The Research On Equity Incentive Of TYTL Art Training Institutions

Most small and medium-sized private enterprises lack strong technology or brand competitiveness.Facing the increasingly fierce market competition,the importance of talents is becoming increasingly prominent.Enterprises need to establish a strong talent incentive mechanism.Under the influence of Internet enterprises,more and more private enterprises choose equity incentive.It has strong effectiveness to study equity incentive system of small and medium-sized private enterprises.The dependence of education and training institutions on talents and the expansion mode of opening branches lead to the necessity of equity incentive.Through the field investigation and analysis of TYTL art training institutions,it is confirmed that the core problem they are facing at this stage is talent motivation and training.Through the study of the original dividend incentive system,it is found that the essential reasons for the failure of incentive lie in unreasonable objectives,unclear incentive guidance,poor financial standardization,low staff trust and insufficient incentive.After improving the governance structure and organizational structure,according to the 10 d model of equity incentive,combined with the purpose of this equity incentive,this paper designs the incentive mode of futures stock,selects the appropriate incentive object,and establishes the valuation standard of each regional branch.Combined with the profit target in the next three years and the value of each post,the paper sets the number of equity incentive,the conditions for assessing the exercise of rights and the exit adjustment mechanism,verifies the rationality of the incentive strength through the calculation of the expected rate of return,and confirms the feasibility of the scheme through the discussion with the core layer of the enterprise.In the aspect of implementation,the research finds that:appointing appropriate management,introducing partner culture,publicizing and answering equity incentive scheme,publicizing necessary financial data,and improving employees’ sense of management participation can improve the identity,responsibility,and recognition of the enterprise of the incentive objects,and then improve the effect of equity incentive.This study provides a professional and practical reference for equity incentive of small and medium-sized private enterprises.As an enterprise,employees should be empowered rather than controlled,and there is no need to excessively avoid the uncertainty risk of low probability in the future.In this equity incentive design,we should adhere to the principle that employees can freely choose to apply for entry or exit.By designing a clear medium and long-term development plan,building their own core competitiveness,establishing an open talent training and incentive mechanism,presenting the development space and opportunities of the platform,and surpassing the simple employment relationship,we can certainly attract and motivate talents and enterprises to achieve win-win development.