Çalışanlara Hisse Opsiyonu Planlamasının Sebepleri, Şartları ve İşleyişi

Year 2019, Volume: 3 Issue: 6, 145 - 156, 30.12.2019

Mustafa Akın

https://doi.org/10.31006/gipad.548431

Abstract

Hisse senedi opsiyon
planı; gelecekteki bir tarihe kadar çalışanlara belli bir fiyattan ve miktardan
hisse senedi alma imkanının (opsiyonunun) tanınmasıdır. Hisse opsiyonu finansal
olarak kayıp riskini sınırlarken, çalışanlara yönelik uygulama da prim tarzında
çalışmaktadır. Çalışanlara yönelik hisse opsiyonuyla kar paylaşımı arasındaki
fark mülkiyet faktörü girdiğinde çalışanın şirketle olan bağı kuvvetlenmesi ve
uzun dönemli düşünmeye yönelmesidir. Primin, hisse opsiyonu şeklinde olması
sebebiyle, çalışanın tercih hakkı bulunmaktadır. Bu tercih kullanılırken
yatırımcının göz önünde bulundurulması gereken en önemli kriter, şirketin
potansiyel olarak büyük başarı elde etmesi, halka arz olması veya başka bir
şirkete satılabilme olasılığını sezebilmesidir. Hakkın kullanılması yönüyle
tercih yapacak bir çalışanın cevap araması gereken sorular: Şirket halka arza
ne kadar yakın? Potansiyel değeri ne kadar yüksek? Geçmiş dönemde performans
kriterlerinin ne kadarını gerçekleştirebildi? Opsiyon şartları zorlayıcı mı?
Nakit paraya ihtiyacım var mı? Vergisel avantajları nelerdir? 

Keywords

Çalışanların hissedarlığı, hisse opsiyonu, insan kaynakları

The Reasons, Conditions, And Process of Stock Options for Employees

Abstract

Stock option is given
by a company to an employee to buy certain number of shares in the company at a
stated fixed price. While the financial share option limits the risk of
financial loss, the practice of stock option for employees works as a bonus.
The difference between the share option for the employees and the profit
sharing is the strengthening of the employee's relationship with the company
and start thinking at long-term benefits when the ownership factor enters into
the picture. As this application is an option, the employee has the right to
choose. Many issues should be considered when using this preference. The most
important criterion here is to seize whether the company could potentially
achieve great success and be offered to the public offering or to be sold to another
company? Questions to be answered by an employee who chooses to use the stock
option: How close is the company to the public? How high is the potential
value? How much of the performance criteria has it achieved in the past? Are
the option conditions challenging? Do I need cash? What are the tax advantages?

Keywords

Employee share ownership, stock options, human resource management

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