会计学院知识库

随着市场经济体系的不断完善，各行各业的竞争愈演愈烈，知识密集型企业也在快速成长。但随着公司逐渐发展壮大，公司管理依然面临许多问题，包括员工离职率高、发展遇到瓶颈等。究其根本，公司未能提高员工工作积极性是关键原因之一。公司员工没有做到将自身利益与公司利益相结合，而解决这些问题的手段之一便是股权激励。随着社会的发展，股权激励在各行各业中广泛应用。符合公司自身特点的股权激励政策可以提升公司核心竞争力，并为公司创造更多地价值。

本文首先研究了国内外股权激励的研究与发展，认为股权激励可以较好地解决企业所有者与经营者之间的矛盾。股权激励是诸多公司吸引核心人才的一个重要方法。在我国这一手段虽被很多公司采用，但目前来看，我国的股权激励制度仍旧存在很多不足之处。其次介绍了华为作为知识密集型企业的典型性及其股权激励方案，知识密集型企业多为研发或高端制造业，其员工一般具备良好知识素养，渴望实现自身价值。再次讨论了华为作为知识密集型企业的典型代表，不同时期股权激励制度对华为公司价值创造力的影响，认为股权激励通过财务绩效、人力资本、产品市场发展、企业文化以及品牌经营理念等方面影响华为公司的价值创造力。最后得出结论，做出展望。第一，通过营业收入增长率、利润增长率、经济增加值等指标，能够反映出股权激励制度对企业财务绩效有正向影响。第二，知识密集型企业的人力资本受股权激励影响，可以为公司创造更多地价值。第三，随着产品市场的发展的，该政策能够对企业价值创造产生正向作用。第四，企业文化受股权激励政策的影响，能够积极地影响企业价值创造力。第五，品牌经营理念在股权激励政策的影响下，对企业价值创造力可以发挥出事半功倍的效果。

As the market economy continues to improve, competition is intensifying in all sectors and knowledge-intensive companies are growing rapidly. However, as companies grow and develop, they still face many problems in management, including high staff turnover rates and bottlenecks in development. One of the key reasons for this is the company's failure to improve the motivation of its employees. The company's employees do not combine their own interests with the interests of the company, and one of the means to solve these problems is through equity incentives. With the development of society, equity incentives are widely used in all walks of life. An equity incentive policy that meets the company's own characteristics can enhance the company's core competitiveness and create more value for the company.

This paper firstly examines the research and development of equity incentives at home and abroad, and concludes that equity incentives can better solve the conflict between owners and operators of enterprises. Equity incentives are an important way for many companies to attract core talent. Although this means is adopted by many companies in China, at present, there are still many shortcomings in China's equity incentive system. Secondly, Huawei is introduced as a typical knowledge-intensive enterprise and its equity incentive scheme. Knowledge-intensive enterprises are mostly R&D or high-end manufacturing industries, and their employees are generally well educated and eager to realise their own value. Again, the impact of Huawei's equity incentive system on Huawei's value creativity at different times as a typical representative of knowledge-intensive enterprises is discussed. It is argued that equity incentives influence Huawei's value creativity through financial performance, human capital, product market development, corporate culture and brand management philosophy. Firstly, the indicators of operating income growth rate, profit growth rate, and economic value added can reflect the positive impact of the equity incentive system on the financial performance of the company. Secondly, the human capital of knowledge-intensive enterprises is affected by the equity incentive and can create more value for the company. Thirdly, with the development of the product market, the policy can have a positive effect on corporate value creation. Fourth, corporate culture is influenced by the equity incentive policy and can positively influence corporate value creativity. Fifth, brand management philosophy, under the influence of the equity incentive policy, can have a multiplier effect on corporate value creativity.