Three new board wool party again attack This time aimed at the company to be delistedHow to establi

Aiming at the

layered this year, the same "arbitrage opportunities" appeared again. In order to maintain the standard of "double 50" in the standard of innovation layer, the company that maintains the innovation layer must have a certain number of qualified investors. Therefore, the "wool party" is also seen in the "maintenance war"

from IPO company intends to shareholders with more than 200 people, the number of shareholders is not enough to the standard layer, layer punching enterprise, three new board wool party army seemed invincible, benefited in every way.

this time, they are aiming for delisting the company intends to.

at the same time, some investors have other income, is the sign of drawer agreement with the largest shareholder of the company, after the agreed "red layer", require the company to repurchase price higher than the cost price of the shares.

have to say, the new board of this "rich factory" function is really diverse, not only realize the value of wealth through equity investment and retail billionaire, often to create "pull out the wool, these arbitrage opportunities.

againThe last time the

new board first appeared in "pull out the wool army trail, is in the last year for the first time when the implementation of the layer. When one of the layers of the draft came out, one of the criteria had a limit on the number of qualified investors. Let investors see the value of the account, the "high rent" account use rights.

" wool party " hit

forum you wrote an article, analyzes the new three board delisting tide, many of the proposed delisting company gives a Buyback program different, and most of them are not lower than the cost price of the stock shareholders to repurchase see the specific content: the new three board delisting tide, eight repurchase standard they most prefer this one…… .

!

according to forum Jun understand, the new three board really exist such a group of smart investors, can always find the presence of low risk arbitrage opportunities in the market, the industry known as "wool party."". Because the traditional way to pull out the wool is not consistent, but the essence is the use of low risk arbitrage opportunities to make money, so here is the addition of double quotation marks.

Before as an important part of human resources management system, salary management is the most concern for business executives and all staff, it is directly related to the success of enterprise human resource management, have an impact on the overall performance of the enterprise.

A company is a manufacturing enterprise, with the rapid development of business, the economic strength of enterprises in recent years has been greatly improved, in order to better retain key positions, arouse the enthusiasm of the staff, and attract more high-quality personnel into the enterprise, the company decided on the basis of the original increase level the salary of the employee. The company revised the original compensation system, and all the post salary according to the proportion of the total wage increase is greatly improved, but the effect is not ideal: the situation of brain drain is not reduced, the working enthusiasm of the staff did not get the expected increase, the lack of progress in the introduction of talent. The question is at the top of the company: what should pay management do in order to be more effective? As an important part of human resources management system, salary management is the most concern for business executives and all staff, it is directly related to the success of enterprise human resource management, have an impact on the overall performance of the enterprise.


1, attract, retain and motivate talented employees to achieve better corporate goals;

2 provides a long-term and reliable foundation for companies to pay their salaries properly;

3, for the enterprise’s internal value chain and industry characteristics, makes the importance and value of different positions can be reflected in the salary system;

4, reflects the human resources strategy of the enterprise, pays attention to the value realization, and establishes the high performance salary culture;

5, for the establishment of a scientific and effective human resources management system, the establishment of relevant systems and processes, while helping executives and management departments to communicate salary policy.

Need to follow the basic principles of the design of compensation system of




1, internal fairness

according to the responsibility of the size, in need of knowledge ability, and the different nature of the work requirements, the value differences in wages reasonably reflect the different levels, different grades and different positions in the enterprise.


2, external competition

competitive enterprise in the industry of compensation and benefits to attract outstanding talents to join.


3 and relevance to performance

recently, some investors to the forum Jun broke the news, smart new three board investors found that there is a "low risk arbitrage opportunities"

new board first appeared in "pull out the wool army trail, is in the last year for the first time when the implementation of the layer. When one of the layers of the draft came out, one of the criteria had a limit on the number of qualified investors. Let investors see the value of the account, the "high rent" account use rights.

Li Ping alias is a senior investor of the new three board. He told the forum, as long as the company has confirmed the delisting, then buy at a meeting of its shareholders before the stock, until the general meeting of shareholders abstained or voted against the bill, you can wait for the company to come to negotiate the repurchase price, general repurchase will not lose money, this is a can not lose business.

