课件翰威特以股权为基础的薪酬制度.ppt

1、1wH翰威特Equity-based Pay 以股权为基础的薪酬制度以股权为基础的薪酬制度本资料选自国内最具含金量，最全面的人力资源顶级方法与实操大全-2010最新经典版资料每年升级，全国各地免费送货，货到付款，详情咨询qq：514457731（加qq无需验证）2wH翰威特Date of Grant授予授予时间时间Date of Exercise工龄工龄0246810121416Gain upon maturation of award 奖励到期时的利得What Do We Mean by“Equity-Based”Pay?什么是什么是“以以股权为基础股权为基础”的薪酬制度的薪酬制度?vAny

2、 form of pay arrangement aligned with,or paying out in,stock任何以股票形式支付或与股票相关联的薪酬形式任何以股票形式支付或与股票相关联的薪酬形式vThe basic payout opportunity works as follows:最基本的支付形式如下图所示最基本的支付形式如下图所示:3wH翰威特The Entire Pay Picture整体薪酬图整体薪酬图4wH翰威特The Entire Pay Picture整体薪酬图整体薪酬图5wH翰威特The Entire Pay Picture整体薪酬图整体薪酬图6wH翰威特Tren

3、d Toward Greater Equity Participation for Employees员工持股已成为全球的趋势vIncreasing number of companies have embraced broad-based employee ownership越来越多的公司实施了广泛的员工持股计划越来越多的公司实施了广泛的员工持股计划Nonmanagement employees collectively own between 6%and 10%of total corporate equity非管理层员工总计持有公司全部股票的6%到10%Estimated 3,000 c

4、ompanies have instituted broad-based option plans since 1989从1989年开始，大约3,000家公司实施了广泛的员工持股计划Shares set aside for options at all public companies valued at$600B compared with$60B in 1985现在所有的上市公司用于股票期权的股票价值已上升到6,000亿美元，而1985年只有600亿美元41%of large U.S.employers give stock options to at least half of thei

5、r workforce 41%的美国大型企业向一半以上的员工授予股票期权7wH翰威特Why Consider Equity-based Pay?为什么考虑以股权为基础薪酬制度？为什么考虑以股权为基础薪酬制度？vAlignment of shareholders and employees incentive opportunities统一股东和员工的奖励机会vForges tighter bond between executives and other employees,as all can be put on a common incentive platform将管理层和其他员工的薪酬

6、制度紧密结合，使公司所有员工的激励机制趋于统一vMotivate broad group of employees to work toward common goalinspires teamwork鼓励广大员工向共同的目标前进-鼓励团队协作精神vIncentive payouts are a“win-win”situationpayments occur in direct relation to company performance激励机制处于“双赢”状况-报酬与企业业绩直接挂钩vMinimizes cash outflow,as payments are made in equity

7、由于实施了股权薪酬制度，可以最大限度地减少现金支付8wH翰威特Financial Reasons for Providing Equity-based Pay提供以股权为基础薪酬形式的财务因素提供以股权为基础薪酬形式的财务因素vStudy by Hewitt Associates and the J.L.Kellogg Graduate School of Management(Northwestern University)(1998):翰威特公司和西北大学J.L.Kellogg研究生管理学院联合进行的调查表明(1998年):Companies that instituted employe

8、e ownership programs experienced an average annual Return On Assets of 2.6 percentage points greater than industry averages each year of the 4-year study period对实施了员工持股计划的公司进行跟踪调查的四年当中，其资产回报率比同行业平均水平高出2.6个百分点Cumulative Total Shareholder Return over 4 years also 6.9 percentage points greater than com

9、parison group averages四年中股东回报率要比其他公司高出6.9个百分点82%of companies reported that ownership program had a significant positive impact on business results有82%的公司认为，员工持股计划会对经营业绩产生积极影响Significant correlation between companies reporting positive impact and effective sharing and use of business information分享公司经

10、营信息并加以有效利用与以股权为基础的薪酬计划紧密关联，而这一薪酬计划会对经营业绩产生积极影响9wH翰威特Financial Reasons for Providing Equity-based Pay提供以股权为基础薪酬形式的财务因素提供以股权为基础薪酬形式的财务因素vJoseph Blasi 1996 study:Joseph Blasi1996年调查指出:vSignificantly higher growth in 10-year average financial performance where employees own more than 5%market value当员工所持

11、股票超过市值的5%时，企业的财政业绩明显高于此前10年的平均增长水平Not true where stock concentrated among top 5 officers最高级别的五位管理人员持有全部股票的公司未达到这一增长水平vAmerican Capital Strategies:美国的资本战略:Stock price index of public companies with at least 10%employee ownership outperformed broad-based stock indices员工持股占10%以上的上市公司的股指比全员持股公司的股指要好In 1

12、9921995:80.19%versus 48.69%for the Dow and 44.87%for S&P 500在1992-1995年之间，实施员工持股计划的公司和同业公司未实施持股计划的公司相比，道琼斯指数为80.19%:48.69%，S&P500指数为80.19%:44.87%。10wH翰威特Financial Reasons for Providing Equity-based Pay提供以股权为基础薪酬形式的财务因素提供以股权为基础薪酬形式的财务因素vAccording to Fortune Magazines 100 Best Companies survey,of thos

13、e companies that are publicly traded财富杂志对世界前100名上市交易公司的调查表明:60%have implemented broad-based stock option plans;60%的企业已经实施了广泛的股票期权计划42%offer options to every employee;and 42%为所有员工提供股票期权80%of employees at these companies own company stock这些公司约有80%的员工拥有公司的股票11wH翰威特 Long-term Incentive Plan Design 设计长期奖

14、励计划设计长期奖励计划12wH翰威特Overview概况概况vWhat are long-term incentives?什么是长期奖励?“Variable compensation earned over a period of more than 12 months”12个月以上的可变薪酬vHistorically,they have taken many forms:曾在历史上表现出的形式:Nonqualified stock options(“NQSOs”)非资格评定的股票期权(“NQSOs”)Incentive stock options(“ISOs”)(circa 1982)激励性

15、的股票期权(“ISOs”)(大约在1982年)Stock appreciation rights(“SARs”)(circa 1973)股票增值权(“股票增值权”)(大约在1973年)Performance plans(circa 1975)绩效计划(大约在1975年)13wH翰威特Overview概况概况vRestricted stock(circa 1983)受限股票(大约在1983年)vWho gets it?什么人得到这种奖励呢?Could be as broad as annual incentives and beyond(e.g.,stock options)or limited

16、 to just officers(e.g.,performance shares/units)可以象所有员工得到年终奖一样广泛，甚至更多(例如，股票期权)或者只限于主管(例如，绩效股份)vAlmost all major industrials have some long-term incentive plan几乎在所有的主要产业中，都实行了长期奖励计划14wH翰威特Prevalence普遍性普遍性/相关值相关值vAlmost all major industrials have some long-term incentive plan几乎在所有的主要产业中，都实行了长期奖励计划vPrevalence:普遍性:15wH翰威特 Ordinary Income at Date of Exercise 行权时的一般收入Purchase price购买价格Capital gainat date of sale 出售时的资本利得Description of Stock Options股票股票期权期权vNQSOs非资格评定的股票期权Stock optionright to buy stock