转型经济中民营企业成长的中长期激励机制研究——华为推行TUP的产权制度创新实践与理论启示

The Mid-Long Term Motivation Mechanism for Private Enterprise in the Context of Transitional Economy: The Practice and Theoretical Enlightenment of Huawei Time Unit Plan

文章以华为公司为研究对象,运用纵向单案例研究与扎根理论方法论,对创业期、发展期和成熟期员工持股计划的特征进行归纳,并分析TUP的内涵。从这一实践出发,文章探究华为(企业)与员工(奋斗者)的良性互动模式,讨论价值创造、价值评价与价值分配的良性循环机制在人力资本管理中的重要作用。TUP既是一种产权制度,也是一种短期激励和中长期激励相结合的企业创新实践机制。文章对产权的定义、激励的分类进行文献梳理,在此基础上提出产权是利益相关者支配有价值利益的一束权利。这一定义突破传统将"物"作为产权客体的局限,并将产权主体扩展到利益相关者。进一步,文章研究产权结构、公司治理与企业绩效的关系。从利益相关者理论出发,合伙型员工是内部的核心利益相关者,通过与企业良性互动,双方形成共有、共创、共治、共享的利益共同体。最后,文章从华为推行TUP的产权制度创新实践出发,提出以奋斗者为本的共有制企业组织的理论启示,并对利用"高学历"人力资本获取可持续竞争优势进行了讨论。

Aimed at Huawei practice,the article summarizes the characteristics of Employee Stock Ownership Plan（ ESOP） in different stages of Huawei development and discusses the content of Time Unit Plan（ TUP）,conducting the longitudinal case study and grounded theory. Through the benign interaction between the enterprise and the employees,the mechanism among value creation,evaluation and distribution plays a significant role in the human resource management process. TUP is not only a property right,but also a mid-long term motivation mechanism. Based on the literature about the property definition and the motivation classification,this article proposes a new definition for the enterprise property,which is the right that the stakeholders dominate the valuable benefits. The innovative definition breakthroughs the limitation of the traditional focus on the ＂things. ＂ Further,this article discusses the relations between the property rights structure,corporate governance and performance. Employees are core stakeholders in the enterprise and they turn into the interest community with the relation of common possession,common value-creation,common stakeholder-governance,common benefit-share. Finally,from the perspective of Huawei TUP practice,this article reveals a theoretical enlightenment of constructing an organization based on the common ownership.