在“十三五”的当下,大众创业,万众创新成为我国目前激发市场活力,抵抗经济低迷的重要手段,民营和个体工商企业在工商注册、竞争领域较以往都得到了前所未有的宽松环境。但是,大部分民营企业在发展到一定规模和程度的时候,民营企业老板却愈加感觉到在现有基础上实现进一步突破已十分困难,传统的“工资+资金”就能留住人才的管理理念不再灵验。而文章阐述的观点和方法是通过转变民营企业老板固有的薪酬理念,建立股权激励机制,形成员工的归属感,从而解决选、用、育、留问题,促进企业骨干员工的稳定性,实现企业的基业长青。 At the present moment of “13th Five-Year Plan”, public entrepreneurship and innovation have become an important means of stimulating the market vitality and resisting the economic downturn in our country. Private and individual industrial and commercial enterprises have enjoyed an unprecedented relaxed environment in business registration and competition than ever before . However, when most private-owned enterprises develop to a certain scale and extent, the private-owned business owners increasingly feel that it is very difficult to achieve further breakthroughs on the existing basis. The traditional “salary + capital ” will retain the talents Management philosophy is no longer valid. The viewpoints and methods elaborated by the article are to change the inherent salary concept of private enterprise owners, establish equity incentive mechanism and form a sense of belonging among employees so as to solve the problems of selection, use, education and retention, and promote the stability of the key employees of the enterprise, Everlasting.