证券日报网讯全聚德（002186）9月30日在互动平台回答投资者提问时表示，公司目前无此相关计划。 公司秉承"删繁就简，规范标准，润物无声，物超所值"的服务宗旨，持续完善服务体系，提升服务质 量。在管理方面，公司坚持规范化治理，并强化人才激励举措，制定"一企一策"激励方案，有序扩大试 行范围，不断提升和释放激励效能。 ...

2025.09.18 本 文字数：1245，阅读时长大约3分钟 作者 | 第一财经 安卓 中国平安持续多年的长期服务计划，近日又完成了2025年公司股票的购买。公告显示，此次共购得H股 股票7461.5万股，成交金额38.75亿元（含费用），共约8.3万名员工参与，其中包括十多位董监高。 2025年度长期服务计划完成购股 9月17日晚间，中国平安公告称，该公司2025年度长期服务计划已通过二级市场完成购股，共购得本公 司H股股票7461.5万股，占总股本的比例为0.412%，成交金额合计人民币38.75亿元（含费用），成交均 价约为人民币51.87元/股。 另外，核心人员持股计划的购股资金来源于员工的薪酬收入及业绩奖金额度；而长期服务计划的购股资 金来源于员工应付薪酬额度。 公告称，上述购股资金均来源于员工应付薪酬额度，自愿参与2025年度长期服务计划的核心人才合计共 83024人。 本次购股后，董事、监事、高级管理人员在长期服务计划中的持股比例为2.52%，其他员工持股比例为 97.48%。 中国平安表示，长期服务计划参与人员从本公司退休时方可提出计划权益的归属申请，在得到确认并交 纳相关税费后最终获得归属 ...

Core Points - China Ping An announced the completion of its 2025 Long-term Service Plan through the secondary market, acquiring 74.615 million H-shares, representing 0.412% of the total share capital, with a total transaction amount of 3.875 billion yuan, at an average price of approximately 51.87 yuan per share [1][5] - A total of 83,024 core talents voluntarily participated in the 2025 Long-term Service Plan [1] Shareholding Structure - Directors, supervisors, and senior management hold 1,882,031 shares, accounting for 2.52% of the 2025 Long-term Service Plan [3][5] - Other employees hold 72,732,969 shares, accounting for 97.48% of the 2025 Long-term Service Plan [4][5] - The total shareholding under the 2025 Long-term Service Plan is 74,615,000 shares, representing 100% of the plan [5] Plan Details - Participants in the Long-term Service Plan can only apply for the vesting of their plan rights upon retirement from the company, subject to confirmation and payment of relevant taxes [5] - The Long-term Service Plan was first introduced in October 2018 and has been regarded as a significant talent incentive program in the industry, considered an "upgraded version" of the core personnel shareholding plan launched in 2014 [5]

Group 1 - The core point of the news is that Ping An Insurance has completed its 2025 long-term service plan by purchasing 74.615 million H-shares, totaling approximately 3.875 billion RMB, with participation from around 83,024 employees [1][2] - The shares purchased represent 0.412% of the total share capital, with an average transaction price of approximately 51.87 RMB per share [2] - Since the launch of the long-term service plan seven years ago, a total of 486,800 employees have participated, contributing nearly 28.8 billion RMB, and acquiring 351 million A-shares and 182 million H-shares [1][4] Group 2 - The long-term service plan is designed to strengthen the alignment of interests between the company and its employees, ensuring that employees are motivated to contribute to the company's sustainable development [4][5] - The plan has a broader coverage compared to the previous core personnel stockholding plan, with 83,024 participants in the long-term service plan compared to 2,263 in the core personnel plan, making it nearly 37 times larger [4] - The distribution of dividends under the long-term service plan varies among employees based on their contributions to the company, reflecting a value-oriented approach [5]

证券日报网讯格力电器（000651）9月11日在互动平台回答投资者提问时表示，公司秉持"人才是第一资 源"理念，建立科学的薪酬管理体系，持续推行员工持股计划。自2021年起，公司陆续推出三期员工持 股计划，累计激励员工12824人，完善了股东与经营管理层、中层干部及核心员工之间的利益共享、风 险共担机制。此外，公司持续推进人才激励政策，充分发挥先进员工的模范带头作用，设立科技进步 奖、管理创新奖等内部奖项，鼓励技术创新和成（002001）果转化，营造重视研发、尊重人才的良好氛 围。未来，公司仍将不断优化人才发展机制，完善激励政策，助力员工与企业共同成长。 ...