Aiming at the

layered this year, the same "arbitrage opportunities" appeared again. In order to maintain the standard of "double 50" in the standard of innovation layer, the company that maintains the innovation layer must have a certain number of qualified investors. Therefore, the "wool party" is also seen in the "maintenance war"

from IPO company intends to shareholders with more than 200 people, the number of shareholders is not enough to the standard layer, layer punching enterprise, three new board wool party army seemed invincible, benefited in every way.

this time, they are aiming for delisting the company intends to.

at the same time, some investors have other income, is the sign of drawer agreement with the largest shareholder of the company, after the agreed "red layer", require the company to repurchase price higher than the cost price of the shares.

have to say, the new board of this "rich factory" function is really diverse, not only realize the value of wealth through equity investment and retail billionaire, often to create "pull out the wool, these arbitrage opportunities.

againThe last time the

new board first appeared in "pull out the wool army trail, is in the last year for the first time when the implementation of the layer. When one of the layers of the draft came out, one of the criteria had a limit on the number of qualified investors. Let investors see the value of the account, the "high rent" account use rights.

" wool party " hit

forum you wrote an article, analyzes the new three board delisting tide, many of the proposed delisting company gives a Buyback program different, and most of them are not lower than the cost price of the stock shareholders to repurchase see the specific content: the new three board delisting tide, eight repurchase standard they most prefer this one…… .

!

according to forum Jun understand, the new three board really exist such a group of smart investors, can always find the presence of low risk arbitrage opportunities in the market, the industry known as "wool party."". Because the traditional way to pull out the wool is not consistent, but the essence is the use of low risk arbitrage opportunities to make money, so here is the addition of double quotation marks.

Before as an important part of human resources management system, salary management is the most concern for business executives and all staff, it is directly related to the success of enterprise human resource management, have an impact on the overall performance of the enterprise.

A company is a manufacturing enterprise, with the rapid development of business, the economic strength of enterprises in recent years has been greatly improved, in order to better retain key positions, arouse the enthusiasm of the staff, and attract more high-quality personnel into the enterprise, the company decided on the basis of the original increase level the salary of the employee. The company revised the original compensation system, and all the post salary according to the proportion of the total wage increase is greatly improved, but the effect is not ideal: the situation of brain drain is not reduced, the working enthusiasm of the staff did not get the expected increase, the lack of progress in the introduction of talent. The question is at the top of the company: what should pay management do in order to be more effective? As an important part of human resources management system, salary management is the most concern for business executives and all staff, it is directly related to the success of enterprise human resource management, have an impact on the overall performance of the enterprise.


1, attract, retain and motivate talented employees to achieve better corporate goals;

2 provides a long-term and reliable foundation for companies to pay their salaries properly;

3, for the enterprise’s internal value chain and industry characteristics, makes the importance and value of different positions can be reflected in the salary system;

4, reflects the human resources strategy of the enterprise, pays attention to the value realization, and establishes the high performance salary culture;

5, for the establishment of a scientific and effective human resources management system, the establishment of relevant systems and processes, while helping executives and management departments to communicate salary policy.

Need to follow the basic principles of the design of compensation system of




1, internal fairness

according to the responsibility of the size, in need of knowledge ability, and the different nature of the work requirements, the value differences in wages reasonably reflect the different levels, different grades and different positions in the enterprise.


2, external competition

competitive enterprise in the industry of compensation and benefits to attract outstanding talents to join.


3 and relevance to performance

recently, some investors to the forum Jun broke the news, smart new three board investors found that there is a "low risk arbitrage opportunities"

new board first appeared in "pull out the wool army trail, is in the last year for the first time when the implementation of the layer. When one of the layers of the draft came out, one of the criteria had a limit on the number of qualified investors. Let investors see the value of the account, the "high rent" account use rights.

Li Ping alias is a senior investor of the new three board. He told the forum, as long as the company has confirmed the delisting, then buy at a meeting of its shareholders before the stock, until the general meeting of shareholders abstained or voted against the bill, you can wait for the company to come to negotiate the repurchase price, general repurchase will not lose money, this is a can not lose business.

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