Charles Christenson
Charles Christenson, our beloved father, passed away peacefully January 17th, 2007. We created this blog in memory of our father and to share our memory of him with others. Please feel free to post comments, kind thoughts, and best wishes.
To Submit a kind thought or rememberance:
1.Send your rememberance in an email to: danpaul22.chuck@blogger.com
2. In the subject field type your name
Sunday, May 30, 2010
Saturday, May 29, 2010
Thursday, May 27, 2010
9q股权激励法之劳动力定价mdr
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★★ 股权激励暨劳动力资源合理定价 ★★
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【授课时间】2010年6月05 - 06日 深圳
【授课时间】2010年6月25 - 26日 上海
【主办单位】一六八培训网 <www.peixun168.com>
【收费标准】3800/人(包括学费、讲义费、资料费等)
【授课对象】企业股东、董事、高级管理层、人力资源总监、财务总监
【报名电话】020-31645729 林先生
【温馨提示】本课程可为企业提供上门内训服务,欢迎来电咨询!
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●【课程背景】
劳动者激励机制,一直是政治经济学,经济学,管理学方面的难点。改革开放30年来,我国的企业性质与制度随着企业发展都发生了深刻的变化。什么样的激励机制符合我国阶段性的国情,是专家学者对我国企业发展的重大研究课题。而劳动力资源定价在劳动者激励机制中起到核心的作用。
黄志印老师潜心十年首创"劳动力资源合理定价"的理念与方法,是对马克思剩余价值理论的继承与发展。根据黄老师在国企、外企,民企等不通性质企业中的从业经历,和对中小企业,准上市公司,上市公司等股权激励制度的深刻体验,结合我国国情首倡"个人账户现金值"。课程中结合生动精彩案例和公司治理理论,使学员在轻松愉快、互动热烈的气氛中掌握"劳动力资源合理定价"的理论和"个人账户现金值"的方法。突出"个人账户现金值"在公司成长的不同阶段中所起到的作用,用理论和实践解决股权激励中所面临到的各种问题。特别是对我国目前照搬西方股权激励制度所引起的焦点问题有前瞻性和指导性意义。
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●【培训收益】
1、股东,董事通过合理定价理论达到与公司管理层,执行层和谐共处,达到一般上市公司的管理机制。
2、公司管理层和执行层理解公司股东的价值观和诉求,达到高效率的工作,实现近期收益和远期收益的最大化,实现劳动力是资本或知本即为资本的实践。
3、掌握企业转让,兼并定价原理,实现公司股东,员工,债权人,社会利益合理化。
4、正确理解资本论中关于剩余价值学说在科学社会主义实践中的应用
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●【课程大纲】
第一部分、劳动力资源的合理定价是企业成长的助推器
1. 股权激励和期权制度的异同
2. 国外期权制度在中国的实施现状
3. 适应中国国情的股权激励和期权制度
4. 全员持股与历史上曾经尝试过的全员持股的有效区别
5. 公司成败的决定性因素是解决好三层关系
案例:上市公司的股权激励计划屡屡通不过证监会审核 ?
第二部分、劳动力资源合理定价的核心是:个人账户现金值的建立
为什么要建立个人账户现金值?
1. 企业定价与劳动力资源定价理论
2. 不变资本与资本论中的不变资本
3. 劳动力与货币两项资本项目下的资本值。
4. 员工持股的方法与其它股权的区别
5. 剩余价值理论分析与现实社会实践的区别
案例:企业年金为什么不具备资本性质?
个人账户现金值的计算方法:
1. 马克思剩余价值学说中利润,利润率,剩余价值,剩余价值率的计算关系
2.劳动力计价原理
3.货币资本的计价原理
4.货币资本的风险利得
5.劳动力资本的反剥削
6.劳动力资本与货币资本的交易
7.劳动力资本与延期资本的交易
8.劳动力资本对货币资本的保护计算方法
9. 个人账户现金值的变现。
案例:个人账户现金值是怎样提高全员劳动生产率的
第三部分、劳动力资源合理定价在企业中的实践
种子期:建立个人账户现金值的方法对种子期企业的运用
1. 出资人的诉求
2. 劳动力的出资过程
3. 员工工资的实际意义
4. 为什么说劳动力作为资本能使企业的现金流得到提升?
案例:员工对股权的爱与恨.
初创期:建立个人账户现金值对初创期企业的运用
1. 执行层的诉求
2. 执行层的短期效益与管理层的预期收益。
3. 优先股的激励制度是实现合理分配、增加执行层未来收益的基础
4. 企业的利润难以做为企业扩大再生产的源泉
5. 在不改变现有薪酬结构的情况下,怎样最大地发挥劳动者的积极性?
案例:企业建立时就要治理结构优化,为时尚早?南德集团为什么会走向末落.
成长期:建立个人账户现金值对成长期企业的运用
1. 管理层的诉求
2. 企业究竟是大好,还是小好?
3. 授予管理层和执行层股份的意义。
4. 股东和管理层身份重合时,如何解决分配的公平性。
5. 非上市公司怎样保持企业活力?
案例:马云,不要把企业做大?
成熟期:建立个人账户现金值对成熟期企业的运用
1. 股东的诉求
2. 劳动力作为资本,会对货币出资人侵权?
3. 企业内的交易计算是建立全员差别持股的基础
4. 劳动力作为资本对于社会财富结构的合理化
案例:个人账户的流转对企业创立者的意义.
建立个人账户现金值对企业兼并、重组、转让、收购中的作用
1. 企业内部生产关系的不协调,直接导致企业被兼并
2. 兼并重组最大障碍是对劳动力的历史贡献的量化.
3. 目前的收入分配方式,能解决一次分配占比能解决二级分化问题吗?
4. 劳动力资本化对货币资本的在兼并重组等交易中的重要性
案例:近年企业兼并中恶性事件分析。
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●【导师简介】
黄志印 --- 北京大学EMBA,北京大学公共经济管理中心研究员,剩余价值实践理论专家,北京某私募基金首席执行官。首位把剩余价值理论,实践到公司治理结构的学者型企业家。曾供职于某大型国企,并自办民营企业,随后供职于国泰君安,华润(香港),广发证券(北京)。改革开放30年,我国企业结构治理问题层出不穷,黄志印先生对于企业出资人,管理层,执行层的诉求和矛盾有着深刻的认识。进入21世纪,黄志印先生以访问学者身份多次出访德国,日本,瑞典等国知名大学和大型企业以寻求公司结构治理的最佳范本。对我国企业劳动激励制度照搬西方经验的利与弊有着深刻的了解。黄先生研究成果《价值与价值投资》,《风险控制市场模型》、《抛物线投资法》经多家财经媒体予以报道。
近年来,黄志印先生结合我国国情,继承与发展了剩余价值学说,开创性的研究企业定价与劳动力资源定价理论,为近百家国企,民企,上市公司提供咨询和方案解决。受到企业和学员的广泛好评。
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Wednesday, May 26, 2010
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Windows 7 Professional
Office Home and Student 2007
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