International Comparison Of The ESOP And Enlightenment On The HRM In China

This paper dwells on the Employee Stock Ownership Plan (i.e. ESOP). On the base of international comparison of the ESOP, this paper analyses and summarizes the different traits and the present problems of the ESOP, gets some valuable enlightenment on the establishment and practice of the ESOP in China, especially on the human resources management. From the perspective of HRM, this paper discusses the combination between the ESOP and HRM, between the ESOP and private pension. Thus, the writer hopes that the research will be of great use to attract and keep the key employees for company, to improve the company's competence power and to give the governments and the relative departments some theoretic reference.This paper consists of the introduction and five chapters and their main contents are provided below:The introduction expounds the purpose, the significance,the thinking, the structure and the research method as well as the theoretic innovations of this paper.Chapter 2 summarizes the relative theories of the ESOP of insider and outside of China: The Double-unit Economics Theory, the Share Economy Theory and the Agent Theory as well as the motivation theory about the ESOP.Chapter 3 lays particular emphasis on comparing the main contents of the ESOP from several aspects of social conditions during the ESOP's emerging and developing in several developed countries, analyzes the practical purposes and measures, the different traits and the present problems of the ESOP.Chapter 4 briefly introduces the ESOP that practice in China, summarizes the general enlightenment from international experience, and lays emphasis on the enlightenment from experience of the USA and Japan.Chapter 5 studies the enlightenment from the international experience which is concerned with HRM in China. First, this part researches the combination between the ESOP and HRM, establishes an employee motivation model linked to ESOP which is expected to prove that the ESOP should be based on perfect HRM in a company. Second, this part researches the combination between the ESOP and the private pension, analyses the theoretic possibilities and the practical difficulties of the second combination. In a conclusion, it is difficult to realize the combination between the ESOP and private pension at present in China.Chapter 6 summarizes the defects of this paper and brings out many problems which need to be further researched.