企业进行股权激励是给谁股权？对企业核心竞争力以及构成核心竞争力环节的人力资源的判断，是我们思考济南股权激励方案的基础。

Who is the equity incentive given to enterprises? The judgment of the core competitiveness of the enterprise and the human resources that constitute the core competitiveness link is the basis for our consideration of Jinan's equity incentive plan.

但企业对这一点的认识，往往是不准确的。有的企业“评选”出企业创业元老给予股权，有的仅根据管理团队的级别、员工就职年限来给予股权。

But the understanding of this point by enterprises is often inaccurate. Some companies' select 'entrepreneurs to give equity, while others only give equity based on the level of the management team and the length of service of employees.

还有的企业，实际上是对一些薪酬已超过行业标准的高管追加了股权，没有和构成企业核心竞争力的骨干匹配。

Some companies have actually added equity to some executives whose salaries have exceeded industry standards, without matching the backbone that constitutes the core competitiveness of the enterprise.

例如，某软件企业原计划给予负责软件销售的副总裁大量股权。但经过我们的调查发现，得益于企业开发的软件在相关市场上的强势地位，负责销售的副总裁其实已经获得超过同行的薪酬和奖金收入。

For example, a software company originally planned to give a large amount of equity to the vice president in charge of software sales. But after our investigation, we found that thanks to the strong position of software developed by enterprises in Relevant market, the vice president in charge of sales has actually received more salary and bonus income than peers.

而真正软件研发核心人员的薪酬水平却落后于同行，如果不进行股权激励，就存在着人才流失的严重隐患。

However, the salary level of core software R&D personnel lags behind that of their peers. Without equity incentives, there is a serious risk of talent loss.

其次，企业应该预留一定的股权激励空间。

Secondly, enterprises should reserve a certain amount of equity incentive space.

在对企业现有管理团队进行评价时，有可能发现企业存在人才短板。这涉及到引入新团队成员，以及现有团队是否需要替换的问题。

When evaluating the existing management team of the enterprise, it is possible to discover talent weaknesses. This involves the introduction of new team members and the issue of whether existing teams need to be replaced.

例如，一家电气设备企业完成股权激励后，市场发生转变，才发现自身销售能力不足，需要引入更加优良的销售人才，但此时企业股权激励空间已经接近用尽（涉及大股东的控股地位问题），困难重重。

For example, after an electrical equipment company completes equity incentives, the market undergoes a transformation, only to discover its insufficient sales ability and the need to introduce more excellent sales talents. However, at this time, the company's equity incentive space is nearing exhaustion (involving the issue of controlling status of major shareholders), and there are many difficulties.

企业在进入上市轨道后，对规范企业治理需要引入的运营总监、财务总监、董事会秘书等人才，也要预留股权激励空间。

After entering the listing track, enterprises should also reserve equity incentive space for the introduction of talents such as the Chief Operating Officer, Chief Financial Officer, and Board Secretary who need to regulate corporate governance.

企业战略边界划分也是一个重要考虑因素。企业未来发展要重点进入的领域，往往是需要进行人才激励的领域，需要在股权激励设计时预留开放性的空间。更多相关股权激励的事项就来我们网站http://www.daoshangbao.com咨询看看吧!

The division of enterprise strategic boundaries is also an important consideration. The areas that enterprises need to focus on in their future development often require talent incentives, and open space needs to be reserved in the design of equity incentives. For more information on equity incentives, please visit our website http://www.daoshangbao.com Consult and take a look!