Core Viewpoint - The "Feng Huan Chao" partnership program launched by Xiaobu Group aims to transform outstanding employees and talented individuals in the restaurant industry from "workers" to "partners," enhancing talent retention and driving the sustainable development of the brand [1][3][4]. Group 1: Partnership Program Details - The program is designed for high-performing internal employees and talented individuals from the restaurant industry, providing a dedicated pathway for new store partnerships [1][3]. - The first batch of 21 partners has been selected from core positions such as operation managers and store managers, indicating a successful implementation of the program [3][5]. - Xiaobu Group will establish a dedicated service team to offer comprehensive support, including site evaluation, construction assistance, personnel training, operational supervision, and marketing planning [3][5][6]. Group 2: Strategic Importance - The "Feng Huan Chao" program is viewed as a significant adjustment to the company's talent strategy, aiming to create a cohesive and powerful team ecosystem to maintain and expand its competitive advantage in a volatile market [1][3]. - The program emphasizes profit-sharing between the company and employees, reflecting the company's commitment to long-term investment in talent [1][4]. Group 3: Operational Support and Standards - Xiaobu Group will provide extensive support to partners, including brand authorization, supply chain assurance, strict management standards, and startup funding, allowing partners to focus on store operations [4][5]. - All partner stores must adhere to the company's rigorous management standards and food safety systems, ensuring consistency in brand image and service quality [5][6]. Group 4: Future Expansion Plans - Currently, five partner stores are operational, with plans to steadily add approximately 50 to 100 new partner stores each year [5][6]. - The program aims to attract more talented individuals to join or return to Xiaobu Group, fostering a culture of shared growth and success [8].

Core Viewpoint - The executive compensation structure of Weilon Co., Ltd. has drawn attention as it reflects the company's governance and performance alignment, with the highest salary reaching 1.57 million yuan and a net profit growth of 11.56% [2][6] Compensation Structure - The total compensation for 11 directors and executives amounts to 7.30 million yuan, with an average salary of 667,600 yuan and a median salary of 725,300 yuan [2][6] - The chairman and non-independent director, Fan Qingwei, earns the highest salary of 1.57 million yuan, which includes allowances, performance bonuses, and stock incentives, with a shareholding ratio of 45.6% [4][6] - The salary gap between key positions reflects a "key position high incentive" principle, with the marketing director earning the lowest at 460,900 yuan [4][5] Performance and Salary Correlation - The average age of the executive team is 49 years, with a positive correlation between salary levels and years of experience [5][6] - The total executive compensation increased from 6.70 million yuan in 2022 to 7.30 million yuan in 2024, an increase of 601,800 yuan, which is lower than the compound growth rate of net profit at 11.56% [7] - Performance-based compensation has risen to 40%, linking executive earnings to long-term performance goals [7] Financial Performance - Weilon Co., Ltd. reported a revenue of 578 million yuan, a year-on-year increase of 1.45%, and a net profit of 131 million yuan, a growth of 11.56% [6][8] - The basic earnings per share reached 0.61 yuan, reflecting a 15.09% increase year-on-year [6] Industry Context - The average executive compensation at Weilon Co., Ltd. is positioned in the middle of the manufacturing sector, with competitors like Fangzheng Valve and Chao Da Valve having average salaries of 550,000 yuan and 480,000 yuan, respectively [7] - The company faces challenges in balancing cost control and talent retention, with a turnover rate of 18.7% among R&D personnel, higher than the industry average of 15% [8] Strategic Outlook - The company emphasizes internal growth over capital operations, as indicated by the stable stock price increase of 2.14% from 9.49 yuan to 9.69 yuan [8] - The chairman's recent stock purchase reflects confidence in long-term value, with over 30% of his compensation linked to stock incentives [8]

