证券日报网讯1月5日，格力电器（000651）在互动平台回答投资者提问时表示，公司重视与员工分享企 业发展成果，提高员工积极性和创造力，促进发展战略和经营目标实现。自2021年以来，公司累计推出 三期员工持股计划，覆盖员工超12000人，激励股数超1.8亿股，完善了股东与经营管理层、核心员工之 间的利益共享、风险共担机制。公司将结合实际情况持续优化激励体系，继续推动员工与企业共同成 长。 ...

Core Insights - The core focus of the articles is on how restaurant owners are trying to enhance employee motivation and engagement through innovative partnership models, particularly the "Feng Huan Chao" partnership plan initiated by Xia Bo Xia Bo, which aims to transform employees from "workers" to "partners" [1][3]. Group 1: Employee Engagement Strategies - Xia Bo Xia Bo has launched its second "Feng Huan Chao" partnership plan, which emphasizes profit-sharing with employees to boost their motivation [1]. - The first phase of the partnership plan led to a 2% reduction in management fees for partner stores and a shift in profit distribution from quarterly to monthly, resulting in increased employee participation [1]. - Revenue for the first batch of partner stores increased by over 30% year-on-year, with profit margins exceeding 30% after employees transitioned to partner roles [1]. Group 2: Industry Challenges - The restaurant industry is facing significant growth pressures, with many national brands reporting revenue declines and operational difficulties [3]. - Xia Bo Xia Bo's revenue fell by 18.88% year-on-year to 1.942 billion yuan, with a net loss of 84 million yuan [3]. - Similar sentiments were echoed by Xi Bei's founder, who noted that the company is also experiencing a revenue decline and is under survival pressure due to previous controversies [3]. Group 3: Learning from Industry Leaders - Companies like Xi Bei are adopting similar strategies to enhance employee satisfaction and customer experience, aiming to increase labor costs from the industry average of 25% to 30% [2]. - Hai Di Lao serves as a model for other restaurants, emphasizing the importance of employee satisfaction in improving customer experiences [5]. Group 4: Market Evolution - The Chinese restaurant market is moving towards a phase of refined corporate governance, which is seen as beneficial for the long-term development of the industry [6].

证券日报网12月18日讯翔港科技（603499）在12月17日回答调研者提问时表示，公司注重通过持续而多 样的激励方式激发员工的积极性和创造性，向员工提供共享公司成长果实的机会。如有相关计划，公司 将及时履行信息披露义务。 ...

Core Viewpoint - The company, Hengtong Optic-Electric (600487), has announced a new incentive plan aimed at motivating its directors, executives, and key technical personnel from 2023 to 2027, with a specific allocation for the 2024 reward fund set at 126 million yuan [1] Summary by Relevant Sections - **Incentive Plan**: The company has established the "2023-2027 (Fourth Phase) Reward Fund Contribution Management Measures" to enhance the motivation and creativity of its key personnel [1] - **2024 Reward Fund**: The allocated reward fund for the year 2024 is 126 million yuan [1] - **Stock Purchase**: On December 1 and 2, 2025, the company purchased its own shares in the secondary market through a trust account, acquiring shares worth 49.98 million yuan at an average price of 19.92 yuan per share, totaling 2.5094 million shares [1] - **Remaining Funds**: After the stock purchase, the company has 75.8873 million yuan remaining (excluding interest income) and plans to continue buying back shares in the secondary market before May 19, 2026 [1]

