Chapter 93

After Li Xuan finished reading the report, he took a deep breath and looked up, smiling at He Guoyuan: "It's quite impressive, I never thought our Oriental Electronics had grown to such a large scale!"

He Guoyuan also had a broad smile on his face. This was more than just impressive. Before he switched to Oriental Electronics, he never imagined that it would be a giant company with annual profits reaching hundreds of millions of dollars.

"Next, I hope the company's management can design a reasonable equity incentive plan. The rapid growth of the company is inseparable from the joint efforts of all employees, and they should all share in the company's success!" Li Xuan suddenly said.

He Guoyuan was taken aback, a hint of joy flashing across his face, and he immediately nodded. Equity incentives are very common in American high-tech companies, especially those founded in Silicon Valley. These emerging companies are usually started by a few founders with a promising project, who then go to persuade venture capitalists to invest.

These new companies often lack sufficient initial capital and need to continuously seek financing before going public, so they cannot offer very attractive salaries to employees. However, to attract and retain talent, the companies offer other forms of compensation, such as stock options. The company promises employees that if they serve for a certain period, they can purchase the company's stock at a predetermined price and quantity after it goes public.

Employees work hard to turn their stock options, which are initially just on paper, into real money, hoping to get the company to go public as soon as possible. This way, all employees are tied to the company's success, working together to move forward.

Thus, whenever a large tech company completes its IPO, a large number of billionaires, millionaires, and even ordinary employees who have served for a sufficient period can earn a substantial additional income from their stock options.

However, the term "equity incentive" was still very unfamiliar to most people in Hong Kong at the time. Most Hong Kong companies are family-run, and even when they hire excellent external managers, they usually offer high salaries rather than direct equity.

Of course, this is also related to the fact that most Hong Kong companies are concentrated in industries like textiles, clothing, toys, and real estate, where the loss of a few individuals is not significant. But Oriental Electronics is different. Li Xuan wants to build a research and development company, not a manufacturing plant. Maintaining the stability of the management and research personnel is crucial for the company's development.

Moreover, Li Xuan is well aware that the 1980s in Hong Kong were marked by political tensions between China and the UK, causing uncertainty. If he doesn't plan ahead and think of countermeasures, Oriental Electronics will inevitably face serious disruptions. Equity incentives are undoubtedly a good way to unite the team. Before all the options are exercised, employees who leave the company will suffer significant losses, making it a difficult decision.

Oriental Electronics' profit for the past six months was as high as 100 million US dollars, and the highest-paid executive, Han Peng, earns only 800,000 Hong Kong dollars annually. Even if the year-end bonus is at the highest level in his contract, his total annual income would be 2 million Hong Kong dollars.

Faced with such a huge disparity, who would be willing to watch the fruits of their hard work go into the boss's pocket while they only receive a fixed salary? Over time, they might start thinking about quitting and starting their own business.

Li Xuan doesn't want to keep changing the management. Each change in the upper echelons can have unpredictable effects on the company's development. Since he is already reaping the benefits, he should also let the employees who have worked hard or endured hardships share in the rewards.

He Guoyuan walked out of Li Xuan's office with a full smile. He and the other senior executives would undoubtedly be the biggest beneficiaries of the equity incentive plan. He could imagine that when Oriental Electronics goes public, his assets would skyrocket.

"Boss!" As soon as He Guoyuan stepped out, Cao Jingya walked in.

"Is there something?" Li Xuan looked up and asked.

"Are you really going to give us stock?" She had clearly overheard part of Li Xuan's conversation with He Guoyuan.

"Of course, you are one of the first to join the company, and I definitely won't let you down. You'll be a wealthy woman soon!" Li Xuan said with a smile.

"Our company isn't short of money. Are you planning to take it public?" Cao Jingya naturally understood that if Oriental Electronics' stock couldn't be traded, the equity incentive plan would be nothing more than a mirage.

"We aren't short of money now, but that doesn't mean we won't be in the future! Don't think we're making a fortune from the arcade market; compared to those multinational giants, we are still a small player!" Li Xuan shook his head and explained.

"Oh!" Cao Jingya nodded, returning to her work after the initial excitement. "This is the list of five new secretary candidates selected by the HR department. The final round of interviews will start in ten minutes. Director Wei asked if you have time to participate in the interview."

"Oh!" Li Xuan agreed and took the documents Cao Jingya handed over.

Next month, Cao Jingya would attend a three-month full-time training program at the Chinese University of Hong Kong. After the training, she would assist Director Lü Siming in managing the company's administrative department.

This full-time training is also part of the cooperation between Oriental Electronics and the Chinese University of Hong Kong. Seven people, all of whom are outstanding talents the company plans to promote to middle management, will participate in the training.

Cao Jingya had known Li Xuan before Oriental Electronics was established and was one of the first to join the company. Li Xuan naturally wanted to give a push to this outgoing and determined girl. As his special assistant, he now needed to find a new one.

"Hmm?" Li Xuan looked at the document in his hand and let out a light exclamation of surprise.

Cao Jingya, standing beside him, rolled her eyes. Men are indeed visual creatures. The page Li Xuan was looking at happened to be the profile of a beautiful woman he had recently met.

Zhuang Erjing, born on December 13, 1959, graduated from secondary school and previously worked as an administrative clerk in a watch manufacturing factory. Li Xuan looked at the innocent and lovely two-inch photo in the top right corner of the resume, a hint of something different in his smile.

If she becomes my secretary, I wonder who will play Wenwen in "Mountain Dog"? The scene where Wenwen, played by her, emerges from the water with her chest clearly visible, has made countless men's adrenaline surge.

When Li Xuan entered the meeting room, the interview was about to begin. He nodded to Wei Wei, the HR director, and found a seat on the side.

The five candidates were seated opposite him. The final round of screening would be conducted in the form of a discussion. Wei Wei would pose several questions, and the candidates would freely discuss and debate, allowing her to observe their on-the-spot reaction, language organization, and other personal qualities.

Li Xuan scanned the meeting room and met the surprised gaze of one of the candidates. He gave her a friendly smile.