Core Viewpoint - In 2024, the company reported a revenue of 16.831 billion yuan, a year-on-year increase of 7.24%, and a net profit attributable to shareholders of 4.272 billion yuan, up 10.39% year-on-year, indicating stable growth across its business segments [1] Group 1: Business Performance - The electrical connection business generated revenue of 7.683 billion yuan, a year-on-year increase of 4.01%, with a gross margin of 40.97% [2] - The smart electrical lighting business achieved revenue of 8.331 billion yuan, up 5.42% year-on-year, with a gross margin of 46.18% [3] - The new energy business saw significant growth, with revenue reaching 777 million yuan, a remarkable increase of 104.75% year-on-year, and a gross margin of 34.81% [3] Group 2: Cost Management and Efficiency - The company's overall gross margin improved to 43.25%, a slight increase of 0.04 percentage points year-on-year, while the net profit margin rose to 25.37%, up 0.74 percentage points [4] - The company implemented cost reduction strategies through centralized procurement and direct sourcing from suppliers, enhancing bargaining power and controlling raw material quality [4] - The period expense ratio increased to 16.21%, up 1.80 percentage points year-on-year, with notable increases in sales and R&D expenses [4] Group 3: Talent and Incentive Plans - The company announced a special talent holding plan for 2025, involving approximately 30 participants, with a share repurchase price of 71.54 yuan per share [5] - A restricted stock incentive plan for 2025 was also introduced, proposing to grant 3.0969 million restricted shares at a price of 35.77 yuan per share, targeting 671 individuals [5] Group 4: Future Outlook - The company is positioned as a "safety electricity expert," with stable performance in the electrical connection business and proactive expansion in the smart lighting and new energy sectors [6] - Revenue projections for 2025-2027 are estimated at 17.921 billion yuan, 19.335 billion yuan, and 20.810 billion yuan, with net profits of 4.526 billion yuan, 4.929 billion yuan, and 5.331 billion yuan respectively [6]

Core Viewpoint - The significant increase in executive compensation at Dongpeng Beverage, particularly for Vice President Zhang Lei, has drawn attention, reflecting the company's strong performance and strategic expansion efforts [4][5]. Financial Performance - In 2024, Dongpeng Beverage reported a revenue of 15.839 billion yuan, representing a year-on-year growth of 40.63% [4][5]. - The net profit for the same year reached 3.327 billion yuan, marking a substantial increase of 63.09% compared to the previous year [4][5]. Executive Compensation - Zhang Lei's annual salary for 2024 is 5.4655 million yuan, a dramatic increase from 343,900 yuan during his previous role at Yiyaton, reflecting a rise of approximately 16 times [4][5]. - Other executives, including two vice presidents, received annual salaries of 7.2139 million yuan, while the chairman and executive president earned 5.5273 million yuan and 4.9614 million yuan, respectively [5]. Market Expansion - Dongpeng Beverage is pursuing an overseas market expansion strategy, having submitted a listing application to the Hong Kong Stock Exchange [7]. - The company aims to enhance its brand competitiveness and market presence internationally, similar to leading energy drink brands like Red Bull and Monster Energy [7]. Industry Context - The domestic functional beverage market is highly competitive, with established players like Red Bull and emerging brands vying for market share [4][7]. - The Southeast Asian market presents both opportunities and challenges, with local competitors like Thai Tsingtao holding significant market share [8]. Shareholder Actions - Despite strong performance, there have been instances of shareholder reductions, with plans for significant share sales announced by major stakeholders [5].