近日，有网友爆料了一份宁德时代新能源科技股份有限公司（下称"宁德时代"）发布的《2026年1-6级员工资调整通知》。 | 星送(To) | 全体同事 | 参考编号(NO.) | HR-Memo-20251 128-01 | | --- | --- | --- | --- | | 步送(cc) | 管理层 | 生效日期(Effective Date) | 2026-01-01 | | 发布人(From) | : 人力资源都 | 发布日期(Issued Date) | 2025-11-28 | | 三旨(Subject) | . | 2026年1-6 职级员工薪资调整通知 | | 通知显示，为更好地吸引与保留新老员工、提升工作效率和产品品质，公司决定自2026年1月1日起，对1-6职级员工的基本工资统一上调150元，其他薪资 结构保持不变。 图：网传宁德时代涨薪图 图：宁德时代涨薪词条冲上热搜及网友评论 值得注意的是，《每日经济新闻》记者向宁德时代方面求证，对方已向记者确认了上述消息的真实性。另据中国企业家杂志报道，宁德时代创始人、董事 长曾毓群对此也回应称"没错"。 资料显示，宁德时代主要从事动力电池、储能电池 ...

通知显示，为更好地吸引与保留新老员工、提升工作效率和产品品质，公司决定自2026年1月1日起，对1-6职级员工的基本工资统一上调150元，其他薪资 结构保持不变。 每经编辑｜许绍航 近日，有网友爆料了一份宁德时代新能源科技股份有限公司（下称"宁德时代"）发布的《2026年1-6级员工资调整通知》。 | 公司名称 | 调薪对象 | 调薪内容 | | --- | --- | --- | | 总部及独资分子公司(详见附件公司清单序号1 25) | JG1-6 | 基本工资上调 150元 | | 屏南时代电子科技有限公司(CETL-PX) | JG1-6 | 基本工资上调 100元 | | 屏南润能新材料科技有限公司(PNRY) | | | | 宁德时代(贵州)新能源科技有限公司(CATL-GZ) | JC1-3 | 基本工资上调 200元 | | | JG4-6 | 基本工资上调 150元 | 图：宁德时代涨薪词条冲上热搜及网友评论 值得注意的是，《每日经济新闻》记者向宁德时代方面求证，对方已向记者确认了上述消息的真实性。另据中国企业家杂志报道，宁德时代创始人、董事 长曾毓群对此也回应称"没错"。 资料显示，宁德时 ...

Core Viewpoint - The company announced a share repurchase plan starting on April 11, 2025, with an expected amount of 20 million to 40 million yuan, at a repurchase price not exceeding 15.15 yuan per share, aimed at employee stock ownership plans or equity incentives [1] Summary by Sections Share Repurchase Plan - The company completed the share repurchase on November 25, acquiring 3.3512 million shares, which represents 1.4207% of the total share capital [1] - The actual repurchase price ranged from 10.64 yuan to 13.19 yuan per share, with a total expenditure of 39.9999 million yuan [1] - The funds for the repurchase were sourced from special loans and the company's own funds, indicating no significant impact on the company's financial position [1] Future Plans for Repurchased Shares - The repurchased shares will be held in a special account for future incentives, and if not utilized within 36 months, they will be canceled [1]

Core Viewpoint - The company plans to repurchase A-shares through centralized bidding for employee stock ownership plans or equity incentives, with a total funding of between 30 million and 60 million yuan [1] Group 1: Repurchase Details - The repurchase amount will not be less than 30 million yuan and not exceed 60 million yuan [1] - The maximum repurchase price is set at 6.5 yuan per share [1] - The expected repurchase quantity ranges from 4.6154 million shares to 9.2308 million shares, accounting for 0.51% to 1.02% of the total share capital [1] Group 2: Implementation Timeline and Funding - The implementation period for the repurchase is 12 months from the date of board approval [1] - The funding sources for the repurchase will be from self-owned funds and self-raised funds [1] Group 3: Shareholder Commitment - Relevant shareholders have no explicit plans for share reduction in the next six months and during the repurchase period [1]

