The technology world is divided about where Esops or employee stock options originated in India. Some say Infosys, the countrys secondlargest IT services firm, was the first to offer stock options to employees when it went public in 1993.
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Employees who cashed out their ESOPs have met their financial goals for the next 10-15 years. Mettl already has 25% of its business coming from overseas.Mettl's ambition has always been to become the Salesforce of the assessment world.
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Companies of all hues, including old warhorses, are now betting on stock options to ensure employee loyalty
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The value of long term incentives as the biggest retention tool needs to be derived without much hassles, delays and uncertainities to serve its purpose well
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Companies that have diluted 8 to 10 percent will face pressure to reduce futher dilution.
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The value of ESOPs can be significantly higher than a person's annual income, the investment does not require an immediate cash commitment from the company and it carries no downside risk.
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With the deadline for India to move towards International Financial Reporting Standards (IFRS) less than three months away, analysts warn that companies will have to revisit their employee stock option plans (Esops) in order to avoid cumulative losses on their profit and loss (P&L) accounts.
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ESOPs can emerge as vital compensation tool to attract and retain talent if design of the program is aligned to company’s need and the plan is communicated well to employees.
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According to Mr Ghate, the trend will gather steam in the coming months, as companies, where promoters hold 75-80%, could use the Esop route to dilute holding.
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The stock market meltdown has hit the wallets of executives of India Inc. and even their retirement plans. Many of them are seeing the value of the stock options getting pummelled. Currently, the market price of stocks is far lower than the option price, making millions of options worthless.
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