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Also talk about Huawei virtual stock: Who will become the final cannon fodder?

Time:2017-04-17 Author:Shanghai Yuwei Electronic Tech Co.,Ltd.

  Yesterday saw a media report, said Huawei employees how to look at the virtual stock. There is a certain representative, but on the other hand, that article is still left.

  In September, an employee posted on the community, generally speaking: in order to show the recognition of the prospects of the company, the distribution of equity, we are afraid to show do not want to buy the attitude, but to continue to pretend to wish to get more More like.

  Although the staff quickly deleted the post, and said, did not think the same as his idea so many people, delete the post is afraid of too much impact, to worry about trouble. But we still have some private discussion, in the end when the "access disk" of the batch of employees, not only did not return, and was stuck.

  Virtual limited shares, to bring most of the grassroots employees of Huawei, not only for the dividend return expectations, but also includes the depth of the company bundled, and even in the face of the crisis, for the possibility of as cannon fodder.

  What is the saturation rate?

  The stock of the company's stock allotment system last year, "Finance" reported that the process mentioned, but not from the grassroots level of staff interpretation.

  Beginning in 2008, Huawei to adjust the way of placement, began to implement the "saturation allotment system." The specific approach is to level and assessment as the main basis for setting a single employee of the year the number of virtual stock allotment, at the same time, according to the level of the level of staff to set the total amount of virtual shares. And employees have the actual number of virtual shares, the proportion of the total number of shares can be allocated, called "saturation rate."

  Therefore, the saturation rate of staff to become a focus, and to adjust the ceiling, the most direct way is to adjust the rank. To adjust the rank, it must first become the so-called struggle, a ring of a ring.

  Of course, another role of the saturation allotment system is to further "limit" those from the start of the company to join the company's "old people" holding the number of shares, through the upper limit, making a considerable part of the "company veteran" And then have the qualifications to buy virtual stock. But specifically, the veteran of the characters, is really willing to buy a large number of virtual shares, to "saturation", or whether it really bought a virtual stock, not for grassroots employees know.

  What is the Fighter Agreement?

  The outside world has repeatedly reported Huawei's struggle between the struggle. Huawei will also be in the internal agreement, as far as possible set for the inspirational, but those who signed the staff, in fact, know how the matter.

  On how to allow employees to buy virtual limited shares, on the other hand, how to restrict high-level personnel lying on the existing virtual limited shares on the profit, the purpose of the struggle to launch the object is to do this reconciliation.

  In the new rights issue after the introduction of the program, after several years of brewing, Huawei launched in 2010, "struggle of the struggle." The paradox is that Huawei obliges all employees of the company to "voluntarily" sign the agreement, and the legal profession believes that the agreement is suspected of violating the Labor Code. Eventually, in a social skepticism, almost all Huawei employees chose to silently sign the agreement.

  Struggles agreement, not only requires employees to agree, in the future unpredictable circumstances, may be less dividends, bonuses will be less, employees should not be opposed to obey unified management. More importantly, and the agreement corresponds to, in addition to the main level based on the virtual stock placement qualification, there is another virtual stock placement mechanism, which is the basis of the previous year as the basis of the "incentive unit" rights issue. Huawei has made a clever design for the incentive unit: the number of incentive stocks is not calculated into the total number of individual placement, which means that the total number of employees virtual shares, in theory, can break the saturation placement limit. However, the decision to determine the number of shares in the actual operation, often for the department manager cable control, and thus brought more contradictions, and this is precisely in line with Huawei's so-called "wolf culture": struggle, not only in Huawei Companies and other companies in the industry, also exist in the internal level of Huawei employees and between the upper and lower levels. In addition, saturation and financing is in conflict, so we must design a program can be a breakthrough.

  Despite the media reports, most of the Huawei employees have been clear that they are holding a stock called "virtual stock", Huawei employees in order to allocate the number of hot, the vast majority of employees do not understand, they Held by the so-called shares, do not have any legal effect.

  If employees leave, Huawei is the original purchase price, rather than the existing value of the repurchase of virtual shares; had high-level people refused to accept, has been reported to the Guangdong Provincial High Law, the result is to determine the virtual limited shares do not have the interests of the company Claim right. That is, the number of virtual limited shares, with employees whether the company shares, there is no relationship. Therefore, Huawei has always stressed that 100% of employees held by private companies, it is difficult to set up in the legal sense.

  Who will become the final cannon fodder?

  For ordinary employees, the purchase of virtual stocks without legal efficiency, although it means that there are "considerable" dividend income, but also to bring them a heavy psychological pressure.

  Telecommunications equipment industry has long been reduced to the Red Sea, this is not recognized the problem, but in front of the reality. Bluntly is encountered when the dilemma, the virtual limited shares make the staff first act as cannon fodder. A good company, should let employees because of the love of the company and work, rather than let employees because of fear of their own sink and work hard.

  In the case of Huawei, when the company is developing well, it is inevitable for employees to leave. When the company encounters a problem, the risk of leaving is even greater, because the stock price is not corresponding to the net assets. According to our purchase price, if the company's net assets shrink, the company may be in accordance with the lower price, the specific number is basically the company has the final say.

  Huawei to the present, there are still many "real struggle", in order to the company's future work hard, and their future and the company in depth bundled. But he also believes that when Huawei faces the development dilemma in the future, these are still struggling employees, the most likely result is that even without the choice of jumpers, can only sink with the ship.

  And in Huawei, there have been high-level once made it clear that the company can not expect the stock has been dividends, and even can not expect the company's stock has been able to add value, the possibility of future losses are also some. This means that at some point in the future, it is likely that employees invest in the virtual stock not only can not get dividends, or even face the possibility of no return.

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