授予价格

Grant Price

企业做济南股权激励，一般是针对人才所产生的价值，基于人自身的资献，对人的长期激励，所以价格的设定高低与激励对寸象的积极性有关联，同时也会涉及现有股东的利益，价格既不能定得太低，也不能大高，要兼顾双方的利益找到平衡点。一般来说有以下几种常用的定价方法:

Enterprises' equity incentives in Jinan are generally aimed at the value generated by talents, based on their own contributions and long-term incentives for individuals. Therefore, the setting of prices is related to the enthusiasm of incentives for the situation, and it also involves the interests of existing shareholders. The prices cannot be set too low or too high, and it is necessary to balance the interests of both parties. Generally speaking, there are several commonly used pricing methods:

(1)以注册资本金为基准:如果公司的净资产等于或小于注册资本时，可以以公司的注册资本作为公司的价值来确定授予的价格。

(1) Based on the registered capital: If the company's net assets are equal to or less than the registered capital, the company's registered capital can be used as the value of the company to determine the grant price.

(2)以公司的净资产为基准。

(2) Based on the company's net assets.

(3)以风险投资的估值为基准:企业在做股权激励的时候，有引进过投资方，在进行股权激励时，可以以投资方的估值作为公司的价值确定股权激励的授予价格，或者在此价格的基础上给子适度的折扣。

(3) Based on the valuation of venture capital: When an enterprise engages in equity incentives, it has introduced investors. When engaging in equity incentives, the valuation of the investors can be used as the company's value to determine the grant price of equity incentives, or a moderate discount can be given based on this price.

(4)综合因素，评估定价:可以结合公司的实际情况，结合各方面的因素，请外部第三方评估机构，对公司做个综合的评估定价作为基准，再根据这个定价去确定股权激励的授予价格。

(4) Comprehensive factors and evaluation pricing: Based on the actual situation of the company and various factors, external third-party evaluation agencies can be invited to conduct a comprehensive evaluation pricing of the company as a benchmark, and then determine the grant price of equity incentives based on this pricing.

个量分配

Quantity allocation

针对激励对象，每个人可以获授的股权数量，对于上市公司来说，法律上有相关的规定，上市公司任何--名激励对象通过全部有效的股权激励计划获授的股权，累计不得超过公司股本总额的1%;对非上市公司来说，法律上对这个数量没有特别的约定，但具体的分配上也应该相对科学公平，避免老板个人拍脑袋决定。

For incentive targets, the number of equity rights that each person can be granted. For listed companies, there are relevant regulations in law. Any incentive target of a listed company who receives equity rights through all effective equity incentive plans shall not exceed 1% of the company's total share capital; For non listed companies, there is no special legal agreement on this quantity, but the specific allocation should also be relatively scientific and fair to avoid bosses making personal decisions.

结合激励对象个人的收入和福利水平，根据其所在岗位的重要性及不可替代的程度，以及在公司工作的年限，激励对象个人收入的预期等方面，进行整体地考虑，科学设置激励对象的个人数量。不要一刀切，要有区分，区分的标准要做到合理、相对公平。

Based on the individual income and welfare level of the incentive target, the importance and irreplaceability of their position, as well as the years of service in the company, and the expected personal income of the incentive target, a comprehensive consideration is taken to scientifically set the number of individual incentive targets. Don't cut it all, there should be differentiation, and the standards for differentiation should be reasonable and relatively fair.

企业做股权激励的授予价格与个量分配相关内容就讲解到这里了，希望能够给您有效的好的帮助，还有什么关于股权的疑惑或者需求，欢迎来我们网站http://www.daoshangbao.com进行咨询！

That's all for the explanation of the granting price and individual quantity allocation of equity incentives in enterprises. We hope it can provide you with effective and good help. If you have any doubts or needs about equity, please come to our website http://www.daoshangbao.com Consulting!