在现代商业环境下，股权制度是常见的组织模式，几乎每家成熟企业都有关于股权制度的完整设计。然而，在应对当今时代的诸多挑战时，股权制度的效果却难以体现。尽管很多企业家对股权制度进行了革新，其效果仍然平平。下面
山东股权合伙企业为您分析：
In the modern business environment, the equity system is a common organizational model. Almost every mature enterprise has a complete design of the equity system. However, in dealing with many challenges of the current era, the effect of the equity system is difficult to reflect. Although many entrepreneurs have reformed the equity system, the effect is still flat. The following is the analysis of Shandong Equity Partnership:
合伙人模式与股权对比
Partner model and equity comparison
以股权激励为例，很多企业家犹豫许久，终于下定决心拿出股权激励员工希望员工能够站在领导的角度，为企业发展做贡献。但真的能够产生这样的果吗？在股权激励的实践中，领导占股往往高达70%~90%，甚至更高;而在权激励制度下，员工个体占股大多难以达到1%，甚至只有0.1%。
Taking equity incentive as an example, many entrepreneurs hesitated for a long time and finally decided to use equity incentive to encourage employees to make contributions to the development of enterprises from the perspective of leadership. But can it really produce such results? In the practice of equity incentive, the share of leaders is often as high as 70%~90%, or even higher; However, under the power incentive system, the individual share of employees is difficult to reach 1%, even only 0.1%.
占股如此之低的员工，当然不会将自己代入到领导的角色，因为这么少股权既不会给予他们经营权，也不会赋予他们决策权。与此同时，股权激励通常表现为一-种长效激励模式，是一种用未来激励下的制度。这就很难激励更加关注当下价值的员工。正是由于权与利的缺失，股权激励在实践中无法发挥应有的激励作用。
Of course, employees with such a low share will not replace themselves as leaders, because such a small share will not give them the right to operate or make decisions. At the same time, equity incentive is usually shown as a long-term incentive model, which is a system under the future incentive. It is difficult to motivate employees who pay more attention to the current value. Because of the lack of rights and interests, equity incentive cannot play its due role in practice.
对于企业而言，当企业将股权给予员工之后，这份股权就已经受到法律保护如果缺乏完善的制度设计，企业也难以反悔、将股权收回。市场环境正在发生巨变，股权制度却逐渐失...正.是在这样的时代青下，合伙人模式重新进入了企业家的视野，成为应对时代变局的一剂良药。
For an enterprise, after the enterprise gives the equity to its employees, the equity has been protected by law. If there is no perfect system design, the enterprise can hardly retract and withdraw the equity. The market environment is undergoing great changes, but the equity system is gradually losing It is in this era that the partnership model has re-entered the vision of entrepreneurs and become a good medicine to cope with the changes of the times.
股权的价值取向就在于资本，企业需要的是股东的资金，而股东的投资回报则单纯来自企业经营的税后净利润。这就意味着，即使领导愿意将自己的所有权切割一部分出来，对方也会顾虑企业的盈利能力，甚至对股权产生排斥情绪。
The value orientation of equity lies in capital. What enterprises need is the capital of shareholders, and the return on investment of shareholders is purely from the after-tax net profit of enterprise operation. This means that even if the leaders are willing to cut part of their ownership, the other side will also worry about the profitability of the enterprise, and even have an aversion to equity.
即使企业年度税后净利润高达1000万元，拥有0.1%股权的员工，股权分红也只能分得1万元。而更大的可能，则是企业在盈利线附近徘徊，员工不仅可能无法分得收益，甚至可能面临股权价值的贬值。
Even if the annual after-tax net profit of the enterprise is as high as 10 million yuan, employees with 0.1% equity can only get 10000 yuan of equity dividends. The greater possibility is that the enterprise is hovering around the profit line. Employees may not only be unable to share the income, but may even face the depreciation of the equity value.
面对股权制度的种种缺陷，即使领导想要革新，其往往也会因为严格的法律规定和传统思维而无能为力。
In the face of various defects in the equity system, even if leaders want to innovate, they are often powerless because of strict legal provisions and traditional thinking.
相比而言，合伙人模式则以经营权作为激励手段，任何有价值贡献的员工，都能参与到企业经营当中。其实，企业经营也正是依靠员工的价值贡献。因此，合伙人模式能够充分挖掘人本的价值，满足企业、领导和员工等各方的利益需求。
In contrast, the partner model takes the management right as an incentive means, and any employee with valuable contributions can participate in the enterprise operation. In fact, enterprise management also depends on the value contribution of employees. Therefore, the partnership model can fully tap the value of humanism and meet the interests of enterprises, leaders and employees.
而在新时代的变局中，由于合伏制度具有更高的灵活性，企业可以灵话设合伙人裂变与股权密码定股份分配与占比，也可以自我设定以超额业绩、基准利润与超额利润为数据做增量分配的激励制度。在这样的过程中，企业不仅可以挖掘价值、融合资源、还能激发潜力、达成共识并形成共赢局面。
In the changing situation of the new era, due to the higher flexibility of the combined system, enterprises can flexibly set partner fission and equity code to determine the share distribution and proportion, and can also set the incentive system for incremental distribution based on the data of excess performance, benchmark profit and excess profit. In this process, enterprises can not only tap value, integrate resources, but also stimulate potential, reach consensus and form a win-win situation.
企业无论处于何种发展阶段，都可以根据自己的需求设计合伙人模式。因为合伙制是根据每个团队不同的贡献进行设定的:可以是核心人才事业合伙人，可以是业务合伙人，也可以是内部的合伙人，同时也有可能是独立的外部合伙人等。有些项目，可以合资成立公司，达成股权合作模式，通过这个模式来合作，股权利益分成。同时在后续的资本运作中也可以做股权置换。
No matter what stage of development an enterprise is in, it can design a partner model according to its own needs. Because the partnership is set according to the different contributions of each team: it can be a core talent business partner, a business partner, an internal partner, and an independent external partner. For some projects, joint ventures can be established to achieve equity cooperation mode. Through this mode, cooperation and equity interests can be shared. At the same time, equity replacement can also be done in the subsequent capital operation.
合伙人模式更具有融合性、共赢性、爆发性，充分挖掘人本价值，在某些领域，人本或将超越资本，合伙人大会也将高于股东大会。在该模式下，合伙人也更具有分享性，企业模式可以更轻，合伙人也更容易切入合作。更多相关内容就来我们网站
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The partnership model is more integrated, win-win and explosive, fully exploiting the value of humanism. In some fields, humanism may surpass capital, and the general meeting of partners will also be higher than the general meeting of shareholders. Under this model, partners are also more shareable, the enterprise model can be lighter, and partners are easier to enter into cooperation. Come to our website for more relevant content http://www.lushangyun.com Ask about it!
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