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The Design of Long Term Incentive Plan in JA Company

Author: HongJuan
Tutor: ZhouYanJu
School: Central South University
Course: Business Administration
Keywords: Long term incentive Psychological contract Performance Appraisal
CLC: F272.92
Type: Master's thesis
Year: 2013
Downloads: 23
Quote: 0
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Abstract


Long Term Incentive Plan is the tendency of talent management, and also is the focus point of Human Resource Management. To inspirit the employees’ subjective initiative and keep the long term motivated activities and creativities, being of spirit of ownership or ideas, which would be focused much more by enterprises and companies for future talent market competitive. We need to absorb the eyes of talents and make good use of them, even to find their potential genius and capabilities, by which we can bund them with companies’interests for a long term, so that all of us, including every employee to struggle constantly for an agreed objective and stratagem. In a word, long term incentive plan is the tendency for future corporation management.Long Term Incentive Plan is flourishing with the new era’s coming and Stock option incentive plan implement. By now, more and more international groups and companies implied this solution to introduce or motivate their employees, especially in senior managers or core talents. We can take some individual factors into this solution design due to the company’s difference, though we can find various reference cases and similar solutions.This article is to analysis and devise JA Co.’s long term incentive plan, in which this company’s development and status would be considered and strategic objective as well. First of all, we would start from an investigation or survey on this company’s background and information we can hold, to understand and support the plan’s demand for development. And then, we began this design from the related principals, using the data models we explored and applied in it according to the company’s data and forecast expected. Besides, we would consider all support sides such as salary system and performance appraisal system in terms of substantial and non-substantial demand in a whole salary system. For that, we perfect and submit some advices or suggestions on salary frame and Performance Appraisal and so like. What’s more, the projects management system, objective setting and management and inner training system would be done well therein. Hope that we can get more cases and references to understand this kind of plan key points and joints in a special field by this case.

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CLC: > Economic > Economic planning and management > Enterprise economy > Enterprise planning and management decision - making > Corporate Administration > Personnel Management
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