为从根源上解决激励机制缺乏公平性和竞争性，没有长期留人手段等问题，在实施股权激励前，我们一定要对公司的治理结构、所处的发展阶段、战略规划、企业文化、薪酬结构、考核方式等方面进行全面深入分析，并在此基础上去设计系统的股权激励方案。

To address the root cause of the lack of fairness and competitiveness in incentive mechanisms, as well as the lack of long-term retention methods, before implementing equity incentives, we must conduct a comprehensive and in-depth analysis of the company's governance structure, development stage, strategic planning, corporate culture, salary structure, assessment methods, and other aspects, and design a systematic equity incentive plan based on this.

1

one

确定激励对象范围

Determine the scope of incentive targets

山东股权激励的对象应是在公司具有战略价值的核心人才，核心人才是指拥有关键技术、关键资源或支撑企业核心能力、掌握核心业务的人员。

The target of equity incentives should be core talents with strategic value in the company. Core talents refer to personnel who possess key technologies, resources, or support the core capabilities of the enterprise, and master core business.

公司在激励对象选择层面需要把握宁缺毋滥的原则，对少数重点关键人才进行激励。公司核心人才一般包括高管、技术类核心人才、营销类人才等。

The company needs to adhere to the principle of preferring scarcity over abuse in selecting incentive targets and incentivize a few key talents. The core talents of a company generally include executives, technical core talents, marketing talents, etc.

核心人才的评估：利用企业人才模型，从人员的岗位价值、素质能力水平和对公司的历史贡献三个角度进行评估。

Evaluation of core talents: Using the enterprise talent model, evaluate personnel from three perspectives: job value, quality and ability level, and historical contribution to the company.

具体到评估工具可用“打分制”进行数量化衡量，拟定分数标准，人才价值分数得分高于该分数标准的人员可以进入股权激励计划，成为激励对象。

Specifically, the evaluation tool can be quantitatively measured using a "scoring system", and a score standard can be established. Personnel with talent value scores higher than this score standard can enter the equity incentive plan and become incentive targets.

2

two

综合确定激励力度

Comprehensive determination of incentive intensity

激励人还是激励人所在的岗位？我们以为，解答“对人还是对岗”这个难题，需要上升到企业的发展阶段，及面临的管理主题这个层面来考察。

Motivator or the position where the motivator is located? We believe that answering the difficult question of "whether it's for people or for the job" requires an examination at the level of the development stage of the enterprise and the management themes it faces.

对于处在成长期的企业来说，其业务模式尚不固定，兼岗、轮岗现象非常普遍，很难用一个固化的岗位说明书来界定员工的工作内容。

For companies in the growth stage, their business models are not yet fixed, and the phenomenon of part-time and rotating positions is very common. It is difficult to define employees' job responsibilities with a fixed job description.

在这种情况下，岗位价值不应该成为确定股权激励力度的依据。

In this situation, the value of the position should not be the basis for determining the strength of equity incentives.

对于处在成熟期的企业来说，其业务模式趋于固化，员工的能力发挥在很大程度上取决于其所在的岗位，“统一、规范、有序”成为企业的管理主题。

For mature enterprises, their business models tend to solidify, and the ability of employees largely depends on their positions. "Unification, standardization, and order" has become the management theme of the enterprise.

此时，进行基于岗位价值的评估对于确定股权激励力度来说非常重要。

At this point, conducting an evaluation based on job value is crucial for determining the strength of equity incentives.

无论对人激励还是对岗激励，固化激励额度的作法都是不妥当的。为此，我们需要引入股权激励的考核机制，并且将考核分为公司绩效、部门绩效（或项目绩效）、个人绩效三个层面。

It is not appropriate to solidify the incentive amount, whether it is for personal or job incentives. To achieve this, we need to introduce an equity incentive assessment mechanism and divide the assessment into three levels: company performance, department performance (or project performance), and individual performance.

对于层面比较高的员工，强化对公司绩效的考核；对于层面稍低的员工，强化对个人绩效的考核。根据考核成绩等级，按考核等级确定终激励额度，依次为对应倍数。

Strengthen the assessment of company performance for employees with higher levels of expertise; For employees with slightly lower levels, strengthen the assessment of personal performance. According to the assessment score level, the final incentive amount is determined based on the assessment level, which is the corresponding multiple in sequence.

此外激励效果不仅取决于激励总额，还取决于激励方式。确定激励方式，应综合考虑员工的人力资本附加值、敬业度、员工出资意愿等方面。更多相关股权事项，欢迎随时来我们网站http://www.daoshangbao.com进行咨询！

In addition, the incentive effect not only depends on the total incentive amount, but also on the incentive method. To determine the incentive method, comprehensive consideration should be given to employees' added value of human capital, dedication, and willingness to contribute. For more equity related matters, please feel free to visit our website at any time http://www.daoshangbao.com Consulting!