Core Viewpoint - Xiaomi Group announced a large-scale share award and stock option grant to selected participants as part of its 2023 and 2024 share plans, aiming to align interests and retain talent amid ongoing stock price pressure [1][2]. Group 1: Share Awards and Stock Options - On November 19, Xiaomi granted a total of 29,366,734 shares to 3,334 selected participants, including employees and service providers, valued at approximately HKD 1.14 billion (around RMB 1.04 billion) based on a closing price of HKD 38.82 per share [1]. - The majority of the awarded shares, totaling 29,102,866 shares, were given to employees, while 263,868 shares were allocated to service providers, with no purchase cost for the awarded shares [1]. - Xiaomi H.K. Limited also granted 496,300 stock options to three selected participants, all employees, allowing them to purchase shares at USD 0.1 each [1]. Group 2: Future Grant Capacity and Performance Metrics - As of the announcement date, Xiaomi has 527,087,611 shares and 50,000,000 shares available for future grants under the Xiaomi Hong Kong plan and service provider limits, respectively [2]. - The rationale for the share awards is to align the interests of the recipients with the company's goals and to recognize their contributions, while also aiming to attract and retain talent for ongoing operations and development [2]. - The vesting of awarded shares will be based on performance targets, with the number of shares tied to individual and departmental performance rankings [2]. Group 3: Financial Performance and Market Reaction - Xiaomi reported Q3 revenue of RMB 113.1 billion, a year-on-year increase of 22.3%, marking the fourth consecutive quarter of revenue exceeding RMB 100 billion, with a net profit of RMB 11.3 billion, up 80.9% year-on-year, achieving a historical high [3]. - Despite strong financial results, Xiaomi's stock price faced significant pressure, dropping 4.81% on November 19, falling below HKD 40, and continuing to decline on November 20 [3].

Core Points - The core issue revolves around the controversy sparked by the founder of New Oriental, Yu Minhong, sending a letter from Antarctica to employees on the company's 32nd anniversary, which was perceived as disconnected from the employees' realities [1][3][4] Group 1: Company Background and Events - New Oriental celebrated its 32nd anniversary on November 16, with Yu Minhong reflecting on the company's journey and future plans in a letter themed "Perseverance in the Ice and Snow" [1] - The letter, intended to motivate employees, instead led to backlash as many employees felt unable to empathize with the founder's experience while they were working overtime [1][3] - Following the controversy, Yu Minhong responded in a video on November 18, stating that his trip to Antarctica was to discuss the future of natural education for Chinese children, announcing plans to establish a youth exploration center [1][3] Group 2: Employee Sentiment and Public Reaction - The letter's content, which emphasized Yu Minhong's personal experiences in Antarctica, was criticized for lacking acknowledgment of employee pressures, leading to a perception of a disconnect between management and staff [3][4] - Social media reactions highlighted the stark contrast between the founder's luxurious trip and employees working during the anniversary, coining the phrase "boss in Antarctica, employees working" [3][4] - The public interest in Yu Minhong surged, with the WeChat index for his name rising from around 150,000 on November 16 to nearly 20 million by November 18 [1] Group 3: Financial Performance and Business Strategy - New Oriental has been facing challenges in its business transformation, particularly after the departure of key personnel, which has affected the performance of its subsidiary, Oriental Selection [6][7] - Financial reports indicate that for the fiscal year 2025, Oriental Selection's revenue, profit, and gross merchandise volume (GMV) are expected to decline significantly, with net profit projected at only 6.2 million [7] - New Oriental's overall revenue for the fourth quarter of fiscal year 2025 was reported at $1.243 billion, a year-on-year increase of 9.4%, but it also faced an operating loss of $8.674 million, a significant decline compared to the previous year [7] Group 4: Future Directions and Challenges - New Oriental aims to explore the tourism sector as a third growth curve, with plans for a separate IPO for its tourism business, which has yet to show significant results in financial performance [8][9] - The company has established numerous subsidiaries under its tourism brand and invested in various travel-related ventures, indicating a strategic shift towards diversifying its business model [10] - Experts suggest that while the tourism direction is promising, the company must innovate its offerings and build a comprehensive service system to differentiate itself in the competitive market [10]