EMPLOYEE SHARE OWNERSHIP IN CROATIA - THE SITUATION, THE POSSIBILITIES AND THE PERSPECTIVE

Ključ je uspjeha konkurentski orijentiranog, modernog poduzeća, među ostalim, motiviranje zaposlenih na bolji i efi kasniji rad. Veliku ulogu u tome imaju i alternativni sustavi nagrađivanja, posebno dioničarstvo zaposlenih. Ono obuhvaća čitav niz programa u koje ulaze mirovinski usmjereni planovi kao što su ESOP (Employee Share Ownership Plan) i 401(k) planovi, zatim konvencionalne dioničke opcije (Stock-options), dioničke opcije s premijskim cijenama i ograničene dionice (restricted stocks). Iako se ne ubrajaju u dioničarstvo u pravom smislu riječi, mnoge se firme koriste modelima kao što su stock appreciations rights (SARs) i fantomske dionice (phantom stock), jer tako mogu iskoristiti prednosti koje dioničarstvo pruža. U ovome radu objašnjeni su sustavi dioničarstva zaposlenih, izneseni su glavni motivi njihova uvođenja i analizirani su stanje, mogućnosti i perspektive njihove primjene u Hrvatskoj.Among other things, the key for the success of a competitive, modern company lies in motivating the employees to work better and more effi ciently. An important role is played by alternative rewarding systems, especially employee share ownership. It encompasses a whole range of programs which include retirement-oriented plans like ESOP (Employee Share Ownership Plan) and 401 (k) plans, conventional stock options, stock options with premium prices and restricted stocks. Although they are not counted as share ownership in the real sense of the term, models like stock appreciation rights (SARs) and phantom stock are used by many companies in order to take advantage of the opportunities offered by share ownership. This paper explains the employee share ownership systems, presents the main motives for their implementation and analyzes the situation, the possibilities and the perspective of their application in Croatia