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把握服装行业周期机遇,实施激励政策!

  有0人浏览   日期:2019-08-13

文章摘要: 服装行业是我国传统支柱产业之一,在国民经济中处于一个重要的地位。近几年,我国的纺织业技术有着较大的发展,也一定程度上推动了国民经济的发展。......

服装行业是我国传统支柱产业之一,在国民经济中处于一个重要的地位。近几年,我国的纺织业技术有着较大的发展,也一定程度上推动了国民经济的发展。不过,近年来,随着人们消费能力的提高,服装消费已经从单一的遮体避寒的温饱型消费需求转向时尚、文化、品牌、形象的消费潮流,行业面临转型压力。

Clothing industry is one of the traditional pillar industries in China, and it plays an important role in the national economy. In recent years, China's textile industry technology has made great progress, but also to a certain extent to promote the development of the national economy. However, in recent years, with the improvement of people's consumption capacity, clothing consumption has shifted from a single shelter to a trend of fashion, culture, brand and image, and the industry is facing transformation pressure.

2018年7月23日,中国服装业协会参照行业公司“营业收入”、“利润总额”和“利润率”等指标,发布2018年中国服装行业百强企业。其中,上榜的百强企业营业收入指标均超过7.3亿元,相较于2017年提高10.61%。2018年上榜的百强企业中有30家为上市公司,其中有8家上市后公告过股权激励计划。

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On July 23, 2018, the China Garment Industry Association issued the top 100 enterprises in China's garment industry in 2018, referring to the indicators of "business income", "total profit" and "profit margin" of the industry companies. Among them, the top 100 enterprises on the list all exceed 730 million yuan in revenue indicators, which is 10.61% higher than in 2017. Thirty of the top 100 companies listed in 2018 are listed companies, of which eight have announced equity incentive plans after listing.

股票期权、限制性股票与复合工具的比例为4:7:1,限制性股票的选择频率较高于股票期权。一部分原因是因为限制性股票在授予价额上最低为期权的五折价,且对于公司高管而言,可以避免六个月内反向操作的规定。另一部分原因是因为限制性股票需当期出资,更好的将员工与公司利益捆绑一致,且因为半价出资购买,在未来解除限售条件达成时,限制性股票收益较期权更高。

The ratio of stock option, restricted stock and composite instrument is 4:7:1, and the frequency of selection of restricted stock is higher than that of stock option. Part of the reason is that restrictive stocks have a minimum discount of 5% on the grant price, and for executives, they can avoid six months of reverse operation. Another part of the reason is that restrictive stocks need to be invested in the current period to better tie the interests of employees with the company, and because of the purchase of half-price investment, when the conditions for lifting the restriction are reached in the future, the return of restrictive stocks is higher than that of options.

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定人

Definite person

通过对8家百强企业实施的股权激励计划分析发现,在激励对象人数的选定上,实施多期激励计划的公司,授予人数在不断的增大,授予范围不断下沉,从开始的核心高管团队扩大至核心骨干员工。

Through the analysis of the equity incentive plans implemented by eight top 100 enterprises, it is found that in the selection of the number of incentive targets, the number of Companies Implementing multi-period incentive plans is increasing, the scope of awards is sinking, and the core executive team from the beginning is expanding to the core backbone employees.

定量

ration

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在权益授予方面,对公司各期激励计划分析可知,服装行业平均授予总量占总股本比重约为2.14%,具体各分位值情况见下表:

In terms of rights and interests granting, the analysis of incentive plans of the company in each period shows that the average total amount awarded by the garment industry accounts for about 2.14% of the total equity. The specific quantities are shown in the table below.

定时

timing

75%的服装行业选择了“1+3”的时间模式,以4年作为股权激励计划有效期,其中一年为限售/禁售期,分3年解除限售/行权,仅2期激励计划的时间模式为“1+2”。相较于“1+2”的模式,“1+3”模式有效期更长,使公司的利益与员工的利益捆绑更为一致。

75% of the apparel industry chose the "1 + 3" time model, with four years as the validity period of the equity incentive plan, one year as the limited sale/prohibition period, three years to lift the restricted sale/exercise rights, only two incentive plans for the "1 + 2" time model. Compared with the "1 + 2" model, the "1 + 3" model has a longer validity period, which makes the interests of the company more consistent with the interests of employees.

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如今中国的服装行业,正处于一个良性的增长周期,除了在运营层面深入中国的二三线市场,注重本土个性化、差异化、细分品牌,使用电子信息技术提升效率,降低人力成本,也可以尝试使用股权激励的措施,将公司的核心人才和企业的利益捆绑,留住人才、聚集人才,维持企业的长期战略,在这个增长周期中脱颖而出。

Today, China's garment industry is in a benign growth cycle. In addition to penetrating into China's second and third-tier market at the operational level, focusing on local individualization, differentiation, brand segmentation, using electronic information technology to improve efficiency and reduce labor costs, we can also try to use equity incentives to put the core of the company. Talents and the interests of enterprises are tied up, talents are retained, talents are gathered, and long-term strategy of enterprises is maintained, which stands out in this growth cycle.

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