

2.1 人力资本理论3

2.2 委托代理理论3

2.3 双因素理论4

3. 华为公司股权激励制度4

3.1 华为公司概况4

3.2 华为公司股权概述4

3.3 华为股权激励制度的简要发展历程4

4. 华为TUP股权激励制度6

4.1 TUP股权激励制度的实施6

4.2 TUP股权激励制度特征6

4.3 股权激励实施后的财务业绩分析7

4.4 股权激励实施后的非财务业绩分析8

5. 华为股权制度经验与借鉴9

5.1高股权激励额度与有限晋升机制10

5.2 TUP股权设计有企业发展同期约束10

5.3企业的魅力型领导难以复被制10

结论11

参考文献12